Diversity, equity and inclusion (DE&I) are often viewed as “big company” issues – associated with board commitments, large HR teams or reporting to investors. But the reality looks completely different. For small and medium-sized enterprises (SMEs), building a more inclusive culture is not only possible; It is essential for sustainable growth.
At Chubb Fire & Security UK&IDiversity, equity and inclusion are embedded in the way we work. One of our core values is “Winning Together with Integrity” – and that means creating a workplace where each individual can thrive, be included and thrive. We don’t see DE&I as an initiative. We see it as a leadership standard.
And while large companies may have dedicated resources for this work, smaller companies have a unique advantage: They can implement change more quickly, with tighter teams and more direct leadership influence.
Why DE&I belongs in every business strategy
In the UK, the legal position for inclusive workplaces is clear. Under the Equality Act 2010Companies must ensure that people are not discriminated against based on protected characteristics such as 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 promote trust and psychological safety – two factors that directly support retention, productivity and performance.
At ChubbWe recognize that diversity, equity and inclusion are powerful drivers of growth and innovation. We’ve seen teams thrive when people feel safe to be themselves, share their perspectives, and contribute without fear of judgment. It’s not about meeting quotas; It’s about unlocking potential.
Chubb’s Commitment: Creating a culture where everyone belongs
We’re proud to mark cultural and awareness moments that matter to our employees — from Pride and Eid to Baby Loss Awareness Week to National Inclusion Week. These moments help us build empathy, strengthen relationships and create space for conversation.
We also make sure to consider DE&I in our leadership. 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 where every employee feels valued and respected.”
This environment is shaped not only by formal policies, but also by the everyday behavior of managers and colleagues. From the way we hold meetings to the way we hire, promote and communicate, we strive to model fairness, transparency and respect.
We know that people perform better when they feel safe and seen. 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 every SMB can take starting today:
1. Start by listening and learning
Have informal conversations, conduct anonymous surveys, or simply ask your team, “What does inclusion mean to you?” You don’t have to know all the answers. A willingness to listen and learn is the first step to building trust.
2. Integrate inclusion into everyday culture
Create inclusive meeting habits to ensure everyone is heard. Avoid planning around cultural holidays to encourage diverse perspectives. Inclusive cultures are not created by politics – they are created by people every day.
3. Check your processes for fairness
Look at how you hire, develop and recognize talent. Are your job advertisements included? Are opportunities visible and accessible to everyone? Small changes, like removing biased language from a job ad, can have a big impact.
4. Celebrate what makes people different
Recognize cultural festivals, awareness days and life events. Invite your team to share stories or lead activities. These moments promote connection, compassion and belonging.
5. Lead by example
Inclusion starts at the top. Managers 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 promotes growth and retains people
An inclusive culture not only attracts talent – it also retains them. People stay where they feel valued. They speak where they feel heard. And they do their best work where they feel safe.
This stability is important in fast-moving companies, especially SMEs. This means lower recruitment costs, greater collaboration and more continuity for customers and clients.
Our People Playbook says: “We celebrate the fact that our diversity makes us strong – and it’s simply the right thing to do.”
The conclusion
Diversity, equity and inclusion are not “nice to haves”. They are a must for any business that wants to grow with integrity.
The opportunity is clear for SMEs. You are already close to your teams. You know your people. You move quickly. This means you can act now to create a more inclusive workplace where everyone feels like they belong.
At ChubbWe’ve seen how inclusion strengthens our teams, our culture and our performance. We still have a lot to do — but we are proud of the path we are taking.
Because when people feel safe to be themselves, they move forward. And if they move on, so does your business.
