ACCA-超越流行语-在英国各行业嵌入系统的EDI方法 Embedding a systemic approach to EDI across the UKs professions 2024

Beyondbuzzwords|EmbeddingasystemicapproachtoEDIacrosstheUK’sprofessions|Fullreport1

Beyondbuzzwords

EmbeddingasystemicapproachtoEDI

acrosstheUK’sprofessions

Fullreport

AliceBell,February2024

ThisresearchwasconductedbyTheYoungFoundationonbehalfofacollaborativeof12professionalmembershipandregulatorybodies.

CIPDCIPFA\

TheYoungFoundation

isanot-for-profit

organisationdrivingcommunityresearchand

socialinnovation.Webringcommunities,

organisations,andpolicymakerstogether,

shapingafairerfuturethroughcollective

actiontoimprovepeople’slives.

Author:AliceBell

WithresearchcontributionsfromFranca

Roeschert,VictoriaBoelman,RichardHarries,

YasminWhite,JemHai,PhilipMullen,Chelsea

McDonaghandCarolineYang.

Contents

Foreword

4

Executivesummary

5

Introduction

7

Part1:Theuncomfortablereality

14

Part2:Exploringapproachestodrivechange

51

A:Isprogressstalling?

52

B:Whatworks?

61

Conclusionsandrecommendations

69

References

76

Appendix1:Detailedmethodology

78

Appendix2:Suggestedactionsfrommembersandlearners94

Beyondbuzzwords|EmbeddingasystemicapproachtoEDIacrosstheUK’sprofessions|Fullreport4

Foreword

Moreover,asprofessionalbodieswehaveauniqueopportunitytoleverageourcollectivevoiceand

influencetodrivesystemicchangeinthewider

businesscommunity.Thatdemandscollaborationwithotherorganisations,policymakers,and

stakeholders,andadvocatingforpoliciesand

regulationsthatfosterinclusionintheworkplace.

Wearealsocommitted-includingthrough

thisresearch-topromotingresearchanddata

collectiontobetterunderstandthechallenges

andopportunitiesassociatedwithinclusion,thusinformingevidence-basedsolutions.

Inconclusion,inclusionintheworkplaceis

crucial,andprofessionalbodiesarekeyagents

ofchange.Thedatapresentedinthisreport

highlightsthebenefitsofinclusionandtheurgencyofovercomingbarriers.Alongsidecommitmentsfromtheprofessionalbodies,andcallstoaction

forpolicymakers,wehopethisreportinspiresandempowersprofessionalsacrossthebreadthof

industrieswerepresent–andbeyond–totake

boldactionstowardscreatingworkplacesthataretrulyinclusive,enablingindividualstothriveandorganisationstoexcelintheincreasinglydiverseanddynamicworldwelivein.

Co-signedby:

AlastairMcCapra,ChiefExecutive,CIPR

AnnFrancke,ChiefExecutive,CMI

BruceCartwright,ChiefExecutive,ICAS

EdAlmond,ChiefExecutive,IET

GillWhite,ActingChiefExecutive,CII

HelenBrand,ChiefExecutive,ACCA

JohnBarwick,InterimChiefExecutive,CRL

LindaHausmanis,ChiefExecutive,IWFM

NickWelby,ChiefExecutive,CIPS

PeterCheese,ChiefExecutive,CIPD

RobWhiteman,ChiefExecutive,CIPFA

VanessaHarwood-Whitcher,ChiefExecutive,IOSH

Inclusionintheworkplaceisnotapassingtrend;

itisafundamentalnecessityforthegrowth,

progress,andsuccessoforganisationsintoday’s

interconnectedanddiverseworld.Atrulydiverse

andinclusiveworkplacevaluesandempowers

individualsfromallbackgrounds,fostering

collaborationanddrivingsuccess.

Researchconsistentlydemonstratesthat

prioritisinginclusionleadstobetteroutcomes.For

example,analysisfrommanagementconsultancy

McKinsey&Company(2015;2018;2020),

consistentlyhighlightshowcompanieswithdiverse

workforcesaremorelikelytooutperformtheir

industrypeers.Inclusiveenvironmentsenhance

employeeengagement,productivity,andinnovation,

unleashingthefullpotentialofindividuals.

However,significantchallengespersist.

Discriminationandunconsciousbiaseshinder

progresstowardinclusion.Astaggering72%

oftheprofessionalssurveyedforthisreport

highlightedexperiencingdiscriminatorybehaviour

intheworkplacesince2019.Thisnotonlyharms

individualsbutalsostiflesdiversityofthought,and

hindersorganisationalperformance.

Thisreporthighlightsthecriticalrolethat

Chartered,professionalandregulatorybodiesplay

inaddressingbarrierstoinclusionintheworkplace.

Asauthoritativeorganisationsrepresentingmore

than750,000peopleworkinginawiderangeof

professionsintheUK,wehavearesponsibility

toleadbyexampleanddrivepositivechange.

Professionalbodiespossesstheinfluence,

expertise,andnetworkstoadvocateforinclusive

practices,establishguidelines,andprovidesupport

totheirmembers.

Wearecommittedtohelpingourmembersand

theiremployerscreatewelcomingandequitable

workplaces.Throughtrainingandeducation,we

canensurememberspossessthenecessaryskills

tocultivatemoreinclusivecultures–implementing

strategiestoaddressbiases,fairhiringpractices,

andmentorshipprogramsthatboostprogression

andclosegaps.

Beyondbuzzwords|EmbeddingasystemicapproachtoEDIacrosstheUK’sprofessions|Fullreport5

Executivesummary

Drawingonresearchwithmorethan7,000

membersandlearnersof12professional

membershipandregulatorybodiesacrossthe

UK,thisreportprovidesafreshlookathow

recenteffortstopromoteequality,diversityand

inclusion(EDI)havebeenexperienced,acrossandbetweenseveralprofessions.Itservesasacalltoprofessionals,andtheirrepresentativebodies,to

reflectontheiroutlook,conductand

collectiveactions.

Buildingonthelargebodyofexistingevidence,

thisresearchreinforcestheimportanceofEDIand

itspositivebenefitsforindividuals,organisations,

professionsandtheeconomy.However,the

findingsshowthattheprogressofEDIeffortshas

stalled.Inordertomoveforwards,itsuggestsa

newapproachisnecessary.Whilehighlighting

thepivotalroleprofessionalbodiescanplayin

catalysingchange,thereportalsoaddresses

thecommitmentsrequiredfromindividual

professionals,employers,andpolicymakersto

supportsystemicaction.

Arewestuck?

EDIisontheagenda,buttheuncomfortablerealityremainsthatnegativeexperiencesarewidespreadacrosstheprofessions.

•Almostthree-quartersofprofessionals

surveyedreportexperiencingbarriers

toprogressionintheircareer(73%)or

discriminatorybehaviourintheworkplace(72%)

•Negativeexperiencesaremorecommonamongthosewithmore‘marginalised

characteristics’

Ultimately,scepticismisgrowingamong

professionalsaboutthecapacityofEDIeffortsto

enactchange,withawidespreadperceptionthat

thereislotsoftalkbutlittlemeaningfulaction.

DisillusionmentwiththepracticeofEDIcould

meanthatprogresstodateisatriskofbacksliding:aroundone-fifth(22%)ofprofessionalssurveyedbelieveEDIreceivestoomuchfocuscomparedtootherissueswithintheirprofession.

•Thetestimoniesofprofessionalsshow

howexperiencesofmarginalisationare

livedinvariableandcomplexwaysonan

everydaybasis.

Professionalmembershipandregulatorybodiessetthestandardsofwhatitmeanstobeaprofessional

Beyondbuzzwords|EmbeddingasystemicapproachtoEDIacrosstheUK’sprofessions|Fullreport6

Weneedtobebrave

Thestakesarehigh:overhalf(53%)of

professionalssurveyedsaytheyhaveconsidered

leavingtheirprofessionand/ororganisation

becauseofissuesrelatedtoEDI.Yet,itwillbe

achallengetoenactthemeaningfulchanges

professionalswanttoseethroughEDIinitiatives.

Fosteringa‘racetothetop’

AsstallingprogressrisksEDIeffortsbecomingadisingenuous‘racetothebottom’,wesuggestprofessionalmembershipandregulatorybodiesholdakeyleverforpositiveactionandlasting

change.Theyhavethecapacityto‘raisethebar’forwhatitmeanstobeaprofessional,inrelationtothevaluesofequality,diversityandinclusion.Wesuggestactionsandcommitmentsfor

professionalmembershipandregulatorybodiestoensurethatthey:

1.PutEDIattheheartofwhatitmeanstobeaprofessional

2.Sethigherstandardsforprofessionals3.Activelyinvolveprofessionalsinchange

4.Becomerolemodelsforgoodpractice.

Thereisno‘onesizefitsall’solutionand‘what

works’willbedependentonthewaysinwhich

numerousfactorsarenegotiated–forexample:

•Howbesttodemonstrateyourcommitment

tochangeintheshort-term,whileenacting

changethataimstohavelonger-termimpacts?

•Howbesttoinvolvethosewithlivedexperience

ofmarginalisationininitiatives,without

burdeningthemwiththeresponsibilityto

drivechange?

•Howbesttobuildcoalitionsandalliances

acrossarangeofgroups,whileappropriately

recognisingtheirdifferences?

Strikingtherightbalancerequiresbravery,anda

newapproachthatreframeshowEDIisunderstood:

•Equality,diversityandinclusionmustbe

guidingprinciplesforalldecision-making–notjustforspecificinitiatives.

•Interventionsmustfocusonchangingthesystemsthatunderpinmarginalisation.

Employersoperationalise

thesestandardsinhiring

andpromotiondecisions,

andacrossitspolicies

andpractices

Professionalsenactthese

standardstofostermore

inclusivecultures

Thisreframingwillbenefitindividuals,their

organisations,professionsandtheeconomy.

Nonetheless,notallissueshighlightedinthisresearcharewithintheinfluenceandcontrolofindividualprofessionalbodies.Everybodymustplayaroleinenablingsystemicchange.The

inconsistentpatchworkofpositiveaction,

fromsomeorganisationsandprofessionals,mustbematchedbycommitmentsfromallactorsacrossthesystem,including(localandnational)policymakers.

Beyondbuzzwords|EmbeddingasystemicapproachtoEDIacrosstheUK’sprofessions|Fullreport7

Introduction

Thisreportgrappleswiththeessenceofwhatitmeanstobeaprofessional,inrelationtoEDI.Itservesasacalltoprofessionals,andtheirrepresentativebodies,toreflectontheiroutlook,conductandcollectiveactions.

Thisbuildsonanestablishedagendathat

highlightsthecentralroleprofessionalsplayin

shapingtheUK’seconomy,deliveringsuccessandopportunityacrosstheworkforce.Aconcerted

efforttoimprovesocialmobilitythroughthe

professionsemergedaround15yearsago,withanactionplansetoutbythePanelonFairAccesstotheProfessions,chairedbytheRtHonAlan

Milburn.Recognisingthereisnosingledefinitionof‘theprofessions’,thePanel’sfinalreport(2009:p14)characterisedthesecareersastypicallyhaving:

•recognisableentrypoints–forexample,standardqualificationrequirements

•codesofethics–forexample,thatsetoutaspectsofprofessionalresponsibility

•systemsforself-regulation–forexample,settingandregulatingstandardsfor

professionaldevelopment

•astrongsenseofvocationandprofessionaldevelopment.

The‘Milburnreport’foregroundedthepotentialrole

oftheprofessionstodriveanewwaveofsocial

mobility,byopeningupaccesstothegrowing–

butincreasinglysociallyexclusive–professional

employmentopportunitiesacrosstheUK’s

economy(ibid).Whileprogressin2012wasfound

tobea‘sporadic’and‘haphazard’‘lottery’,inthe

midstofrecoveryfromtheglobalfinancialcrisis,

risinginequalityremainedadeepsocialconcern

acrossbroadpublicandpoliticalopinion(Milburn,

2012:p.29).

Thiscontextresonateswiththecurrentdriveto

enactchangethroughtheprofessions,ledbya

collaborativegroupofprofessionalmembership

andregulatorybodies.Thiscollaborativewas

formedinresponsetotheeconomicchallenges

presentedbytheCovidpandemic,aimingtohelp

peoplegetbackintoworkandprogressintheir

professionsbyconnectinglearners,employersand

educationproviderswithopportunitiestoupskill

andretrain.

Beyondbuzzwords|EmbeddingasystemicapproachtoEDIacrosstheUK’sprofessions|Fullreport8

Thecollaborativehassinceincreasedinnumber,representingevermoreprofessionals¹anddifferenttypesofprofessionalbodies:

ACCA(theAssociationofChartered

CertifiedAccountants),agloballyrecognisedprofessionalaccountancybodyproviding

qualificationsandadvancingstandardsinaccountancyworldwide.

TheCharteredInsuranceInstitute(CII)isa

professionalbodydedicatedtobuildingpublictrustintheinsuranceandfinancialplanningprofession,withacommittmenttodriving

confidenceinthepowerofprofessional

standards:competence,integrityandcareforthecustomer.

CILExRegulation(CRL)istheindependentlegalregulatorforcharteredlegalexecutives,CILEXmembership,CILEXPractitioners

andfirms.Theyworkwiththeirregulatedcommunitytoensurethattheydeliverthebestoutcomesforclients.

TheCharteredInstituteofPersonnelandDevelopment(CIPD)istheprofessional

bodyforHRandpeopledevelopment,

championingbetterworkandworkinglivesforover100years.

TheCharteredInstituteofPublicFinanceandAccountancy(CIPFA)isaUK-basedinternationalaccountancymembershipandstandard-settingbody,theonlysuchbodygloballydedicatedtopublic

financialmanagement.

TheCharteredInstituteofPublic

Relations(CIPR)istheworld’sonlyRoyal

Charteredprofessionalbodyforpublic

relationspractitionerswithover10,000

members.Theyadvanceandpromote

professionalismandstandardsinpublic

relationsbymakingitsmembersaccountabletotheiremployersandthepublicthroughitscodeofconductaswellasthroughtraining,qualifications,andaccreditation.

TheCharteredInstituteofProcurement

andSupply(CIPS)istheglobalmembershiporganisationforprocurementandsupply,

drivingpositivechangeacrosstheprofession.

Theyprovideeducationandtoolsfor

members.Andtheyareavoiceandstandard,buildinganetworkacrosstheglobe.

TheCharteredManagementInstitute(CMI)

istheCharteredprofessionalbodyfor

managementandleadership.Theirmissionistoimprovethequalityandthenumberofprofessionallyqualifiedmanagersinordertocreatebetterledandmanagedorganisations.

TheInstituteofCharteredAccountantsofScotland(ICAS)isaglobalprofessional

membershiporganisationandbusiness

networkforCharteredAccountants.Theyarealsoaneducator,regulator,examinerandaprofessionalawardingbody.

TheInstitutionofEngineeringand

Technology(IET)inspire,informandinfluencetheglobalengineeringandtechnology

communitytoengineerabetterworld.

TheInstitutionofOccupationalSafetyandHealth(IOSH)istheCharteredbodyfor

occupationalsafetyandhealthprofessionals

worldwide;aregisteredcharitywith

internationalNGOstatus.

TheInstituteofWorkplaceandFacilities

Management(IWFM)isthebodyfor

workplaceandfacilitiesprofessionals.Theyempowerandenablememberstoexpand

theirpotentialandhaverewarding,impactfulcareersasbusinessenablerswhotransformorganisationsandenhanceexperience.

1Theprofessionalscoveredinthisresearchare:accountants,

legalexecutives,paralegals,insurancebrokers,underwriters,claims

professionals,financialplanners,paraplanners,mortgagebrokers,

humanresourcespersonnel,publicrelationsprofessionals,managers

procurementandsupplyprofessionals,engineeringandtechnology

professionals,occupationalsafetyandhealthprofessional,andworkplaceandfacilitiesprofessionals.

Beyondbuzzwords|EmbeddingasystemicapproachtoEDIacrosstheUK’sprofessions|Fullreport9

Whilethe‘Milburnreport’narrowlyfocusedon

improvingaccesstotheprofessions,thescopeofconcernamongtheprofessionshasnowbroad-enedtoencompassthefollowingprinciples(oftenabbreviatedto‘EDI’):

•Equality–aimingtoensurefairaccess,treat-ment,andopportunityforallthoseinaprofes-sionorworkplace,regardlessofdifference

•Diversity–aimingtoensurethatawiderangeofidentities,backgrounds,experiences,circum-stancesandperspectivesarerepresentedin

theworkforce

•Inclusion–aimingtocreateenvironmentswhereeveryone’sdifferencesarerespectedandvalued,enablingeveryonetothriveandfeelincluded.

Workaroundtheseissuesalsooftenconsiders:

•Equity–beyondequality,thisrecognisesthatinordertotreateveryonethesame,youmustaccountfortheirdifferentneeds

•Belonging–beyondinclusion,thisisa

feelingofsecurity,supportandacceptance,thatresultsfromtheinclusionofdifferentindividualsandgroups

•Socialjustice–beyondisolatedeffortsinindividualorganisations,thisaimsforafairerdistributionofpowerandresourcesacrosssociety.

Awiderangeofinterventionsandinitiatives

coalescearoundtheseprinciples,withEDI

becominganindustryofitsown.Thisfollowsa

well-established‘businesscase’whichhighlightshowthesesociallydesirableoutcomesalsomakeeconomicsense.Forexample,thereisevidencetodemonstratethat,withincreaseddiversity:

Profitsgrow

Companiesamongthetop-quartileforgender

diversityonexecutiveboardsare25%morelikelytooutperformtheprofitabilityoftheirpeersin

thelowest-quartile;andthisfigurerisesto36%

betweenthemostandleastdiversecompaniesintermsofethnicity(McKinsey,2020).

Innovationimproves

Companieswithabove-averagediversity(acrosssixdimensions)intheirmanagementteamsreportinnovationrevenueswhichare19%higherthan

thosewithbelow-averagediversityamongtheirmanagement(BCG,2018).

Productivityrises

Firmscanachieveaproductivitypremiumof+3%ifmanagersaremoregenderdiverse,or+7%ifmanagersaremoreculturallydiverse(Criscuoloetal,2021).

ThesebenefitsemergebecauseEDIenables

organisationstoattractandretaintalented

individualswhocancontributeadiversityof

perspectivestoenhancedecision-making(Catalyst,2020).Italsoimprovesemployeesatisfaction,

aswellasthereputationoftheemployer(ibid).

Nonetheless,governmentresearchonthe‘businesscase’forEDIwarnedthat‘gesturescostmoney’

(BIS,2013:vi).AsrecentanalysissuggeststhecurrentglobalmarketforEDIisvaluedat$9bn,andisexpectedtogrowto$31bnby2033(Fact.MR,2023),itisimportanttoreflectonhow

thisinvestmentinEDIhasbeenperceivedand

experienced,andwhatmustbedonetomaximiseimpactfrominterventions.

Beyondbuzzwords|EmbeddingasystemicapproachtoEDIacrosstheUK’sprofessions|Fullreport10

Abouttheresearch

Thisresearchcontributestotheexistingbodyofknowledgebyprovidingafreshlookathow

recenteffortstopromoteEDIhavebeen

experienced,acrossandbetweentheprofessionsinvolvedinthecollaborative.Drawingondata

aboutprofessionals’viewsandexperiencesindiverseworkplacesacrosstheUK,thefindingscaninterveneatthesystems-level–particularlyhighlightingtheroleofprofessionalmembershipandregulatorybodiesamonggovernment,

employerandgrassrootsaction.

Itexploreshowtheseprofessionalbodieshave

thecapacityto‘raisethebar’aboutwhatit

meanstobeaprofessional,inrelationtothe

valuesandprinciplesofequality,diversityand

inclusion,influencingactionandbehaviours

amongprofessionalsandtheiremployers.Workingtogetherasacollaborative,thesebodiesrepresentanecosystemofdifferentwhoallco-existin

workplaces,andwhosepracticesinfluenceeachother’sworkandworkingculture.Thistherefore

providesasignificantopportunitytodrivechangeacrossthediverseindustriesandsectorsthatmakeuptheUKeconomy.

Aims

Focusingontheprofessionsrepresentedinthecollaborative,theresearchaimsto:

1.understandtheexperiencesandbarriersfacedbythosewithmarginalisedcharacteristics

(Part1)

2.understandtheperceptionofEDIwithintheprofessions(Part2a)

3.exploreexistinginitiativestoimproveEDI,

identifyingwhatinterventionsareperceivedaseffectiveinordertoinformwhatactiontheprofessionsshouldtake(Part2b).

Thescopeofthisstudyisfocusedonthosemembersandlearnersof12professional

membershipandregulatorybodieswhoarecurrentlyworkingand/orstudyingintheUK.²

2Thisgroupisreferredtoas‘professionals’throughoutthereport.3Refertotheappendix1forthedetailedmethodology.

Approach

Rapidreview

Surveywithmorethan7,000professionals

Focusgroupdiscussionswithmorethan90professionals

In-depthinterviewswithsixEDIexperts

ConductedbetweenOctober2022andApril2023³,

theresearchbringstogetherquantitativeand

qualitativedataabouttheviewsandexperiencesofmorethan7,000professionals.Itissupportedbyinsightsfromexistingliterature,aswellasin-depthconversationswithindividualswhohaveexpertise

inimplementingEDIinitiativesacross

theprofessions.

Beyondbuzzwords|EmbeddingasystemicapproachtoEDIacrosstheUK’sprofessions|Fullreport11

Accountingforcomplexity

EDItouchesonsomeincrediblysensitive

andpersonalissues,andwewouldliketo

acknowledgethetime,energyandcouragesomanyprofessionalswillinglycontributedtothisresearch.Fortheresearchersinvolved,thiscomeswithgreatresponsibilitytorepresentparticipants’viewsandexperiencesappropriately.We,therefore,have

takencaretodevelopananalyticalapproachthat

aimstorecognisethecomplexityof

people’sidentities.

Severalpeoplesharedthedifficultytheyhadwithoverlysimplisticandreductivelabelswhich‘put

peopleinboxes’andcastwidespreadassertionsabouttheexperiencesofthosewithsimilar

characteristics.Thispresentsachallengeto

researcherswhonecessarilycategoriseresponsestodrawconclusionsfromdata.

Professionalstoldushowtheirlivesandidentitiesaremulti-dimensionalandcomplex.Itisclearthatarangeofdynamicsinteractandcompoundeachother,invariableways,toshapeeachperson’s

experiences.Yet,thiscanbedifficulttounpick,explainorcategorise.

Ialwayshavegreatfunwhenyou

fillintheequality,diversity,and

inclusioninformationandallthese

standardisedformsyouget.Isay

tomyself,‘WhichhatamIgoingto

weartoday?’BecauseIlookuponit

andtheinformationthatit’sasking

fromme,actually,reallydoesn’t

reflectme.

Focusgroupparticipant(IOSHmember)

Well,ifwecallthem

disadvantages,alotofbarriers,

sometimes,cutacross,soyoumayrepresentdifferentcommunities.Youmaypotentiallybepartoflotsofdifferentgroupsbecauseyou

identifywiththem.

Focusgroupparticipant(CIPRmember)

Ithinkit’samixofeverything.

Ageforone,ethnicityforanother,socioeconomicbackground

foranother,whereyoulive,justeverythingaboutyou,really.

Focusgroupparticipant(CIPSmember)

Thisgroupis

cisgender,male,

white,non-religiousorChristian,

heterosexual,

non-disabledand

neurotypical,withnomentalorphysical

healthconditions,

andcomesfroma

higherorintermediatesocioeconomic

background.

Beyondbuzzwords|EmbeddingasystemicapproachtoEDIacrosstheUK’sprofessions|Fullreport12

Thisconceptisknownas‘intersectionality’.Inordertoforegroundthis,theanalyticalapproachtakenin

thisstudydrawstogetherseveraldifferenttypesandinterpretationsofdata.First,wehavedevelopeda

quantitativeproxyforintersectionality,whichassumesthatpeoplewithmultiplecharacteristicsthattendtobemarginalisedhaveadifferent(morechallenged)livedexperienceoftheworkplacethanthosewithnoorfewer‘marginalisedcharacteristics’.Forthepurposesofthisstudy,wehavegroupedsurveyrespondents4onthisbasis:

One‘marginalisedcharacteristic’

Two‘marginalisedcharacteristics’

No‘marginalisedcharacteristics’

Threeormore‘marginalisedcharacteristics’

n=807(16%)

n=1753(34%)

n=1717(33%)

n=877(17%)

Thisgroupreportonlyoneofthefollowingcharacteristics:

Thisgroupreportonlytwoofthefollowingcharacteristics:

Thisgroupreport

threeormore

ofthefollowing

characteristics:

•Amarginalisedgenderidentity(women,non-binarypeople,transpeople,and/orpeoplewithothermarginalisedgenderidentities)

•Aminoritisedethnicgroup,faithoridentity(Black,Asian,mixedorotherethnicitiesand/ornon-Christianreligions)

•Amarginalisedsexualorientation(lesbian,gay,bisexual,queerorothernon-heterosexualorientation)

•Aphysicaland/ormentalhealthconditionand/orneurodivergence

•Alowersocioeconomicbackground(basedonparentaloccupationage14)

Althoughwerecognisethatthisproxydoesnot

includeallthepossiblecharacteristicsthatmaybemarginalised,forthepurposesofthisreport

werefertothecharacteristicscoveredinthis

measureas‘marginalisedcharacteristics’.Wedidnotincludethe‘life-course’characteristicsofageorcaringresponsibilitiesintheproxymeasure5:thisisbecausepeopleofallagesreportbeing

disadvantagedbecauseoftheirage,andcaring

responsibilitiescutacrossotherdemographic

groups.Insomeinstances,severalcharacteristicsmaybegroupedtogetherasone‘marginalised

characteristic’–thisisduetooverlapsbetweencategories(avoiding‘doublecounting’)andthechallengesofdefiningwaysofidentifying.6

Thisisasimplisticoperationalisationof

intersectionality,thereforeweacknowledgethe

limitsofthisapproachtoteaseoutdifferences

betweencharacteristics.Readersmustbemindful

nottoassumeallcharacteristicswillhavethe

sameimpact.Thedifferentwaysmarginalised

characteristicsareexperiencedbyprofessionals

areexploredfurtherin‘deepdives’involving

qualitativeinsightsandgroup-specificquantitative

analyses.Together,thisstrivestoprovideamore

nuancedpicture.

4Thebasefortheintersectionalityproxyisallthoseansweringall

therelevantdemographicquestions,excludingallthosethatskippedor

said‘prefernottosay’or‘don’tknow’toanyoftherelevantdemographic

questions(n=5154).

5Whilstthesecharacteristicsarenotincludedintheproxymeasure,

experiencesrelatedtoageandcaringresponsibilitiesareanalysedin

otherwaysthroughoutthereport.

6Limitationsaredetailedinappendix1.

Beyondbuzzwords|EmbeddingasystemicapproachtoEDIacrosstheUK’sprofessions|Fullreport13

Anoteonterminology

Theterm‘marginalised’isusedtoreferto

th