Avant People

EDI Maturity Self-Assessment.

These results were generated using the EDI Maturity Self-Assessment on avantpeople.co.uk

Rate your organisation against twelve statements across six themes. Your responses will generate a scored maturity profile with model-informed recommendations to help you identify where to focus your efforts. This tool takes around 10 minutes to complete.

Leadership & Accountability
1. Senior leaders in our organisation visibly champion EDI and are held accountable for progress.
No visible leadership or accountabilityExemplary visible sponsorship and accountability
2. EDI is a standing governance item with board-level reporting and a formal committee structure.
No governance structure for EDI existsFully integrated into governance and risk frameworks
Recruitment & Progression
3. Our recruitment processes are structured, bias-aware, and monitored for equitable outcomes across protected characteristics.
Largely informal with no equality monitoringFully embedded inclusive recruitment practice
4. Pay gaps are monitored and published with substantive action plans, and career development is accessible to underrepresented groups.
No pay gap analysis or targeted developmentRecognised leader in pay equity and progression
Data & Insight
5. We collect comprehensive, high-quality workforce diversity data across protected characteristics and staff trust how it is used.
Minimal data collected, low trust and completionComprehensive, trusted, sector-benchmarked data
6. We monitor employment outcomes across the full employee lifecycle by protected characteristic and use findings to drive targeted action.
No outcome monitoring by protected characteristicFull lifecycle monitoring drives continuous improvement
Policy, Practice & Compliance
7. Our EDI policies are current, actively applied, and legal obligations — including the Equality Act 2010 and Worker Protection Act 2023 — are met proactively.
Policies out of date, compliance is reactiveProactive compliance, recognised as best practice
8. Our physical and digital workplace is accessible and inclusively designed, and equality impact assessment is embedded in decision-making.
No accessibility assessment or EIA processProactive inclusive design, EIA embedded as standard
Voice, Participation & Belonging
9. Staff networks and ERGs are resourced, sponsored, and have genuine influence on organisational decisions — not just advisory status.
No staff networks or meaningful staff voiceNetworks are influential and cited as best practice
10. Belonging is measured as a core people metric and staff are meaningfully involved in EDI decision-making and strategy.
Belonging not measured, no staff involvement in EDIBelonging embedded, co-production is standard practice
Culture, Allyship & Awareness
11. Everyday inclusion is practised consistently across our organisation and the gap between our stated values and staff lived experience is actively narrowed.
Inclusion is event-based only, values-reality gap is wideInclusion is daily practice, gap is narrow and evidenced
12. Allyship is structured and embedded, and our EDI awareness calendar drives sustained action rather than performative compliance.
No allyship programme, calendar events are tokenisticAllyship embedded, calendar drives year-round action

EDI maturity results

Scores are normalised to a percentage within each theme so they are directly comparable regardless of question count. This is an indicative self-assessment based on your perception of the organisation.

Score by theme
Recommendations by theme
Want a deeper, evidence-based picture? This self-assessment gives you an indicative view based on your own perception of the organisation. A full Avant People EDI audit triangulates your self-assessment against documentary evidence, workforce data, and staff voice — producing a defensible baseline and a prioritised improvement plan. Get in touch at avantpeople.co.uk.