We outline five areas in which people professionals can take action to build inclusion in the workplace
True inclusion is created by embedding inclusive practices and values into the organisation's way of doing things. Whilst inclusion can't be the sole responsibility of the people profession, people professionals nonetheless have a key role to play. They can support employees, line managers and senior leaders to build inclusive behaviours and values, ensure policies and practices are inclusive, and challenge organisational values and behaviours that don't actively promote inclusion. Importantly, any action should be guided by organisational data and carefully evaluated – further research needs to test the most effective ways to build inclusion.
Affiliate membership offers instant access to CIPD resources without the need for assessments or study, or explore your options to become a professional member of the CIPD to demonstrate your commitment to the world of work.
Already a member? Login here.
What does EDI mean in the workplace and why is an effective EDI strategy vital to business?
Explore our collection of resources around the gender pay gap in UK employment law
How to support transgender and non-binary people at work, as part of a broader equality, diversity and inclusion policy
A practical look at supporting employees via staff networks and employee resource groups (ERGs)
Practical advice for people professionals on how to implement whistleblowing protection, and your legal obligations as a UK employer
Advice for managers on how they can help to manage maternity, paternity, adoption, shared parental, parental leave and parental bereavement leave
Guidance to help HR practitioners manage family leave in their organisation