Section 1 of 7

About your organisation

This information helps us contextualise your diagnostic findings.

Organisation name *

Your name *

Your role *

Email address *

Sector / industry

Organisation size

What is the primary purpose of your organisation? *

Mission or vision statement (optional)

Workforce data

"Unknown" is a valid and informative answer — it tells us something important about your data maturity.

Ethnicity breakdown of staff

Gender breakdown of staff

% identifying as disabled

% identifying as neurodivergent

Gender pay gap

Ethnicity pay gap

Staff turnover rate

EDI budget this financial year

Complaints of bullying, discrimination or harassment in the last 12 months

Section 2 of 7

Strategy & Leadership

Rate each statement from 1 (strongly disagree) to 5 (strongly agree).

1. Leadership demonstrates visible, sustained commitment to EDI through actions — not just statements.

Strongly disagreeStrongly agree

2. There is a clear EDI strategy or set of objectives that is actively used to guide decisions.

Strongly disagreeStrongly agree

3. There is named accountability for EDI — someone is responsible, and that responsibility is monitored.

Strongly disagreeStrongly agree

What is the single most significant thing your senior leadership has done on EDI in the last 12 months? If you can't identify one, please say so.

What is the biggest barrier to stronger leadership on EDI in your organisation?

Section 3 of 7

Data, Culture & Inclusion

Rate each statement from 1 (strongly disagree) to 5 (strongly agree).

4. We use diversity data and qualitative insight to understand staff experience, progression, and representation.

Strongly disagreeStrongly agree

5. People feel genuinely safe raising concerns about bias, discrimination, or unfair treatment.

Strongly disagreeStrongly agree

6. Marginalised staff have meaningful ways to influence decisions — not just to be consulted.

Strongly disagreeStrongly agree

Describe one situation where feedback or data led to a real change. If you can't identify one, please say so.

Where does resistance to EDI work come from in your organisation — and how is it handled?

Section 4 of 7

Policies & Processes

Rate each statement from 1 (strongly disagree) to 5 (strongly agree).

7. Recruitment, promotion, and performance processes have been actively redesigned to reduce bias.

Strongly disagreeStrongly agree

8. Pay and progression are reviewed against diversity data, and action is taken where inequality is found.

Strongly disagreeStrongly agree

9. Policies are regularly reviewed for their impact on the most marginalised staff.

Strongly disagreeStrongly agree

Name one policy or process changed in the last two years specifically to reduce bias or improve equity. What changed, and who benefited?

What stops your organisation from going further in this area?

Section 5 of 7

Learning & Development

Rate each statement from 1 (strongly disagree) to 5 (strongly agree).

10. EDI learning goes beyond awareness — it addresses power, structural inequality, and anti-oppression.

Strongly disagreeStrongly agree

11. Leaders and managers are supported to apply inclusive practice — not just trained once.

Strongly disagreeStrongly agree

12. Marginalised staff have confidence that their colleagues and leaders will identify and tackle inequality.

Strongly disagreeStrongly agree

What EDI learning has led to observable changes in behaviour or decisions — not just completion of training?

What has your organisation tried on EDI that hasn't worked — and why do you think that is?

Section 6 of 7

Impact & Improvement

Rate each statement from 1 (strongly disagree) to 5 (strongly agree).

13. EDI initiatives are evaluated for impact and outcomes — not just whether they were completed.

Strongly disagreeStrongly agree

14. Sufficient resources — time, budget, and senior attention — are allocated to EDI.

Strongly disagreeStrongly agree

15. We are honest about our limitations and communicate progress, setbacks, and lessons learned.

Strongly disagreeStrongly agree

What is the most significant EDI challenge your organisation faces in the next 12–24 months?

If you could change one thing about how your organisation approaches EDI, what would it be?

Section 7 of 7

Board & Governance

Skip this section if your organisation does not have a Board. If you do, please answer as honestly as you can.

Does your organisation have a Board?

Yes No

Almost done

Evidence folder

If you have documents, policies, data, or other evidence you are willing to share with us, please add them to a secure shared folder (Google Drive, Dropbox, or similar) and paste the link below. Please make sure info@socialjusticecollective.co.uk has access. This is optional — but will significantly strengthen your report.

Link to your evidence folder (optional)

Anything else you would like us to know before we write your report? (optional)

EDI diagnostic

Before you begin

About your organisation

Workforce data

Strategy & Leadership

Data, Culture & Inclusion

Policies & Processes

Learning & Development

Impact & Improvement

Board & Governance

Evidence folder

Thank you — your responses are ready to send

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