A report prepared by the former head of the Equality and Human Rights Commission (EHRC) suggests that there is a gap between what HR leaders think is working and what employees are saying when it comes to equality, diversity and inclusion (EDI).

In Walking the Walk? Managers, Inclusivity and Organisational Success, Sir Trevor Phillips argues that there is a tick-box approach to workplace inclusion policies at many organisations, with key differences emerging in companies that viewed improving workplace inclusion and culture as being “business-critical”.

The report highlights a dramatic gap between HR leaders and employees as to whether or not they believe senior management identify and deal with inappropriate behaviour in a timely manner (78% vs 57%).

It also notes that private sector HR decision-makers are significantly more likely than those in the public sector to say they are using pay gap data to address training needs (55% vs 37%) and barriers to progression (55% vs 42%).

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Sir Trevor said: “It’s time for managers and leaders to align inclusion efforts, whatever form they might take, with a truly ‘business-critical’ approach. This report tells us that those organisations will deliver better business success, attract top talent, address underperformance and foster a positive workplace culture.”

It is, he went on, impossible to overstate the impact of well-trained managers on workplace inclusion.

Welcoming the report, the CEO of the Chartered Management Institute (CMI), Ann Francke, said: “We already know that 82% of people promoted into management roles do not have any prior management training. This is the latest piece of evidence to make the case for a stronger commitment across both the public sector and private industry to make that investment in training their future leaders.”

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HR leader told that they have an EDI blindspot

What is the Equality Act 2010?

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What is the Equality Act 2010?