On our website, we look at the latest Parker Review annual report. It shows that FTSE 100 companies are largely meeting board diversity targets, but progress in senior leadership pipelines remains slow. As a result, employers may need to shift focus from representation to progression and inclusion. You can read our insight here.

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Purvis Ghani

About Purvis Ghani

Purvis is a partner in Dentons’ London office. He is a member of the People, Reward and Mobility practice in the UK.

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Diversity and inclusion: maintaining the momentum   

A recent report conducted by the CIPD revealed that only 48% of those 2,009 senior decision-makers surveyed had a freestanding D&I strategy and more than a third of respondents admitted they had no intention of focusing on any D&I areas over the next five years. As a result, the CIPD has outlined seven recommendations to, in its own words, help employers "re-energise their own approach to practice that will support equality, diversity and inclusion in their organisation". In this blog, we take a closer look at these recommendations and consider the benefits of employers having a diverse and inclusive workforce.

By Kate Coppack