Equality, Diversity & Inclusion - A summary of recent trends

Short of time? Below are key trends in the field and where you will find more on those topics in the Thought Leadership as identified by our industry, research and consulting partners.

Key trends

5 global trends in the EDI landscape:

  1. Pay Gap Reporting: Gender pay gap reporting is now firmly established within the annual reporting requirements of many organisations, with many being encouraged to voluntarily publish Ethnicity, Disability and Sexual Orientation pay gaps also.

    (Find out more: Harvard Business Review - A new paradigm for managing diversity (David A Thomas and Robin J Ely): Diversity efforts are not fulfilling their benefits because many leaders see diversity as about increasing racial, national, gender, or class representation. Diversity instead is how a company defines diversity – and what it does with the experiences of being a diverse organisation – that delivers on the promise.)
  2. Commitments to anti-racism: Organisations are now making public commitments to anti-racism and elevating the voices of their entire workforce, sharing how discrimination and racism shows up in the workplace.

    (Find out more: CIPD – EDI Podcasts - discussing Challenging systemic racism in the workplace and Handling organisation development effectively; CIPD – Tackling Racism in the Workplace: Multiple resources (articles, podcasts, videos, reports etc) covering topics from anti-racism to BAME career progression to tackling racism in the workplace; and Harvard Business Review - Strategies to foster equity and inclusion (Joan C Williams and Sky Mihaylo) - Bias is ever prevalent in our workplaces, so organisations must look for ways to challenge bias – this report lays out 4 clear actions for doing exactly this.)
  3. Corporate purpose and responsibility: Creating and maintaining a culture of diversity and inclusiveness has become a strategic priority for many organisations. It has been recognised that diverse perspectives, combined with an inclusive culture, drives better decision making, innovation, organisational agility and resilience.

    (Find out more: CIPD – Building Inclusive Workplaces: Creating shared value and distributing it to various stakeholders in its different forms is more important than driving business performance for financial stakeholders alone. This paper focuses on how people professionals, line managers and business leaders can contribute to the development of more inclusive workplaces; and EY – EDI Thought Leadership: The latest EY research on global EDI trends and how organisations should position EDI within their workplace.)
  4. Publicly stated Diversity & Inclusion targets: Organisations are now placing a differential focus on Race and Gender, and in conjunction with their staff networks are setting targets to achieve improved representation at senior levels.

    (Find out more: Harvard Business Review - A new paradigm for managing diversity (David A Thomas and Robin J Ely): Diversity efforts are not fulfilling their benefits because many leaders see diversity as about increasing racial, national, gender, or class representation. - Diversity instead is how a company defines diversity – and what it does with the experiences of being a diverse organisation – that delivers on the promise.)
  5. Talent process reviews: To ensure fair and equal outcomes for all employees organisations are conducting end-to-end reviews of talent processes.

    (Find out more: Synergised Solutions – BAME HR Inclusion Project Report: The progression of BAME HR Professionals within the NHS is a pressing issue. This report gathers data to better understand NHS HR BAME characteristics to lead a culturally sensitive dialogue and better design strategies to address progress of the population.)