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We are deeply committed to actively find ways to ensure that equity, diversity and inclusion is at the forefront of how we work - whether that is in the delivery of our services or the production of our content. We seek to confront practices, unconscious bias and disrupt narratives in learning or working environments. Policy plays an important part in what can be a minefield for positive strides to greater inclusion and diversification.


We are passionately playing our part in building a flourishing, inclusive, creative and equitable society. For us to play our part, we must not just place this policy at the heart of our organization but we actively ask the right questions both internally and externally. This policy statement concerns employees, contractors, clients, partners, and other stakeholders.


Key terms


  1. Equity: It's not enough for everyone to have the same opportunities, because not everyone starts from the same place. Equity means acknowledging and addressing the systemic barriers that prevent marginalized communities from truly achieving equality. We need equity to create a truly just society.

  2. Diversity: We don't just want token representation of different backgrounds and identities – we want real diversity. Diversity means recognizing and valuing the unique perspectives and experiences that each person brings to the table. We need diversity to challenge our assumptions and drive innovation.

  3. Inclusion: We can't just have diversity without also creating an inclusive environment where everyone feels welcome and valued. Inclusion means actively working to dismantle the structures of power and privilege that exclude certain voices and perspectives. We need inclusion to build a community where everyone can thrive.

  4. Intersectionality: A powerful lens through which we recognize the complex and dynamic ways that social identities intersect, shape and impact our experiences in society. It highlights that we cannot understand or tackle discrimination and disadvantage unless we acknowledge and address the ways that multiple identities - such as race, gender, sexuality, ability, and class - intersect and interact to create unique experiences of oppression and marginalization.

  5. Historically Marginalized - Historically marginalized individuals and communities have been systematically oppressed and excluded from positions of power and influence by those in privileged positions. This exclusion has been perpetuated by societal and institutional norms that perpetuate inequalities, leaving those on the margins with limited opportunities to fully participate and thrive in society. However, through the recognition and dismantling of these systems of oppression, historically marginalised groups can reclaim their power and work towards a more equitable and just future.

  1.  Unconscious bias: The sneaky and insidious beliefs we hold that seep into our thoughts and actions without us even realizing it. These biases are deeply ingrained in our socialization, perpetuated by the dominant culture, and can lead to unfair treatment and exclusion of certain groups. It's time to confront and challenge these biases to create a truly just and equitable society.

  2. Allyship: Allyship is the act of using one's privilege to actively support and advocate for marginalized groups. It is a political and ethical commitment to standing in solidarity with those who face systemic oppression and discrimination. In the workplace, educational spaces, and the community, allyship means actively listening to and learning from the experiences of marginalized individuals, amplifying their voices, and taking concrete actions to dismantle oppressive systems and structures.


Overall, EDI is not just a nice-to-have, feel-good concept – it's a crucial framework for creating a more equitable and just society. It requires us to confront uncomfortable truths about systemic inequalities and actively work to address them. But the end result is a stronger, more resilient community where everyone can truly belong.

The Equality Act (2010)


The Equality Act (2010) provides the legal framework for our policy, in that it clearly makes discrimination illegal based on 9 protected characteristics, the characteristics protected under the Act are:

  • Age

  • Disability

  • Gender reassignment

  • marriage and civil partnership (in respect of employment only)

  • pregnancy and maternity

  • race (including color, nationality and ethnic or national origins)

  • religion or belief (including lack of belief)

  • sex

  • sexual orientation


Positive action 


This is the term used to explain permitted measures under the Equality Act to remedy the under-representation or disadvantage experienced by protected groups both in the workplace and/or in the provision of goods, facilities or services. 


158 of the Act says that where an employer or education provider reasonably thinks that people who share a protected characteristic:

  1. experience a disadvantage connected to that characteristic; or

  2. have needs that are different from the needs of persons who do not share that characteristic; or

  3. have disproportionately low participation in an activity compared to others who do not share that protected characteristic


They can voluntarily take any action which is a proportionate means of meeting the aims stated in the Act. 'Proportionate’ means that the action is an appropriate way of achieving the aim and reasonably necessary in the circumstances. It would not be proportionate to take positive action if the aim could be equally as well achieved in a less discriminatory way.

These aims are:

  1. enabling or encouraging persons who share the protected characteristic to overcome or minimise that disadvantage;

  2. meeting those needs; or

  3. enabling or encouraging persons who share the protected characteristic to participate in that activity.


Ideate, Our Approach:


For us, Equity, Diversity and inclusion is a fundamental consideration in both the delivery of our work and organizational planning. All staff must be equipped and encouraged to take responsibility for furthering the principles defined in this document within their remit of work. Training and consultations are regularly scheduled.


This document is outlining our core principles with regard to Equality Diversity and Inclusion within our team and for our programmes, services and activity. We are using these principles to create an Equality Action Plan alongside active discussion with staff, board and relevant partners and stakeholders.


Ideate, Our principles:


Amplifying unheard voices - At our company, we prioritize Equity, Diversity, and Inclusion (EDI) in all aspects of our work. This means that we are dedicated to upholding the values of EDI by amplifying the voices of those who have been historically marginalized and unheard, and actively working towards creating a more equitable society."


Transparency - we are dedicated to transparency in our processes and insights related to the development and implementation of Equity, Diversity, and Inclusion (EDI). We recognize the importance of sharing this information both internally and externally to demonstrate our commitment to EDI and to foster trust and accountability with our stakeholders.


Platforming lived experiences - At our core, we strive to uplift and center the lived experiences of individuals who face marginalization and systemic oppression. We believe in the power of validating these experiences and recognizing their inherent truths, and are committed to utilizing our platform to amplify these voices and contribute to a more equitable society.


Safer, intentional spaces - We are dedicated to creating safer and intentional spaces in all the programmes, events, training, and activities we facilitate. Our commitment to this is rooted in the belief that such spaces are essential to achieving our goals, and we are committed to actively cultivating an environment that is both safe and intentional in its design and purpose.


Meaningful Action -  We acknowledge that the challenges surrounding Equity, Diversity, and Inclusion (EDI) are complex and multifaceted. However, we are committed to taking meaningful action to address these challenges through the implementation of a clear and measurable EDI action plan. By focusing on achievable goals, we aim to make tangible progress towards creating a more equitable and inclusive environment.


Local partnerships & Collaborations - we believe that continuous collaboration with diverse stakeholders, community groups, and organizations is essential to our understanding of Equity, Diversity, and Inclusion (EDI). Through meaningful and ongoing collaboration, we aim to harness the power of diversity to achieve our desired outcome. By prioritizing collaboration and diverse perspectives, we can work towards creating a more inclusive and equitable environment for all.


Roles and Responsibilities - Every individual connected to Ideate has a responsibility to promote Equity, Diversity, and Inclusion (EDI). While the executive team has the ultimate responsibility for ensuring that this policy is fully implemented, we recognize that every person working for or connected with Ideate plays a vital role in achieving our goals for EDI. Executive Director, John Akinde is currently leading the implementation of our action plan for EDI among staff, while working in conjunction with the rest of the executive team to ensure that Ideate's content and operational activities are aligned with our EDI goals.


Complaints and Grievances

At Ideate, we are committed to creating a safe and inclusive environment for all staff and members of our wider community. We expect all members of our community to treat others equitably, with dignity and respect. If anyone believes they have been discriminated against, harassed, or bullied, they have the right to make a complaint free from victimization or fear of retaliation. Our complaints procedure is as follows:

Step 1:

If a staff member or community member has a concern, we encourage them to try to resolve the issue informally first. If the concern cannot be resolved informally, then the formal complaints procedure should be followed.

Step 2:

If the complaint cannot be resolved informally, the individual or organization should be advised to make a formal complaint either verbally or in writing. If in writing, the complaint can be emailed to If verbally, a statement should be taken by a director.

A director will acknowledge the complaint in writing within one calendar week of receiving it and will investigate the complaint. The person making the complaint will receive a response based on the investigation within four weeks of the complaint being received. If this is not possible, a letter will be sent explaining why.


If the complainant is not satisfied with the response, then the directors (apart from the director involved in the case) will examine the complaint and may wish to carry out further interviews or examine files/notes. They will respond within four weeks in writing. We take all complaints seriously and are committed to addressing any concerns in a timely and professional manner."


Training and Education


Ideate is committed to providing comprehensive training and education on Equity, Diversity, and Inclusion (EDI) for all staff and contractors. This training includes an introduction to key EDI concepts such as equity, diversity, and inclusion, as well as an overview of the Equality Act 2010 and the concept of protected characteristics. We will also provide guidance on how to support and deliver on our EDI agenda and strategy, and define discrimination under the Equality Act. The training will also provide information on how to report and address discrimination. We will regularly offer opportunities for staff to participate in this training, including refresher courses.

To further support staff in their learning, Ideate has a range of resources, materials, and books available. We encourage staff to explore case studies, theories, and academic literature related to EDI to build on their knowledge and understanding.


Continuous Improvement

Continuous improvement is a key aspect of our EDI policy. We are committed to regularly reviewing and updating our policies, practices, and procedures to ensure they align with best practices and meet the needs of our staff, clients, and community. Through ongoing evaluation and feedback, we aim to create an environment where equity, diversity, and inclusion are not just values we uphold, but a way of life for everyone connected to our organization.

Would you like to discuss an EDI matter in your workplace, community or place of study?

Get in touch, we promise to help!

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