ABSTRACT
Motivations underlying organisational efforts to build diverse, equitable and inclusive (DEI) workplaces that foster belonging and contribute positively to social equity vary. Some argue instrumentally that DEI leads to benefits such as increased employee retention, reduced reputational risk, legal compliance and enhanced organisational performance. Others believe that business has an important contribution to make in solving wider societal problems and needs to play its part in addressing deep-seated issues of social inequality. Whilst bases for exclusion are many, varied and often intersectional, gender inequality has been singled out as an important area of focus by the United Nations as the fifth goal of the United Nations Sustainable Development Goals.
