12 Month Trackable Plan to Embed Regulatory Equality into Policies, Processes, and Operations

Objective: Systematically integrate Equity, Diversity, and Inclusion (EDI) into organisational/corporate policies, processes, operations and wider structure to ensure compliance with regulatory standards and foster an inclusive and equitable culture evidenced by behaviour change and higher-impact equity goals.

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Phase One: Assessment and planning (Months 1-3)

Key Actions:

1. Regulatory gap analysis: Audit existing policies/processes against EDI laws (e.g., Equality Act 2010, Human Rights Act 2010, elements of Employment Law, elements of Health and Safety Law).
2. Stakeholder engagement: Conduct surveys/focus groups with employees, leadership, and external regulators. Conduct stakeholder analysis to triangulate areas of common interest to leverage learning and share resources.
3. Benchmarking: Compare equality practices with industry peers and best practices. Review global trends in relevant sector.
4. Strategy development: Draft a roadmap with vision, priorities, budget, and roles.
5. Communications plan: Draft communications plan for internal and external use aligned with wider corporate strategy and deliverables.

Outcomes:

• Gap analysis report identifying compliance gaps.
• Stakeholder feedback summary.
• Approved EDI strategy with leadership buy-in.
• Equality impact assessment for programme of work.
• Risk assessment analysis and monitoring for programme of work.

KPIs:

• 100% of policies reviewed for compliance.
• 70%+ employee participation in surveys.
• Strategy endorsed by executive team.

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Phase Two: Policy and process redesign (Months 4-6)

Key actions:

1. Policy updates: Revise HR, procurement, service user/customer and operational policies to embed regulatory equality standards.
2. EDI governance: Establish an oversight committee charged with monitoring progress, reporting to the board and critically interrogating progress.
3. Training framework: Develop role-specific EDI training (e.g., train the trainer, inclusive leadership, equality basics, employer duty of care).
4. Compliance tools: Implement equality checklists for decision-making to gradually embed into processes and operations (e.g., hiring, line management, procurement).

Outcomes:

• 80% of policies updated with inclusive language.
• Oversight committee operational.
• Training modules piloted.
• Regular feedback mechanism for workforce and service users established.
• Established data capture mechanism for transparent reporting of progress.

KPIs:

• 100% of department heads trained on equality with ability to train others.
• 50% reduction in policy non-compliance incidents by Month 6.

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Phase Three: Implementation and capacity building (Months 7-9)

Key actions:

1. Training rollout: Mandatory training for all staff (e-learning + workshops).
2. Process integration: Embed equity into recruitment, promotions, customer care and procurement.
3. Feedback channels: Launch anonymous reporting for concerns (regularly audited)
4. Supplier standards: Require vendors to meet equity criteria.

Outcomes:

• 90% staff completion of training.
• EDI criteria added to procurement contracts.
• Active use of reporting channels.
• Active use of data to monitor progress.
• Active use of equality impact assessments against policy and process outcomes.

KPIs:

• 30% increase in diverse hires (e.g., underrepresented groups).
• 50% increase in customer/service user satisfaction.
• 50% increase in employee engagement.
• 80% employee awareness of equality reporting tools.
• 100% training of line managers in equity and ability to train others.
• 100% leadership buy-in and reporting to board on progress.

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Phase Four: Monitoring and sustainability (Months 10-12)

Key actions:

1. Audit and metrics: Conduct internal audits and analyse data (e.g. pay equity, retention, employee experience).
2. Progress report: Publish annual report with achievements, gaps and KPIs.
3. Stakeholder collaboration: Launch dedicated workstream for co-produced work with aligned stakeholders.
4. 2025 Planning: Adjust strategy based on lessons learned.
5. Communication: Findings reported on corporate/organisation website and wider.

Outcomes:

• Audit report with actionable recommendations.
• Public-facing annual report.
• 2025 EDI plan drafted.

KPIs:

• 100% of audit findings addressed within 60 days.
• 20% improvement in employee inclusion survey scores.

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Year-End Key Outcomes & KPIs

• Compliance:

• 100% of policies aligned with regulatory EDI standards.
• Zero regulatory penalties related to EDI.

• Culture:

• 75% of employees report feeling included in annual surveys.

• Operations:

• 50% of suppliers meet EDI criteria.

• Accountability:

• Quarterly EDI metrics reviewed by the board.

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Governance:

• EDI Committee: Monthly meetings to track progress.
• Leadership: EDI goals tied to executive performance reviews.

Tools:

• EDI dashboard for real-time tracking of KPIs (e.g., training completion, incident reports).

By aligning regulatory compliance with cultural change, this plan ensures EDI becomes a sustainable organisational/corporate pillar in the first year. Over the next five years, with continuous implementation and commitment to EDI strategy, it is expected to be embed into all aspects of organisational/corporate operations.