An Evidence-Based approach to diversity and inclusion

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Gender and ethnic diversity in UK organisations have recently been subjected to significant public scrutiny thanks to the Hampton-Alexander Review (Improving Gender Balance in FTSE Leadership) and the McGregor-Smith Review (Race in the Workplace).

According to McGregor-Smith: “The time for talking is over. Now is the time to act”. As convenors of the British Psychological Society’s Diversity & Inclusion at Work group we couldn’t agree more. Yet important questions remain about which actions governments and organisations should take. Limited progress is probably not due to a lack of commitment – the government and organisations already make considerable investments into diversity initiatives. Poor progress is, in our view, a consequence of the limited attention paid to the evidence for the effectiveness of such initiatives when making decisions about which actions to take.

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