The Women and Work All-Party Parliamentary Group (APPG) is a cross-party group that provides a Parliamentary forum to examine constructively and debate the role that policy makers can play to deliver gender balance within the economy.This report is a toolkit of practical suggestions and strategies for employers to support an inclusive workplace and to put intersectionality into practice. In addition, the APPG has put forward a series of recommendations for Government on policies which support this ambition. This report aims to equip employers with the tools to create more inclusive workplaces which benefit employees at all levels.
Diversity Wins is the third in a McKinsey series investigating the business case for diversity. This report shows not only that the business case remains robust, but also that the relationship between diversity on executive teams and the likelihood of financial outperformance is now even stronger than before. These findings are encompassing 15 countries and more than 1,000 large companies. The report also provides new insights into how inclusion matters, through an analysis of employee sentiment in online reviews; this shows that companies need to pay much greater attention to inclusion, even in relatively diverse industries.
This paper takes on the challenge of inclusion, with a specific focus on the traits and abilities necessary to become an inclusive leader. Korn Ferry research, including from mining more than 2.5 million leadership assessments, identifies the traits and competencies needed for leaders to be inclusive in their own thoughts, perceptions, and actions—and to inspire an inclusive mindset in others. Such leaders are self-aware advocates for diversity, and possess the skills to leverage the differences within the diverse team to achieve better performance than would occur with homogeneous teams.

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This report by BCG shows that organizations with more diverse workforces and leadership teams perform better. The main goal for companies is to continue devoting time, capital, and management attention, and to ensure that they run DE&I not as a separate initiative but as an initiative integrated into everything that a company does and every decision that its leaders make.
To assess how organisations approach gender identity equality globally, countries are grouped into three broad zones based on whether they provide for legal gender recognition and whether there exist clear national employment protections for transgender people. Within each zone, countries are further sub-categorized based on particular criteria (e.g., presence of harmful restrictions for legal gender recognition). This system of grouping is intended as a guide to help formulate and assess practice.