Focusing on employee experiences in 2026

For organisations and leaders who are keen to improve their employees’ experiences in 2026, based on an expert understanding of inclusive practices, our Chief People Officer Greg McCaw gave recommendations in his latest online conversation for d&i Leaders.

This webinar explored diversity, equity and inclusion (DEI) reflections, predictions and priorities for the year ahead. It reunited Greg with the two DEI experts from previous webinars:

Charlotte Sweeney OBE: Inclusion, diversity & equality specialist
Pauline Miller: Culture, DEI and talent C-suite executive

d&i Leaders is a global community of DEI, HR, talent, recruitment & employee network professionals, looking to collaborate, network and accelerate their workplace inclusion strategy.

A recording of the webinar is available here via free registration.

Watch the webinar

Key points

What’s clearer than a year ago?

Globalisation: US-centric language around DEI has become one-size-fits-all, making it less meaningful in some territories and cultures.
Inclusion by design, not declaration: While there’s a place for recognising organisations that drive change, it’s good to be shifting to more thoughtful and intentional approaches: weaving it quietly and deeply into the fabric of your organisation. This places private experiences above visibility and virtue signalling.
Leading by example: Many leaders are demonstrating commitment to making real impact and hearing unheard voices. Where leaders are seen to be stepping back, it’s only from performative work that makes no difference.

Recommendations for 2026

Getting senior buy-in: People & culture professionals need to think about the pros and cons of specific campaigns/programmes, as well as achievability, and explain this to leaders. Present situations to leaders as not simply a problem, but an opportunity to solve a problem.
Avoiding hierarchy: Don’t create a competing order between different characteristics of diversity. Review your organisation’s processes that cut through all diversity facets and stress-test them.
Thinking beyond trends: Don’t let trending DEI topics become a distraction from building strong foundations.

Refocusing people & culture teams’ DEI work

Fair and accessible processes: Start by asking what people products you’re building how colleagues get access. Review processes and strategy to ensure fairness e.g. promotions, grievances.
Using data: Combine this scrutiny with looking at available data, to identify the skills gaps you need to fill to create the right culture.
Design-thinking around characteristics: Persona mapping will help you to analyse how different products will serve different colleagues’ characteristics.
Multilayered approach to listening: Go beyond engagement surveys e.g. ‘stay interviews’ with current employees, listening sessions hosted by senior leadership. This will enrich your people strategy.
Giving leaders a holistic view: Present situations to leaders through an internal lens, from an external viewpoint, and in terms of what competitors are doing. Demonstrate where your organisation is strong, not just where you have challenges. Make it a two-way conversation.

People & culture consultancy from BKL

Whether you’re scaling fast, navigating change or just need some solid day-to-day support, Greg and our specialists will help you in the moments that matter.

From refining your strategy and managing change to tackling growth, we tailor our approach to fit your needs and goals. We bring empathy and expertise to every project, ensuring your people are supported and your business is ready for what’s next.

For a chat about how we can help you, get in touch with Greg or send us an enquiry.