Smaller organisations often feel that EDI strategies are for big employers with dedicated teams. But many funders, commissioners and customers now ask how organisations approach equality, and staff increasingly expect it. The good news is that a simple, honest plan is far more useful than a glossy one that sits on a shelf.
1. Understand where you are
Look at the information you already have: who works and volunteers with you, who uses your services, and what people say in surveys or exit conversations. Then ask people directly. A short, anonymous survey or a couple of listening sessions can tell you a lot.
2. Pick three to five priorities
Resist the urge to fix everything at once. Choose a small number of priorities that matter most to your people and your purpose, such as fairer recruitment or more accessible services.
3. Give every action an owner and a date
Actions without owners rarely happen. Keep each one specific: who will do what, by when, and how you'll know it's done.
4. Involve people
Involve staff, volunteers and the people you serve in shaping and reviewing the plan. They'll spot gaps you can't see, and they're more likely to back changes they've helped design.
5. Review and share progress
Check in every few months, celebrate what's worked and be honest about what hasn't. Sharing progress builds trust, even when the news is mixed.