Outcomes and Impacts of Equality, Diversity and Inclusion (EDI) in Transforming Organisational Culture

  • 04/03/2019
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Outcomes and Impacts of Equality, Diversity and Inclusion (EDI) in Transforming Organisational Culture

This article will uncover the key questions of our upcoming  Annual Conference on March 6th, 2024, and provide our insights into Equality, Diversity and Inclusion (EDI). We aim to go beyond the basics, questioning its relevance, evaluating impact, and discussing the challenges and potential solutions.


1. What is EDI?

EDI, short for Equality, Diversity, and Inclusion, is an organisational framework designed to promote fair treatment and full participation of all people, especially for populations historically underrepresented or subject to discrimination*.

EDI training for businesses and organisations aims to educate executives and employees on types of discrimination, unconscious bias, best practices for handling discrimination, legal responsibilities, and the benefits of diversification in the workplace.


2. Why has it become so relevant in recent years?

In the last decade, there has been substantial social, corporate, and legislative pressure on UK businesses and organisations to engage in EDI training and revise their EDI policies. This surge is a response to the growing awareness of social inequalities worldwide and the recognition that the human race is a spectrum of characteristics, and no individual is less deserving of fair treatment than others. 

While EDI training has received praise, recognising challenges is essential. Some organisations treat EDI policies as checkboxes, potentially limiting their impact. Embracing a holistic approach, fostering inclusivity, and integrating accountability measures can turn these challenges into opportunities for genuine change.


3. How can we make EDI training more than just a checklist, ensuring it genuinely transforms workplaces?

To ensure that EDI training goes beyond being a mere checklist, several key strategies can be implemented, these may include:


Tailored programmes: Instead of one-size-fits-all training, organisations should develop tailored programmes that address specific challenges and needs within their unique context. This may involve acknowledging and addressing the intersectionality of identities and experiences within the workforce. 

Every organisation targets distinct markets, communities, and audiences. A proper grasp of EDI training involves a clear process to identify the types of discrimination most likely to occur in the environment or industry of a particular organisation.

Addressing common microaggressions becomes feasible when EDI training can focus on specific types of discrimination rather than spreading a broad discourse. This approach allows for more effective tactics with a lasting impact.

Active participation and feedback: Encouraging active participation and feedback from employees at all levels is also a measure that has been proven effective in combating discrimination in the workplace. Creating forums for open dialogue allows employees to share their experiences, suggest improvements, and actively contribute to the organisation's EDI efforts.

EDI training must be instituted as an ongoing process. Substantive changes occur when organisations and leaders recognise that education should be continuous and consistent, incorporating the perspectives and opinions of their employees to identify gaps. EDI training should be continuously evolving with the needs of an organisation, structured as a series of sessions rather than a one-off event.

The industry professionals attending our Annual Conference as guest speakers will provide their unique insights, offering conclusions on how far we have progressed and the path that lies ahead.


4. Are we seeing real change in organisational culture, or is EDI training only scratching the surface of larger issues?

Whilst EDI training has been acknowledged and acclaimed as a positive conceptual framework, experiences of negative outcomes among underrepresented individuals suggest that challenges persist. The fear that some organisations don’t implement intrinsic tactics for substantial change in their EDI policies is a significant concern.

Leadership plays a crucial role in driving cultural change. Executives and leaders should demonstrate a genuine commitment to EDI initiatives, actively participating in training programmes, and consistently advocating for inclusive practices. Without strong leadership, witnessing any genuine change in an organisation would be almost impossible.

Even though this is a complex question, we have reasons to believe that EDI training is only scratching the surface of issues deeply rooted in a lack of cultural competency. However, we are confident that positive changes can be made, and we are steadily seeing more leaders taking action in this situation and bringing improvements to the broader society.


What can you expect to discuss in our Annual Conference?

As we approach the conference, expect positively disruptive panel conversations, reflections challenging conventional wisdom, and an open forum where your voice matters. Join us at Lewes Town Hall to leave not just informed but inspired to champion change in your own spheres.

We teamed up with Diversity Resource International (DRI) to organise discussions that aim to explore the depth of change achieved in EDI, identify areas that require further attention and improvement, and foster deep conversations on inclusive leadership and their measured impact.

We aim to bring together valued customers, associates, staff, statutory and local organisations, universities, and community members for reflections that can ultimately transform organisational culture.

Event Details

Date: March 6th, 2024
Time: 4:00 pm to 7:00 pm
Venue: Lewes Town Hall, High Street, Lewes, BN7 2QS
Entry: Free (Confirm your attendance on Eventbrite, your confirmation will contribute to a well-prepared event). 

For any questions, please email 

Be part of this transformative event! Confirm your attendance on Eventbrite today, and let your commitment contribute to a well-prepared, impactful conference. 

Extend this invitation within your network, and share your thoughts and insights in the comments section below. Your opinions matter as we collectively pave the way for a more inclusive future.


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