True inclusion is created by embedding inclusive practices and values into the organisation's way of doing things. Whilst inclusion can't be the sole responsibility of the people profession, people professionals nonetheless have a key role to play. They can support employees, line managers and senior leaders to build inclusive behaviours and values, ensure policies and practices are inclusive, and challenge organisational values and behaviours that don't actively promote inclusion. Importantly, any action should be guided by organisational data and carefully evaluated – further research needs to test the most effective ways to build inclusion.
Explore the areas where you can take action to build inclusion
CIPD Trust
Tackling barriers to work today whilst creating inclusive workplaces of tomorrow.
Bullying
and harassment
Discover our practice guidance and recommendations to tackle bullying and harassment in the workplace.
The CIPD’s Dr Jill Miller and Uptimize’s Ed Thompson explain why workplace EDI must include neuroinclusion - and a dedication to equality of outcomes for all types of thinkers - if organisations are to fulfil their people commitments, attract and retain great talent, and unlock innovation through true diversity of thought
Find out about the importance of neuroinclusive workplaces, what employers are doing and the working experiences of neurodivergent and neurotypical employees
This article looks at reasons for the underrepresentation of women at board level in financial services
A look at the pressures placed on female academics by the nature of employment contracts.
Guidance for HR professionals on how to embed environmental sustainability into all aspects of an organisation’s employee lifecycle
Advice on how organisations can manage hybrid working arrangements
Advice for line managers on supporting and enabling hybrid working
Red flags, practical resources and action points for employers looking to foster ethical values in their organisations