Initiatives and practices around diversity and inclusion have been an important part of HR and business thinking for decades but have been emphasised in recent years through social change as well as through wider efforts to address discrimination with an aim of creating fairer opportunities for all. However, this subject has become increasingly complex, and organisations are under pressure to show clearer positive business outcomes.

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To understand the current issues and perspectives around EDI, the CIPD initiated a review in mid-2024. As part of this we spoke to 50 HR leaders and EDI specialists in a series of interviews and roundtables. From this, we identified eight focus areas that organisations could consider: 

  • realigning EDI activity with business strategy and outcomes
  • ensuring strong governance, accountability and measurement
  • simplifying language and ground EDI messaging in business realities
  • strengthening and intergrating capability around EDI
  • strengthening manager and leadership competence and confidence
  • focusing on inclusion for all
  • managing conflict by reviewing workplace rights and responsibilities
  • addressing the challenge and opportunity of AI.

Find out more about these key considerations in our report. 

Resetting EDI and reaffirming inclusion | Report

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