The Equal Group collaborated with Energy & Utilities Skills for cross-sector diversity measurement. Our Inclusion Commitment won Inclusion Programme of the Year at the 2021 Engineering Talent Awards. Over 50 energy and utilities companies joined, reporting data through our survey. Using this data, we created specific interventions to bridge intersectional diversity gaps across the sector.

Pertemps Network Group sought a provider to deliver an EDI data audit to facilitate a greater understanding of the organisation’s position in terms of EDI.

The National Trust was looking for a company to engage with 8-10 Ethnic Minority led outdoor organisations and create a formal proposal to the National Lottery (Phoenix Fund).

We collaborated with the Mayor of London on Recruitment Drives for young Black men (16-24) in construction and infrastructure. Engaging 1,200+ led to extending this to the tech sector. Part of a Design Lab with 30 employers (100,000 employees), we tailored action plans, addressing diversity and employment disparities. Initially focused on young Black men, the initiative expanded to other underrepresented groups.

The Equal Group has facilitated multiple training sessions for Samaritans call handlers to improve their awareness of systemic racism and the context within which their service users might be operating.

The Equal Group partnered with OWIC and its members to craft an industry-wide EDI best practice guide. Through collaborative research, we identified optimal approaches within the field. We also collaborated with member organizations to create insightful case studies and incorporate EDI terminology for seamless integration into communications.

The Equal Group has recently worked with Macmillan Cancer Support to review ten key organisational policies through an EDI lens. From this review, we recommend changes from gender-coded language, and phrasing that neurodivergent colleagues can misinterpret, to removing heteronormative perspectives.

The Equal Group facilitated multiple focus groups for The Royal College of Podiatry to better understand the EDI efforts being made across the college and to gain better insight into how staff and members felt about working / operating in the college

The Equal Group undertook an independent external audit of Ofgem’s EDI strategy, activities and behaviours. We collected and analysed EDI data from across the organisation to inform our recommendations, proposing an updated and clear EDI Strategy.

We ensured relevant data collection and initial guidance for Beckfoot Trust's DEI goals. The Equal Group assessed school metrics: staff representation and student feedback. We engaged with stakeholders through interviews and observations, including leaders, DEI members, pupils, and parents. Our research led to targeted interventions, highlighting successful curriculum broadening and aspiration-raising efforts in specific schools. These models informed Trust-wide approaches.

B:Music is responsible for Symphony Hall and Town Hall, serving diverse audiences in Birmingham and beyond. EDI is crucial to B:Music's mission. We collected staff demographic data via an online survey, distinguishing Permanent and Casual staff. The audit explored managerial representation, tenure, and inclusivity across Community, Culture, Leadership, and Opportunities, with reported results.

This bespoke work provided an overview of the demographics and feelings of inclusions from apprentices on the Oxfordshire Advanced Skills (OAS) Apprenticeship Programme. This was based on an EDI survey that explored demographic information and inclusion metrics.

Hope&Glory has had a lot of focus on Diversity & Inclusion over the last few years, including gaining The Blueprint Accreditation and is keen to do more. We worked with Hope & Glory to provide inclusion training, focus groups and strategy support over the last few years.

In 2020, The Equal Group conducted equity, diversity, and belonging (EDB) audits for The CSP. In 2021, they followed up with another audit, comparing findings to the previous year's assessment. This was part of their wider EDB strategy to eliminate discrimination and create a secure, supportive environment for all.