Why is Equity, Diversity and Inclusion (EDI) in the workplace important? In CMI’s research, nearly 25% of respondents who did not identify as heterosexual said they felt uncomfortable being open about their sexual orientation at work. Yet, when LGBTQIA+ workers feel free to be their authentic selves, the data shows marked increases for business and individual outcomes.
The Workplace in Review: LGBTQIA+
We need tangible actions to address the discrimination and barriers that prevent LGBTQIA+ individuals from participating in the economy. What more can employers and managers do to create a more inclusive workplace for all, regardless of gender identity or sexual orientation?
The key to inclusive leadership is to learn from lived experiences. In this episode, LGBTQIA+ participants share their perspectives on creating an environment of authenticity and psychological safety at work.
Sexual Orientation and Gender Identity Discussion Paper
Our discussion paper highlights that LGBTQIA+ employees face clear barriers to success in work.
- LGBTQIA+ employees’ earnings are lower
- LGBTQIA+ employees are more likely to experience workplace conflicts
- LGBTQIA+ employees lack leadership role models
- Managers often do not receive inclusion training
Access the paper for practical steps to improve inclusion in your organisation.
Learn more about workplace inclusivity
21 entries found
Topic: Equality and Diversity
Five ways to ensure your hiring is EDI compliant
Expert tips on how to make sure your organisation appeals to the widest pool of talent
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Topic: Equality and Diversity
What coming out taught me about great leadership
Chartered Manager Michael Thirlaway learned early on that an open and personal approach to management led to inclusivity
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Topic: Equality and Diversity
How organisations can instil pride and belonging all-year round
To make our colleagues feel welcome and to foster a truly inclusive organisation, this is what you need to be doing
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Topic: Equality and Diversity
Inclusion – who exactly are we trying to include and why?
One CMI Companion wants to open up the conversation about some of the other, less explored facets of diversity and inclusion
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How CMI can help
Managing Equality, Diversity and Inclusion (Level 5)
This CMI qualification is designed for practising middle managers and leaders. It aims to enable understanding of the business case for equality, diversity and inclusion and the role of managers in creating inclusive cultures.
Community and Regional Networks
Have your voice heard on important matters like workplace inclusivity through CMI’s community networks. These are made up of passionate individuals who come together to advocate for real change in their organisations and industries.