What is the current state of Equity, Diversity and Inclusivity in your organisation and what can you do to improve it?

We have created a working structure across Equity, Diversity and Inclusivity into five transversal pillars: Access, Content, Partners, Staff and Strategy. These pillars show the different areas and levels of commitment. Don’t worry if you cannot ‘fix’ them all at once as they will overlap and interact. We know it takes time. But in our experience all pillars should be looked at to make a real change in our institutions.

Self-evaluation Tool

SPARK is a reflection tool to get your team thinking on the topic of Inclusion, Diversity and Equity ! It allows awareness raising, discussion and helps you design your road map for change.


Use our ready-made workshop for your organisation. Easy to download in Powerpoint & PDF.

Check it out


Our staff, as inclusive employers, are representative of local communities who are able to be themselves and thrive at their jobs. Achieving this requires equitable recruitment practices, the building and support of diverse teams, training in inclusive management and developing evaluation procedures to track and communicate progress.



An accessible space provides services and facilities that are welcoming and easy for everyone to use. This involves understanding and respecting the diverse array of human abilities and experiences in order to dismantle barriers - be they physical, digital, sensory, cognitive, financial, or attitudinal - and welcoming visitors on their own terms.



Community and organisational partnerships are essential to advancing equity, diversity and inclusion. Continually seeking out and sharing knowledge and expertise among people with different perspectives, experiences and abilities can catalyse lasting and meaningful (ex)changes. Key to these partnerships is that they are of, by and for the community.



Placing equity and inclusion at the heart of your strategy sends a strong message of commitment. Setting clear strategic priorities for overcoming structural inequalities provides the guideposts for cultivating awareness and positive change across all areas of your organisation and decision-making levels. It also sets the bar for your institution’s accountability, both internally and externally.



How we display, say, and do things mirrors the values we hold. Creating inclusive exhibitions, programming, communication and research can strengthen the reach and impact of our science engagement practices. This involves developing guidelines, such as universal design principles, inclusive research design and language practices, as well as participatory formats that inform content development and delivery methods.