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This segment presents a range of actions and steps to implement them that should act as a starting point for micro-enterprises considering how to make meaningful EDI improvements. Approximate time frames are included to provide additional context, however timescales will depend on your specific circumstances.  The actions for micro-enterprises are different from those for small, medium and larger organisations as they are dual-focused: firstly, there are actions for micro-enterprises to consider embedding so that EDI is ‘baked into’ the business from the very start, and secondly, we highlight to micro-enterprises what help is available to them so that a more diverse range of micro-enterprises can thrive.

A significant proportion of London-based businesses in the creative and cultural industries are micro-enterprises. We understand that, for many, EDI can seem like a low priority, however there are many benefits to them considering it, from accessing a wide pool of talented individuals for collaboration and support, to incorporating EDI effectively as your business grows.  

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 micro-enterprises within the Creative industry

Action

 Steps to implementation Approximate timeframe required Foundational or Enhanced
Commitment and collaboration Learn about EDI and how it applies to your sector Ongoing Foundational  
  Collect data on the diversity of your workforce Annually Foundational  
  Embed EDI into your business plan as a strategic priority 1 - 3 months Foundational  
  Engage with other industry organisations and trade unions to access advice and support on EDI Ongoing Enhanced
Engagement and recruitment Build a plan or strategy to attract and recruit diverse talent Annually Foundational  
  Follow inclusive recruitment best practices Ongoing Foundational  
  Ensure all interns and staff are paid at least the London Living Wage (LLW) Consistently Foundational  
Retention and progression Organise regular check ins with employees to discuss Individual Development Plans and wellbeing Quarterly Foundational  
  Publish your organisation’s pay scales internally and externally Quarterly Enhanced  
  Set up mentoring arrangements for employees from underrepresented groups Annually Enhanced
Building an inclusive culture Ensure your employees have access to (internal or external) HR Ongoing Foundational  
  Discuss EDI and upskill your organisation on EDI best practice Monthly Enhanced
  Ensure your team and social events are inclusive Consistently Enhanced
Suppliers Make a proactive effort to seek out and work with diverse suppliers Quarterly Enhanced
actions