All people professionals – and all employees and workers – need to understand equality, diversity and inclusion and the role they have to play, and you will see this throughout the Core knowledge areas and Core behaviours of the Profession Map. This area is for equality, diversity and inclusion specialists, who are focused on strategising, leading and delivering EDI work to create inclusive organisations.

Being an EDI specialist requires an understanding of the communities your organisation operates in: who they are, how to respond to changes in that community through people practices, and how to create sustainable change in the workforce so that it represents those communities demographically. It also requires a deep understanding of EDI issues in the organisation, gained by reviewing and identifying systemic bias and inequality, and using both data and qualitative information to create plans for actionable change.

Educating, supporting and building the capability of leaders and line managers is critical in ensuring EDI is part of the organisation’s way of working, and EDI specialists have an important role to play in enabling the business to build a culture of trust which enables people to speak up, feel safe, and advocate for others.

Knowing what reporting requirements are required by the organisation is also an important element of EDI, as is using that data to identify changes that will help to create more inclusive environments.

Mencap case study: Recruiting from
the heart

How a team with boundless dedication managed to transform the way the Royal Mencap Society finds and keeps its people.

Read Mencap’s story
Callout Image

Equality, diversity and inclusion standards

Each standard progresses through four levels of impact. Which level do you most embody in your day-to-day work?

Foundation level Associate level Chartered Member level Chartered Fellow level
At this level you'll understand: At this level you'll understand: At this level you'll understand: At this level you'll understand:
Understanding communities and society The communities and cultures your organisation operates in How to adapt your people policies and practices to reflect changes in the communities your organisation operates in How to drive change in your people practices to reflect changes in the communities your organisation operates in How to manage the complexities of different communities and cultural identities within your organisation
Workforce representation Your current workforce representation compared to the local, regional and global communities it serves Different ways to enable the workforce to represent the communities it serves at a local, regional and global level Actions that will create sustainable change in workforce representation How to determine the demographics your organisation serves in different locations, and shape strategy so that the workforce represents the communities it serves
Meaningful EDI information What data and qualitative information are effective in identifying and monitoring bias and inequality How to identify and monitor bias and inequality through data and qualitative information (eg recruitment, progression, demographic data at each grade or level) How to use data and qualitative information (eg recruitment data, information from systemic bias reviews) How to use EDI data and qualitative information to provide insights into bias and inequality, and drive change
Systematic bias and inequality What systemic bias and inequality is (eg in processes, policies, culture, values) How to review and identify systemic bias and inequality in the organisation, using methods such as audits, pulse checks, lived experience reviews and data How to carry out systemic bias and inequality reviews using a diagnostic approach which directly leads to actionable change How to engage leaders and stakeholders in reviewing and identifying systemic bias and inequality at the most senior levels to drive change
EDI issues The key EDI issues in your organisation The key EDI issues in your organisation, and how to raise awareness of these The key issues and nuances around EDI in the organisation, and how to ensure they are challenged and addressed The complexity of EDI issues in the organisation, and how to drive an inclusive culture that addresses inequality
Building capability The role of line managers in building trust, and how to develop your own understanding of inclusive workplaces How to educate and support line managers to create inclusive teams, and effectively manage issues relating to diversity How to build EDI capability in leaders and managers to create inclusive workplaces How to shape the people strategy to build EDI understanding and capability at all levels
Accountability Why it's important for everyone to be accountable for equality, diversity and inclusion How to develop pragmatic approaches that address EDI risks and opportunities, and hold people accountable for delivering them How to create pragmatic EDI plans that drive sustainable change, and hold people accountable for delivering them How to develop accountability structures across the whole organisation at all levels, and hold the most senior people to account
Trust and transparency Why trust is important in helping people to speak up and feel safe at work The different factors that help people speak up and feel safe at work, and how to advocate for others How to build a culture of trust which enables people to speak up and feel safe, and advocate for others How to build a culture of trust, transparency and advocacy
EDI legislation Equality, diversity and inclusion legislation relevant to your organisation Equality, diversity and inclusion legislation and how to advise others on application of legislation How to integrate equality, diversity and inclusion legislation into people and organisation practices How to interpret competing aspects of equality, diversity and inclusion legislation
EDI reporting What EDI reporting is legally required by your organisation (if applicable in your region) How to carry out EDI reporting requirements, and analyse the data (eg gender pay gap reporting) How to interpret data from EDI reporting to form insights and address inequality How to shape organisation priorities and long-term planning using insights from EDI reporting

More on this topic - resources to guide your work, career planning and development

Inclusion at work 2022 – Report Equality, diversity and inclusion (EDI) in the workplace - Factsheet Diversity management that works – Report Building inclusive workplaces – Report Understanding inclusion in your organisation – Health checker tool Five actions you can take to foster inclusion – Guide

Next: Learning and development

Ensuring employees have the knowledge, skills and experience to fulfil individual and organisational needs and ambitions

Continue to Learning and development

CIPD Trust

Tackling barriers to work today whilst creating inclusive workplaces of tomorrow.

Find out more

Festival
of Work

Join us to connect and learn on 7-8 June at Olympia, London

Book your free place

Explore our related content

Thought leadership
Gender pay gap reporting: Where’s the story?

Charles Cotton, the CIPD's Senior Policy Adviser on performance and reward, looks at how the gender pay gap varies by sector and employer size, and asks why more employers aren’t being open about their pay practices

Thought leadership
Childcare reforms: What is needed for a successful rollout?

James Cockett, Labour Market Economist at the CIPD, analyses the UK Government’s recent budget announcement on childcare reforms and the challenges in the sector

Thought leadership
Are the barriers to social mobility being addressed in the workplace?

Research shows less than 1 in 10 organisations are focusing on improving social mobility at work. Dr Jill Miller, the CIPD's senior policy adviser on diversity and inclusion, discusses how employers can take action

Guides
Gender pay gap reporting guide

How to calculate, publish and communicate your gender pay gap

See our EDI hub
The Profession Map

Make the most of the Profession Map

The Profession Map is for everyone in our profession – individuals and teams, members and non-members. Learn more about the Profession Map and how you can use it. 

Explore the Profession Map

Explore the purpose, values, knowledge and behaviours at the heart of our profession

How to use the Profession Map

How the international standard works for all people professionals

Find your level with the Profession Map

Find your current level of knowledge and experience and the next step in your career

Profession Map FAQs

Check out our FAQs on the Profession Map, membership, and qualifications

The Profession Map overview