From apprenticeships and qualifications to professional development and employability skills. Supporting learners, partners, and centres with tools to deliver, assess, and grow.
Join a professional community committed to excellence in management and leadership. Access exclusive resources, and recognition pathways including Chartered Manager.
Connect, celebrate, and lead with CMI’s vibrant community. From events and awards to networks and campaigns, get involved and help shape the future of management.
Stay informed with expert insights, thought leadership, and the latest in management. From in-depth features to practical guidance, explore the ideas shaping today’s workplace.
Learn about CMI’s mission, values, and impact. From our Royal Charter to governance, careers, and sustainability commitments, discover who we are and what drives us.
The overall winner of the inaugural Management Publication of the Year on inclusivity. Plus, celebrating the category winners
Neurodivergence should be harnessed for its many benefits – which requires managers to create more balanced, open teams
Research: having a properly trained manager is the most influential factor in people feeling supported at work
ADHD coach Leanne Maskell has ADHD herself. She shares three ADHD-friendly management approaches to help boost potential
A lot of highly capable, neurodivergent people communicate and approach work differently. This is how you can support them
Discover the benefits of neurodiversity in the workplace and best practice to direct your approach to neuro-inclusion.
How can managers and workplaces support and embrace neurodiversity?
Lord Shinkwin discusses living with a disability, and managers’ role in making work easier for disabled people
To attract and retain disabled talent, managers need to get better at understanding and implementing reasonable adjustments
Neurodivergent people can bring valuable skills to any workplace, as long as the working environment plays to their strengths
