True inclusion is created by embedding inclusive practices and values into the organisation's way of doing things. Whilst inclusion can't be the sole responsibility of the people profession, people professionals nonetheless have a key role to play. They can support employees, line managers and senior leaders to build inclusive behaviours and values, ensure policies and practices are inclusive, and challenge organisational values and behaviours that don't actively promote inclusion. Importantly, any action should be guided by organisational data and carefully evaluated – further research needs to test the most effective ways to build inclusion.
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CIPD Trust
Tackling barriers to work today whilst creating inclusive workplaces of tomorrow.
Bullying
and harassment
Discover our practice guidance and recommendations to tackle bullying and harassment in the workplace.
Explore the CIPD’s point of view on religion and belief, including actions for Government and recommendations for employers
Explore the CIPD’s point of view on race inclusion in the workplace, including recommendations for employers
How to support transgender and non-binary people at work, as part of a broader equality, diversity and inclusion policy
Learn about the benefits of having a neuroinclusive and fair organisation and how to support neurodivergent people to be comfortable and successful at work
Guidance for employers on starting or improving an internship programme, including a checklist and model agreement
Maximise the benefits of flexible working, incorporating flexibility into people plans, strategy, and EVP
Practical guidance to help employers create a carer-friendly workplace
Practical guidance for managers on managing flexible working