Career progression and development

Once staff are recruited into an organisation, it’s important that career progression is equitable too. The first RICS Women in surveying: insight report shows that there is a discrepancy in the surveying profession between men’s and women’s progression.

In 2017 an independent review into employment in the UK found that the UK economy could benefit from a £24bn-a-year boost if black and minority ethnic people progressed in work at the same rate as their white counterparts. There are complex reasons for inequitable progression, and firms should recognise that workplace policies and practices contribute to making everyone’s career path equitable.

By incorporating DEI thinking into succession planning, you will ensure that career development and progression processes and policies promote equal opportunities. This in turn ensures that progression into leadership roles is based on talent and skills.