Diversity Mark had the pleasure of participating in CIPD’s Northern Ireland Senior People Professionals Network event.
CIPD’s Susan Hayman expertly hosted the event and Diversity Mark’s Head of Business Development, Todd Engman, moderated a panel discussion focusing on the challenges and opportunities for HR professionals in implementing EDI strategies. Participation from panelists, Kerry Reynolds, Head of Reward and HR Services, Translink; Christine Sheridan, Director of HR, Belfast City Council; and Jenny Potter, Head of Services, NOW Group added interesting perspective on the challenges.
Maria Robinson and the team from Belfast Business Promise delivering a compelling presentation on why organisations should take the pledge and join BBP. Sandra Lee, Managing Director, T&L Solutions, challenged the room on how each of us can be better corporate allies for our coworkers and friends.
The event highlighted CIPD’s latest report on Resetting EDI and reaffirming inclusion. Here are the key highlights of the report:
Strategic Alignment: EDI activities must be directly linked to business strategy and outcomes, demonstrating clear value rather than being merely performative. The justification for EDI should be embedded in business goals, accounting for legal, social, and ethical considerations.
Robust Governance and Accountability: Establish strong structures, governance, and accountability to integrate EDI throughout people and business practices, preventing it from becoming a standalone activity.
Simplified Communication: Use clear and simple language for EDI messaging, emphasising inclusion principles and focusing on what’s most relevant to the business context.
Enhanced Capability: Invest in training and supporting EDI practitioners, ensuring they have the necessary expertise rather than relying solely on enthusiasm or lived experience.
Strengthened Leadership Competence: Provide managers and leaders with better training and support in people management, enabling them to effectively lead diverse teams, manage conflict, and cultivate supportive cultures.
Universal Inclusion: Prioritise inclusion for all, moving beyond a sole focus on representational diversity, which can become exclusionary or overly complex due to intersectionality. Data collection should be proportionate and action-oriented.
Conflict Resolution and Workplace Rights: Address conflict, harassment, and discrimination by establishing “speak up” cultures and clear guidelines on workplace rights and responsibilities. This may involve redefining the social contract to emphasise individual and shared responsibilities for inclusion.
Proactive AI Engagement: Recognise AI’s potential impact on diversity (both positive and negative, e.g., bias) and ensure HR and EDI leaders stay informed and actively influence the responsible development and use of AI tools across the organisation.
To know more about how Diversity Mark can support your organisation in its EDI journey, please book a call HERE.
