Resetting EDI: how people professionals are adapting and changing in a complex and evolving landscape

Diversity and inclusion have long been a part of HR and business practice. But the landscape has become increasingly complex, and new perspectives are emerging. As a result, many organisations and people professionals are reviewing their practices in this area.  

In our new report, Resetting EDI and reaffirming inclusion, we draw on insights from 50 senior HR leaders and EDI specialists, including CIPD members, and have reviewed other evidence including our own previous studies to explore how organisations are approaching this changing landscape constructively. 
 
By curating a wide range of perspectives, this report provides a balanced view of the ways in which organisations can develop their approaches to equality, diversity and inclusion – for the benefit of people and business.

The report identifies how organisations are approaching EDI practices to achieve effective outcomes. These can be summarised under four key themes: 

1. Strategic alignment and governance – align EDI activity with business strategy and business outcomes - and ensure clear accountability. 
2. Communication and cultural relevance – use inclusive, accessible language grounded in everyday business realities. 
3. Capability and leadership development – strengthen the skills, confidence and competence of HR teams, managers and leaders to encourage inclusive management. 
4. Risk management and future readiness – prepare for emerging risks and opportunities, including evolving workplace rights and the opportunity to embrace technology, including AI. 

Combining practitioner insights, roundtable discussions and case studies, the report offers a range of perspectives and explores the latest approaches used by organisations and their people.