EDI Strategy & Framework

Inclusive by design. Equitable in practice.

A clear EDI strategy and practical framework that helps you build a positive culture for everyone, widen access, and make progress you can evidence.

Why this exists

Many organisations have EDI activity, but not always a clear strategy, consistent ownership, or a governance framework that challenges everyday decisions.

This package helps you move from intentions to infrastructure — so inclusion becomes part of how you hire, develop, lead, communicate and deliver your work.

Who it’s for

Leaders and boards who want to:

• build a more diverse organisation with equitable access to opportunities

• strengthen inclusion and belonging across teams

• move beyond one-off initiatives to a clear plan with accountability

• make progress that is meaningful, measurable, and sustainable

What we’ll do

1. Clarify the outcome

Agree what “more diverse, inclusive and equitable” means for your organisation and the communities you serve.

2. Build the strategy

Set priorities, objectives and measures — aligned to your purpose, people plan, and operating context.

3. Create the framework

Define the practical building blocks: governance, roles, ways of working, inclusive leadership expectations, and the key processes where equity matters (e.g., recruitment, progression, performance, engagement).

4. Plan adoption

A focused delivery plan with owners, milestones and simple measures — so it gets embedded.

What you’ll get

• An EDI strategy (clear priorities, outcomes and measures)

• An Inclusion Framework that makes expectations practical and consistent

• Governance and accountability (who owns what, how it’s overseen)

• A focused delivery plan with owners + milestones

• A clear way to evidence progress (without over-engineering)

What you’re really buying

Clarity, credibility and momentum — so inclusion isn’t dependent on individual champions, and equitable access becomes part of how the organisation works.