Your 3-year roadmap to inclusion: expert-designed, board-ready, and delivered in just 8 weeks.
The EDI Roadmap is for established charities, CICs, and businesses that make money whilst doing good. It turns your ad hoc activities into a strategic golden thread, making your workplace and services more inclusive and gives you the clear evidence funders are looking for.
You don’t reflect the communities you serve. You’re a mostly white, middle-class team and Board. You’re missing that lived experience that you know is crucial to making your services effective.
You’re not reaching marginalised communities even though they’re even more likely to experience the problems you’re there to tackle (like homelessness or health inequality). But right now, you’re stuck in that ‘how do we make our website imagery authentically diverse without diversity?” spiral.
You’re staring at a grant application asking for "evidence of engagement with underrepresented groups" and you realise you don't have anything meaningful to say.
You know EDI is non-negotiable.
But when it comes to actually doing it? That’s where things get a bit... uncomfortable.
You have individual staff members doing great things, but it’s not joined up. One manager is great, but another isn't following reasonable adjustments processes properly. One volunteer is fantastic; another keeps putting their foot in it. You also know you can’t keep relying on your few marginalised staff members to do all the heavy lifting.
You feel like as a leader, you’re supposed to know all this stuff, but you don’t feel confident. You’re worried you'll be found out, and you're scared of the ‘tick-box’ or ‘lip-service’ accusations from staff or even the local community if you put a foot wrong.
Here comes the gentle reality check
The landscape is shifting. Funders have moved past the generic "we are committed to diversity and inclusion blah blah" and are asking sharper questions. They want to see the "how" behind the statement - your integrity is built on what you actually do, not just what you intend to do.
The longer your EDI work stays informal or reactive, the harder it becomes to bridge that gap. It’s about making sure you have the credibility to lead when the right opportunities come along, instead of feeling like you're constantly playing catch-up.
You don't need 101 random EDI initiatives that drain your resources. You need one clear strategy that uplifts the organisation as a whole.
A 2-hour unconscious bias session 6 months ago. A few images swapped out for more visibly diverse ones on your website. Implementing blind recruitment.
It’s all good stuff, but it hasn’t led to better outcomes because they were ad hoc, and disconnected from your unique organisational challenges and priorities.
I know you have limited resources and capacity, but that doesn't mean you can't have impactful EDI. It just means you have to be more strategic.
And the cherry on top? You’ll secure funding faster and easier when you can show a clear, authentic strategy.
I’m here to help you find that sweet spot: a strategic plan to make your organisation genuinely diverse and inclusive, and easier to fund - all within the capacity you actually have.
We’ll get this sorted from start to finish in just 8 weeks (instead of going round and round a committee for 18 months)
Week 1 - 3: Clarity + Onboarding
Getting aligned on your EDI vision, reality, and priorities
We start with a structured onboarding and clarity phase so I can fully understand your organisation and your vision and goals for doing this EDI roadmap together.
You’ll complete a self-assessment questionnaire covering your current EDI work, challenges, and goals. We’ll also agree on the best way to gather honest insight from your team, whether that’s confidential one-to-one interviews, an anonymous staff survey, or a combination of both.
This is where I begin to immerse myself in your world, your culture, your ambitions, and the real experiences of your people. Often, team members share things here that don’t surface anywhere else, which gives us a clear starting point.
Week 4 - 5: I go CSI (Comprehensive Sumi Investigation).
Turning information into targeted recommendations & realistic direction
By taking everything I've learned AND keeping your goals, resources, and constraints in mind - I'll consolidate my findings into strategic recommendations that align with your unique organisation.
I'll review everything you’ve told me, plus up to 12 policies or key documents (we’ll agree on these beforehand), and your website and social media. We’ll leave no stone unturned so I can get the full picture, which means more targeted recommendations for you.
Week 6: receive your year 1 action plan
So you know exactly what to do in the next 3-6 months to execute on top priorities
This is where the work becomes practical.
We’ll meet for a focused 90-minute planning call to identify what genuinely matters most right now. Together, we’ll pull the most urgent and high-impact priorities from the bigger picture and shape a realistic Year 1 action plan.
We’ll decide what makes sense to work on now, taking your budget, staff hours, and internal capacity into account, and what should intentionally wait. This step ensures your EDI strategy feels achievable, not overwhelming, so it’s something your organisation can actually commit to and follow through on.
Week 7 - 8: Plan for the future with your 3-year roadmap
So you have a long-term plan for expanding your EDI impact
You’ll receive a comprehensive report that brings everything together.
It includes your tailored 1-year action plan alongside a clearly structured 3-year horizon, with recommendations rated by priority and impact. You’ll know exactly what to focus on over the next 3, 6, and 12 months, as well as the longer-term goals and initiatives to work towards over time.
Walk away with a doable plan, plus the templates and tools to implement it more quickly and hiccup-free
I don't just hand you a list of problems to fix. For every recommendation in your plan, I provide the templates, wording, or tools to make it happen; if you need policy tweaks, I give you specific changes so your HR Manager can most just copy and paste, if you need a new equality analysis process, I give you the template to do it.
I make these actions as 'plug-and-play' as possible.
The result is clarity, direction, and a strategy that fits your organisation now and as you grow.
Here’s where your tailored EDI Roadmap could take you…
In 3 weeks
You’ll feel the relief of having this off your "someday" list and into an expert's hands. No more EDI imposter syndrome or worrying if you’re doing enough. Plus, you’ll already be building trust -staff often tell me that simply starting this audit is the first time they’ve felt you’re truly serious.
In 3 months
You’ll have your 3-year EDI Roadmap in your hands, and the first few actions will already be ticked off. You’ll have the language to talk to your Board and your funders with total confidence, knowing you’re intentionally moving away from being "accidentally white and middle class" and towards being a representative service.
In 3 years
EDI has simply become part of how you do things. You’re attracting diverse staff and volunteers because they can see you’re the real deal. Your reach into previously underserved communities has grown, and your funding applications are more compelling because you have real, meaningful evidence to share.
You’ll be operating with bags of integrity, confident that you’re walking the walk and future-proofing your organisation.
Your investment
The typical investment for an EDI Roadmap is £4,500.
Because no two organisations are the same, I flex the investment based on the complexity of your work and the size of your team.
We’ll confirm your exact investment after our initial chat, once I understand the scale of your world and exactly what you need, but to give you an idea:
Small + streamlined
For very small teams (e.g. 2–5 people) where the internal systems are simpler and the scope is tight.
£3,000
Full Roadmap
This is where most of my clients sit. It’s the comprehensive deep dive for established small-to-medium organisations
£4,500
Expanded scope + support
For larger organisations or those with complex structures who need a broader scope or deeper support.
£6,000
Meet your EDI cartographer (that's a person who makes maps. I Googled it)
I'm Sumi (they/she), and I've done loads of EDI audits (I'd go as far as to say it’s where I truly shine).
Yeah, I have the theory covered (MA in Race and Ethnicity, Feminist Theory Coach Certification), but I also got my experience in the trenches of the charity world. That means I genuinely get the realities of your world, and I've seen what works and what definitely doesn't.
My approach is simple: cut the noise, strip away the jargon, and translate the big, scary world of inclusion into a straightforward, practical plan that actually delivers for your staff, your clients, and your organisation.
Don't just take it from me, hear from past clients
“The impact is tangible with the clients we work with
…we are now being seen by clients and potential prospects as an organisation who can deliver training programmes that align to their DEI objectives’
- Laura and Kenny, The Vibrancy Hub
-
"We had read and absorbed information but we were scared of making mistakes and therefore not leaning into being proactive. We wanted to understand what we might be missing to ensure our programme reflected best practice."
-
"Working with Sumi felt SAFE + CHALLENGING + FUN. They created an environment where we could be totally honest about our concerns and fears—no judgement or shame for some of the sh*t we were getting wrong. They did not let us get away with stuff, though!"
-
"We could take a big breath out and have confidence. Sumi helped us see how small tweaks could mean the content had a much bigger impact. It was not all about what we should or shouldn’t say, and all about how we could structure things for a better experience."
Is this for you? (If you’ve read this far, probably)
It’s likely we’re a good fit if any (or all) of the following resonate:
You’ve got the will but not the way. Pretty much everyone is on board, you just don’t have a clear grasp of exactly what to do, or in what order.
You’ve started, but you’ve stalled. Maybe you have a draft plan that’s been sitting in a folder for months because you’re second-guessing it, or you’ve implemented actions but it doesn’t seem to be doing much.
You’re an established organisation. You have an existing team (even if it’s small), active services or products, and established internal processes. You’re not in the "idea" phase, you’re in the "how do we do this better" phase. You have enough real-world activity for me to actually audit.
You’re ready to have decision-makers at the table. I don't work in a vacuum and I'm sure you don't either. For the golden thread to take hold, I need the Chief Exec or a senior decision-maker involved from the start.
Got Q’s? I’ve got A’s
-
It’s hard to get a Board to sign off on EDI as a vague concept, but much easier to get them to approve a structured, time-bound EDI Roadmap with clear outcomes.
If you need Board approval to move forward, let’s talk. Our initial chat is the perfect space to help you articulate the "why now" and the "how" so you can take a solid proposal to your trustees.
Once we’ve started, the Roadmap itself becomes the "Board-ready" strategy you need to show them the path forward—and the risks of staying still.
-
No. Having the EDI Roadmap in place means your new hire can hit the ground running. They’ll have a clear strategy to follow from day one, rather than spending their first six months trying to figure out where the organisation currently stands.
-
This is a common worry, but EDI shouldn’t be "one more thing" on your plate; it should be woven into what you’re already doing. That’s also why we have our 90-minute planning call to make sure your EDI Roadmap is scaled to the capacity you actually have.
-
Your welcome pack includes "copy and paste" templates and a dedicated booking link for staff calls. You’ll just need to complete a self-assessment (I recommend blocking out two hours for this, which is still way faster than trying to build a whole strategy from scratch)
-
The best plans are rooted in a diagnosis of what’s actually happening in your organisation right now. I can certainly review your existing plan as part of the full audit process, but not as a one-off task. Besides, you wouldn’t have made it this far down the page if your current plan was working. Let’s make it work.
-
As long as you are an active, established organisation, no. If you have a team (even just 2 or 3 people) and you are already serving a community, you need a roadmap - we’ll just make sure yours is scaled to your actual capacity. However, if you are still in the pre-launch or "idea" phase and don't have staff or active operations yet, it’s a bit too early for an audit.
Ready to close the gap between your inclusive values and your actual impact?
With the EDI Roadmap, you’ll gain the tools to make EDI simply part of how you do things. You’ll move from EDI-scrambling to operating with total integrity, confident that you’re walking the walk, reaching underserved communities, and future-proofing your organisation for the long run.