EDI training alone isn’t enough - lasting change comes from embedding inclusion into everyday practices. This post explores what really makes EDI efforts effective, from continuous learning to inclusive leadership.

If you have started an EDI journey, you have probably embarked on it from the perspective of social justice – the recognition that there are people in society who have been historically and socially excluded. There are groups who have not always had fair access to the distribution of resources and opportunities. You may have recognised the lack of representation of groups of people, unequal progress, lack of participation, disparities in safety, power and wealth for some compared to others. You may have morally felt that this should be addressed, or felt that there is a business case to address these inequalities.  

So, when we are in a situation where legislation is passed which is can lead to the further exclusion of one group, and where there are very loud financially backed or political figures spreading their messages, it can be difficult to know what to do and where to turn. So, we offer some strategies to enable you to maintain your inclusion strategy.  

"Equity is about providing services and opportunities with an understanding that everyone has different starting points and that some people have been historically and socially excluded. This means that there are more factors to consider for some people than there are for others, and we act accordingly with that knowledge."

The article discusses recent guidelines from the Sentencing Council aimed at assisting judges and magistrates in considering factors such as a person's faith, history of abuse, care system experience, or ethnic minority background during sentencing. It emphasizes that such considerations are not about creating a two-tier system but about ensuring equitable treatment within the judicial process.

The author argues that despite existing training and strategies, biases persist in the justice system, as evidenced by disproportionate incarceration rates among ethnic minorities and individuals with learning difficulties or disabilities. The piece critiques government resistance to these guidelines, suggesting that opposing equity measures maintains the status quo of systemic bias.

This blog post provides a critical examination of the challenges faced when implementing equity-focused reforms within established systems, particularly the judicial system.

Times are challenging for equity, diversity and inclusion work. Globally, there is a shift to the right and pressure from a range of directions to slow down, pause or stop our work to ensure everyone is able to thrive and progress in our workplaces. In addition, there are very real financial challenges for individuals and businesses of all kinds.  

So how do we keep the work we know is essential going?