Gender Equity in the Workplace

Why is Equity, Diversity and Inclusion (EDI) in the workplace important? There is a persistent gender imbalance in the UK. Data shows that women make up just 38% of senior leadership, and face an enduring gender pay gap. Yet CMI’s research found that only 1 in 5 senior managers and leaders actively advocate women for key projects, roles or promotions.

Gender Equality is not enough

Gender equal opportunities are not enough to create a truly inclusive workplace. We need to go beyond providing individuals and groups with the same resources or opportunities and aim for gender equity-based solutions.

Gender equity recognises the intersectionality and diversity of gender. Through it, we can give out exact resources and opportunities based on different circumstances. This enables us to champion women in the workplace by fairly serving their individual and shared experiences. Not everyone starts the same, but they should all be empowered to reach an equal outcome with the right support.

At CMI, we have recognised the importance of equity for inclusive leadership by placing it at the heart of our Professional Standards.

Graphic showing equity versus equality

The Workplace in Review: Gender

We need tangible actions to address the inequity and discrimination that prevent women from participating in the economy. What more can employers and managers do to create a more balanced workplace for all?

The key to inclusive leadership is to learn from lived experiences. In this episode, men and women across sectors share their perspectives on enabling fair and equitable opportunities at work.

 

44%

report action plans
in place where women are underrepresented in an organisation

21%

report balanced short-lists
are used in recruitment

What is the reality of Gender Equity?

CMI identified a say-do gap across UK workplaces. Whilst organisations may think and say that they are doing the right thing when it comes to inclusivity, the evidence suggests that women still have clear barriers to success in work.

  • Women lack mentoring and sponsorship opportunities
  • Women remain over-represented in insecure and low-paying roles
  • Women face a clear gap in pay compared to men
  • Organisations are complacent about acknowledging the imbalance

Explore our research for practical actions to empower gender equity in your organisation.

The Everyone Economy Report

Learn more about Gender Equity

54 entries found
Topic: Personal Development

“You may be a great specialist, but unless you know how to manage people you can do more harm than good”

Chartered Manager of the Week Catherine Myszka ChMC CMgr FCMI: “I started asking what was wrong. Was it me?”

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27d
Topic: Personal Development

How CMI helped Lucy McAuliffe CMgr FCMI on her leadership journey

The director for Network Rail’s Sussex route discusses the value of becoming Chartered

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Topic: Equality and Diversity

“The culture needs to change” – 6 things we learned at CMI Women

This year’s CMI Women Conference was full of actionable strategies for advancing inclusion. Here are just six key insights…

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Topic: Gender

“It starts with trust”: How to make your tech company more inclusive

Women still face a host of barriers when joining or progressing through emerging sectors. Here’s how you can help dismantle

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Topic: Gender

CMI celebrates International Women’s Day 2024: a message from CMI’s Patron, HRH The Duchess of Edinburgh GCVO

This year’s International Women’s Day theme is “Inspire Inclusion” – here are six actions that we can all take today

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Topic: Gender

“I had to work three times harder”: The professional struggles of women in STEM

One in four STEM professionals are women – here’s why industry leadership needs more flexibility and visibility

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Topic: Sexual Orientation

The changes the LGBTQIA+ community wants to see at work

We examined the findings from an important new survey on what the LGBTQIA+ community wants for a more inclusive workplace

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Topic: Gender

Male allyship in the workplace: how to be a better ally to women

Surveys have revealed a say-do chasm around standing up for women at work. So what needs to be done?

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