Findings from the CIPD's Inclusion at work 2022 report, produced in partnership with Reed, suggest that just 30% of employers say their leaders are completely committed to having an inclusive and diverse workforce.
This report provides an overview of what UK employers are currently doing to improve inclusion and diversity (I&D) in their workplaces and the measures they have found to be effective. It also highlights the gaps in practice that warrant further consideration and action.
Based on the evidence in the report, the CIPD make seven recommendations to help people professionals re-energise their own approach to practice that will support equality, diversity and inclusion in their organisation:
Build an evidence-based long-term plan or strategy with impact measures to track progress.
Take a data-driven approach to gain buy-in, investment and maximum impact.
Critically assess your people management approach with an I&D lens.
Enable managers, including through job design and training on core people management skills, to fulfil their vital role in creating inclusive workplaces.
Support leaders to champion I&D as role models and hold others accountable.
Tailor your approach to I&D to your organisational context.
Take a long-term view; don’t take your foot off the pedal.
The report suggests that the survey findings show there is huge opportunity for UK organisations, across sectors and sizes. It is hoped that the benchmarking data in the report and the seven recommendations will help and improve or re-energise approaches to make a difference the workplace.
The CIPD stress that a that a commitment and focus on creating an inclusive workplace with equality of opportunity for all is responsible business practice. In addition, the benefits for the organisation of having a genuinely inclusive workplace are vast, particularly as reputation is everything and competition for talent intense, it says. Attracting a diverse range of people to the organisation and enabling them to realise their potential at work can help achieve organisation-level strategic priorities, including tackling the current skills challenges.
CIPD December 2022