Steps / Shifts / Scars™:
A self-assessment framework for organisations
Your team leads the work, we support the depth.
Steps / Shifts / Scars™ is a reflective, practical and deeply human framework that helps organisations understand the depth of their equity, diversity and inclusion (EDI) work.
Instead of focusing on how much activity is happening, the framework helps organisations understand how deeply they are actually changing.
Developed, tried and tested, the framework helps teams move from:
Awareness → Accountability
Symbolic activity → Structural change
Good intentions → Lasting integrity
This model is not a checklist. It is a mirror and a map; a way for organisations to see themselves clearly and make informed, meaningful progress.
Why organisations use this framework
Most organisations already do things around EDI - training, statements, awareness days, policies -but struggle to understand:
How deep is our practice?
What kind of work are we actually doing?
Where should we focus next?
Why does progress feel slow or inconsistent?
Steps / Shifts / Scars™ gives leaders, HR teams and EDI practitioners a shared language and approach to answer these questions honestly.
It helps identify where your organisation sits now, why, and how to move forward with intention.
The three Depths of equity work
Steps:
The start of the journey
Shifts:
Systemic & cultural transformation
Scars:
Integrity, repair & long-term change
Shifts begin when an organisation starts to embed equity into its systems, structures and decision-making.
This includes:
- Redesigning recruitment
- Reviewing pay and progression data
- Building accountability into leadership
- Embedding inclusive decision-making
- Addressing power, not just behaviour
Shifts require courage, transparency, and structural change.
This is the identity stage.
Scars appear when an organisation:
- Faces truth with honesty
- Repairs harm with integrity
- Shares power
- Embeds equity in how it leads, communicates and decides
- Sustains fairness when no one is watching
Scars are not about perfection; they are about maturity, repair and lived values.
Steps are the visible early actions that raise awareness and signal commitment.
Examples include:
- Awareness training
- Celebration days
- Statements of solidarity
- Initial policy drafting
Steps are necessary, but they are surface-level and often fragile if not followed by deeper work.
How organisations use this framework
DiversitiQ offers the framework as a structured consultancy pathway that organisations can purchase as a standalone product, or combine with tailored support.
Below is the full journey.
Phase 1:
Foundation assessment
The framework will guide you through:
A review of your existing activity
Staff listening sessions
Data and story gathering
Mapping your current EDI depth
A visual Depth Map across 10 organisational domains
You Walk Away With:
A clear snapshot of where your organisation genuinely sits
A non-judgemental, evidence-based maturity overview
A shared language to discuss inclusion openly
Phase 2:
Your depth diagnosis & organisational report
You will use the framework’s built-in tools to complete:
Your organisational self-assessment
A review of evidence, data and lived experience
Step/Shift/Scar ratings across the 10 domains
Identification of strengths, gaps and patterns
Creation of your own Depth Map and summary report
You Walk Away With:
A clear picture of your current EDI depth
Evidence-based insight into what’s working and what needs focus
A structured foundation for planning your next steps
Optional Support:
Light-touch help reviewing your report or facilitating reflection
Tailored recommendations aligned to your future goals if needed
Phase 3:
Optional add-on support
Organisations can then choose to purchase additional implementation support, such as:
EDI Leadership Coaching
Helping senior leaders navigate their role in Shifts and Scars.
Policy & System Review
Deep dives into recruitment, pay, governance, belonging, risk and data processes.
Facilitated Conversations & Reflection Spaces
Creating psychological safety and building internal capability to host EDI dialogue.
Data & Metrics Support
Using the framework’s Heart and Hard metrics model to build measurement integrity.
Quarterly or Biannual Re-Assessment
Tracking movement, regression and renewal; because EDI depth is cyclical, not linear.
What makes this framework so effective?
It removes shame, judgement and scoring.
Organisations don’t “fail” or “pass”, they reflect.
It creates a shared language.
Teams start saying:
“This is a Step.”
“We’re entering a Shift.”
“That was a Scar moment.”
This creates a healthy, honest, emotionally intelligent culture.
It balances emotion and structure.
The framework blends:
Emotional labour awareness
Systems thinking
Leadership accountability
Psychological safety
It provides a roadmap without oversimplifying reality.
Inclusion isn’t linear.
This framework reflects that, embracing movement, regression, repair and renewal.
Want to try but not sure? Click below to access the free starter pack.
Please note: the free starter pack is just a glimpse - the full framework is extensive and breaks down every element with clear walkthroughs, explanations, guidance and recommended actions.
Who is this framework designed for?
- Public sector bodies
- Local authorities
- Education providers
- NHS and social care
- Councils
- Charities and CICs
- Large organisations seeking systemic change
- SMEs wanting structured growth without heavy resourcing
Whether you’re at the very beginning or already deep in the work, this framework meets you where you are.
What your organisation gains
A clear, honest picture of where you are right now
Steps, Shifts, Scars mapped across leadership, culture, systems and people.
A strategic plan you can actually use
No jargon. No unrealistic timelines. Clear priorities that match your capacity.
A consistent language for senior leaders and staff
A shared understanding of depth reduces confusion and builds alignment.
A repeatable method
Your team can reassess annually using the toolkit; keeping the work alive.
A foundation for long-term cultural integrity
Because EDI isn’t a project, it’s a way of leading, deciding and belonging.
How to get started
Organisations can engage with this in two ways:
1. Purchase the framework consultancy package
Includes:
Full diagnostic
Listening sessions
Depth Map
Priority recommendations
90-day starter roadmap
2. Add optional implementation support
You choose the level of hands-on involvement you need:
Coaching
Workshops
System redesign
Data support
Regular re-assessment
Want to learn more about the
Steps / Shifts / Scars™ framework?
Click below to book a free 20 minute introductory call
We’ll explore where you are, what you need, and how the framework can help you build meaningful, sustainable equity.