CIOT and ATT’s Equality, Diversity and Inclusion Strategy

27 January 2023

The launch of the new Equality, Diversity and Inclusion Strategy by CIOT and ATT will build on our efforts to create a diverse, inclusive community.

Key Points

What lies behind the launch?

The CIOT and ATT Councils have adopted their first Equality, Diversity and Inclusion Strategy, as presented by Olayinka Iwu, Chair of the EDI Committee.

What does it mean for me?

Our EDI strategy is intended to help the CIOT and ATT and, importantly, all of us involved with them to reach the position where the right thing has become the obvious and automatic thing to say or do.

What can I take away?

In the four years to 2026, our specific focus will be on implementing measures in furtherance of EDI objectives related to sex, age, ethnicity and social mobility, at the same time as remaining alert to other EDI issues.


© Getty images/iStockphoto


Foreword: A New Strategy


As two educational charities, our common purpose is the advancement of public education in taxation. Our EDI strategy should contribute to this shared purpose by inspiring, informing and influencing members, students, volunteers, colleagues, key stakeholders and the public.

In the four years to 2026, our specific focus will be on implementing measures in furtherance of EDI objectives related to sex, age, ethnicity and social mobility, at the same time as remaining alert to other EDI issues.

In relation to EDI, we aim to:

1. Develop an inclusive environment within our workplaces and to ensure that the ATT and CIOT live their values within EDI.

2. Embed EDI throughout the work that we deliver within those workplaces.

3. Build an inclusive membership with a true sense of belonging which celebrates diversity.

4. Inspire the next generation of tax professionals and ensure inclusive access to our tax qualifications and member services.

5. Undertake initiatives in respect of EDI-related matters including research, the preparation of resources and commentary on relevant tax proposals.

Our strategy for 2022 to 2026

In furtherance of our aims, we will:

1. Work to improve our diversity data collection and monitoring by:

a) collecting, collating and analysing appropriate diversity data to ensure we have an evidence-based approach to our work;

b) using this data to prioritise actions; and

c) undertaking our second EDI survey of students and members in 2025.

2. Follow up the findings in the 2022 survey in respect of the students and members who reported having experienced inappropriate activity, mostly related to sex, by undertaking further research in this area to understand the nature and context of that activity and how we might influence, inform and encourage positive behaviours and encounters to deliver more positive/better experiences.

3. Address the issue identified in the 2022 survey of the difficulties encountered by members returning to work after a career break by reviewing our services to identify what support, guidance and information we are able to provide to members returning to work.

4. Identify and implement ways to make our volunteering information, support and guidance more accessible and visible in order to address the finding from the 2022 survey which indicated that members and students did not know how to get involved as volunteers with their professional body/bodies.

5. Work to improve our understanding of:

a) race and ethnicity data collection and monitoring on a broader basis as well as any cultural differences that exist; and

b) any barriers that may exist which prevent ethnically diverse individuals from becoming students and/or from subsequently achieving their aspirations to become members and then progress in their careers.

6. Strive to:

a) remove any EDI-related barriers that prevent or discourage enrolment as a student or registration to sit any of our examinations; and

b) ensure that appropriate publicity is given to the process for applying to sit an examination under special arrangements.

7. Ensure in our capacity as employers that all our staff colleagues:

a) have the opportunity to succeed and feel a sense of belonging within our organisation; and

b) are encouraged to make full use of all their talents, be their best and achieve their potential.

8. Strive to use appropriately inclusive language in all our publications.

9. Work collaboratively with other bodies (including new ‘partners’) to share good practice and extend the reach and influence of our EDI work and achieve our aims.

10. Work closely with our EDI Committee, looking to them to support, monitor and advise on the development and delivery of our EDI strategy and the realisation of our full potential to advance EDI within our spheres of influence.

We will publish progress on our website, in our annual reports and in Tax Adviser to keep you informed. Thank you for your support.


When the Right Thing Becomes Automatic