EDI Vision Mapping
What is it?
Many embark on their equity, inclusion and diversity journey’s without a clear picture of what good looks like in the specific context of their organisation. Through a series of workshops, we will help you define what equity, diversity and inclusion means for your organisation, specifically outlining how they support your mission so you can use your EDI vision to maximise organisational success.
Who is it for?
Executive leaders who wish to drive meaningful change on organisational culture, equity, diversity and inclusion.
Why it matters?
The terms “diversity”, “inclusion” and “equity” are often misunderstood or differently understood by those driving change. Rarely do organisations have mission specific definitions of the terms that can be used in practical ways to drive change.
The result? Efforts to create diverse, inclusive and equitable organisations are poorly designed, lead to frustration, and in the worst cases, are met with distrust and disgruntlement among colleagues.
What makes us different?
Not only are we experts in EDI, but we are also experienced leaders with decades of practical expertise in developing organisational strategy. This combination of skills makes us uniquely placed to help you create a well-crafted vision for EDI and build buy-in from employees and your Board along the way.
Case Study
When Full Colour first started working with The Postal Museum (TPM), the CEO and Equity, Equality, Diversity and Inclusion (EEDI) working group were enthusiastic, but needed help to focus their energies. They were seeking support to identify and pursue an approach that empowered their teams to create the change they craved.
Full Colour created a bespoke workshop to help them work out what would take them furthest, fastest. TPM decided this would be to define “equity”, “equality”, “diversity” and “inclusion”, as it relates to the Museum’s mission, vision and values.
Full Colour created a structured approach to support TPM to define these terms, create buy-in across the museum and model what inclusive decision making looks like.
Three years on, and the museum has embedded its bespoke definitions for EEDI across its visitor facing and internal work, which you can access on their website.
CEO Laura Wright said: “With the support and guidance of Full Colour we were able to define what EEDI means for our teams, through a collaborative, inclusive and continually evolving process. The result has been a positive change in how teams approach their work, colleagues and visitors with EEDI in mind. We’re grateful for the support Full Colour provided in this important area of our work.”