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EDI resources bank

These resources are brought to you in collaboration with The I&D of Professions Network, a group of professional bodies working together to improve our collective impact on inclusion and diversity. With Memcom they share a commitment to identifying and addressing the barriers that prevent fair access to the professions you represent. 

The I&D of Professions Network currently includes: ACCA, CII, CIPD, CIPFA, CIPS, CMI, ICAS and IWFM.

 

 

Leadership and Strategies

Leadership and Strategy - Vision and case for change examples Leadership and Strategy - Vision and case for change examples

Gender equality resources and guidance

A collection of resources, including a report, making the case for gender diversity and showcasing best practice. Covers a number of areas such as flexible working, mentoring and sponsorship, recruitment and promotion and returner programmes.

Delivering Diversity

Research report making the case for ethnic diversity and showcasing best practice. Includes recommendations for leaders and managers covering areas such as collecting data, mentoring and sponsorship and unconscious bias.

Moving the Dial on Race

Practical guidance for managers and leaders on how to build diverse and inclusive organisations. Covers six steps. For example, training your team, creating or joining an employee network and reexamining recruitment and promotion processes.

Management Transformed

Management Transformed: Managing in a Marathon Crisis is a CMI research project exploring the extraordinary challenges and new ways of working that emerged in 2020.

Broken Windows

In many organisations, there remains a gap between rhetoric and reality, with female managers continuing to experience everyday sexism and bias in their workplace. Fixing these 'broken windows' is the most urgent challenge facing any manager trying to support gender balance in their organisation.

Managing for Diversity Checklist

Advice on creating an effective programme

Sponsoring Women's Success Report

"In 2019, workplace gender diversity and inclusion retains its position as one of the critical business issues that still needs to be fully addressed.

CMI Race: moving the dial digital event

In 2017 CMI said it was time to break the silence on race at work, and that remains the imperative for leaders and managers who have not. For those who have, it is time to move the dial for change even higher and use the shock of 2020 to truly unlock our organisations for all.

How to start talking about workplace racism

Conversations about race and discrimination can be difficult, but they need to happen now. Start by understanding what privilege is

Accenture: Promoting LGBT Inclusion In The Workplace

Candida Mottershead takes us through what Accenture is doing to promote LGBT inclusion in the workplace, and to explore what individual managers and employers can learn from Accenture’s experiences.

How Accenture Improves LGBT Diversity

Accenture case study (in form of article) on LGBT diversity

National Coming Out Day - David Pearson

Friday 11th October is National Coming Out Day, which seeks to promote a safe world for LGBT individuals to live truthfully and openly. We sat with David Pearson to discuss what the best organisations are doing to deliver diversity for all of their employees.

Can flexible work close the disability employment gap

Article on employers learning from the pandemic and the need to adopt flexible working practices which can benefit disabled employees

Why inclusive leadership matters more than ever

Are we on the brink of a more inclusive world in management? Or will covid-19 just intensify social and racial inequalities?

CMI Women Blueprint for Balance: Pay and Rewards

Despite the Equal Pay Act 50 years ago, women still earn less than men in Britain today. In this episode we are joined by the Fawcett Society which is the UK's leading membership charity campaigning for gender equality and women’s rights at work, at home and in public life.

How to create a truly inclusive organisation

Inclusion has never been more important for organisations: here’s how to embrace it for the long term

Age of uncertainty.

What can employers do today to develop the leadership and management talent of tomorrow?

CMI Women Blueprint for Balance: An Ambitious New approach to Inclusion

Disruptive global challenges and shifting workforce expectations make it more urgent than ever to get inclusion right. Organisations need the skills and perspectives of a diverse workforce to find creative solutions for our changing future.

Diversity & Inclusion: Leadership beyond a pandemic

A focus on Inclusion & Diversity in the workplace is pivotal in ensuring equality and fairness for all. Diverse and inclusive organisations also have a strategic advantage that allows them to outperform their competitors.

Inclusive Leadership: From why to how

Inclusive Leaders do what they say, they “walk the talk”. We know Inclusive Leadership is important and we all want to be inclusive so why is progress so slow?

CMI Women 50: Being Bold For A Better Future

Alison Rose, NatWest Group CEO, shares her management and leadership experiences from over 27 years of working for the bank, having joined as a graduate and discusses the bold actions required to achieve gender balance at all levels.

Managing Through Change Podcast

CMI’s Thought Leadership ideas and conversations exploring the skills that managers and leaders will need in a workplace and world transformed by new technology, new business models and societal changes?

Women on Boards and in Leadership: Do Targets Work?

To discuss this year's findings are Professor Susan Vinnicombe, Cranfield University School of Management & Dr Elena Doldor, Reader in Organisational Behaviour, Queen Mary University, co-author of the Female FTSE Board Report.

#BetterManagers Briefing podcast

Your resource portal for managing and leading your team through the Coronavirus crisis.

International Women's Day 2021 - The Big Challenges for a Better Future

CMI's special International Women’s Day celebration as we ‘choose to challenge’ for a better future. You will hear from top leaders, how it feels to be in their position and what support they believe women impacted by this marathon crisis need going forward.

South West: We achieve more, when we Choose to Challenge.

Our excellent panel will provide you with insights into the broad, lived experiences that have presented the curation of Kudhva, a BBC unsung hero, an ex-RAF pilot and an Executive Dean of an Higher Education institution. All of whom have continued to thrive during these unprecedented times.

Women in Leadership

Organised in partnership with Swansea University final year students. While the level of equality within society is improving, true equality is still distant.

#ChooseToChallenge: Why, What and How?

The theme for International Women’s Day 2021 is #ChoosetoChallenge which encourages everyone to get involved in the movement towards gender equity. But what’s the best way to challenge inequality, on a personal and organisational level?

The gatekeepers of racial diversity at work need to step up

Are there enough ethnically diverse people in senior roles and on company Boards? How do we get decision-makers to understand their unconscious bias and eradicate it so we can reach true diversity?

Male Middle Managers and Gender Inclusive Leadership

The aim of this report is to highlight those subtle micro-practices that men as middle managers can engage in to foster gender parity. This research focuses on small-scale examples many readers can use in their daily working practice.

Fostering Innovation Through a Diverse Workforce

What does it mean to be diverse? What do your diversity efforts entail? Do the diversity efforts you maintain in your home market carry through to other markets around the globe? And perhaps most importantly, what is the business case for diversity and inclusion? This report will give you answers to these questions and more.

Why gender equality is good for everyone

Michael Kimmel makes the surprising, funny, practical case for treating men and women equally in the workplace and at home. It's not a zero-sum game, but a win-win that will result in more opportunity and more happiness for everybody

Why Diversity Is The Biggest Opportunity In Business

Embracing inclusion and diversity makes good business sense – here’s why

Diversity: How the FTSE 100 is Doing

Strong leadership from the top and clear integrated initiatives for black, asian and minority ethnic employees is required

Why Diversity and Inclusion matter to every business

Diversity in the workforce is a moral and economic imperative, and one that organisations ignore at their peril.

 

 

Strategy examples Strategy examples

 

How to Develop a Great Diversity Scheme

Having a diverse team has many benefits, but how can managers help to create a more inclusive workforce?

Start, Stop, Continue: how to make your leaders more inclusive

When the organisation is for the people, the people will be for the organisation, says Reetu Kansal

Ethnic Diversity in Practice – How to Bridge the Gap

The 5 Point Roadmap for gender parity

The Paradigm for Parity 5-Step Action Plan is designed to help companies accelerate the pace of achieving gender parity.

Four steps to developing a gender pay gap action plan

An effective gender pay gap (GPG) action plan will help your organisation understand its GPG and signal to employees and the public your commitment to taking serious steps to tackle it. This guidance is based on what employers who have successfully developed and implemented an effective action plan told us about the process.

Closing the gender pay gap: how businesses are taking action

The main thing to remember is that there is no ‘silver bullet’ to closing pay gaps. It’s about implementing a number of changes

 

Champions and Sponsors Champions and Sponsors

 

Diversity Leadership

The Science Council’s Declaration on Diversity calls for the appointment of a board-level Champion to advocate the importance of equality, diversity and inclusion.

Diversity champions programme

The leading employers’ programme for ensuring workplaces are truly inclusive.

The Power of Role Models.

CMI and WiM are grateful to each of the speakers who contributed to a fascinating discussion on the power of role models.

 

Governance Governance

Charity Governance Code

2020 version includes strengthened EDI section

Laying Down the Foundations for Positive and Sustainable Change

In this Better Managers Briefing, we are joined by executive members of the Black FE Leadership Group.

Reversing the shocking lack of diversity in Further Education

Education leader Robin Landman says improving the representation of Black, Asian and ethnically diverse leaders in the further education sector will help rebuild the British economy after the pandemic.

The New Good Governance: Connecting With Society

We continue our 'CMI Women: Managing the New Normal' series on the theme of the new good governance. We're delighted to be joined by Chartered Companion Shonaig Macpherson CBE FRSE, who will be sharing her insights on what we've learned from this crisis — about good governance, and what the new good governance will look like.

 

 

Internal Staff and Operations

Monitoring, measuring and reporting Monitoring, measuring and reporting

CMI Race: Better Work Culture

Microaggressions can affect people’s mental health and obstruct any efforts to create inclusive work environments.

Digital microaggressions and how to handle them

n this relatively new ‘digital first’ sphere, the removal of many office norms has worn down certain professional barriers that would otherwise reduce the occurrence of microaggressions.

Five essential steps to closing the ethnicity pay gap

Article outlining five key steps to closing the ethnicity pay gap.

Tackling the ethnicity pay gap with Chika Aghadiuno

Podcast discussing guidance and tips for managers and leaders for tackling the ethnicity pay gap

#BalanceForBetter: Gender Pay Gap Reporting and the High Wire

Ann Francke: We Need to Demand Action on the Gender Pay Gap and Acknowledge the Benefits of Balance in the Workplace.

Podcast: How to Take Action on the Gender Pay Gap

Pavita Cooper CCMI calls on CEOs to take an active interest in the gender pay gap

Gender pay gap reporting: like pulling teeth

As painful as it may be, we need to demand action on the gender pay gap to acknowledge the benefits of balance in the workplace.

Gender Pay Gap Reporting; Policy Briefing

The gender pay gap is the difference between the average earnings of men and women across a workforce.

Gender pay gap infographic

Women in management now earn £12,000 less than men, with the biggest difference at director level.

 

Data sources Data sources

Ethnicity facts and figures

 

Progress reporting examples Progress reporting examples

D&I Progression Framework

The Diversity and Inclusion Progression Framework 2.0 has been updated for 2021. Here you will find the Progression Framework 2.0 Guidance and here you will find the Progression Framework 2.0.

Global Diversity & Inclusion Benchmarks: Standards for Organizations Around the World (GDIB)

The GDIB helps organizations determine strategy and measure progress in managing diversity and fostering inclusion.

 

Recruitment Recruitment

CMI Women Blueprint for Balance: Balanced Recruitment

Kate Grussing CMgr CCMI, Managing Director, Sapphire Partners, will discuss ways of supporting managers to focus on inclusive recruitment amid the current Covid crisis and also ways in which organisations can attract and recruit more diverse talent.

Planning the recruitment process

Effective recruitment processes are vital to ensure that an organisation has the people it needs to implement its strategy and meet its objectives.

A Blueprint for Balance: Balanced recruitment

Unlocking the six key areas to achieving gender balance.

 

Retention Retention

CMI/GEO flexible working guidance

Joint guidance published by CMI and GEO on implementing flexible working. Outlining how it can help close the gender pay gap through staff retention, attraction, progression, well-being and challenging gender norms.

CMI Women Blueprint for Balance: Flexible Working

In this webinar, Emma Stewart MBE, co-founder of Timewise Foundation, provides practical insights on how organisations and managers can create a more systemic.

Distance makes the job grow fonder

CMI Chartered Fellow Dr Jummy Okoya is Senior Lecturer, Organisation Behaviour & Human Resource Management and Chair, Women’s Network & Athena Swan Lead, University of East London (UEL). Dr Okoya is also a CMI Women Board Member. Jummy shares her insights on how managers can support their teams emotionally whilst increasing productivity.

Flexibility

Organisations have accepted the principle of flexible working for some time; but the COVID-19 crisis has accelerated its adoption and necessity for many. This rapid take-up has been an intensive stress-test for management practices that will be needed if flexible working becomes more normalised post COVID-19.

Flexibility enabler to boost gender parity and engagement

How Australian organisations can create positive flexible workplace conditions for both women and men.

An introduction checklist to implementing flexible working hours

Flexibility in when and where work is carried out has benefits for both employers and employees as it can help people to manage the pressures of modern life, reduce stress and improve work-life balance.

Has everything really changed

As we emerge from lockdown, new models of working are emerging. The challenge for managers is to find the sweet spot between what works for individuals and what suits the organisation.

How to apply for flexible working

The Key Thing: Show How It Benefits Your Employer as Well as You.

 

Progression Progression

CMI Women: Creating an ambitious personal development plan

In this webinar, we are joined by Marie Hannan-Meads FCMI, founder of Professional Development Training Ltd.

Career progression: How to get ahead in tough times

Here are five simple ways you can showcase the work you’ve been doing over the past year and progress your career.

Skills and career progression

The more senior the level of management, the rarer women become: so supporting women's skills and career progression is key.

How Personal Sponsorship Could Progress Your Career

Coaches ask questions. Sponsors talk about you. CMIs women event demonstrated vividly the impact of effective sponsorship.

Women in Senior Management Setting Stage for Growth

This report, based on the latest research from the International Business Report (IBR), explores the global shift in the number of women at the top of the business world.

 

Comms. Strategy examples Comms. Strategy examples

Obstacle to Opportunity: The New Employment Landscape

The effects of the COVID-19 crisis are uncertain but will be significant. Many people and managers will find their working and professional circumstances altered. Many honest, sometimes difficult conversations will need to take place.

 

Language/terminology guidance Language/terminology guidance

Use of language: race and ethnicity

Helpful guidance on language.

Essential terminology for conversations about diversity - a free guide

We designed this guide to be a helpful glossary, supporting individuals to lead on equality and inclusion discussions in their workplaces.

 

Engaging with staff on I&D issues Engaging with staff on I&D issues

How to have difficult conversations about race at work

Principles, steps and considerations for organisations on how to have conversations about race with their employees.

How to set up an ERG for black and ethnic minority employees

Eight steps to help employers establish an employee resource group (ERG) for black and ethnic minority employees, including the business case for doing so.

 

Use of Data - Internal Use of Data - Internal

Using data to grow inclusive professions.pdf

This guide explores the question of how data collected from members can be used by professional bodies to build more inclusive and diverse professions

External Members Professionals & Employers 

Example policies Example policies

Best Practices for Improving Diversity on Boards

Best practices for improving gender diversity on boards and in senior management.

Introducing an Equal Opportunities Policy Checklist

This checklist gives a basis for introducing an equal opportunities policy, the advantages of which include the ability to attract the best talent with new ways of thinking.

 

Education pipeline resources and initiatives e.g. outreach, work exp. Education pipeline resources and initiatives e.g. outreach, work exp.

Speakers for schools

Scheme to get professionals into the classroom, founded by Robert Peston.

 

Mentoring guidance/initiatives Mentoring guidance/initiatives

CMI Women Blueprint for Balance: Mentoring and Sponsorship

This Blueprint for Balance episode focuses on Mentoring and Sponsorship. The Covid-19 outbreak has left many of us feeling frightened and worried.

Mentoring and Its Importance for Diversity and Inclusion

To be successful, mentoring usually requires the mentee to be clear about the question that is on their mind; and the mentor to be prepared to share some of their own personal experiences.

How BlackRock used sponsorship to boost gender equality

Pairing women with senior leaders is just one ingredient of a successful sponsorship scheme.

How Executive Coaching is Helping Organisations to Achieve Diversity

Simon Coops reveals how diversity coaching programmes are accelerating career development for females and ethnic minorities.

How four leading UK companies are achieving gender balance

From sponsorship to confronting unconscious bias to measuring pay levels, there are proven techniques to combat workplace discrimination.

Developing a Mentoring Scheme

Resource: Developing a Mentoring Scheme.

Reverse Mentoring

Mentoring is traditionally seen as the long term passing on of support, guidance, (sometimes) advice, knowledge, skills and experience from one person to another. However, in an increasingly complex and changing workspace, we now see the emergence of ‘reverse mentoring’ in its modern form.

Are you on the edge of the glass cliff/

At times of crisis, it’s female leaders who are more likely to step up – and then risk harsh judgement.

CMI Mentoring

Through CMI Mentoring, more experienced managers and leaders share their skills and experiences to help others further develop their management skills.

The Ultimate Guide To Mentoring

This excerpt from CMI’s new ultimate guide to mentoring outlines why it pays to be a mentor.

Mentoring in Practice Checklist

Mentoring is a relationship in which one person (the mentor) – who is usually more experienced and often more senior – supports another (the learner or mentee) with regular guidance, feedback and confidential discussion.

Supercharge Your Career: CMI’s Ultimate Guide to Mentoring

Every one of your questions about how to form a lasting and valuable professional relationship answered.

Me, Myself, and My Mentor: A how-to guide for beginners

Mentors. Sponsors. Coaches. How can they help your career? How do you get started? Where do you find the right person?.

Unleash Your Inner Mentor

You don’t always need a mentor to develop your skills and approach. You just need the right mindset.

How to Create a Mentoring Programme That Lasts

Mentoring programmes can be essential for staff development, but they won’t work if you don’t get the fundamentals right

 

Example case studies Example case studies

EDI Resource bank

This database has been developed to support individuals, teams and institutions in developing and implementing diversity strategies.

Celebrating Women in Leadership

Celebrating women’s achievements, highlighting bias and encouraging people to take action for equality.

Mentoring and its importance for diversity and inclusion

I am coming to the end of my first year as Civil Service Gender Champion. So, as well as wishing everyone a successful 2016, it’s a good time to reflect on how the last 12 months have gone.

 

Guidance towards members Guidance towards members

Episode 15: Diversity and Inclusion - beyond access

Our expert guests discuss how our (Workplace and facilities) profession and organisations can drive diversity and inclusion to the benefit of both society and business performance. When talking about this subject, the first thought for many in facilities management is inclusive access: ensuring that the building fabric and workspaces are as inclusive as possible.

Managing accessible and inclusive places

This good practice guide is aimed at facilities and estate managers and will provide you with an everyday understanding of accessible features and achieving an inclusive service and environment.

 

Use of data - External Use of data - External

Using data to grow inclusive professions.pdf

This guide explores the question of how data collected from members can be used by professional bodies to build more inclusive and diverse professions

Specialist Organisations 

Specialist organisations or initiatives Specialist organisations or initiatives

BITC (Business In The Community)

Lots of great resources esp on race and gender, plus Race at Work Charter

enei (Employers Network for Equality and Inclusion)

Membership org

Charter for Black Talent in Finance and the Professions

A pledge to enhance equality of opportunity in finance and the professions in the United Kingdom.

Supporting the wellbeing and mental health of People of Colour and Black people in the workplace

At MHFA England we – along with many others – have committed to doing the work to become a truly anti-racist organisation.

CMI Women network

Developing the world’s strongest pipeline of female managers and leaders.

CMI Race network

Supporting people to create more equal, diverse and inclusive organisations by driving change through professional leadership and management practices.

Black Solicitors Network

The Black Solicitors Network is the primary voice of black solicitors in England and Wales; committed to achieving equality of access, retention and promotion of black solicitors.

The Female Lead

The Female Lead is an educational charity dedicated to finding the factors that limit women's choices and fulfilment and amplifies their voices in order to drive change and improve economic outcomes.

Global Institute for Women's Leadership

We work towards a world in which women of all backgrounds have fair and equal access to leadership. 

Stonewall

Stonewall campaigns for the equality of lesbian, gay, bi and trans people across Britain.

Young Women's Trust

Young Women’s Trust offers support to young women aged 18 to 30, who are living on low or no pay and want to build a better future.

Scope

Scope is the disability equality charity in England and Wales. We provide practical information and emotional support when it's most needed, and campaign relentlessly to create a fairer society.

Business Disability Forum

The Business Disability Forum believes the 26 million people in the UK and over 1 billion people worldwide with disabilities and long-term conditions enhance the social and economic health of our societies. We exist to remove barriers in business structures and Government that prevent disabled people from thriving and contributing in this way.

Royal Mencap Society

Mencap is the leading voice of learning disability. Everything they do is about valuing and supporting people with a learning disability, and their families and carers.

EmployAbility

EmployAbility was established in 2006 as the not-for-profit organisation dedicated to assisting students and graduates with all disabilities, including dyslexia or long term health conditions, into employment.

Change People

CHANGE operates on a co-working model which means employees with learning disabilities work alongside non-learning disabled colleagues with equal job responsibility and on equal pay.

Centre for Accessible Environments

The Centre for Accessible Environments (CAE) has been a leading authority on inclusive design for over 50 years.

British Association of Women Entrepreneurs

An Association run by Women Entrepreneurs, for Women Entrepreneurs.

Fawcett Society

Fawcett is the UK’s leading charity campaigning for gender equality and women’s rights. We want to see a society in which individuals can fulfil their potential regardless of their sex.

National Alliance of Women’s Organisations (NAWO)

The National Alliance of Women’s Organisations is an umbrella organisation for over 100 organisations and individuals based in England. All members are concerned to ensure women gain access to their human rights, and to make equality between women and men a reality.

Women’s Engineering Society

The Women's Engineering Society is a charity and a professional network of women engineers, scientists and technologists offering inspiration, support and professional development. Working in partnership, they campaign to encourage women to participate and achieve as engineers, scientists and as leaders.

Women’s Institute

The WI plays a unique role in providing women with educational opportunities and the chance to build new skills, to take part in a wide variety of activities and to campaign on issues that matter to them and their communities.

WISE Campaign

WISE enables and energises people in business, industry and education to increase the participation, contribution and success of women in science, technology, engineering and mathematics (STEM).

Women Returners

A consultancy, coaching and network organisation that focuses exclusively on enabling talented professionals to return to work after an extended career break.

African & Caribbean Diversity

African & Caribbean Diversity (ACD or ACDiversity), est. 1990, is a charity focussed on improving the academic attainment, career prospects and social mobility of black students, aged 14 – 18, from London state schools. The charity offers an array of enrichment programmes, from residential summer schools at the University of Cambridge to one-to-one mentoring with working professionals to black his

Association for Black and Minority Ethnic Engineers

AFBE-UK provides support and promotes higher achievements in Education and Engineering particularly among students and professionals from ethnic minority backgrounds.

Coalition for Racial Equality and Rights (Scotland)

CRER is a Scottish strategic racial equality charity, based in Glasgow. They are focused on working to eliminate racial discrimination and harassment and promote racial justice across Scotland. Over the years CRER has had a key role in advocating, campaigning, and influencing developments to promote racial equality.

Race Equality Foundation

The Race Equality Foundation promotes race equality in social support (what families and friends do for each other) and public services (what 'workers' do with people who need support).

Race on the Agenda

Race on the Agenda (ROTA) is one of Britain's leading social policy think-tanks focusing on issues that affect Black, Asian and minority ethnic (BAME) communities. Originally set up in 1984, ROTA aims to increase the capacity of BAME organisations and strengthen the voice of BAME communities through increased civic engagement and participation in society.

The Runnymede Trust

Runnymede is the UK's leading independent race equality think tank. They generate intelligence for a multi-ethnic Britain through research, network building, leading debate, and policy engagement.

InterEngineering

A professional network aiming to connect, inform and empower lesbian, gay, bisexual and transgender engineers and their straight allies.

Press For Change

We provide legal advice, training, and research to trans people, their representatives, and public and private bodies.

Centre for Policy on Ageing

The Centre for Policy on Ageing, established in 1947 by the Nuffield Foundation, has a long and distinguished record as an independent charity promoting the interests of older people through research, policy analysis and the dissemination of information.

Equality Ours

They are a national network of organisations working across all areas of equality and human rights. They bring together people from a range of disciplines, sharing knowledge and expertise.

Equality Challenge Unit

Equality Challenge Unit (ECU) works to further and support equality and diversity for staff and students in higher education institutions across all four nations of the UK and in colleges in Scotland.

Inclusive Employers

Established in May 2011, they are the UK's first and leading membership organisation for employers looking to build inclusive workplaces.

 

Training & service providers Training & service providers

Managing Equality Diversity and Inclusion - Bitesize

Online digital courses for organisations.

Managing Equality, Diversity & Inclusion (Level 5)

This qualification is designed for practising middle managers and leaders who are typically accountable to a senior manager or business owner. It is aimed at enabling practising or aspiring managers to understand the business case for equality, diversity and inclusion and the role of managers in creating inclusive cultures.

Award in Strategic Approaches to Equality, Diversity & Inclusion (Level 7)

The aim of this award is to enable senior leaders to develop an in-depth understanding of equality, diversity and inclusion at a strategic level.

Active Bystander Orientation

An “active bystander” is someone who witnesses harassment, bullying, microaggressions, or other harmful or inappropriate behavior and chooses to intervene to stop the behavior and help the person or people affected regain composure or get away from the harmful situation.

Race, equity, diversity and inclusion

The Race at Work campaign was established by HRH The Prince of Wales in 1995 with the support of key business leaders.

Gender

Business in the Community’s (BITC) gender campaign exists to accelerate progress towards a truly equal working world.

Health and Wellbeing

Business in the Community (BITC) is calling on responsible business to seize this opportunity to commit to transforming mental health and wellbeing at work.

The Responsible Business Map

It is one that puts creating healthy communities and a healthy environment at the centre of its strategy to achieve long-term value.

Bullying at work

How to identify if you're being bullied at work, how to stop it, and advice on getting support.

Workplace bullying and harassment

Bullying and harassment is behaviour that makes someone feel intimidated or offended. Harassment is unlawful under the Equality Act 2010.

Equality Network Scotland

Directory of LGBTI organisations.

The Diversity & Inclusion Glossary

Diversity terms are all over the place. Do you know the meaning of BIPOC, Folx or Culture Add? I didn’t…until I looked it up!.

Sutton Trust

A LEVEL RESULTS AND UNIVERSITY ACCESS 2020.

The state of social mobility in the UK

The Boston Consulting Group Sutton Trust – July 2017.

Action for race equality

ARE champions fairness, challenges discrimination and pioneers innovative solutions to empower young people through education, employment and enterprise.