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Why is Equity, Diversity and Inclusion (EDI) in the workplace important? In CMI’s research, nearly 25% of respondents who did not identify as heterosexual said they felt uncomfortable being open about their sexual orientation at work. Yet, when LGBTQIA+ workers feel free to be their authentic selves, the data shows marked increases for business and individual outcomes.
We need tangible actions to address the discrimination and barriers that prevent LGBTQIA+ individuals from participating in the economy. What more can employers and managers do to create a more inclusive workplace for all, regardless of gender identity or sexual orientation?
The key to inclusive leadership is to learn from lived experiences. In this episode, LGBTQIA+ participants share their perspectives on creating an environment of authenticity and psychological safety at work.
Our discussion paper highlights that LGBTQIA+ employees face clear barriers to success in work.
Read the discussion paper
Paul Graham shares how CMI accreditation has given him “credibility” – and why EDI is a subject close to his heart
The overall winner of the inaugural Management Publication of the Year on inclusivity. Plus, celebrating the category winners
Research: having a properly trained manager is the most influential factor in people feeling supported at work
Chartered Manager of the Week Catherine Myszka ChMC CMgr FCMI: “I started asking what was wrong. Was it me?”
This CMI qualification is designed for practising middle managers and leaders. It aims to enable understanding of the business case for equality, diversity and inclusion and the role of managers in creating inclusive cultures.
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Have your voice heard on important matters like workplace inclusivity through CMI’s community networks. These are made up of passionate individuals who come together to advocate for real change in their organisations and industries.
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