Inclusive workplaces better at attracting top talent and retaining them for longer, reveals new study 

A new study reveals that inclusive workplaces are not only better at attracting top talent but also keeping them longer – a major advantage in today’s competitive job market. Onvero’s inaugural State of Inclusion in the UK: From Ambition to Action Report, shows that employees in inclusive workplaces stay nearly four years longer and are far more likely to recommend their employer to others.

The research makes a clear business case for embedding diversity, equity, and inclusion (DEI) into company culture. Organizations that prioritize inclusion not only attract a broader pool of candidates but also reduce turnover, saving on hiring costs and strengthening organizational knowledge and cohesion.

The study found that 85% of respondents believe inclusive employers are better at attracting diverse candidates, compared with 46% where inclusion is not a priority. Retention mirrors this pattern: employees at inclusive organizations stay an average of 3.76 years longer.

In today’s competitive labor market, companies are competing not just on salary but on culture. Inclusive workplaces create environments where employees feel valued, heard, and empowered – and that combination drives both attraction and loyalty.

While nine in ten UK workplaces report having a DEI strategy, a disconnect remains. Only 25% of leaders say inclusion is fully embedded and regularly reported, while just 15% of employees feel DEI is fully integrated into their day-to-day experience.

This gap matters: employees can sense when inclusion is “for show” rather than genuinely part of organizational culture. More than half of respondents (51%) feel their organizations focus too heavily on compliance, and 45% say DEI efforts prioritize external image over internal change.

Inclusion’s benefits go beyond talent. Organizations with strong inclusion report 68% higher productivity and improved employee wellbeing. But the study emphasizes that the foundation of these outcomes is psychological safety, fairness, and authentic culture – factors that directly impact whether employees stay and whether top talent chooses to join.

“Inclusion is not just a legal or moral imperative; it’s good for business. Organizations that move beyond box-ticking and embed DEI into their culture see clear benefits: higher staff retention, stronger attraction of talent, and improved performance,” said Sandi Wassmer, CEO of Onvero. “Closing the gap between intention and experience requires leadership commitment, data-driven insights, and fostering psychological safety. Inclusion isn’t a box to tick – it’s a strategic lever for attracting and keeping the best people.”

For organizations struggling to retain top talent or attract diverse candidates, inclusion isn’t optional – it’s a competitive advantage. The evidence is clear: inclusive workplaces win the war for talent, keep employees longer, and set the stage for sustainable growth.

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