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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 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.
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.
report action plans in place where women are underrepresented in an organisation
report balanced short-listsare used in recruitment
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.
Explore our research for practical actions to empower gender equity in your organisation.
How menopause friendly is your organisation? Understand what you can do to help and how.
Women in mid-life are managing work, menopause and caring responsibilities. Employers need to step up to meet their needs in
Find out how managers and leaders can best support women over 50 in their careers.
One CMI Companion wants to open up the conversation about some of the other, less explored facets of diversity and inclusion
Learn more about how you can help create a more inclusive world by choosing to challenge.
Insights into the barriers to career progression for women and how you can #ChooseToChallenge.
Hear from modern business leaders and their professional experiences in today’s changing business landscape.
Now is the time to prioritise gender pay data. Target-driven action plans send a signal that you’ll act on inequality
