• Increase representation and lived-experience voice.
  By January 2027, we will ensure that at least one Service User will form part of every recruitment panel (for both paid and volunteer roles).
• Build an inclusive and culturally responsive workforce.
  By January 2027, we will ensure 100% of staff and volunteers have completed EDIE and cultural competency training, with annual refreshers and post-training evaluations showing increased confidence and understanding.
• Reduce stigma and discrimination in mental health support
  By January 2027, we will deliver at least 6 anti-stigma workshops or community sessions per year, with 75% of participants reporting increased understanding of mental health and inclusion.
• Embed EDIE into organisational culture and practice.
  By January 2027, all our key policies and procedures will explicitly reflect EDIE principles, with sign-off from the EDIE Group and senior leadership.
• Strengthen partnerships with diverse communities
  By January 2027, we will establish and maintain at least 5 active partnerships with local community, faith, or grassroots organisations representing underrepresented groups in Sheffield.
• Improve equality data collection and insight
  By January 2027, we will improve equality monitoring completion rates to 80% across services and produce an annual EDIE insight report identifying access gaps and actions taken.
• Promote continuous learning and accountability
  By January 2027, we will introduce a biannual EDIE progress review, including staff, volunteers, and service users, with findings reported to leadership and actions tracked