Why have we introduced the equity, diversity & inclusion strategy now?
While, to date, there have been some successes in isolated areas, we recognise that we must develop our approach beyond piecemeal activities to achieve the real changes that are needed. Delivering real change will take a concerted commitment from all staff and volunteers working together as part of a wider plan.
What’s the difference between this and the overall strategy?
The CIPR has a general five-year (2019-2024) strategy covering all of its objective and activities. EDI features within that under the pillar ‘Building a resilient and diverse community’. Creating our first coherent EDI strategy means that the strand of work that is picked up under this heading in our 2025-29 strategy will be better planned and clearer in its purpose than ever before. Our EDI sits firmly within our broader CIPR strategy and supports it.
Why have we not done more sooner?
We have increased our efforts to support EDI in the last three years, but only the recent process of applying for accreditation under the National Equality Standard has made clear to us how much more effective we can be, and need to be, with a coherent strategy to inform and drive all of our efforts.
How will we embed this strategy within our volunteer-led networks?
Our volunteers will play an important role, alongside everybody else; everybody is responsible for delivering on EDI. All volunteers will be familiarised with the strategy and will have distinct roles in delivering it. Groups and networks now have EDI Champions and we will be discussing the EDI strategy at our 2024 volunteer conference.
Equity, diversity & inclusion is over talked about, isn’t it time we focused on other crucial areas?
It is talked about quite a lot, although often this focuses on race and gender. The CIPR has been talking about EDI, internally and publicly, for more than a decade, and has relied mainly on volunteer activity for this. EDI is a crucial area, which is why a number of new networks and organisations have sprung up outside the CIPR in recent years to both meet the needs of those who are not currently well served by the CIPR and enhance organisational performance. If we don’t press ahead with this agenda we will just get left behind and eventually become irrelevant. It's time to step on the gas, not ease off.
Do we publish ethnic pay gap data?
We do not publish any statistics that relies on sensitive personal data for our staff. We will however collect and monitor this data internally.
Do we publish data about representation on Board, council and other volunteer bodies?
We do not publish any statistics that rely on sensitive personal data where very small groups of people are involved as they may allow individuals to be identified. We will however collect and monitor this data internally.
Will there be quotas?
No, although we will have to agree some specific mechanisms for widening representation on our Board, Council and other forums. We will step up our efforts to gather data from our members to help us identify where the greatest need for change lies.
Are there opportunities to sponsor our work in this area?
We are very interested to hear about potential partnerships or discuss sponsorship opportunities. If you’re a business, charity or network representing practitioners from under-represented groups and would like to find out more about our partnerships, please contact Maha Jamil at MahaJ@cipr.co.uk
. If you’re a product or service provider and are interested in commercial opportunities, please contact email@example.com
How can we support this work?
You can support our EDI work through inviting us to your discussions around EDI, by facilitating speaking opportunities, by sharing our activities and resources on social channels, through participating in learning and by sharing your stories of lived experiences and allyship. Please email
Maha Jamil if you wish to discuss how to get involved.