Fairness underpins all D&I activity, but it is not simply about providing equal opportunity; senior leaders will benefit from understanding the distinction between equality and equity to create a fair workplace.

Being fair to all is fundamental to diversity and inclusion. By creating open lines of communication and getting to know team members, line managers can contribute to a culture of fairness at work, as Awaze’s finance team shows.

Fairness is important for those studying successfully for ACA qualifications. Firms employing both apprentices and graduates must understand the concept of equity and apply it carefully to ensure everyone has the best chance to succeed.

Allyship has a vital role to play in making organisations more inclusive. Here are four practical steps accountancy students and the newly-qualified can take to build a network of advocates for support and career success.

Creating a culture of allyship is vital to building an inclusive organisation; senior leaders have an important role to play.

Neurodiverse team members can bring unique skills to an organisation. Simple daily actions will support these employees and allow managers to demonstrate allyship, as shown by a winning partnership in easyJet’s finance team.

Research shows that leaders have an exponential influence on an organisation’s ability to build inclusive cultures and work practices.

Everyone should understand the importance of inclusive language, be comfortable making genuine mistakes and feel able to speak out when something unacceptable is said.

The past 18 months have shone a light on the role that diversity, inclusion and belonging plays in organisations’ success. One ICAEW student is playing an important role.

Organisations should prepare to employ a wide range of methods and approaches, and to work year-in, year-out on such a large and complex issue.

ICAEW and Steps’ diversity and inclusion workshop used drama to create a safe space for people to discuss their experiences.

Ensuring the chartered accountancy profession is diverse and inclusive is a key part of ICAEW’s 10-year strategy.

Training forms a central part of a company’s diversity and inclusion strategy but, without careful planning, any positive outcomes may be limited. What should organisations consider when selecting a provider?

The benefits of forging an inclusive culture are clear, but we still have some way to go.