Why is Equity, Diversity and Inclusion (EDI) in the workplace important? There is a persistent gender imbalance in the UK. Data shows that women make up just 38% of senior leadership, and face an enduring gender pay gap. Yet CMI’s research found that only 1 in 5 senior managers and leaders actively advocate women for key projects, roles or promotions.
Gender Equality is not enough
Gender equal opportunities are not enough to create a truly inclusive workplace. We need to go beyond providing individuals and groups with the same resources or opportunities and aim for gender equity-based solutions.
Gender equity recognises the intersectionality and diversity of gender. Through it, we can give out exact resources and opportunities based on different circumstances. This enables us to champion women in the workplace by fairly serving their individual and shared experiences. Not everyone starts the same, but they should all be empowered to reach an equal outcome with the right support.
At CMI, we have recognised the importance of equity for inclusive leadership by placing it at the heart of our Professional Standards.
The Workplace in Review: Gender
We need tangible actions to address the inequity and discrimination that prevent women from participating in the economy. What more can employers and managers do to create a more balanced workplace for all?
The key to inclusive leadership is to learn from lived experiences. In this episode, men and women across sectors share their perspectives on enabling fair and equitable opportunities at work.
44%
report action plans
in place where women are underrepresented in an organisation
21%
report balanced short-lists
are used in recruitment
What is the reality of Gender Equity?
CMI identified a say-do gap across UK workplaces. Whilst organisations may think and say that they are doing the right thing when it comes to inclusivity, the evidence suggests that women still have clear barriers to success in work.
- Women lack mentoring and sponsorship opportunities
- Women remain over-represented in insecure and low-paying roles
- Women face a clear gap in pay compared to men
- Organisations are complacent about acknowledging the imbalance
Explore our research for practical actions to empower gender equity in your organisation.
The Everyone Economy ReportLearn more about Gender Equity
60 entries found
Topic: Personal Development
Helping L&D teams connect the dots as strategic business partners
Helen Marshall shares why the learning never stops, even for chief learning officers
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Topic: Personal Development
Research into social enterprise and innovation celebrated by Management Publication of the Year 2024
Two books by business school academics made the shortlist in this category
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Topic: Personal Development
Lauren Pope, CMI Student of the Year 2024
High flyer Lauren is no stranger to winning awards, having also taken home a prize from Nottingham Business School
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Topic: Personal Development
“It’s about fostering an environment that supports women”
Chartered Manager of the Week Emma Finney CMgr FCMI has climbed the career ladder while volunteering and raising a family
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Topic: Personal Development
“I want to show women you can go far in architecture”
Chartered Manager of the Week Vaso Vaina CMgr FCMI aims to be a role model for women
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Topic: Equality and Diversity
How to be an inclusive leader (without virtue signalling)
Research: having a properly trained manager is the most influential factor in people feeling supported at work
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Topic: Personal Development
“You may be a great specialist, but unless you know how to manage people you can do more harm than good”
Chartered Manager of the Week Catherine Myszka ChMC CMgr FCMI: “I started asking what was wrong. Was it me?”
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Topic: Personal Development
How CMI helped Lucy McAuliffe CMgr FCMI on her leadership journey
The director for Network Rail’s Sussex route discusses the value of becoming Chartered
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