Equality and diversity in the workplace: 2009 IRS survey

This research explores the resources, plans and procedures in place at 140 employers to address equality and diversity issues, and finds that two-thirds aim to put diversity and equality at the heart of what they do.

On this page:
Moving beyond compliance
Attitudes and diversity trends
Who has main responsibility for equality and diversity?
Diversity-specific roles
Sharing responsibility for diversity
Chart 1: Sharing responsibility for equality and diversity
Staff networks
Are diversity specialists a help or a hindrance?  
Diversity function
Board-level involvement
Discussing diversity at board meetings
Diversity budgets
Effects of recession on equality and diversity plans
Taking action
Chart 2: Employers' diversity-related practices
Monitoring for equality
Chart 3: Methods of employer monitoring
Monitoring redundancy selections
Equality and diversity training
Discrimination complaints
Complaints received
Chart 4: Number of complaints lodged in relation to equality issues in 2008/2009
Benefits of equality and diversity
Risk of negative impact
Taking equality and diversity forward
Our research
Table 1: Views of HR and diversity specialists
Table 2: Influences on diversity agenda
Table 3: Board-level representation for equality and diversity issues, by sector
Table 4: Frequency of equality and diversity as a board meeting topic, by sector
Table 5: Equality and diversity as a priority, by sector
Box 1: Advice from diversity specialists and HR on equality and diversity
Additional resources.