The CIPD believe that recognising and valuing diversity is central to good people management practices. Furthermore, a genuinely inclusive organisation culture is essential to enable a diverse group of people to work together effectively.
Inclusion is an important focus for the CIPD in pursuit of our purpose to champion better work and working lives, and we believe it’s the right thing to do. We advocate that organisations should go beyond legal requirements to develop truly inclusive workplaces where people are treated as individuals, feel valued and that their contribution matters and is recognised in a fair manner. HR practitioners have a critical role to play in achieving this, including regularly reviewing people management practices and approaches to ensure they reflect the fundamental principles of fairness, transparency and equality of opportunity, as well as challenging behaviours that undermine them. There also needs to be firm leadership commitment to diversity and inclusion with leaders role-modelling inclusive behaviours.
Those employers already taking action to make their workplaces attractive to people, irrespective of their identity are going to be on the front foot when it comes to attracting, engaging and retaining people from a broader talent pool. In addition, having a diverse workforce who feel included and valued could help your business have a better understanding of your customer’s needs, appeal to a more diverse customer base and discover new market opportunities. It’s also about your reputation as a good employer where people want to come to work and see opportunities to reach their potential.