Articles for leaders, HR teams and EDI practitioners seeking deeper insight, guidance and structure.
EDI Strategy, leadership & organisational practice
Our Strategy & Leadership Blog provides practical, evidence-informed articles for organisations wanting to strengthen their EDI approach.
These posts explore culture, governance, recruitment, leadership behaviours and strategic planning; offering clear, actionable advice for charities, corporate teams and purpose-led organisations.
"How do we get leadership buy-in for Diversity and Inclusion initiatives?"
Securing leadership buy-in is one of the biggest challenges in any diversity and inclusion journey, yet it’s also the single most powerful driver of real, lasting change.
If you’ve ever struggled to get leaders on board, or wondered why your initiatives stall without top-level commitment, this blog breaks down what truly motivates leaders, what holds them back, and how to communicate D&I in a way that resonates, lands and inspires action.
Why Diversity & Inclusion training is still important in 2026
Diversity and inclusion training isn’t just a “nice to have”, it’s a core part of creating safe, fair and high-performing workplaces.
When done well, it builds confidence, strengthens culture and equips teams to work more effectively with one another.
This blog explores what makes D&I training so important, what it should actually achieve, and how it can transform the way organisations operate.
What makes an effective Equality, Diversity and Inclusion (EDI) Policy
A good Equality, Diversity and Inclusion (EDI) policy does more than meet legal requirements.
This article explores what effective EDI policies include, why many fall short, and what “good” really looks like in practice.
What is Ethnicity Pay Gap reporting?
The UK government has announced plans to introduce mandatory ethnicity pay gap reporting for large employers; a significant shift for organisations that may not yet be prepared.
While reporting will increase transparency, it also raises complex questions around data, interpretation and risk.
So what does this mean in practice and how ready are organisations to respond?
