EDI should be linked to business strategy and outcomes, says CIPD

Inclusion in the workplace is an important topic for businesses. Inclusive cultures and practices drive engagement, performance and loyalty. But it's also a topic that’s become increasingly politicised over recent years. Following this month’s inauguration of the new US President, who has openly challenged the value of equality, diversity, and inclusion (EDI) programmes, the debate has reignited.  

Many US businesses have already put an end to or scaled back their EDI initiatives and this has led to concern that businesses around the world may follow suit. 

It’s a topic we’ve been following closely for some time. As your professional body, we’re committed to supporting the people profession and contributing to the debate.

An evidence-based approach to EDI 

Our research suggests that many businesses have been reconsidering how they position EDI programmes and interventions – but inclusion and diversity are still an important area of focus. EDI initiatives are widespread, but there are concerns that they’ve become disconnected from business outcomes, are too complex and lack balance. 

EDI initiatives should always be led by sound principles, be evidence-based, and linked to a clear understanding of business relevance and impact. No business can address every individual voice or point of difference and we must carefully manage the expectations of our workforces. 

The evidence shows that inclusive cultures and working practices – where differences are respected and valued and people feel supported – drive engagement, performance and loyalty. Businesses recognise the ongoing challenge to attract and retain all the skills they need and understand that a diverse workforce with varied knowledge and experience is key to innovation. 

Championing the voice of the people profession 

Against this backdrop, we’ll continue to join the debate on behalf of the profession and promote EDI as something that’s integral to both HR practices and business strategy and outcomes. Our Chief Executive Peter Cheese shared a public statement on the topic, and we’ve been contributing to discussions in the media. For example, our People and Transformation Director, Amanda Arrowsmith, recently spoke about the issue on BBC Breakfast, representing the CIPD and the profession. 

As champions for better work and working lives, we’re committed to helping the profession ensure that people from all backgrounds can get into work and make it work for them. Members can access a wide range of practical, evidence-based guides and resources on our website. 

That said, we know this is an evolving debate and we’re engaging with the profession, thought leaders, the media and policymakers to understand how we can ensure EDI initiatives are relevant, actionable, and directly linked to business outcomes.