While there has been encouraging progress in workplace diversity and inclusion in recent years, the pace of change remains slow, despite the clear and compelling moral case for equal opportunities and for people to be treated fairly in the workplace.

New CIPD research, Diversity and inclusion at work: facing up to the business case, considers the barriers that are continuing to prop up workplace inequality and looks at how organisations can dismantle these to make work an equal business.

As much as diverse hiring is a good and necessary step, people management practices must go beyond policy to ensure everyone is supported and valued. The report offers guidance, implications and key actions for HR and business leaders to drive meaningful change. As people professionals, we have the opportunity to champion the case for diversity, challenge the notion of a model that focuses only on business or financial return, and to highlight the need for a more human outcome.

A diverse and inclusive workforce is good for people and good for business. Explore our factsheet to learn what diversity could mean for your workplace and how an effective diversity and inclusion strategy can increase your market competitiveness and support your business.

Half of hiring managers in the public sector had lost skilled workers as a direct result of changes to self-employed tax law, according to new research from IPSE and CIPD. Seven in ten are struggling to hold on to their contractors and three-quarters say it is now harder to recruit them as well. We are calling on government to rethink its planned roll-out to the private sector.

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How are employers turning to internal initiatives and benefits to ensure they remain competitive? People Management Insight, in partnership with review website Glassdoor, examine key statistics on diversity and inclusion, parental leave and wellness initiatives to uncover the factors that can make a difference in the lives of employees and improve profits.