Many leaders help drive organization objectives and priorities forward, support EDI/DEIA best practices from the top down and the bottom up, and help to inform and educate in a holistic manner. Leadership does not have to be senior management but any person that inspires, and/or manages individuals.

  • Representation at the parent organization level
  • Director of EDI/DEIA on the board
  • Working group of senior stakeholders that meet quarterly with CEO representing different departments 
  • Top-down backing to support commitment and action from voluntary groups, and drive EDI/DEIA up the agenda
  • Support bottom-up approach as well – led by people who have been marginalised - 'better publishing' initiative led by Bad Form following the controversy over Kate Clanchy's recent book
  • DEI/DEIA top-level strategic focus
  • Make funding available to support initiatives
  • Data collection to inform thinking and adjust strategy
  • External EDI/DEIA board
  • EDI/DEIA strategy and implementation plan
  • Balanced board representation e.g. equal gender split on board, representation from different groups
  • Grassroots thinking

Challenges to consider from lessons learned

  • A top-down approach to support to prioritise
  • Lack of senior leadership experience in EDI/DEIA and buy-in
  • Staff engagement and making efforts part of the core strategy for an organization
  • Wider adoption of EDI/DEIA best practice principles
  • Underrepresented diversity in leadership

Case studies

  • The American Diabetes Association has a well-rounded executive leadership team. Sets a very high standard for reflecting their audience/customers and is rewarded with a strong membership and industry loyalty.
  • Head of Deloitte UK launching a new project to work with Government departments and widely support how neurodiverse employees are supported, recruited and nurtured.

Get involved

Please submit your feedback and lessons learned to edi@alpsp.org so we can continue helping the industry progress.