The CIPD’s reports on Race Inclusion showed that the role of line managers is key in tackling discrimination in the workplace and in embedding anti-racism strategy. This was particularly true when examining career progression, as the research showed that ‘good line management was a major factor in achieving career progression and that poor line management had acted as a barrier’.
To support employers and people professionals to act upon these recommendations this short guide offers advice to line managers on how they can play their part in tackling racism in their organisation.
CIPD member content
This content is only available for CIPD members
If you’re already a CIPD member, please sign in to access this content
CIPD Trust
Tackling barriers to work today whilst creating inclusive workplaces of tomorrow.
Bullying
and harassment
Discover our practice guidance and recommendations to tackle bullying and harassment in the workplace.
Explore the CIPD’s point of view on religion and belief, including actions for Government and recommendations for employers
Explore the CIPD’s point of view on age diversity in the workplace, including recommendations for employers and actions for the UK Government
Explore the CIPD’s point of view on gender equality at work, including recommendations for employers and actions for the UK Government
Explore the CIPD’s point of view on sexual orientation, gender identity and gender reassignment, including recommendations for employers
What this practice is, why you should avoid it, and how to approach it if no other options are available
Practical guidance to help employers create a carer-friendly workplace
This guide has been developed for people professionals who want to maximise the benefits of flexible working within their organisations, incorporating flexibility into people plans, strategy, and their employee value proposition.
A guide for employees to develop a strong business case for submitting a flexible working request