Equality, diversity, and inclusion roadmap and annual action plan

We're committed to creating a forward-looking, positive work culture where everyone can thrive.

Our 5-year equality, diversity, and inclusion (EDI) roadmap outlines our strategic approach, focusing on our value of 'embracing difference'.

Key points

The main areas are:

  • our 5 overarching NICE-wide areas of focus (with specific objectives for each)

    1. improve the diversity of our workforce

    2. create a consciously inclusive work culture

    3. build a community of inclusive leaders

    4. confident in our work: equalities and health inequalities

    5. establish NICE as an active anchor organisation.

  • the core areas of work we will undertake in each area

  • a framework for how we will work together and hold ourselves collectively to account for achieving our goals.

View our 5-year EDI roadmap.

Read our equality objectives and equality programme 2020 - 2024(Word).

2024/25 EDI action plan

Building on our achievements, the action plan for 2024/25 aims to continuously improve our EDI workforce performance.

Our key priorities includes:

  • improving the diversity of our workforce

  • creating a consciously inclusive work culture

  • building a community of inclusive leaders.

The action plan incorporates:

  • areas for improvement identified for year 1 of the 5-year EDI roadmap

  • annual priorities of our staff networks.

It addresses workforce EDI challenges, including:

  • the under-representation of ethnic minority staff in senior level roles

  • disparities in quality of staff experience for colleagues with a disability, or long-term health condition

  • addressing inappropriate workplace behaviours, including bullying and harassment.

It's aligned to:

  • our organisational equality objectives, as set out in the 5-year EDI roadmap

  • our 5-year EDI roadmap key performance indicator and targets for 2024/25

  • our values and behaviours.

Our EDI objectives 2024/25

Improve the diversity of our workforce.

Aspiration

  • Improve the inclusivity of recruitment process and practice (workforce and committee recruitment).

Create a consciously inclusive work culture

Aspiration

  • All staff understand the 5-year EDI roadmap and their roles and responsibilities, and can demonstrate how they are living the value ‘We embrace difference’.

  • We have effective workforce EDI governance and operational processes in place to support delivery of the 5-year EDI roadmap.

  • We reduce levels of bullying and harassment within the workplace.

  • We improve the workplace experiences of staff working with disabilities/neurodiversity/long-term health conditions.

  • We improve the workplace experiences of staff a) going through menopause b) who identify as trans/non-binary.

  • We continue to listen to the voices of lived experience.

  • Ensuring EDI is embedded in all our ‘people’ processes and practices.

Build a community of inclusive leaders

Aspiration

  • All senior leaders are clear about their role and responsibilities regarding EDI.

  • All senior leaders have access to high-quality EDI development opportunities.