» Resources » What is EDI? Glossary What is EDI? EDI stands for Equality, Diversity, and Inclusion and has grown to become an increasingly important sustainability issue over the past few decades. EDI has become a workplace priority for organisations, both in the public and private sectors. EDI initiatives are intended to promote and uphold practices that make sure all employees are being treated fairly, no matter what background they may come from. In the workplace, EDI is also supported by the UK Equality Act 2010, which is an anti-discrimination law which highlights nine protected characteristics; age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex (gender) and sexual orientation. Organisations that discriminate against people with these protected characteristics can face huge financial penalties or even serve jail time. However, this act is not just a law for the workplace. It also protects people in wider society, with the Equality Act 2010 becoming a hugely important law as social justice and EDI principles have grown in importance. EDI considerations are particularly important in sectors such as construction and the built environment, where women make up only 12% of the workforce, which highlights the need for more inclusive practices. It’s also important for the built environment sector due to the huge skills shortage that the industry faces. The sector needs an additional 225,000 workers by 2027, in an industry which only attracts 170,000 workers every year in the UK. This is an example of how EDI can be utilised to generate positive outcomes for both businesses and people. If the built environment invests in talent from diverse backgrounds, this can create positive societal outcomes for people and their communities, as well as address their own skills shortage. What is DEI? It’s worth noting that EDI is also occasionally referred to as ‘DEI’, with some organisations swapping out ‘equality’ for ‘equity’. This is often because they want to emphasise fairness by addressing individuals’ unique needs and circumstances by acknowledging that certain people may need more support than others, rather than treating everyone the same. Saira Khan Sep 3, 2024 Share: Related Articles August 2025 Blog New TISC guidance: Raising the Bar for UK Modern Slavery Transparency EJ Allen August 2025 Blog New TISC guidance: Raising the Bar for UK Modern Slavery Transparency In March 2025, the Home Office updated its statutory guidance on Section 54 of the Modern Slavery Act 2015 – the Transparency in Supply Chains (TISC) provision. This applies to UK commercial organisations with a turnover of £36 million or more, requiring annual modern slavery statements outlining steps taken to identify, prevent, mitigate and remediate […] Keagan Allin August 2025 Blog EcoVadis Explained: A Simple Guide for Suppliers Stefania Chica-Jacome August 2025 Blog EcoVadis Explained: A Simple Guide for Suppliers If one of your clients has asked you to complete an EcoVadis assessment, you’re not alone. Many large organisations now require their suppliers to go through this process to demonstrate their commitment to sustainability. If this is your first time dealing with sustainability requirements, the process might feel overwhelming but it doesn’t have to be. […] Keagan Allin August 2025 Blog Sustainable Procurement Is Good Procurement Mellita D'Silva August 2025 Blog Sustainable Procurement Is Good Procurement At Action Sustainability, we’re proud to support and lead conversations that shape the future of sustainable procurement. In a recent two-part podcast series hosted on our sister platform, ISO20400.org, our very own consultant Mellita D’Silva shares practical insights, international experience, and lessons learned from implementing sustainability in procurement strategies across sectors. These episodes form part of ISO20400.org’s ongoing […] Keagan Allin