Creating your diversity framework

Build a Diversity Framework, to embed measurable diversity and inclusion practices within your organisation

What issues will this solve for you?

The Diversity Framework process addresses the need to align equality, diversity, and inclusion (EDI) with tangible business goals - not just abstract ideals. It will guide your organisation beyond good intentions to meaningful change

It tackles underrepresentation, talent gaps, and barriers to innovation by pinpointing where a broader mix of skills and perspectives will deliver measurable advantages for your organisation.

The diagnostic stage helps leaders and teams move beyond tick-box compliance, focusing instead on areas where improving diversity directly supports strategy, purpose, and performance. The Framework also ensures that gaps in staff profile - whether missed opportunities for talent or lacking perspectives - are surfaced and understood, helping organisations build the workforce needed for future success.

How we will work with you?

The process begins by engaging your Executive Committee in a focused session - usually two hours or a half-day - where key questions are explored to define the real ‘Diversity Dividend’ for your business.

The conversation then unfolds in stages understanding why EDI matters, analysing current workforce data, and highlighting diversity deficits and dividends:

a working group chosen from across grades and functions is facilitated by Diversity by Design through a series of structured meetings, shaping practical recommendations to determine the precise ways in which diversity - and what kind of diversity - will enhance the products and services you deliver to your customers, clients, members, or other stakeholders. And to develop a robust plan for getting there.
discussion outputs are then distilled into a draft Framework and plan, refined with input from the commissioning leaders on priorities, investment, measurement, and policy implications.
the draft is presented to senior leadership for debate, adaptation, and buy-in, allowing the Framework to cascade through every business layer—not as a static document, but as an evolving strategy grounded in organisational goals.

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What are the outcomes you'll get?

Organisations emerge from the Framework process with a crystal-clear, actionable understanding of why diversity matters in their business context—and a practical road map to realise those benefits. Outcomes include:

Board and executive engagement with EDI strategy
Working group participation that ensures all voices are heard
Clear priorities, investment needs, and measurement criteria for EDI progress
Organisation-wide plan for engagement, enabling teams to take ownership
Noticeable improvements in business performance, innovation, and team strength across departments
Measurable changes in staff representation, unlocking opportunities for under-represented talent
Access to a broader talent pool and tailored success metrics

The Framework is not a one-size-fits-all template—it produces a strategy and outcomes shaped by your specific organisational needs, priorities, and timeline. Ultimately, it makes your organisation stronger and smarter, equipping it to deliver on its purpose by maximising all available talent.

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