How SMEs can build diversity, equity and inclusion into their growth plans

Diversity, equity and inclusion (DE&I) is often seen as a “big company” issue – tied to boardroom promises, big HR teams or investor reporting. But the reality is very different. For small and medium-sized enterprises (SMEs), building an inclusive culture is not just possible; essential for sustainable growth.

At Chubb Fire & Security UK&I, diversity, equity and inclusion are embedded in the way we work. One of our core values ​​is “Win with integrity, together” – and that means creating a workplace where everyone feels respected, included and able to thrive. We do not see DE&I as a first step. We see it as a level of leadership.

And while large organizations may have resources dedicated to this task, small businesses have a distinct advantage: they can make change happen quickly, with close teams and direct influence from leadership.

Why DE&I Is Part of Every Business Strategy

In the UK, the legal case for integrated workplaces is clear. Under the Equality Act 2010, businesses must ensure that people are not discriminated against on the basis of protected characteristics, including race, sex, age, disability, religion, sexual orientation and more.

But DE&I is not just a legal requirement. It is a competitive advantage.

Research shows that diverse teams are better at solving problems, innovating and adapting in times of change. Inclusive cultures foster trust and psychological safety – two factors that directly support retention, productivity and performance.

At Chubb, we recognize that diversity, equity and inclusion are strong drivers of growth and innovation. We have seen how groups thrive when people feel safe to be themselves, share their ideas and contribute without fear of judgement. It’s not about meeting ratings; it’s about unlocking power.

The Chubb Commitment: Creating a Culture Where Everyone Belongs

We are proud to mark important cultural and awareness occasions for our people – from Pride and Eid to Child Loss Awareness Week and National Inclusion Week. These moments help us build empathy, strengthen relationships and create space for dialogue.

And we take care to reflect DE&I in the way we lead. As Chief Operating Officer, David Dunnagan, puts it:

“DE&I goes far beyond hiring diverse people; it’s about creating an inclusive and equitable environment where every employee feels valued and respected.”

That situation is shaped not only by official policies, but by the daily behavior of leaders and colleagues. From the way we conduct meetings to the way we hire, motivate and communicate, we aim to demonstrate fairness, transparency and respect.

We know that when people feel safe and recognized, they perform better. They grow fast. And they last a long time.

A Practical Guide for SME Leaders

You don’t need a dedicated DE&I executive to make meaningful progress. Here are five steps any SME can take – starting today:

1. Start by listening and reading

Hold informal interviews, conduct anonymous surveys or simply ask your team: “What does inclusion mean to you?” You don’t need to have all the answers. Showing a willingness to listen and learn is the first step in building trust.

2. Build a Daily Culture Inclusion

Create inclusive meeting practices to make sure everyone is heard. Avoid organizing holidays to encourage different ideas. Inclusive cultures are not created by policy – they are created by people, every day.

3. Review Your Privacy Policy

Look at how you hire, promote and recognize talent. Are your job ads posted? Are opportunities visible and accessible to all? Small changes, such as removing biased language from the workplace, can have a big impact.

4. Celebrate What Makes People Different

Be aware of cultural celebrations, awareness days and life events. Invite your team to share news or lead activities. These moments encourage connection, compassion and presence.

5. Lead by Example

Installation starts at the top. Leaders must be an example of openness, fairness and humility. At Chubb, we empower our people to be themselves – and we expect leaders to create the conditions that make that happen.

Inclusion Supports Growth and Retains People

An inclusive culture doesn’t just attract talent – it keeps it. People live where they feel important. They speak when they hear. And they do their best work when they feel safe.

For fast-moving businesses, especially SMEs, that stability is important. It means fewer hiring costs, stronger collaboration and more continuity for clients and customers.

As our People Playbook puts it: “We celebrate the fact that our differences make us stronger – and, quite simply, it’s the right thing to do.”

The Bottom Line

Diversity, equality and inclusion are not nice things to have. They are must-haves for any business that wants to grow seriously.

For SMEs, the opportunity is clear. You are already close to your teams. You know your people. He moves quickly. That means you can take action – now – to create an inclusive workplace where everyone feels like they belong.

At Chubb, we’ve seen how inclusion strengthens our teams, our culture and our operations. We still have work to do – but we are proud of the journey we are on.

Because when people feel safe to be alone, they move forward. And when they do, so does your business.