Why start-ups must prioritise diversity and inclusion from day one

As a start-up founder, it's easy to get consumed by funding rounds, product roadmaps and growth metrics. But building a sustainable, future-proof business means thinking beyond the numbers.

You shouldn't think of diversity and inclusion (D&I) as a "nice-to-have" – instead, consider it a critical strategy for innovation, team performance and long-term success.

At a panel hosted by Enterprise Nation, four leaders from across tech, education and social enterprise shared their insights on what it really takes to embed D&I into a start-up from day one. Here's what we learned.

Why D&I needs to start early

Sarah Guerra, director of equality, diversity and inclusion at King's College London, put it simply:

"If you want your business to succeed, inclusion can't be an afterthought."

For start-ups, there's a unique opportunity: you're not burdened by legacy systems or outdated practices. You get to set the tone, define the culture and design your hiring processes from scratch.

That blank canvas is a gift – so use it to build a workplace that truly reflects the diversity of the world you're operating in.

Your brand is your culture – so make it authentic

Emma, a computer and networking specialist at Dell Technologies, emphasised how important authenticity is when it comes to inclusion.

"It's very hard to fake a diverse culture. People can see through it – especially in the age of social media."

At Dell, employee resource groups like Women in Action create space for informal connection, mentoring and support – sometimes sparked by something as simple as a book club. These genuine moments can become the glue that retains talent and builds belonging.

Founders should lead by example

Gary Connor, founder of Diversity UK, explained that inclusion must be modelled from the top:

"As a founder, you set the tone. That means involving your team in decisions, being transparent and actively seeking different perspectives."

A simple example? In a recent hire, Gary left the job listing flexible in terms of hours – avoiding "full-time" or "part-time" language – which opened the door to candidates with different needs.

The result? Two complementary hires instead of one, each working in a way that suits their lives and strengths.

The three Cs: Culture, community, care

Diversity and inclusion consultant Sonia Barlow offered a powerful framework for founders: culture, community, care.

• Culture: Don't just hire for "culture fit" – that often means hiring people who think like you. Instead, hire for "culture add". Look for people who'll challenge you, expand your thinking and bring new energy to your team.

• Community: Tap into existing networks, mentoring schemes and non-profits to diversify your candidate pool. If a volunteer-led organisation like Sonia's can reach more than 700 mentees, funded start-ups can too.

• Care: From flexible hours to mental health support, caring about your team's wellbeing isn't just ethical – it's strategic. The new workforce expects empathy, not just efficiency.

Unconscious bias is everyone's responsibility

Unconscious bias won't disappear with a one-hour training. It requires ongoing effort and reflection.

Sonia recommends tools like Harvard's Implicit Association Test to help teams identify and challenge their own assumptions. She says, "D&I isn't about ‘fixing' others – it's about educating yourself."

Is remote working a barrier or an opportunity?

The shift to remote work has forced every business to rethink access and inclusion. While tech can isolate, it can also democratise.

Gary highlighted how flexible, virtual set-ups now allow employees with mobility challenges or caregiving responsibilities to take part in ways that weren't possible before.

Still, tech poverty remains a real issue – so businesses must find creative ways to ensure access for all.

Key takeaways for founders

If you're a start-up founder, here's where to begin:

• Audit your biases – and commit to ongoing learning.

• Design with inclusion in mind – in hiring, policies and everyday practices.

• Build feedback loops – make space for your team to challenge you.

• Make D&I measurable – set goals and be transparent about your progress.

• Partner with communities – don't go it alone, but collaborate with existing networks.

As Sarah noted, the real win isn't just hiring diverse teams – it's creating environments where everyone thrives.

Relevant resources

• How to be a more inclusive business

• Three reasons why diversity and inclusion are key to your business success

• Making diversity and inclusion a business reality