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: Employment Landscape
Maternity leave: Expert tips for retaining your staff
Staff returning to work after parental leave relies on creating an environment where parents feel valued – if not, they’ll go
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Topic: Equality and Diversity
Breaking Barriers: in conversation with Professor Dilshad Sheikh CMBE CMgr CCMI
Identify opportunities that you can utilise for career development and success.
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Topic: Support and Wellbeing
Men’s mental health: Using empathetic leadership
“Never walk on by”: Why you should prioritise empathy to support your male colleagues and staff
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Topic: Mental Health and Wellbeing
Men’s mental health: looking out for your male colleagues
Three times as many men as women die by suicide. This is how to notice a male colleague is struggling and get them to open up
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Topic: Gender
Gender pay gap: What companies must do to attract and retain female talent
Learn why addressing the pay gap issue is important for the representation and engagement in your company.
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Topic: Equality and Diversity
Menopause: Expert guidance to support your people
Two-thirds of women feel unsupported with menopause symptoms at work, so what can managers do to best support them?
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Topic: Personal Development
Why your biases may be biased: intersectionality explained
If you dig into your data, your efforts to tackle bias might not be as successful as you think
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Topic: Personal Development
These are the most exciting ideas in leadership today: Part 4
Leadership success is about having, and embracing, different perspectives. Check out these from the 2022 CMI MBOTY longlist
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