In an inclusive culture, people feel that their contribution is valued, and their voice is listened to and respected. There are 18 subchapters.
- 1.1.1 Create a data-driven strategy with transparent targets
- 1.1.2 Develop and reward inclusive leadership
- 1.1.3 A culture of flexible working
- 1.1.4 Share a strong case for change
- 1.1.5 Audit systems and processes for bias
Hiring diverse talent
It is more important than ever that organisations invest in recruitment practices to minimise barriers and attract anyone with the right skillset.
- 2.1.1 Employer branding (employer value proposition)
- 2.1.2 Measure third party suppliers
- 2.1.3 Job advertisements
- 2.1.4 New attraction channels
- 2.1.5 Diverse imagery
Supporting parents, carers and other employees who take extended leave
More than 1 in 4 employees who took leave say it hurt their career or finances—and this is particularly true for women.
- 3.1.1 Support for people managers
- 3.1.2 Manage bias and stereotypes
- 3.1.3 A family-friendly culture
- 3.1.4 Supporting people taking extended leave
- 3.1.5 Flexible working: a robust approach
Promoting, developing and retaining
Only by each individual performing to his or her potential will the collective performance of the organisation be maximised.
- 4.1.1 Proportional progression
- 4.1.2 Sponsorship
- 4.1.3 Reverse mentoring
- 4.2.1 Support talent mobility
- 4.2.2 Transparent reward and progression processes
Retrain into tech routes
Employers can access diverse talent with strong existing workplace skills by providing new learning pathways for digital and tech expertise.See all articles
Tech returner programmes
Returner programmes offer a supported bridge back to work for people who have taken a career break.
- 6.1.1 How to make the business case for inclusion and diversity
- 6.1.2 Attracting tech returner talent
- 6.1.3 Assessing talent
- 6.1.4 Tech returner programme tips