A workplace where people have equality of opportunity to reach their potential is good for individuals, organisations and society. Yet the findings from our Inclusion at work 2022 report, in partnership with Reed, show that just 30% of employers say their leaders are completely committed to having an inclusive and diverse workforce.

This inaugural 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.

Download the report and executive summary

Report: Inclusion at work 2022

Download the report
PDF document 2.1 MB

Executive summary: Inclusion at work 2022

Download the executive summary
PDF document 289.8 KB

Based on the evidence in the report, we make seven recommendations to help people professionals re-energise their own approach to practice that will support equality, diversity and inclusion in their organisation.

7 recommendations for practice

  1. Build an evidence-based long-term plan or strategy with impact measures to track progress.
  2. Take a data-driven approach to gain buy-in, investment and maximum impact.
  3. Critically assess your people management approach with an I&D lens.
  4. Enable managers, including through job design and training on core people management skills, to fulfil their vital role in creating inclusive workplaces.
  5. Support leaders to champion I&D as role models and hold others accountable.
  6. Tailor your approach to I&D to your organisational context.
  7. Take a long-term view; don’t take your foot off the pedal.

The CIPD has also produced guides on inclusive recruitment for employers and line managers.

More on this topic

Guides
Neuroinclusion at work

This guide is for people professionals and leaders across functions who want to learn more about neurodiversity, the benefits of having a neuroinclusive and fair organisation, and how they can support neurodivergent people to be comfortable, confident and successful at work

Thought leadership
Creating a neuroinclusive organisation for the future of work

The CIPD’s Dr Jill Miller and Uptimize’s Ed Thompson explain why workplace EDI must include neuroinclusion - and a dedication to equality of outcomes for all types of thinkers - if organisations are to fulfil their people commitments, attract and retain great talent, and unlock innovation through true diversity of thought

Reports
Neuroinclusion at work report 2024

Find out about the importance of neuroinclusive workplaces, what employers are doing and the working experiences of neurodivergent and neurotypical employees

More reports

Reports
Neuroinclusion at work report 2024

Find out about the importance of neuroinclusive workplaces, what employers are doing and the working experiences of neurodivergent and neurotypical employees

Reports
Labour Market Outlook

Read our latest Labour Market Outlook report for analysis on employers’ recruitment, redundancy and pay intentions this winter

Reports
Menstruation and support at work

This report explores employees’ experiences of menstruation and menstrual health at work and details how employers can develop a supportive culture

Reports
Devolution and evolution in UK skills policy

A report seeking common ground in skills policy across the UK’s four nations

See all reports