Why DEI matters now more than ever for business innovation

In 2025, diversity, equity, and inclusion (DEI) must be viewed not just as a moral or compliance issue, but as a strategic business imperative, especially for small and medium-sized manufacturers. Too often reduced to HR jargon or politicised debates, DEI is frequently misunderstood. But in reality, diverse workplaces are proven to enhance innovation, productivity, and resilience.

The world has changed, so must business

Today’s business environment is shaped by overlapping global crises - climate change, biodiversity loss, geopolitical instability, AI disruption, and social inequality. These aren’t short-term problems; they are complex, systemic, and unpredictable. They demand new thinking - creative, agile, and inclusive.

DEI, particularly diversity of thinking, is how businesses can respond. This goes beyond visible traits to include neurodiversity, the natural variations in how people think, process information, and solve problems. Neurodivergent individuals (such as those with autism, ADHD, dyslexia, or dyspraxia) often bring unique strengths like pattern recognition, systems thinking, and creativity, precisely what’s needed in today’s economy.

The business case for inclusive thinking

The data is compelling:

  • Cognitively diverse teams solve problems faster (Harvard Business Review)
  • Inclusive cultures are more than twice as likely to outperform financially (McKinsey)
  • Neurodiverse hiring boosts productivity and innovation (SAP, Microsoft, JPMorgan)
  • The World Economic Forum ranks cognitive flexibility and creativity among the top skills for the future of work

For SME manufacturers, this is particularly relevant. Customers and supply chain partners increasingly demand adaptability, transparency, and ethical responsibility. Embedding DEI into your culture isn’t just good practice, it’s good business.

Rethinking DEI: Beyond the checklist

DEI should not be a project or policy; it must be a mindset and a practice.

  • Diversity means valuing different thinking styles, life experiences, and learning preferences
  • Equity means removing barriers that limit contribution
  • Inclusion means creating environments—physical, digital, and cultural—where everyone feels respected, safe, and empowered

Why neurodiversity belongs in manufacturing

Neurodivergent people make up at least 20% of the population. Yet most workplaces are not designed with them in mind, leading to missed opportunities and untapped potential.

For example:

A dyslexic engineer may struggle with text but excel in 3D design
An autistic quality controller might not enjoy meetings but can spot process flaws quickly
An employee with ADHD might struggle with routine but thrive in fast-paced, creative roles

These are not problems to manage; they are assets to be embraced.

Where to start

You don’t need a DEI department, just a commitment to thinking differently:

  • Review hiring language for inclusivity
  • Adapt workplaces for sensory needs (quiet zones, clear signage)
  • Train managers in neuro-inclusive leadership
  • Engage people with diverse perspectives in decision-making

Final thought

As AI takes over routine tasks, human imagination, empathy, and problem-solving will define competitive advantage. Neurodiverse thinkers bring these qualities in abundance. In a world of change, sameness is a risk. Difference is your greatest strength.

Professor Chris Harrop OBE is visiting professor in sustainable business at the University of Huddersfield Business School.

By Made in Britain 3 days ago | By Made in Britain

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