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This segment presents a range of actions and steps to implement them which should act as a starting point when larger organisations are considering how to make meaningful EDI improvements. Approximate time frames are included to provide additional context, however timescales will depend on your specific circumstances. Initial suggestions have also been made to consider which areas of the business might need to have overall responsibility for each of the action points.

Larger organisations typically have a greater capacity to invest in EDI than their smaller counterparts. They are also subject to more regulatory and industry pressures, and are more likely to be held to account by their clients and customers to demonstrate the ways in which they are tackling EDI concerns. 

Because of their size and available resources, larger organisations can create positive change by supporting micro-enterprises and smaller organisations that comprise the majority of businesses in this sector. 


Action plan table

Foundational - consider this action a priority and critical to success
Enhanced - this will help take your organisation's EDI to the next level

 

An action plan table for medium-sized organisations within the Creative industry

Action

Steps to implementation Suggested responsibility Approximate timeframe required Foundational or Enhanced
Commitment and collaboration Learn about EDI and how it applies to your sector Executives / Leadership Ongoing Foundational
  Collect data on the diversity of your workforce HR Team / EDI Lead Annually Foundational
  Embed EDI into your business plan as a strategic priority Executives / Leadership / EDI Lead 1 - 3 months Foundational
  Engage with other industry organisations and trade unions to access advice and support on EDI Executives / EDI Lead Ongoing Foundational
  Publish pay gap reports HR Manager / EDI Lead Annually Foundational
  Incorporate an EDI shadow board Executives / Leadership Consistently  
Engagement and recruitment Build a plan or strategy to attract and recruit diverse talent, such as using minority-focused recruiters Talent team / EDI Lead Consistently Foundational
  Follow inclusive recruitment best practices Talent team / EDI Lead Consistently Foundational
  Ensure all interns and staff are paid at least the London Living Wage (LLW) Talent team Consistently Foundational
  Work with diverse intern or access partners Talent team / EDI Lead Consistently Foundational
  Engage with training and education providers to improve opportunities for underrepresented groups Head of Talent Consistently Enhanced
  Use a contextual recruitment system to broaden access by taking into account your job candidate’s background Talent team / EDI Lead Consistently Enhanced
Retention and progression Review your promotions process to eliminate bias HR Team / EDI Lead Quarterly Foundational
  Organise regular check-ins with employees to discuss Individual Development Plans and wellbeing Learning and Development Lead/ HR Team Quarterly Foundational
  Publish your organisation’s pay scales internally and externally Board members / HR Team Annually Foundational
  Set up mentoring arrangements for employees from underrepresented groups Board members / HR Team Annually Enhanced
Building an inclusive culture Review your employee policies annually to ensure they reflect EDI best practice HR Team / EDI Lead Annually Foundational
  Ensure your employees have access to (internal or external) HR Leadership Consistently Foundational
  Discuss EDI and upskill your organisation on EDI best practice Learning and Development team / EDI Lead Quarterly Foundational
  Ensure your team and social events are inclusive HR Team / EDI Lead Consistently Foundational
  Support your employees to set up an Employee Resource Group (ERG) and report findings/suggestions to senior leaders and managers Board members / HR Team Quarterly Enhanced
Suppliers Incorporate EDI as part of your contract requirements for procurement Procurement team/ EDI Lead Consistently Foundational
  Make a proactive effort to seek out and work with diverse suppliers Procurement team/ EDI Lead Consistently Foundational
  Encourage existing suppliers to improve diversity in their organisations Procurement team/ EDI Lead Consistently Enhanced
  Supplier diversity outreach, including tips on the website for how to do business with your organisation Procurement team/ EDI Lead Consistently Enhanced

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