Diversity, equity and inclusion (DE&I) are often seen as “big company” issues – tied to boardroom pledges, large HR teams or investor reporting. But the reality is quite different. For small and medium-sized enterprises (SMEs), building a more inclusive culture is not just possible; it’s essential for sustainable growth.
At Chubb Fire & Security UK&I, diversity, equity and inclusion are embedded into the way we work. One of our core values is to “Win with integrity, together” – and that means creating a workplace where every individual feels respected, included and able to thrive. We don’t see DE&I as an initiative. We see it as a leadership standard.
And while large organisations may have dedicated resources for this work, smaller businesses have a unique advantage: they can make change happen faster, with closer teams and more direct influence from leadership.
Why DE&I Belongs in Every Business Strategy
In the UK, the legal case for inclusive workplaces is clear. Under the Equality Act 2010, businesses must ensure that people are not discriminated against based on protected characteristics, including race, gender, age, disability, religion, sexual orientation and more.
But DE&I is not just a legal requirement. It’s a competitive advantage.
Research shows that diverse teams are better at problem-solving, more innovative and more adaptable in times of change. Inclusive cultures encourage trust and psychological safety – two factors that directly support retention, productivity and performance.
At Chubb, we recognise that diversity, equity and inclusion are strong drivers of growth and innovation. We’ve seen how teams thrive when people feel safe to be themselves, share their perspectives and contribute without fear of judgement. It’s not about meeting quotas; it’s about unlocking potential.
Chubb’s Commitment: Creating a Culture Where Everyone Belongs
We take pride in marking cultural and awareness moments that matter to our people – from Pride and Eid to Baby Loss Awareness Week and National Inclusion Week. These moments help us build empathy, strengthen relationships and create space for conversation.
We also take care to reflect DE&I in how we lead. As our Chief Operations Officer, David Dunnagan, puts it:
“DE&I goes much further than just employing diverse people; it’s about creating an inclusive and equitable environment in which every employee feels valued and respected.”
That environment is shaped not only by formal policies, but by the everyday behaviours of leaders and colleagues. From how we run meetings to how we hire, promote and communicate, we aim to model fairness, transparency and respect.
We know that when people feel safe and seen, they perform better. They grow faster. And they stay longer.
A Practical Roadmap for SME Leaders
You don’t need a dedicated DE&I officer to make meaningful progress. Here are five actions any SME can take – starting today:
1. Start with Listening and Learning
Hold informal conversations, run 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 to building trust.
2. Build Inclusion into Everyday Culture
Create inclusive meeting habits to make sure everyone is heard. Avoid scheduling around cultural holidays to encourage diverse perspectives. Inclusive cultures aren’t created by policy – they’re created by people, every day.
3. Check Your Processes for Fairness
Look at how you hire, promote and recognise talent. Are your job ads inclusive? Are opportunities visible and accessible to all? Small changes, like removing biased language from a job post, can have a big impact.
4. Celebrate What Makes People Different
Recognise cultural celebrations, awareness days and life events. Invite your team to share stories or lead activities. These moments foster connection, compassion and belonging.
5. Lead by Example
Inclusion starts at the top. Leaders must model openness, fairness and humility. At Chubb, we empower our people to be their true selves – and expect leaders to create the conditions that make that possible.
Inclusion Supports Growth and Keeps People
An inclusive culture doesn’t just attract talent – it keeps it. People stay where they feel valued. They speak up where they feel heard. And they do their best work where they feel safe.
In fast-moving businesses, especially SMEs, that stability matters. It means fewer recruitment costs, stronger collaboration and more continuity for customers and clients.
As our People Playbook puts it: “We celebrate the fact that our diversity makes us strong – and, simply, it’s the right thing to do.”
The Bottom Line
Diversity, equity and inclusion aren’t nice-to-haves. They’re must-haves for any business that wants to grow with integrity.
For SMEs, the opportunity is clear. You’re already close to your teams. You know your people. You move quickly. That means you can act – now – to create a more inclusive workplace where everyone feels they belong.
At Chubb, we’ve seen how inclusion strengthens our teams, our culture and our performance. We’ve still got work to do – but we’re proud of the journey we’re on.
Because when people feel safe to be themselves, they go further. And when they go further, so does your business.
Read more:
How SMEs can build diversity, equity and inclusion into their growth plans
