1、Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report1Beyond buzzwordsEmbedding a systemic approach to EDI across the UKs professions Alice Bell,February 2024Full reportThis research was conducted by The Young Foundation on behalf of a collaborative of 12 profe

2、ssional membership and regulatory bodies.The Young Foundation is a not-for-profit organisation driving community research and social innovation.We bring communities,organisations,and policymakers together,shaping a fairer future through collective action to improve peoples lives.Author:Alice Bell Wi

3、th research contributions from Franca Roeschert,Victoria Boelman,Richard Harries,Yasmin White,Jem Hai,Philip Mullen,Chelsea McDonagh and Caroline Yang.ContentsForeword4Executive summary5Introduction7Part 1:The uncomfortable reality14Part 2:Exploring approaches to drive change51Conclusions and recomm

4、endations69Appendix 1:Detailed methodology78Appendix 2:Suggested actions from members and learners94References76A:Is progress stalling?B:What works?5261Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report4Foreword Inclusion in the workplace is not a passing tr

5、end;it is a fundamental necessity for the growth,progress,and success of organisations in todays interconnected and diverse world.A truly diverse and inclusive workplace values and empowers individuals from all backgrounds,fostering collaboration and driving success.Research consistently demonstrate

6、s that prioritising inclusion leads to better outcomes.For example,analysis from management consultancy McKinsey&Company(2015;2018;2020),consistently highlights how companies with diverse workforces are more likely to outperform their industry peers.Inclusive environments enhance employee engagement

7、,productivity,and innovation,unleashing the full potential of individuals.However,significant challenges persist.Discrimination and unconscious biases hinder progress toward inclusion.A staggering 72%of the professionals surveyed for this report highlighted experiencing discriminatory behaviour in t

8、he workplace since 2019.This not only harms individuals but also stifles diversity of thought,and hinders organisational performance.This report highlights the critical role that Chartered,professional and regulatory bodies play in addressing barriers to inclusion in the workplace.As authoritative o

9、rganisations representing more than 750,000 people working in a wide range of professions in the UK,we have a responsibility to lead by example and drive positive change.Professional bodies possess the influence,expertise,and networks to advocate for inclusive practices,establish guidelines,and prov

10、ide support to their members.We are committed to helping our members and their employers create welcoming and equitable workplaces.Through training and education,we can ensure members possess the necessary skills to cultivate more inclusive cultures implementing strategies to address biases,fair hir

11、ing practices,and mentorship programs that boost progression and close gaps.Moreover,as professional bodies we have a unique opportunity to leverage our collective voice and influence to drive systemic change in the wider business community.That demands collaboration with other organisations,policym

12、akers,and stakeholders,and advocating for policies and regulations that foster inclusion in the workplace.We are also committed-including through this research-to promoting research and data collection to better understand the challenges and opportunities associated with inclusion,thus informing evi

13、dence-based solutions.In conclusion,inclusion in the workplace is crucial,and professional bodies are key agents of change.The data presented in this report highlights the benefits of inclusion and the urgency of overcoming barriers.Alongside commitments from the professional bodies,and calls to act

14、ion for policymakers,we hope this report inspires and empowers professionals across the breadth of industries we represent and beyond to take bold actions towards creating workplaces that are truly inclusive,enabling individuals to thrive and organisations to excel in the increasingly diverse and dy

15、namic world we live in.Co-signed by:Alastair McCapra,Chief Executive,CIPR Ann Francke,Chief Executive,CMI Bruce Cartwright,Chief Executive,ICAS Ed Almond,Chief Executive,IET Gill White,Acting Chief Executive,CII Helen Brand,Chief Executive,ACCA John Barwick,Interim Chief Executive,CRL Linda Hausmani

16、s,Chief Executive,IWFMNick Welby,Chief Executive,CIPSPeter Cheese,Chief Executive,CIPDRob Whiteman,Chief Executive,CIPFAVanessa Harwood-Whitcher,Chief Executive,IOSHBeyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report5Executive summaryDrawing on research with

17、more than 7,000 members and learners of 12 professional membership and regulatory bodies across the UK,this report provides a fresh look at how recent efforts to promote equality,diversity and inclusion(EDI)have been experienced,across and between several professions.It serves as a call to professio

18、nals,and their representative bodies,to reflect on their outlook,conduct and collective actions.Building on the large body of existing evidence,this research reinforces the importance of EDI and its positive benefits for individuals,organisations,professions and the economy.However,the findings show

19、 that the progress of EDI efforts has stalled.In order to move forwards,it suggests a new approach is necessary.While highlighting the pivotal role professional bodies can play in catalysing change,the report also addresses the commitments required from individual professionals,employers,and policym

20、akers to support systemic action.Are we stuck?EDI is on the agenda,but the uncomfortable reality remains that negative experiences are widespread across the professions.Almost three-quarters of professionals surveyed report experiencing barriers to progression in their career(73%)or discriminatory b

21、ehaviour in the workplace(72%)Negative experiences are more common among those with more marginalised characteristics The testimonies of professionals show how experiences of marginalisation are lived in variable and complex ways on an everyday basis.Ultimately,scepticism is growing among profession

22、als about the capacity of EDI efforts to enact change,with a widespread perception that there is lots of talk but little meaningful action.Disillusionment with the practice of EDI could mean that progress to date is at risk of backsliding:around one-fifth(22%)of professionals surveyed believe EDI re

23、ceives too much focus compared to other issues within their profession.Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report6The stakes are high:over half(53%)of professionals surveyed say they have considered leaving their profession and/or organisation becaus

24、e of issues related to EDI.Yet,it will be a challenge to enact the meaningful changes professionals want to see through EDI initiatives.There is no one size fits all solution and what works will be dependent on the ways in which numerous factors are negotiated for example:How best to demonstrate you

25、r commitment to change in the short-term,while enacting change that aims to have longer-term impacts?How best to involve those with lived experience of marginalisation in initiatives,without burdening them with the responsibility to drive change?How best to build coalitions and alliances across a ra

26、nge of groups,while appropriately recognising their differences?Striking the right balance requires bravery,and a new approach that reframes how EDI is understood:Equality,diversity and inclusion must be guiding principles for all decision-making not just for specific initiatives.Interventions must

27、focus on changing the systems that underpin marginalisation.This reframing will benefit individuals,their organisations,professions and the economy.We need to be braveAs stalling progress risks EDI efforts becoming a disingenuous race to the bottom,we suggest professional membership and regulatory b

28、odies hold a key lever for positive action and lasting change.They have the capacity to raise the bar for what it means to be a professional,in relation to the values of equality,diversity and inclusion.We suggest actions and commitments for professional membership and regulatory bodies to ensure th

29、at they:1.Put EDI at the heart of what it means to be a professional2.Set higher standards for professionals 3.Actively involve professionals in change 4.Become role models for good practice.Nonetheless,not all issues highlighted in this research are within the influence and control of individual pr

30、ofessional bodies.Everybody must play a role in enabling systemic change.The inconsistent patchwork of positive action,from some organisations and professionals,must be matched by commitments from all actors across the system,including(local and national)policymakers.Fostering a race to the top Prof

31、essional membership and regulatory bodies set the standards of what it means to be a professionalEmployers operationalise these standards in hiring and promotion decisions,and across its policies and practicesProfessionals enact these standards to foster more inclusive cultures Beyond buzzwords|Embe

32、dding a systemic approach to EDI across the UKs professions|Full report7IntroductionThis builds on an established agenda that highlights the central role professionals play in shaping the UKs economy,delivering success and opportunity across the workforce.A concerted effort to improve social mobilit

33、y through the professions emerged around 15 years ago,with an action plan set out by the Panel on Fair Access to the Professions,chaired by the Rt Hon Alan Milburn.Recognising there is no single definition of the professions,the Panels final report(2009:p14)characterised these careers as typically h

34、aving:recognisable entry points for example,standard qualification requirements codes of ethics for example,that set out aspects of professional responsibility systems for self-regulation for example,setting and regulating standards for professional development a strong sense of vocation and profess

35、ional development.The Milburn report foregrounded the potential role of the professions to drive a new wave of social mobility,by opening up access to the growing but increasingly socially exclusive professional employment opportunities across the UKs economy(ibid).While progress in 2012 was found t

36、o be a sporadic and haphazard lottery,in the midst of recovery from the global financial crisis,rising inequality remained a deep social concern across broad public and political opinion(Milburn,2012:p.29).This context resonates with the current drive to enact change through the professions,led by a

37、 collaborative group of professional membership and regulatory bodies.This collaborative was formed in response to the economic challenges presented by the Covid pandemic,aiming to help people get back into work and progress in their professions by connecting learners,employers and education provide

38、rs with opportunities to upskill and retrain.This report grapples with the essence of what it means to be a professional,in relation to EDI.It serves as a call to professionals,and their representative bodies,to reflect on their outlook,conduct and collective actions.Beyond buzzwords|Embedding a sys

39、temic approach to EDI across the UKs professions|Full report8The collaborative has since increased in number,representing evermore professionals and different types of professional bodies:ACCA(the Association of Chartered Certified Accountants),a globally recognised professional accountancy body pro

40、viding qualifications and advancing standards in accountancy worldwide.The Chartered Insurance Institute(CII)is a professional body dedicated to building public trust in the insurance and financial planning profession,with a committment to driving confidence in the power of professional standards:co

41、mpetence,integrity and care for the customer.CILEx Regulation(CRL)is the independent legal regulator for chartered legal executives,CILEX membership,CILEX Practitioners and firms.They work with their regulated community to ensure that they deliver the best outcomes for clients.The Chartered Institut

42、e of Personnel and Development(CIPD)is the professional body for HR and people development,championing better work and working lives for over 100 years.The Chartered Institute of Public Finance and Accountancy(CIPFA)is a UK-based international accountancy membership and standard-setting body,the onl

43、y such body globally dedicated to public financial management.The Chartered Institute of Public Relations(CIPR)is the worlds only Royal Chartered professional body for public relations practitioners with over 10,000 members.Theyadvance and promote professionalism and standards in public relations by

44、 making its members accountable to their employers and the public through its code of conduct as well as through training,qualifications,and accreditation.The Chartered Institute of Procurement and Supply(CIPS)is the global membership organisation for procurement and supply,driving positive change a

45、cross the profession.They provide education and tools for members.And they are a voice and standard,building a network across the globe.The Chartered Management Institute(CMI)is the Chartered professional body for management and leadership.Their mission is to improve the quality and the number of pr

46、ofessionally qualified managers in order to create better led and managed organisations.The Institute of Chartered Accountants of Scotland(ICAS)is a global professional membership organisation and business network for Chartered Accountants.They are also an educator,regulator,examiner and a professio

47、nal awarding body.The Institution of Engineering and Technology(IET)inspire,inform and influence the global engineering and technology community to engineer a better world.The Institution of Occupational Safety and Health(IOSH)is the Chartered body for occupational safety and health professionals wo

48、rldwide;a registered charity with international NGO status.The Institute of Workplace and Facilities Management(IWFM)is the body for workplace and facilities professionals.They empower and enable members to expand their potential and have rewarding,impactful careers as business enablers who transfor

49、m organisations and enhance experience.1 The professionals covered in this research are:accountants,legal executives,paralegals,insurance brokers,underwriters,claims professionals,financial planners,paraplanners,mortgage brokers,human resources personnel,public relations professionals,managers procu

50、rement and supply professionals,engineering and technology professionals,occupational safety and health professional,and workplace and facilities professionals.Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report9While the Milburn report narrowly focused on im

51、proving access to the professions,the scope of concern among the professions has now broad-ened to encompass the following principles(often abbreviated to EDI):Equality aiming to ensure fair access,treat-ment,and opportunity for all those in a profes-sion or workplace,regardless of difference Divers

52、ity aiming to ensure that a wide range of identities,backgrounds,experiences,circum-stances and perspectives are represented in the workforce Inclusion aiming to create environments where everyones differences are respected and valued,enabling everyone to thrive and feel included.Work around these i

53、ssues also often considers:Equity beyond equality,this recognises that in order to treat everyone the same,you must account for their different needs Belonging beyond inclusion,this is a feeling of security,support and acceptance,that results from the inclusion of different individuals and groups So

54、cial justice beyond isolated efforts in individual organisations,this aims for a fairer distribution of power and resources across society.A wide range of interventions and initiatives coalesce around these principles,with EDI becoming an industry of its own.This follows a well-established business

55、case which highlights how these socially desirable outcomes also make economic sense.For example,there is evidence to demonstrate that,with increased diversity:Profits growCompanies among the top-quartile for gender diversity on executive boards are 25%more likely to outperform the profitability of

56、their peers in the lowest-quartile;and this figure rises to 36%between the most and least diverse companies in terms of ethnicity(McKinsey,2020).Innovation improvesCompanies with above-average diversity(across six dimensions)in their management teams report innovation revenues which are 19%higher th

57、an those with below-average diversity among their management(BCG,2018).Productivity risesFirms can achieve a productivity premium of+3%if managers are more gender diverse,or+7%if managers are more culturally diverse(Criscuolo et al,2021).These benefits emerge because EDI enables organisations to att

58、ract and retain talented individuals who can contribute a diversity of perspectives to enhance decision-making(Catalyst,2020).It also improves employee satisfaction,as well as the reputation of the employer(ibid).Nonetheless,government research on the business case for EDI warned that gestures cost

59、money(BIS,2013:vi).As recent analysis suggests the current global market for EDI is valued at$9bn,and is expected to grow to$31bn by 2033(Fact.MR,2023),it is important to reflect on how this investment in EDI has been perceived and experienced,and what must be done to maximise impact from interventi

60、ons.Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report10This research contributes to the existing body of knowledge by providing a fresh look at how recent efforts to promote EDI have been experienced,across and between the professions involved in the collab

61、orative.Drawing on data about professionals views and experiences in diverse workplaces across the UK,the findings can intervene at the systems-level particularly highlighting the role of professional membership and regulatory bodies among government,employer and grassroots action.It explores how th

62、ese professional bodies have the capacity to raise the bar about what it means to be a professional,in relation to the values and principles of equality,diversity and inclusion,influencing action and behaviours among professionals and their employers.Working together as a collaborative,these bodies

63、represent an ecosystem of different who all co-exist in workplaces,and whose practices influence each others work and working culture.This therefore provides a significant opportunity to drive change across the diverse industries and sectors that make up the UK economy.AimsFocusing on the profession

64、s represented in the collaborative,the research aims to:1.understand the experiences and barriers faced by those with marginalised characteristics (Part 1)2.understand the perception of EDI within the professions(Part 2a)3.explore existing initiatives to improve EDI,identifying what interventions ar

65、e perceived as effective in order to inform what action the professions should take(Part 2b).The scope of this study is focused on those members and learners of 12 professional membership and regulatory bodies who are currently working and/or studying in the UK.ApproachAbout the research Rapid revie

66、wSurvey with more than 7,000 professionalsFocus group discussions with more than 90 professionalsIn-depth interviews with six EDI expertsConducted between October 2022 and April 2023,the research brings together quantitative and qualitative data about the views and experiences of more than 7,000 pro

67、fessionals.It is supported by insights from existing literature,as well as in-depth conversations with individuals who have expertise in implementing EDI initiatives across the professions.2 This group is referred to as professionals throughout the report.3 Refer to the appendix 1 for the detailed m

68、ethodology.Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report10Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report11Several people shared the difficulty they had with overly simplistic and reductive labels which put p

69、eople in boxes and cast widespread assertions about the experiences of those with similar characteristics.This presents a challenge to researchers who necessarily categorise responses to draw conclusions from data.I always have great fun when you fill in the equality,diversity,and inclusion informat

70、ion and all these standardised forms you get.I say to myself,Which hat am I going to wear today?Because I look upon it and the information that its asking from me,actually,really doesnt reflect me.Focus group participant(IOSH member)Professionals told us how their lives and identities are multi-dime

71、nsional and complex.It is clear that a range of dynamics interact and compound each other,in variable ways,to shape each persons experiences.Yet,this can be difficult to unpick,explain or categorise.Well,if we call them disadvantages,a lot of barriers,sometimes,cut across,so you may represent differ

72、ent communities.You may potentially be part of lots of different groups because you identify with them.Focus group participant(CIPR member)I think its a mix of everything.Age for one,ethnicity for another,socioeconomic background for another,where you live,just everything about you,really.Focus grou

73、p participant(CIPS member)Accounting for complexity EDI touches on some incredibly sensitive and personal issues,and we would like to acknowledge the time,energy and courage so many professionals willingly contributed to this research.For the researchers involved,this comes with great responsibility

74、 to represent participants views and experiences appropriately.We,therefore,have taken care to develop an analytical approach that aims to recognise the complexity of peoples identities.Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report11Beyond buzzwords|Emb

75、edding a systemic approach to EDI across the UKs professions|Full report12This group is cisgender,male,white,non-religious or Christian,heterosexual,non-disabled and neurotypical,with no mental or physical health conditions,and comes from a higher or intermediate socioeconomic background.This group

76、report only one of the following characteristics:No marginalised characteristics One marginalised characteristic Two marginalised characteristics Three or more marginalised characteristics n=807(16%)n=1717(33%)n=1753(34%)n=877(17%)This group report only two of the following characteristics:This grou

77、p report three or more of the following characteristics:A marginalised gender identity(women,non-binary people,trans people,and/or people with other marginalised gender identities)A minoritised ethnic group,faith or identity(Black,Asian,mixed or other ethnicities and/or non-Christian religions)A mar

78、ginalised sexual orientation(lesbian,gay,bisexual,queer or other non-heterosexual orientation)A physical and/or mental health condition and/or neurodivergence A lower socioeconomic background(based on parental occupation age 14)This concept is known as intersectionality.In order to foreground this,t

79、he analytical approach taken in this study draws together several different types and interpretations of data.First,we have developed a quantitative proxy for intersectionality,which assumes that people with multiple characteristics that tend to be marginalised have a different(more challenged)lived

80、 experience of the workplace than those with no or fewer marginalised characteristics.For the purposes of this study,we have grouped survey respondents4 on this basis:Although we recognise that this proxy does not include all the possible characteristics that may be marginalised,for the purposes of

81、this report we refer to the characteristics covered in this measure as marginalised characteristics.We did not include the life-course characteristics of age or caring responsibilities in the proxy measure5:this is because people of all ages report being disadvantaged because of their age,and caring

82、 responsibilities cut across other demographic groups.In some instances,several characteristics may be grouped together as one marginalised characteristic this is due to overlaps between categories(avoiding double counting)and the challenges of defining ways of identifying.6 This is a simplistic ope

83、rationalisation of intersectionality,therefore we acknowledge the limits of this approach to tease out differences between characteristics.Readers must be mindful not to assume all characteristics will have the same impact.The different ways marginalised characteristics are experienced by profession

84、als are explored further in deep dives involving qualitative insights and group-specific quantitative analyses.Together,this strives to provide a more nuanced picture.4 The base for the intersectionality proxy is all those answering all the relevant demographic questions,excluding all those that ski

85、pped or said prefer not to say or dont know to any of the relevant demographic questions(n=5154).5 Whilst these characteristics are not included in the proxy measure,experiences related to age and caring responsibilities are analysed in other ways throughout the report.6 Limitations are detailed in

86、appendix 1.Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report12Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report13A note on terminology The term marginalised is used to refer to those that are systematically exclude

87、d and discriminated against due to unequal relations of power across society.Like with many of the labels used throughout this report,it is difficult for such terms to reflect the diverse experiences and preferred ways of identifying for all those to which they are attributed.A range of terms(for ex

88、ample,disadvantaged,socially excluded,underrepresented,minority,minoritised)can be used to reflect a similar meaning.We will flexibly employ each as appropriate throughout this report,but have chosen to primarily refer to marginalised as it emphasises that experiences of those with these characteris

89、tics reflect their structural position in society,rather than perceived inadequacies in their specific characteristics,backgrounds,or circumstances.Moreover,it does not make any presumption about whether experiences resulting from marginalisation will be positive or negative,or relate to the size of

90、 a population.We intended to recognise that experiences resulting from marginalisation are not uniform,but can be complex and diverse.Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report13Beyond buzzwords|Embedding a systemic approach to EDI across the UKs pro

91、fessions|Full report14Part 1:The uncomfortable reality This section shares the research findings on the lived experiences of professionals with marginalised characteristics.It sheds light on the uncomfortable reality of what its like to become and be a professional for those with different identitie

92、s,backgrounds and circumstances.Key findings:Navigating professional life clearly comes with challenges for the vast majority of professionals.Almost three-quarters of professionals surveyed report experiencing:barriers to progression in their career(73%)discriminatory or exclusionary behaviour in t

93、he workplace since the start of 2019(72%).Nonetheless,across all metrics used to understand the experiences of professionals,a clear trend emerges in which negative experiences are more common among those with more marginalised characteristics.This contradicts claims that professional experiences ar

94、e rooted in a meritocracy.Rather,testimonies from professionals show how lived experiences marginalisation shape the everyday realities of working in the professions,in variable and complex ways.The implications of this uncomfortable reality must be taken seriously as more than half(53%)of professio

95、nals surveyed say they have considered leaving their profession and/or organisation because of issues related to EDI.Most commonly,this is because they feel overlooked or undervalued,with further concerns around progression,management,workload,pay and culture.While these findings will not necessaril

96、y be surprising to everyone,there is a clear perception gap between those that have marginalised identities and those that do not.This is a clear barrier to change especially as senior leaders,with greater decision-making power,more commonly have fewer marginalised characteristics.Beyond buzzwords|E

97、mbedding a systemic approach to EDI across the UKs professions|Full report15Professional journeys First,we consider the experience of becoming a professional.When asked about what motivated people to join their respective professions,we heard some very personal experiences ranging from people pursui

98、ng long-held passions,to those who discovered a role that fit their unique skills and attributes.For many others,the profession was simply something they fell into in the search for employment.While,at the surface,this may seem random or accidental,further analysis of peoples routes into the profess

99、ions reveals significant barriers and enablers which structure these experiences.Accessing professions:falling into it?I fell into facilities management quite accidentally but absolutely loved it the moment I even understood it.Focus group participant(IWFM member)The majority of the people I have me

100、t have fallen into insurance because uncle so-and-so got him a job.Focus group participant(CII member)Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report16Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report17Among prof

101、essionals surveyed,70%report experiencing barriers when joining their profession and this rises to 82%among those with three or more marginalised characteristics(figure 1).Among the range of barriers(figure 2)7 and enablers(figure 3),educational factors shape many experiences.This relates to practic

102、al things,like the affordability and accessibility of qualifications,as well as wider structures mediating access to university education in specific subject areas and at specific institutions and prejudices around different educational backgrounds.Some professionals also felt that the lack of pract

103、ical application in learning meant some professions remain unknown or misunderstood among many people.Theres so much you can do under the bracket of insurance,and I think as a young person going into education,theres still quite a lot we need to do to make sure that everybody knows about the opportu

104、nities in the insurance market.Focus group participant(CII member)When I joined HR,I didnt feel there were any role models that Id say would be the biggest barrier to it those first couple of months.Settling into a role in HR was pretty difficult,purely with the fact,qualification wise,I was really

105、privileged that my company paid for my CIPD qualification.Focus group participant(CIPD member)Cutting across this,is a range of cultural factors.These are largely shaped by access to professional networks,role models and opportunities that can support engagement with or entry into a profession but v

106、ary across place and demographic groups.People often discussed how professional aspirations could be shaped through the ways these educational and cultural factors intersect with peoples identities,for example:socioeconomic factors can work to limit the opportunities available to some gendered,racia

107、lised and classed expectations and stereotypes influence the type of person that tends to engage with and feel a sense of belonging in certain subject areas and professions a(perceived)lack of compatibility of roles with caring responsibilities and/or mental or physical health conditions can prevent

108、 some people joining certain professions some neurodivergent people find certain qualifications to be inaccessible.7 Key differences between demographic groups are covered in deep dives on pages 34-50.Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report18I thi

109、nk,partly,it relates to maybe how people break into public affairs,which is often internships,usually for a political party or potentially for a consultancy or charity its very Westminster-London focused.Again,that deters those from backgrounds without that family support.Focus group participant(CIP

110、R member)I think a lot of these things are gatekeeping.Especially in my area,you see a lot of people have close ties and friends and spouses and all of that who work within the same organisation I think maybe they might be intentionally not being put out there.Focus group participant(CIPS member)Ult

111、imately,experiences of becoming a professional are shaped by individuals uneven access to professional networks,role models and opportunities.This means everyone can play a in supporting and inspiring those from a diversity of backgrounds to become professionals,through providing mentorship or actin

112、g as a role model.This must be coupled with systems-wide action to ensure professional opportunities are fairly distributed,and education provisions and employment services support fair access to the professions.Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full re

113、port19Professional culture:who belongs?Beyond the routes into a profession,professional culture plays a key role in influencing who is made to feel like they belong or not.Belonging is a complex feeling,which is experienced on an everyday lived basis in subtle interactions and relationships with col

114、leagues.While the majority of professionals surveyed(73%)say they feel like they belong within their profession,only about half(53%)feel their unique personal attributes,characteristics,and background are valued.Those with more marginalised characteristics are significantly less likely to feel this

115、way(figures 4 and 5),and people also feel this changes over time,in different situations,and in relation to their outlook on life.I would say I sometimes feel like I belong within the profession,but I have been made to feel like I dont in the slightest.Ive had some really awful experiences by senior

116、 people in the profession that will talk all day about EDI and inclusivity within the workplace and everything like that,but actually when it comes down to their day-to-day,they make you feel like an outsider and push you out.Focus group participant(CIPD member)I feel like I belong now,but Im well a

117、ware of the fact that the reason why I feel like I belong now is directly linked to my own sense of self-worth and confidence in myself.Ive got myself to a point where I dont care about what they think.Im going to get in your face and Im going to challenge you.I end up having a lot of very uncomfort

118、able conversations with people,but Ive got myself into a place where I relish that now.Focus group participant(IWFM member)Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report20Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Fu

119、ll report21Exclusionary and discriminatory behaviours frequently make people doubt their sense of belonging.Some 72%of professionals surveyed have experienced this since the beginning of 2019,involving a spectrum of behaviours most commonly subtle microaggressions,8 which can make them question how

120、their value is recognised(figure 6).9 Compared to people with no marginalised characteristics,those with three or more marginalised characteristics are close to three times more likely to report experiencing exclusion or discrimination(figure 7).This has deep consequences for some individuals,shapin

121、g their career trajectories and impacting on their health and wellbeing(figure 8).Ultimately,this research shows that professional culture is regularly experienced as exclusionary for those with marginalised characteristics both within individual organisations and across industries and professions m

122、ore broadly.As complex feelings and subtle behaviours influence professionals sense of belonging,it is important for everyone to reflect on how their behaviours in the workplace influence others,and work with colleagues to foster more inclusive professional cultures.8 Microaggressions refer to discr

123、imination borne from subtle behaviours which communicate exclusionary or discriminatory sentiments towards those with marginalised characteristics.9 Key differences between demographic groups are covered in deep dives on pages 34-50.Beyond buzzwords|Embedding a systemic approach to EDI across the UK

124、s professions|Full report22Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report23Professional development:A broken ladderExperiences of professional culture ultimately shape professionals career trajectories and their access opportunities to progress and devel

125、op.Almost three-quarters(73%)of professionals surveyed report experiencing barriers to progression in their career.Although apparent across all groups,these barriers are significantly more common among those with more marginalised characteristics(figure 9).Beyond buzzwords|Embedding a systemic appro

126、ach to EDI across the UKs professions|Full report24In contrast to the findings around accessing professions,where most professionals situate barriers in a systemic context(playing out thorough relationships and institutions across society),many of those we spoke to view progression pathways as a mor

127、e localised problem.The barriers(figure 10)10 mostly play out within organisations,teams and workplace relationships,via two key mechanisms.First,on a day-to-day basis,colleagues and managers in particular are believed to have a significant impact on an individuals development.Good managers can help

128、 offer opportunities to grow and demonstrate skills;provide support and mentorship amidst unclear pathways;or act as role models.In contrast,poor managers can alienate people from these opportunities and support,fostering a constraining working environment and introducing doubt around abilities.Many

129、 professionals expressed that these relationships appear to be influenced by(un)conscious biases and prejudices that shape the way people interact with one another.Second,progression pathways may be perceived to suit some types of people better than others.For example,senior roles can often bring hi

130、gh pressure and may require greater demands on time,thus some feel they become less compatible with caring responsibilities and some mental or physical health conditions.There is also sometimes a perception that senior roles must fit with certain cultural or behavioural norms,which can lead minoriti

131、sed groups to feel out of place or isolated.In addition,roles tend to become less technical instead focussing on management or business development.Some professionals feel these roles do not suit everybody,with some neurodivergent people highlighting the particular barriers this presents for them.Iv

132、e had my share of terrible managers and good managers,and I cant really stress how important that is,a managers role in your career progression.Me having a supportive manager made the difference between being a qualified lawyer or not because I couldnt have afforded the additional legal training tha

133、t I had to do.Had I not qualified,I wouldve been stuck in a cycle of poverty as a single parent with a child.Focus group participant(CRL member)Theres literally no one that I can look up to that I can get advice from,from a female or even a different varied background.I do have a mentor,but hes a 50

134、-year-old white man.He does his best,but chuckles he doesnt quite understand the different experiences I have compared to what hes done.Focus group participant(CIPR member)I think the promotion system in academia is not helping women,maybe because some of the standards require a lot of travelling wh

135、ich is not easy to do when you have young children.Focus group participant(IET member)10 Key differences between demographic groups are covered in deep dives on pages 34-50.Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report25Even if we do get these people cl

136、imbing the ladder,they dont stay very long because again,they find themselves in a position where theyre in a minority,and theyre required to maintain a certain level of status quo.They end up compromising their own integrity in order to be able to do that.Focus group member(IET member)The main crit

137、eria for advancement is whether you want to stay technical or go managerial in my company you have to take an either more authority as in responsibility for the product authority roles,or you need to manage people.If you want to stay hands-on engineering technical,you will eventually reach a barrier

138、.Focus group member(IET member)Because of the localised ways in which these barriers are experienced,some people feel they have had to leave their organisation or the profession as a whole in order to progress.In all,more than half(53%)of professionals surveyed say they have considered leaving their

139、 profession and/or organisation because of issues related to EDI.Concerns about progression(particularly feeling overlooked and undervalued)were among the most common reasons contributing to this consideration(figure 11).Theres nothing else left for me here its a decision that Ive made,in order for

140、me to progress and move on,theres not a lot more I can do where I am.Focus group participant(CIPR member)Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report26While leaving the profession because of EDI concerns is a consideration among people from all backgro

141、unds(34%of all those surveyed),it is significantly more common among groups with marginalised characteristics.Those with three or more marginalised characteristics are more than twice as likely to have considered leaving than those with no marginalised characteristics(figure 12).I do sometimes wonde

142、r how many other people were pushed out because of factors like burnout and workplace pressure and other things like bullying and whatnot stuff that can have a huge impact on whether you stay or you leave.Focus group participant(CRL member)The talent retention issue is even more critical for individ

143、ual employers,with 44%leaving or considering leaving their current or most recent employer for the same reasons a figure that rises to 55%among those with three or more marginalised characteristics(Figure 13).On the flipside,strong EDI credentials can attract new talent,with several professionals sh

144、aring that it is something they actively look for in an employer.Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report27I actually ended up leaving that organisation because there were two other gay people that I knew in the senior management team.We used to ta

145、lk about the rainbow ceiling,we went on the development path alongside everybody else and.even though we threw our hats in the ring,all three of us never made it out of where we were and all three of us left.To be honest,all three of us have really flourished since because we all went to organisatio

146、ns that we specifically chose because of the way they treat people and the way they encourage people to be themselves.Focus group participant(IWFM member)Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report28Ultimately,existing progression pathways are not alw

147、ays inclusive for a diversity of needs,and the lack of both support and opportunities for progression create a talent retention issue.Managers,in particular,must reflect on the impact they have on colleagues experiences and opportunities to progress while employers and professional bodies should con

148、sider what management training and support is needed,to enable a fairer distribution of progression opportunities.In addition,the research has identified a need to develop diversify progression pathways,in order support and retain a diversity of needs and roles.Beyond buzzwords|Embedding a systemic

149、approach to EDI across the UKs professions|Full report29The myth of meritocracyAcross these professional journeys,our research shows that negative experiences are more common among those with more marginalised characteristics.These lived experiences call into question the idea of a meritocracy,where

150、by success is believed to be a result of individual capabilities.Instead,the insights highlight the biases and subjectivity of hiring,promotion and pay processes,which influence who has the capacity to rise to the top based on peoples identities,backgrounds and circumstances.We recruit the best pers

151、on for the job and are genuinely blindto background.Survey respondent(CII member)It is common for those from marginalised backgrounds to feel people with marginalised characteristics had to work harder than others,going above and beyond to prove themselves,as their competence is frequently undermine

152、d.Many see ceilings for people from marginalised backgrounds,where they are not considered for promotion opportunities or unsuccessful even when they do similar work as others of an equivalent grade.This is reflected across the professionals we surveyed,with a disproportionate number of senior leade

153、rs having no marginalised characteristics(figure 14).A lot of times it is the women,it is the people of different cultures and ethnicity youve had to fight so much more to get there.To be able to maintain that,to have the resilience to continue on even with the setbacks,youve got to have a lot of dr

154、ive,youve got to have a love and a passion for it.Its difficult when you love something so much to then have to continually face limitations because of a lack of understanding and training,and experience.Focus group participant(ACCA member)It was very noticeable that people would move up through the

155、 ranks.Just by complete coincidence,the gay people never got picked.There was always some reason why they werent quite as good as that other person against different things.It was a very clear pattern over a large organisation with thousands of people.Focus group participant(CIPFA member)Ive noticed

156、,on average,people of colour specifically progress much slower in accounting than other people.Focus group participant(ACCA member)Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report30Professional qualifications can interact in interesting ways with ideas of

157、meritocracy.For some professionals,they feel they are doubted despite being equally qualified as counterparts.For others especially in professions where it is not necessary for everyone to be chartered or accredited qualifications can act as a leveller for people from marginalised backgrounds.They a

158、ct as a mechanism to prove oneself,but it can feel alienating to know that your counterparts did not have to go through the same process.I have found that even though I am qualified,its still very much youre welcome to the table,but its because we need to bring our token person.Focus group participa

159、nt(ACCA member)I was the only one with my full MCIPS and a bachelors and masters.Nobody else had any of that and I was still the lowest grade in the whole organisation.Focus group participant(CIPS member)Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report31Wh

160、ile this uncomfortable reality,that marginalisation shapes professional experiences,may be unsurprising for some;the belief that opportunity is fair and based on merit persists among many.Around half of professionals surveyed believe:their organisation ensures training and opportunities to develop a

161、re evenly taken up by those from all backgrounds(60%)hiring decisions are made fairly and transparently(55%)work is fairly and equally evaluated by managers(50%)they have been able to progress within their organisation at an equal rate to others of their skill level(47%)promotion decisions are fair

162、and based on merit(43%).This perception gap could be attributed to a lack of empathy with the experiences of others:those with fewer marginalised characteristics,who are less likely to have experienced barriers and discrimination,more commonly believe that a meritocracy shapes professional experienc

163、es(figure 15).This is a clear barrier to change especially as senior leaders,with greater decision-making power,more commonly have fewer marginalised characteristics.My organisation ensures training and opportunities to develop are evenly taken up by those from all backgroundsHiring decisions are ma

164、de fairly and transparentlyWork is fairly and equally evaluated by managersI have been able to progress within the organisation at an equal rate to others of my skill levelPromotions decisions are fair and based on meritBeyond buzzwords|Embedding a systemic approach to EDI across the UKs professions

165、|Full report32Variation in professional experiences While the overall gender split of respondents is 51%female and 48%male,some professions are more female-dominated(for instance,CIPD and CRL have more than 75%female respondents),and others are more male-dominated(IET has more than 75%male responden

166、ts)ACCA is the most ethnically diverse professional body,with around one-third(34%)of respondents from minoritised ethnic groups,including significantly more Asian and Black respondents.Just 13%of the overall sample,across all 12 bodies,is from minoritised ethnic groups with more than 90%of responde

167、nts from ICAS and IOSH being white While more than half of all respondents(55%)are religious,ACCA is the most religiously diverse professional body,with 15%from a minority(non-Christian)religion compared to 7%overall Respondents from CIPR,ICAS and IWFM are most diverse in terms of sexuality,with mor

168、e than 10%identifying as lesbian,gay,bisexual or any other non-heterosexual sexual orientation,compared to 7%overall Physical health conditions and disabilities are most common among respondents from CIPD and IOSH;mental health conditions are most prevalent among respondents from CRL and CIPD;and re

169、spondents from IET are most likely to be neurodivergent.Overall,43%of respondents have at least one type of physical health condition and/or mental health condition and/or are neurodivergent While more than half of respondents from CII,CIPFA,ICAS and IET had their main household earner working in a

170、professional occupation when they were age 14;more than 40%of respondents from CRL and IOSH are from lower socioeconomic backgrounds(with their main household earner unemployed or working in technical,craft,routine or semi-routine manual/service labour when they were age 14)Intersectionality varies

171、between professional bodies(figure 16).This research shows that demographic make-up and stereotypes about the types of person in each profession are primary factors shaping the ways access,culture and development vary between professions.While it is not within the scope of this study to provide a be

172、nchmark for the diversity of each professional body,data about the respondents gives an indication of the demographic tendencies for each profession:Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report33No marginalised characteristics1 marginalised characteris

173、tic2 marginalised characteristics3+marginalised characteristicsIntersectionality by professional bodyBeyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report34Deep dive:ageAcross the age spectrum,professionals shared how age had shaped their experiences in the wor

174、kplace.Participants shared how they thought a working environment can benefit from diversity in age:younger professionals can bring vibrancy and fresh perspectives to the workplace;while older professionals can bring rich experience and an understanding of how the profession has evolved over time.Ye

175、t,both younger and older professionals reported feelings undermined by those that doubt their competence because of their age.Younger professionals often feel they are perceived as inexperienced;while some older professionals feel they are perceived as past it,with the relevance of their skills chal

176、lenged by changes in professions over time.This may result in feeling they are not listened to or have to work harder to prove their worth.In many cases,age intersects with those other characteristics which tend to experience having their competence undermined.Being young and Black,I have had to sho

177、wcase I am very serious and hardworking and good at what I do.Focus group participant(IOSH member)Additionally,some people shared clashes in workplace culture as a result of generational differences.There are apparent stereotypes for example,about a snowflake generation or a stale older workforce.Di

178、fferences in life stages also impacted workplace culture,intersecting with a number of other factors such as caring responsibilities and health-related changes.I just think its the inexperience and people maybe not getting to know and understand that there is more to life than just work,work,work.I

179、remember feeling like that when I was younger.My work was my life.I socialised with my work peers.We did everything together.That changes and that dynamic changes as you go through the life stages.Focus group participant(CIPS member)Beyond buzzwords|Embedding a systemic approach to EDI across the UK

180、s professions|Full report34Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report35Deep dive:caring responsibilitiesThis characteristic encompasses those who care for adults or children as a primary or secondary,joint or sole carer.This diversity in familial rel

181、ationships often is not recognised in EDI policies and initiatives around caring responsibilities.People have now a caring responsibility for older parents,kids from previous relationships,foster children,adoption leave,all of these things are not being adequately factored into the workplace.Focus g

182、roup participant(IET member)Gendered expectations around care are apparent.For women,sometimes the perception(rather than reality)of caring responsibilities is believed to shape prejudices.Men who take on greater caring responsibilities can also face negative consequences as they challenge norms.The

183、se expectations also tend to be highly heteronormative.I found that as a working mother,I had to make choices that actually I wouldve preferred not to have to make.In that I had basically a choice to sacrifice family life over career progression.Focus group participant(ACCA member)The most prominent

184、 concern of those with caring responsibilities relates to the ability to balance these with work commitments.Often,expectations(around travel and working time)and workload do not align well with caring roles which has an impact on progression pathways as people face choices about which to prioritise

185、.Even if carers remain in the workforce,often part-time or flexible roles are deemed incompatible with progression.There is evidence of some improvement,with the Covid-19 pandemic spurring increased remote and flexible working,though progress is patchy.Additionally,the rising costs of care make the

186、financial viability of decisions more pressing for some.My husband did take three months of the 12 months maternity leave that I had.That was,Oh,why are you asking for this?.Then mysteriously when he went back to work,he went for a promotion and didnt get it,and then his job wasnt there to go back t

187、o.Focus group participant(IET member)Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report35Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report36Deep dive:ethnicity,religion and race Racialised and religious discriminati

188、on and exclusion are clearly apparent in workplaces across the professions.All Black and minority ethnic groups are significantly more likely than White people to have experienced or witnessed any type of discrimination since the start of 2019;they are also significantly more likely to feel like the

189、y dont belong.This relates to a number of ways minoritised ethnic groups and religions are stereotyped,and ways their differences are not accepted or celebrated in the workplace for example:Muslim women and South Asian women are often seen as were very timid and unable to be management level,but als

190、o were equally aggressive and troublemakers.Focus group participant(CRL member)Health and safety professionals can be seen as enforcers,inspectors or the bad guys.As an ethnic minority this can be quite challenging as there is that barrier or difference already.I personally overcome this by dressing

191、 smart,being professional and being knowledgeable.Focus group participant(IOSH member)Its certainly around personal appearance,especially hair and the perception around what is professional hair styling or not according to some industries making sure that you present yourself in a way that isnt goin

192、g to get you in trouble.Focus group participant(CIPR member)Barriers to progression and access are also significantly more common among minoritised ethnic groups,compared to white people.This emerges due to biases and discrimination in recruitment and progression processes,as well as the lack of acc

193、ess to professional networks and roles models among these groups(which often intersects with social class).In some instances,professionals mentioned cultural factors which meant they were less likely to aspire towards certain roles or professions,or be supported by their families and/or communities.

194、The subtle ways in which these experiences are articulated can sometimes make people doubt their perceptions,or ensures these are difficult to overcome.Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report36Beyond buzzwords|Embedding a systemic approach to EDI

195、across the UKs professions|Full report37At the beginning of my career,about 20 years ago now,racism was more obvious,really obvious,and as weve started to educate ourselves more,its become more discreet but its still there in terms of structures and systemic processes if you think about performance,

196、appraisals,et cetera.I still think its there because the system is created for a certain group of people and from that lens as well.Focus group participant(CIPD member)The negative impacts of both discriminationand a lack of support meant that several participants highlighted the importance of devel

197、oping support networks and providing mentorship for fellow racially minoritised people in professions and organisations.I also try to mentor people,and most young Black people they just find that there is a ceiling when you come to the corporate world,theres quite a lot of us in middle-level managem

198、ent,and its because they dont have the opportunity,were not given that chance to prove ourselves.Focus group participant(ACCA member)The Black Lives Matter movement has given more prominence to these issues in recent years,and there have been increasing conversations about what meaningful allyship l

199、ooks like;yet there is still a feeling that race is a characteristic that tends to be associated with more discomfort;and therefore EDI efforts tend to focus more on other characteristics(particularly gender,in many male-dominated professions).I know that racism is a quite sensitive topic,especially

200、 with everything thats gone on during Covid and with Black Lives Matter.Focus group participant(IET member)Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report37Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report38Acces

201、sing professions:lack of role models or mentorsAccessing professions:worries about fitting in due to being a minorityProfessional culture:slights,snubs or other microaggressionsProfessional culture:not feeling like I belong in the professionProfessional development:being regularly made to work on ta

202、sks below my skills or pay gradeProfessional development:a lack of role models in senior positionsFigure 17:Key signigicant differences by ethnic group.WhiteAsianBlackMixedKey significant differences by ethnic groupOther ethnic groupBeyond buzzwords|Embedding a systemic approach to EDI across the UK

203、s professions|Full report38Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report39Deep dive:gender identity Experiences in the workplace are shown to be gendered.Societal roles and expectations influence the types of professions women enter,and roles they do wi

204、thin these:whether related to the types of jobs they aspire towards,the roles they fulfill within teams,or the ways they balance their professional roles with unpaid caring responsibilities.While some people feel their female characteristics are beneficial in male-dominated workplaces,others do not

205、appreciate this,the burden of responsibility they must take on,and the ways these attributes are undervalued at work and across society.Particularly in heavily male-dominated professions,this influences a sense of belonging.Both women and non-binary people are significantly more likely than men to f

206、eel they dont belong in their profession.Additionally,even in female-dominated industries,these factors influence progression opportunities with a clear glass ceiling for women and non-binary people.They definitely put very female roles on me Its very much that theyre the things that I get the prais

207、e for.My actual day job just gets ignored most of the time,progression-wise,gets ignored.All I get was this praise for these female roles I do,but a man wouldnt have to organise parties on top of the day job.A man wouldnt have to train everyone on top of a day job.Focus group participant(CIPR member

208、)I had a reasonably on-site role I experienced verbal harassment,physical harassment,sexual comments nonstop.I didnt feel safe,I didnt feel supported.Thered even been rumors flying around.I didnt tell anybody I was gay out of fear because of how badly Ive been treated just for being a woman,then tha

209、t got found out and it was awful.Honestly.Ive never felt so alone and unsafe and unwanted.Focus group participant(IET member)While overt forms of discrimination such as harassment and insults tend to be less common,they remain an issue for some women,particularly in certain working environments and

210、cultures.Women also raised specific issues around their accommodations for reproductive health needs around pregnancy,menstruation,menopause and other issues.Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report39Beyond buzzwords|Embedding a systemic approach t

211、o EDI across the UKs professions|Full report40For me right now,Id say I feel I belong at this moment,but I wont in a couple of years time because Im trans and about to transition.I think at that point,theres a very fair chance Ill be forced out,because thats always I think the most controversial,the

212、 newest right now,the most argumentative.Focus group participant(CIPFA member)For trans11 and non-binary people,and those with other marginalised gender identities,experiences are often even more challenged.While some reported a very understanding culture in their workplace,others felt significant d

213、iscomfort around the ability to be oneself at work particularly amidst a lack of education on these identities and a fraught societal context.For many,these felt like less socially acceptable EDI issues for organisations to tackle.In most instances,the interventions mentioned were limited to the use

214、 of pronouns which non-binary people noted could be comfortably adopted by cis-gender people,but disclosing this at work was a more difficult choice for trans and non-binary people.Professional development:being excluded from opportunities for progressionProfessional culture:sexual harassment or ina

215、ppropriate behavioursProfessional culture:demeaning language,stereotypes,insults or other hurtful commentsProfessional culture:being unfairly spoken over or not listened to in meetingsAccessing professions:worries about fitting in due to being a minority11 Unfortunately the sample size of trans peop

216、le is too small to draw out any statistically significant differences in the quantitative data.Figure 18:Key differences between genders.Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report40Beyond buzzwords|Embedding a systemic approach to EDI across the UKs

217、professions|Full report41Deep dive:mental health Societal conversations around mental health have grown significantly in recent years.Mental health conditions are recognised as a factor that can both influence and be impacted by experiences in the workplace.However,gendered,racialised and classed cu

218、ltural factors are understood to influence who is more likely to come forward with concerns.One of the things weve set up is,actually,a mens allies network that discusses the suicide rate in construction and shows its OK to talk One of the things weve actually found is that in breaking up traditiona

219、l male,female teams and getting that mix,there is a much better level of openness.Focus group participant(IOSH member)Its something that Im doing at my current company at the minute,where Im trying to challenge and move away from this idea that theyre not allowed to give you in advance what theyre g

220、oing to ask you in an interview.If they change that,I believe its going to make it a lot more inclusive for people and alleviate a lot of that unnecessary anxiety that a lot of us do get when going to an interview.It shouldnt be a stressful experience.Focus group participant(CII member)Mental health

221、 conditions are also understood to be aggravated by experiences of discrimination and exclusion even where these appear to be more closely related to other characteristics.Those with a mental health condition are significantly more likely to feel they do not belong in their profession,and this can b

222、e shaped by a number of factors,such as a lack of accommodations to peoples mental health needs,and struggles they experience in interacting with colleagues or in high-pressure environments and situations.This includes recruitment processes and exams and qualifications.My mental health was extremely

223、 poor.I didnt feel safe,I didnt feel valued.It was horrendous.Focus group participant(IET member)Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report41Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report42Professional de

224、velopment:lack of support for career development from my line managerProfessional development:being regularly made to work on tasks below my skills or pay gradeProfessional culture:not feeling like I belong in the professionProfessional culture:feeling uncomfortable in the workplaceProfessional cult

225、ure:slights,snubs or other microagressionsAccessing professions:lack of professional networksAccessing professions:employer requirments did not meet needsFigure 19:Key signigicant differences for professionals with mental health conditions.Beyond buzzwords|Embedding a systemic approach to EDI across

226、 the UKs professions|Full report42Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report43Deep dive:neurodiversity Neurodiversity became an issue many professionals wanted to talk about as part of the research it is felt that it has been neglected and misunderst

227、ood on EDI agendas for too long.Many professionals had contended with late diagnoses and discussed their experiences of coming to terms with neurodivergence and what this meant for them in the workplace.For others,this had been a longer-term experience and the wide spectrum of experiences and needs

228、was sometimes a tension in discussions.Many professionals identified a number of ways neurodivergent characteristics provided beneficial ways to think differently from the majority of neurotypical people,which was an asset in their professions.Nonetheless,this was balanced with a wide range of chall

229、enges they face particularly when sufficient accommodations were not in place or adhered to.Particular issues related to the ways qualifications and progression pathways account for neurodiversity.I find it difficult because I dont like perceiving myself to be disabled,nor do I like to see myself as

230、 having superpowers.Im super good at some things and other things Im bad at.Hopefully,if were candid about those things and people come to understand that we can harness peoples strengths and theres an advantage in doing that,and accommodating for the areas that they struggle.Focus group participant

231、(CII member)How we get to that end result is different to neurotypical people and thats the bit thats not taken into account.You have to stick with these rigid pathways that everyones put in place for decades.All were asking for are those rigid pathways to be a bit wider,a bit different so we can st

232、ill get to the end goal just a little bit differently.Focus group participant(CIPS member)Many described the ways in which a feeling of difference impacted their sense of belonging,which often intersected with other characteristics that made them stand out or feel different too.Several people spoke

233、about the ways in which they mask their difference,and the burden this put on them highlighting a particular intersection with mental health.Some chose not to disclose their neurodivergence at work due to fear of judgement.Im relatively good at masking these days,had some ups and downs in university

234、,but got quite good at pretending to be a regular grownup business person.I spent a lot of my career feeling like I was cosplaying12 as a grownup and a lot of imposter syndrome and all of that stuff.Focus group participant(IET member)12 This refers to the practice of dressing up and/or role playing

235、as fictional characters,usually from popular culture.Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report43Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report44Professional development:discrimination in access to inform

236、al development opportunitiesFigure 20:Key significant differences among neurodivergent professionals.Professional development:being passed over for promotionProfessional culture:not feeling like I belong in the professionProfessional culture:exclusion from events or activitiesProfessional culture:fe

237、eling uncomfortable in the workplaceAccessing professions:employer requirments did not meet needsAccessing professions:discriminatory recruiment or hiring practicesBeyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report44Beyond buzzwords|Embedding a systemic appr

238、oach to EDI across the UKs professions|Full report45Deep dive:physical health and disabilityA number of different types of physical health conditions and disabilities can influence peoples experiences in the professions in variable ways.Some of these are related to age,or may start or become apparen

239、t at different stages of someones life;others are longer-term and experienced since childhood.The most significant issues for people with physical health conditions tend to be focused on the accommodations they need,and whether these needs are met appropriately.This can also impact on progression,as

240、 the expectations of more senior roles may(be perceived to)become less compatible with certain health conditions.While the capacity to provide accommodations is undermined by systemic issues that limit,or impose challenges,to the lives of disabled people(for example,poor infrastructures for disabled

241、 access),often,accommodating to different needs is thought to require some level of empathy,understanding and awareness from employers,colleagues and managers.Broad misunderstandings can negatively impact a professionals sense of belonging whether it means people fail to be included in events or act

242、ivities,or they are treated differently through subtle microaggressions.There is a general perception that visible disabilities are better understood than those that are invisible.Those with an invisible condition additionally face the dilemma of when or how to disclose this.For professionals with v

243、isible health conditions,they regularly feel like they stand out in the workplace lacking role models,or people with similar conditions,who could demonstrate(to themselves and others)what they are capable of.I think if there are more disabled people that are visible,they can see that it can be done.

244、Expert interviewee You feel invisible,as such,its an invisible disability,and I have visible disability,I use a wheelchair,as well.People just think,oh,youre disabled,because youre in a wheelchair,they ignore anything else.Its the behaviours and attitudes.Focus group participant(IET member)With EDI

245、initiatives and awareness often focused on race,class and gender;many feel that disability is another area that does not receive enough attention in EDI initiatives.Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report45Beyond buzzwords|Embedding a systemic app

246、roach to EDI across the UKs professions|Full report46Professional development:incompatability of changed role with caring responibilitiesFigure 21:Key significant differences among professionals with physical health conditions/disabilities.Professional development:being excluded from opportunites fo

247、r progressionProfessional culutre:exclusion from events or activitiesProfessional culutre:colleagues taking sole credit for shared effortsProfessional culture:being unfairly spoken over or not listened to in meetingsAccessing professions:a lack of role models or mentorsBeyond buzzwords|Embedding a s

248、ystemic approach to EDI across the UKs professions|Full report46Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report47Deep dive:sexualityDiversity in sexuality tends to be more overtly celebrated in organisations,particularly around Pride.While this clear stan

249、ce of acceptance is appreciated by some,others are wary that this may be disingenuous“rainbow washing”.Im cautious of saying Im bisexual in my workplace because of how it was reacted to in a previous law firm where I was told you shouldnt say that to people.It caused problems.Focus group participant

250、(CRL member)We are quite good at attending Pride and were making it a big thing and everyone is really positive about it and it goes everywhere and its lovely.It does feel very corporate.It feels very much its almost for the company to be seen at Pride rather than for the people.Focus group particip

251、ant(CII member)There is a perception that sexuality does not have much to do with a persons job role in most professions.This can lead to some positive experiences of accepting organisational and professional cultures yet this starkly contrasts with those that feel uncomfortable disclosing their sex

252、ual orientation and bringing their full self to work due to a fear of judgement particularly in exclusive cultures.Not feeling able to be authentic can take a toll on peoples wellbeing and belonging.When people choose to come out,some highlighted negative experiences of discrimination and exclusion

253、in the workplace in relation to their LGBTQ+identity.Lesbian,gay,bisexual and queer people are significantly more likely than heterosexual professionals to experience several types of discrimination.I went into a very male-dominated environment where I went back in the closet because they needed me

254、to appear to be a real man in order to treat me like an equal.It was very difficult to navigate that as a gay man.Focus group participant(IWFM member)Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report47Beyond buzzwords|Embedding a systemic approach to EDI ac

255、ross the UKs professions|Full report48Professional development:Discrimination in access to informal development opportunitiesFigure 22:Key significant differences among lesbian,gay,bisexual,queer and other non-heterosexual professionals.Professional culture:A lack of role models in senior positionsP

256、rofessional culture:Demeaning language,stereotypes,insults or other hurtful commentsProfessional culture:Feeling uncomfortable in the workplaceProfessional culture:Being unfairly spoken over or not listened to in meetingsAcessing professions:Worries about fitting in due to being a minorityHeterosexu

257、alLesbian,Gay,Bisexual,Queer and other Non-Heterosexual sexualitiesBeyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report48Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report49Deep dive:socioeconomic background and classS

258、ocial class is a complex concept that reflects the ways people identify with social and cultural factors in association with current or previous economic factors.It is also often thought to underpin and intersect with several other causes of disadvantage.Conversations around social class therefore c

259、overed a broad spectrum of experiences.While quantitative differences between those from professional,intermediate,and lower socioeconomic backgrounds(based on parental occupation aged 14)werent consistently significant for metrics regarding professional culture and barriers to progression,qualitati

260、ve insights reflect a range of ways in which class and social mobility shapes experiences.Much of the social capital professionals identified as enabling factors for entry and progression in professions was closely aligned with class in terms of access to networks,role models and mentors,as well as

261、better(regarded)educational institutions.Some professional and organisational cultures appear to be particularly nepotistic.People felt they faced discrimination based on socioeconomic background through a range of subtle characteristics,ranging from accent to cultural references.Availability of opp

262、ortunities and support varied based on family,community and educational background.There are also more practical factors,such as affordability.I started my training with what was then one of the big six accounting firms and within two days of starting,I get asked what school I went to,to be responde

263、d by a manager in the department who said,Oh,that was just the high school,that wasnt the academy.Then I get asked what my dad did.It was very much a case of not about your ability as to why you had the job,it was all about where you came from,what your family did.Focus group participant(ICAS member

264、)Coming from the place that I come from,a lot of people would look at it and go,No,definitely not.Ive been told things like,You need to lose your accent because its too Northern.It is very Westminster-centric.Focus group participant(CMI member)Belonging among those from lower socioeconomic backgroun

265、ds was often mediated by a sense of imposter syndrome.In the past,Ive never felt like I belonged at any of my jobs.Working for the local government in a middle-class area,working in private schools,I always felt like I didnt fit in.Especially like,I dont speak like them either and also,my background

266、 was very different from where they came from.I always felt like I did suffer with the imposter syndrome a lot.Focus group participant(CMI member)Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report49Beyond buzzwords|Embedding a systemic approach to EDI across

267、 the UKs professions|Full report50Accessing professions:Worries about fitting in due to being a minorityFigure 23:Key significant differences between professionals from different socioeconomic backgrounds.Accessing professions:Concerns about not having completed higher education/attended universityA

268、ccessing professions:A lack of professional networksAccessing professions:Worries about the cost/affordability of the training and qualificationsBeyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report50Beyond buzzwords|Embedding a systemic approach to EDI across

269、the UKs professions|Full report51Part 2:Exploring approaches to drive changeThis section shares the research findings on professionals perceptions of EDI and reflections on existing efforts to drive change.It questions the extent of progress,and highlights key tensions that shape experiences of inte

270、rvening on EDI.Key findings:EDI is on the agenda.More than three-quarters(77%)of professionals surveyed report at least one type of EDI initiative or intervention in place at their organisation.However,professionals views on the extent of progress are split.While most are supportive of the principle

271、s of EDI,there is widespread scepticism about the capacity of EDI initiatives to deliver meaningful change.The overriding feeling is that progress seems to be stalling as there has been a failure to convert words into action.Because of these concerns,disillusionment is growing and support for action

272、 on EDI seems to be flagging.Around one fifth(22%)of professionals surveyed believe EDI receives too much focus compared to other issues within their profession.At the extreme,there is a backlash against the EDI agenda from a few professionals who feel efforts have gone too far.Initiatives practiced

273、 in recent years are generally viewed as effective,but the ways these are executed is vital.There is no one size fits all solution,and what works depends not only on the context(across professions,sectors,industries,and different types of organisation)it also requires navigating several tensions:How

274、 best to demonstrate your commitment to change in the short-term,while enacting change that aims to have longer-term impacts?How best to involve those with lived experience of marginalisation in initiatives,without burdening them with the responsibility to drive change?How best to build coalitions a

275、nd alliances across a range of groups,while appropriately recognising their differences?Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report52A:Is progress stalling?EDI is now an established area of interest and action within organisations across the UK.Profes

276、sionals are largely aware of it and understand what it means(Figure 24).For instance,the majority of those surveyed:know what steps to take if they experience or witness exclusionary or discriminatory behaviour in the workplace(80%),and feel confident calling these behaviours out(66%)report at least

277、 one type of EDI initiative or intervention in place at their organisation(77%)believe they have a better personal understanding of how to ensure the way they work is inclusive,as a result of action related to EDI in the past five years(67%).Figure 24:Word cloud displaying responses to What three wo

278、rds come to mind when you think of equality,diversity,and inclusion?Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report53The professionals we spoke to largely attribute this EDI agenda to generational and societal shifts in attitudes.They highlight the influe

279、nce of global social movements(including#MeToo and Black Lives Matter)and the Covid-19 pandemic on workplace changes,as well as concerted efforts by organisations.I would say I have certainly seen some improvement just in the sense of a willingness to talk about EDI,to acknowledge,to actually know t

280、hat its a priority and its on the agenda.Focus group participant(CIPR member)Recently,my employer seems to have made some significant changes to make sure that everybodys heard and respected.Theres been some really strong work in that area.Focus group participant(IET member)Nonetheless,despite some

281、positive changes,the findings shared in Part 1 suggest progress has yet to be translated into the everyday lived experiences of many professionals.Professionals views on the extent of progress are split.Similar proportions of those surveyed agree(37%)and disagree(40%)that their profession represents

282、 the diversity of society,with about half of respondents(49%)disagreeing that there is good representation of minority groups at senior levels.Likewise,around half(56%)of those surveyed believe their organisation invests sufficient resources to address issues of equality,diversity and inclusion,and

283、43%believe their profession is doing all it can to address these issues.We know that progress varies between professions but we cannot be sure if the ways that perceptions vary between professional bodies(figures 25 and 26)align with the reality.While,across all these metrics,a trend emerges where m

284、ore positive views on the current extent of action and issues are significantly more likely among those who have experience of EDI initiatives or interventions(figure 27);it seems negative views are significantly more likely among those with more marginalised characteristics(figure 28).This quantita

285、tive analysis leaves an unclear picture about what is driving views on the EDI status quo:whether perceptions match the reality of progress,or reflect wider sentiments around EDI efforts among different groups.Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full repo

286、rt54Figure 25:Responses to To what extent do you agree or disagree:the profession represents the diversity of society?among professionals surveyed from each professional bodyAgreeNeutralDisagreeDont knowThe profession represents the diversity of societyBeyond buzzwords|Embedding a systemic approach

287、to EDI across the UKs professions|Full report55Figure 26:Responses to To what extent do you agree or disagree:my profession is doing all it can to address issues of equality,diversity,and inclusion?among professionals surveyed from each professional body AgreeNeutralDisagreeDont knowMy profession is

288、 doing all it can to address issues of equality,diversity,and inclusionBeyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report56Agree The profession represents the diversity of societyAgree There is good representation of minority groups at senior levels in the p

289、rofessionAgree My organisation invests sufficient resources to address issues of equality,diversity and inclusionAgree My profession is doing all it can to address issues of equality,diversity,and inclusionMy profession is doing all it can to address issues of equality,diversity,and inclusionDisagre

290、e The profession represents the diversity of societyDisagree There is good representation of minority groups at senior levels in the professionDisagree My organisation invests sufficient resources to address issues of equality,diversity and inclusionDisagree My profession is doing all it can to addr

291、ess issues of equality,diversity,and inclusionNegative outlooks by number of marginalised characteristicsBeyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report57Less talk,more action Qualitative insights suggest the mix of views about the extent of progress cons

292、titutes a challenge to the way EDI tends to be enacted and mobilised thus far,rather than the values it represents per se.Our research reveals many professionals are beginning to lose faith in the capacity of EDI initiatives to deliver meaningful change.Time and time again,we heard in the survey,foc

293、us groups and expert interviews a perception that EDI has become a“box-ticking exercise”,where organisations pay“lip service”to the issues,rather than committing to genuine improvements in outcomes.In many cases,it seems to be a race to the bottom,with employers doing the bare minimum to“keep up app

294、earances”.I feel like its very much the tick-box exercise where I work and the industry in general.That they brought a policy in,it ticks a box,they publish it,nothing actually ever happens.Focus group participant(CIPS member)Where there is further action on EDI,professionals were sometimes sceptica

295、l about the motivations.Action from individuals,organisations and professional bodies alike was often associated with virtue signalling.13Again,this was rooted in a failure to see much change,despite a lot of talk about the issues which all too often takes place in echo chambers.It does feel much mo

296、re like they are ticking tick-boxes and attending webinars and showing that theyre supporting Pride,but it feels sometimes like its more of a business image than actually caring about the people that are being impacted by this.Focus group participant(CRL member)It is starting to feel a lot like lip

297、service where conversations are happening its great that these groups and networks exist,but its usually always the same people involved in them it probably really sounds really harsh,its almost becoming a little club for EDI.Focus group participant(CRL member)13 Virtue signalling refers to public e

298、xpressions intended to externally demonstrate ones social consciousness.Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report58Those from marginalised groups and backgrounds often have particular concerns about the ways EDI is approached.Some feel that,despite

299、so much conversation,none of this is speaking to their individual experiences.They,therefore,feel isolated by efforts because of a lack of consideration for the intersectionality of issues,or a perception that some issues are more socially accepted than others.Everybody wants to jump on the bandwago

300、n of LGBTQ and BAME and thats easy.Its a quick win.When youve got whats termed as a disability or disadvantage in the case of neurodiversity,then nobody wants to know.Focus group participant(CIPD member)Where accountancy is not good,its the things it finds embarrassing and doesnt want to talk about.

301、It doesnt talk about disability or neurodiversity or any of those sorts of issues.It doesnt talk about LGBT or gender identity.It doesnt talk about social class or any of those kinds of things that people feel uncomfortable talking about.Focus group participant(CIPFA member)The overriding feeling is

302、 that progress seems to be stalling as there has been a failure to convert words into action.I think we need to be getting past the educational stage into the structural changes stage.And at the moment were still kind of in that this is why were doing it stage rather than these are the things we nee

303、d to do to make that change.Expert interviewee Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report59Going too far?The consequences of this stalling progress are significant.Because of these concerns,professionals are becoming put off by the practice of EDI an

304、d disillusioned with efforts.Support for action on EDI seems to be flagging.Despite the work that has been done to highlight the importance of these issues,around one-fifth(22%)of professionals surveyed believe EDI receives too much focus compared to other issues within their profession.This view br

305、ings together a wide spectrum of opinions.While it is apparent among those from all backgrounds,it is significantly more common among those with no marginalised characteristics(figure 29).At the extreme,there is a backlash against the EDI agenda from a few professionals.Some feel efforts have gone t

306、oo far and might be unfairly threatening the rights and freedoms of some groups of people.These people tend to believe that it is the EDI agenda,rather than lived experiences of marginalisation(discussed in part 1),that prevent decisions being made on the basis of a meritocracy.EDI is intolerant,div

307、isive and only leads to unnecessary friction.Survey Respondent(CII member)The other thing is getting the right balance.I feel that we dont want to go too far and alienate other groups of people along the way.Focus group participant(IET member)Beyond buzzwords|Embedding a systemic approach to EDI acr

308、oss the UKs professions|Full report60Some feel that the minority with more extreme views against EDI are unlikely to change their views(in the short-term,in particular),which implicates risks as it becomes difficult to pursue an approach that it guaranteed to meet the interests of all parties.If you

309、 do not believe we are all equals then no amount of training,policies or practices are going to help.Survey respondent(CII member)Are we going to shift the views of someone who thinks this is all wokism?Not necessarily,but actually,I dont really care about them because theyre not going to be the lea

310、ders of the future.They might be the leaders now.My interest is that middle bit that wants to run the sector in the next five to seven years.They need to get the message that this is their absolute core competence.Expert intervieweeB:What works?As professionals want to see more action,there is no sh

311、ortage of solutions that have been tried in recent years.14 A range of different initiatives are practiced across professional organisations:while some are more common than others,there is largely a feeling among professionals surveyed that these are effective and worthwhile(figure 30).Flexible work

312、ing arrangements are most prevalent:they are available at the organisations where almost three-quarters(72%)of the professionals surveyed currently work.These were also deemed as most effective,by 78%of those who have them in place at their current organisation.Other common practices,available to ar

313、ound half of those professionals surveyed,include access to EDI resources,training,and staff networks.Meanwhile,initiatives providing targeted opportunities for marginalised groups(such as mentoring,coaching and leadership programmes,or placements,internships and targeted recruitment)and innovation

314、in recruitment practices(such as gamified methods15 or anonymising CVs)are among the least common interventions,in place at less than two-fifths of the organisations where the professionals surveyed currently work.Across all the initiatives we asked about,at least half of those who have experience o

315、f the initiative within their current organisation believe it is effective for meeting its goals and there are few significant differences in perceived effectiveness by number of marginalised characteristics.Many professionals also report positive outcomes from EDI efforts in recent years particular

316、ly for personal growth and improved interactions in micro-level teams(figure 31).These perceptions add to building evidence and evaluation on the effectiveness of different practices in the wider literature,with improving(though still limited)monitoring of outcomes.However,this does still come with

317、challenges.Action on EDI can,in some instances,create worse outcomes for marginalised groups whether interventions create a backlash,or the wider culture does not support an initiative(for example,when workload expectations do not fit with flexible working arrangements).Sometimes,initiatives can be

318、poorly executed which may cause individuals with marginalised characteristics to feel further isolated by tokenistic efforts.For example,a CIPFA member involved in a focus group told us about a lecture for her professional qualification where“the question was something about a company having issues

319、recruiting and retaining women”.The scenario had focussed on the pool table in the staff room which led to a“quite excruciating”line of questioning“where everyone knew what the lecturer wanted us to say,but no one wanted to say it.”She ultimately felt disappointed that“they just went down the stereo

320、typical route”,using simple assumptions about gendered preferences as an explanation,rather than taking the opportunity to delve into the complex and multifaceted issues at hand.14 Please refer to this resources bank collated by Memcom in collaboration with several members of the collaborative.15 Th

321、is refers to innovations in recruitment practices which deploy elements from games(often digitally)as part of tasks used to select candidates.Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report61Beyond buzzwords|Embedding a systemic approach to EDI across the

322、 UKs professions|Full report62Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report63The diversity of staff in senior roles has increasedRelationships among staff from different backgrounds have improvedThe overall workplace culture has improvedThe diversity of

323、 staff in entry-level roles has increasedTeam/department provides a more inclusive and supportive work environmentSenior leaders create and exemplify a more inclusive cultureRelationships with colleagues from backgrounds different to me have increased or been enhancedLearning new information or skil

324、ls that has reinforced or changed the way I work and engage with colleaguesImproved understanding of how to ensure we work in inclusive waysFigure 31:Proportion of professionals surveyed who agree actions on EDI in the past 5 years have had the above effects both personally and within their organisa

325、tion.This situation exemplifies how difficult it is to enact the meaningful changes professionals want to see through EDI initiatives.What works becomes dependent on the ways in which numerous factors are negotiated and striking the right balance requires a brave approach to confronting the nuances

326、and complexities of the issues at hand.Through discussing professionals perceptions of EDI,and exploring the perspectives of those working on initiatives to drive change,this research highlights three key tensions to navigate in this process.Beyond buzzwords|Embedding a systemic approach to EDI acro

327、ss the UKs professions|Full report64Tension 1:Demonstrating change through time While it is becoming expected that all organisations act on EDI in some way,professionals say they are fed up with the idea of quick fixes and short-term campaigns that do not appear to have lasting relevance.However,the

328、 outcomes of those efforts geared towards longer-term systemic change require greater resource,and it can often be difficult to capture the subtle ways in which this work is making a difference particularly as there may be significant time lags to see the effects of culture changes.While changes to

329、processes and procedures behind the scenes have the potential to make a significant impact,this must be coupled with appropriate efforts to demonstrate the relevance of this work.This is important,not only to make the case for continued investment;but because professionals want to see that their emp

330、loyers and representative bodies are committed to the principles of EDI.Nonetheless,there is a difficult line to tread as the ways efforts are spoken about must be felt to be genuine and aligned with the changes people see in their day-to-day experiences in the professions.Culture is one of the hard

331、est things to change.You have to keep chipping away at it and always be ready to speak up when you see something that isnt right or at least in your opinion isnt right.Focus group participant(IET member)George Floyd sparked more data,more things published,us talking about it.It was reactive,and now

332、you can see its dropping off because it was never fully understood,the real reason why we are supposed to be doing these things because,if so,it wouldnt drop it off,it will continue,if anything,it will grow.Expert intervieweeThe reality of the small company I work in is that its made of people and t

333、hat people dont change because someone above asks for change Obviously,leadership matters,but its not easy it takes a long time and probably some form of generational change for those values to permeate properly,I think.Focus group participant(IET member)Beyond buzzwords|Embedding a systemic approach to EDI across the UKs professions|Full report65Tension 2:Involving those with lived experience of