There is a growing body of research which suggests that perceptions of fair treatment, respectful relationships, flexible working, feeling safe to bring one’s whole self to work, and having one’s full intellectual capital and diversity of thought utilised all have a significant impact on employee well-being. The question therefore is why employee well-being and D & I initiatives are so seldom operating hand in hand in organisations and what D & I practitioners can do to foster a more integrated approach to assessing and optimising employee well-being.