Building inclusivity methodology
Creating an effective EDI strategy takes structure, focus, and consistent action. Our five-step methodology, based on the framework in Building Inclusivity, gives you a clear path for building a more inclusive culture.
Five steps to building an outstanding organisation
Our five-step Building Inclusivity Flywheel methodology – refined through work with 100+ organisations – shows you how to build is culture that’s inclusive by nature; where everyone can do amazing things.
1. Raise awareness: Build Safety First
Before anyone can do their best work, they need to feel safe enough to try. This first step tackles uncertainty head-on; the worry about saying the wrong thing, speaking up, or being judged.
What this can look like:
- Creating psychological safety for open, candid conversations
- Normalising talking about inclusion without fear or defensiveness
- Build confidence and momentum through small, supported actions
Outcomes:
When people feel safe admitting uncertainty, they can feel safe to contribute, take risks and succeed.
2. Engage Senior Leaders: Shift behaviours
Inclusivity is built day-to-day. It’s not what gets said in town halls, but how meetings are run, promotions are handled, and what is tolerated.
What this looks like:
- Identifying and shift the specific behaviours that signal inclusion (or exclusion)
- Making visible commitments that demonstrate accountability
- Creating a consistent approach across your leadership team
Outcomes:
People watch what leaders do, not what they say. Behavioural change at the top creates permission for change everywhere else.
3. Assess and plan: Prioritise impact
You can’t fix what you don’t understand. This step turns data, feedback, and lived experience into a clear picture of where the real issues lie.
What this looks like:
- Analysing quantitative data (demographics, pay gaps, retention, promotion rates)
- Gathering qualitative insights through surveys and listening sessions
- Finding systemic barriers in policies and processes
- Prioritising the changes that will have the biggest impact
Outcomes:
When you know exactly where the problems are, you can take targeted action that actually creates a more equitable work place where everyone can do better work.
4. Implement: Action that sticks
Make inclusivity part of business as usual.
This stage is about embedding new behaviours,
removing blockers and supporting delivery teams.
What this looks like:
- Redesigning processes to remove bias and barriers (recruitment, promotion, development)
- Creating accountability through clear metrics and ownership
- Supporting implementation with ongoing coaching and troubleshooting
Outcomes:
Inclusion initiatives can fail without the right support.
We help you turn good intentions into standard practices
so that you can see shifts in recruitment, retention and performance.
5. Improve and sustain change: Be a “Best Place to Work”
Inclusivity is a daily practice. This final step ensures the work continues even when budgets tighten, priorities shift, or key champions move on.
What this looks like:
- Tracking progress through meaningful metrics (beyond just demographics)
- Celebrating wins and share learnings across the organisation
- Adjusting your approach based on what’s working (and what isn’t)
- Building internal capability so you’re not dependent on external support forever
- Share best practices with the rest of your industry
Outcomes:
Continuous improvement results in being a place that people love working at, with performance to show for it.
Trusted by high-profile organisations like these
Grow your insight, confidence and more with our regular webinars and events
Perfect for anyone who leads people or culture teams, our free webinars and in-person events share the latest thinking on inclusivity with practical advice on how to implement it. Be sure to register for the next session.
Hear from leaders who are transforming their organisations
It was the first session on diversity and inclusion that I’ve attended that was really inclusive and non-judging . Toby was really helpful and insightful and I left knowing what I need to do to help my company think more strategically about diversity and inclusion.
Anonymous – FinTech
We have partnered with Mildon on several inclusion projects that support our aim to have the very best culture that all our employees can be proud of. I would highly recommend Toby as a qualified practitioner in all subjects diversity inclusion and belonging.
John Athanasiou HR – Director, HarperCollins Publishing
Over the last few years Toby has spoken at a number of high profile CIPD events on diversity and inclusion and its importance to business and society. He brings a wealth of his own corporate experience from his prior D&I leadership roles at Deloitte and the BBC in to his growing consulting experience working with a wide range of businesses.
Peter Cheese CEO – Chartered Institute of Personnel and Development
Ready to make inclusion more doable?
Get started with a simple chat
Whether you re just starting out or looking to take your work to the next level, we can help you figure out where to focus and what to do next.
