Visible. Valued. Included.

Success will be achieved when headline pay gaps for ethnicity, gender, and disability are reduced year on year from the 2025 baseline, with transparent measurement frameworks in place and regularly reported. Underrepresented groups will be better represented in senior roles, supported by inclusive recruitment practices and targeted development programmes. Disability will be fully integrated into pay gap reporting, and the organisation will be recognised externally through accreditations such as the Race at Work Charter and Disability Confident Level 3.

Success will be evident when attainment and achievement rates for minoritised ethnicities, disabled learners, and gender groups are maintained at the 2025 baseline. An inclusive curriculum will be embedded across all areas of provision, with individual action plans in place and reviewed annually. Learner voice mechanisms will be strengthened, with learner networks established and blind spots addressed. ESOL and social mobility programmes will be expanded to meet the needs of diverse learners, and progression rates for underrepresented groups will increase year on year.

Success will be realised when physical and digital environments across campuses, communities, and prison education settings are demonstrably more accessible and inclusive. Accessibility audits will be completed and acted upon, with improvements made to legacy estates and off-site locations. A digital accessibility group will be operational, with a maturity model guiding improvements to virtual environments. Disability confidence will be strengthened through workplace adjustments, awareness initiatives, and the achievement of Disability Confident Level 3 accreditation.

Success will be achieved when all learners and colleagues feel visible, valued, and included, as evidenced by positively increasing engagement in inclusive culture surveys, with increased engagement rates. Equitable access to development and engagement opportunities will be ensured for all working patterns and locations, including prison-based and part-time colleagues. Leadership standards and EDI objectives will be embedded across management roles, with tailored development programmes in place. Inclusive behaviours will be actively promoted, complaints processes will be transparent, and employee networks will be expanded and empowered to drive cultural change.