Skip to content
EDI_Header
The GBC requires organisations to evidence how they analyse and monitor their EDI data against a baseline, using it to address disadvantage and discrimination.

Equality, Diversity and Inclusion

The GBC requires organisations to evidence how they analyse and monitor their EDI data against a baseline, using it to address disadvantage and discrimination.

Why Equality, Diversity and Inclusion Matter

A diverse, equal and inclusive culture is imperative for a business to continue to thrive because it puts its people at the heart of its operation. When people feel valued and included, they are more likely to flourish at work. More diverse teams lead to better business outcomes.

A more diverse workforce and inclusive workplace therefore improves customer orientation and service, innovation, productivity, profitability, morale and staff retention. It requires substantive measures to improve diversity, and data is an important factor against which to measure progress.

Equality, Diversity and Inclusion In Practice

Case study: How accredited organisations are building success through diversity

We spoke to some of our accredited organisations to find out how committing to our EDI component has helped their business and employees.

Case study: Equality, Diversity and Inclusion at Axminster Tools

We spoke to Jane Boulton, Human Resources Director at Axminster Tools to see how they’ve developed their commitment to our EDI component.

Resources

Our Stance on – CEO Pay Ratio

Under this component we also ask organisations with more than fifty workers to report their CEO pay ratio. This is a legal requirement for listed companies more than 250 workers, in recognition of the “widespread perception that executive pay has become increasingly disconnected from both the pay of ordinary working people and the underlying long-term performance of companies” (Corporate Governance Reform green paper) and that it contributes to public distrust and shareholder dissatisfaction.

Charities are well used to reporting the pay of their highest earners and the Good Business Charter believes that all private businesses with more than fifty workers, and listed businesses with 51-250 workers, should embrace the same level of transparency legally required of large, listed companies. See the High Pay Centre for more information on this and this Accounting Web article for ways to calculate it.

For partnerships, the CEO pay ratio would be calculated on the basis of the salary paid for taking the CEO role, not on drawings from the business.