We are delighted to welcome Mildon to the accrEDIted™ Community.
Mildon, founded by the amazing Toby Mildon, help you lead inclusion with confidence, so your people feel safe to be outstanding at work. They work with senior leaders and HR teams to make inclusion feel safer, easier, and more practical. Through coaching, workshops, and change programmes, they help you spot and fix issues early, before they escalate into grievances, disengagement, or reputational risk. Their approach focuses on building psychological safety, shifting behaviour from the top down, and embedding inclusive leadership into how your organisation operates. This helps you create a culture where people speak up, step up, and perform at their best.
Our Community is a directory of amazing specialists, who see the need for our impartial accreditation, and can help with all sorts of EDI related issues and challenges that you might be encountering on your journey.
Check the Community out here or get in touch for more information.
Having been the first digital agency to become accrEDIted™, we are delighted Hive IT renewed their accreditation. We are even more thrilled to announce that in the last year, they have improved their scoring to move from Invested to Dedicated.
Hive IT are a digital agency, with the clear goal; to make a positive difference to our world using the right tools and technology. Not only have they become accrEDIted™, they have also recently become a B-Corp. This demonstrates their authentic commitment to Equality, Diversity and Inclusion (EDI) for their people, their clients and community and a genuine desire to be an ethical business, doing good for the planet.
Deliver Director, Liz Hnat commented “Following last year’s audit, we used the insights and recommendations provided by accrEDIted™ to focus on real, meaningful improvements and initiatives that we know are making a positive difference to our organisation and its commitment to EDI. The Hive EDI team have been incredibly dedicated, and this improvement in our accreditation is a lovely reflection of all their hard work.”
Knowing how to measure and improve EDI performance has always been a complex challenge. accrEDIted™ was created to help organisations navigate these challenges and focus on continuous improvement, as well as celebrating and recognising their achievements – and Hive IT’s achievement shows it works!
If your organisation would like to become accrEDIted™, or to find out more about what’s involved, please get in touch at: https://accredited-uk.com/
Huge congratulations to Propellernet on starting their journey to become accrEDIted™.
We look forward to working with Jo Humphreys and the team at Propellernet in the coming weeks to celebrate your EDI commitment and help guide your ongoing improvement.
If your organisation would like to find out more about the benefits of becoming accrEDIted™ visit our website https://accredited-uk.com/ or book a call with us today.
Equality, Diversity and Inclusion (EDI) accreditation must be credible, evidence-based, and focused on real impact. Real EDI progress comes from data, evidence, and employee insight — not simple yes/no answers.
Accreditation exists to confirm whether an organisation meets defined standards. As outlined in why accreditation matters, and explained in our article on what makes accrEDIted different, the value of accreditation depends on the strength of its standards and the rigour of its assessment process.
Many schemes rely heavily on self-assessment, allowing organisations to confirm their compliance without providing evidence. While this may work in some contexts, EDI accreditation requires a more robust approach. Inclusion is complex, intersectional, and rarely captured through simple yes/no answers.
Some workplace programs illustrate this perfectly. For example, the Disability Confident Scheme, designed to reduce disability discrimination, allows organisations to be members without employing a single disabled person. This has rightly been branded performative and ineffective. Such examples highlight why tick-box accreditation cannot capture or induce meaningful EDI outcomes.
Meaningful EDI assessment requires independent scrutiny. Our approach to independent oversight ensures standards are applied consistently and performance is assessed objectively, strengthening credibility and confidence in the outcomes.
Organisations have made progress in collecting EDI workforce data in recent years. However, data is often incomplete, underused or not analysed at all, limiting its value. Without evidence-based analysis, organisations miss critical insights into representation, progression and workplace culture.
Credible EDI accreditation requires evidence for every measure. This includes analysing workforce data and capturing employee experience through cultural assessment. These elements are embedded within our framework, which is designed to deliver comprehensive, intersectional EDI measurement.
When accreditation fails to measure real outcomes, it risks becoming performative. Strong EDI standards must reflect best practice, drive improvement, and support continuous progress rather than one-off certification. Our accreditation ensures assessment goes beyond compliance and drives real impact.
Effective EDI accreditation frameworks encourage organisations to embed inclusion into strategy, monitor progress over time, and remain accountable. Our framework supports this by setting clear expectations and measuring progress year on year.
EDI accreditation should not be about compliance alone. It should provide a trusted benchmark, meaningful insight, and a clear path to lasting change.
Find out how our framework can be the start of your credible, evidence-based EDI accreditation journey.
Huge congratulations to CMF Ltd on starting their journey to become accrEDIted™.
We look forward to working with Despina Karagianni, Tim Wilford MCIOB and the team at CMF in the coming weeks to celebrate your EDI commitment and help guide your ongoing improvement.
Too often, organisations focus on earning a visible mark of approval — particularly in Equality, Diversity & Inclusion — without sufficient evidence of impact. At its core, accreditation exists to bring clarity, credibility, and consistency to how quality is defined and demonstrated.
Beyond the Label: Defining Clear Standards
Recent scrutiny of major brands over misleading sustainability and ethics claims has highlighted a simple truth: when standards are unclear or poorly evidenced, trust erodes.
Similar questions raised about initiatives such as the Disability Confident scheme reinforce the need for stronger, more transparent approaches.
Accreditation marks can be powerful when they are meaningful. Frameworks such as ISO, Red Tractor, Fairtrade, and B Corp are trusted because they demand rigour, independent scrutiny, and sustained commitment.
That is why accreditation must recognise genuine action and measurable impact, not symbolic gestures.
Accreditation brings clarity by establishing clear, evidence-based standards. These define what good practice looks like in reality and align expectations across stakeholders. Without this clarity, organisations risk inconsistency and performative compliance; with it, improvement becomes focused and measurable.
Building Credibility Through Verification
Credibility is not claimed — it is earned.
Accreditation validates quality through independent, recognised benchmarks. In short: credibility comes from verification, not intention.
This is particularly critical for Equality, Diversity & Inclusion, where aspiration alone is no longer enough. accrEDIted™ was created to meet this need, providing an evidence-led way for organisations to demonstrate real progress on EDI in the workplace.
By answering a fundamental question — can this organisation be trusted to deliver what it commits to? — accreditation builds confidence among employees, partners, and wider stakeholders.
Consistency That Can Be Trusted
Maintaining quality over time is one of the greatest challenges organisations face.
Accreditation supports consistency by embedding standards into systems and processes, not one-off assessments. Put simply: the goalposts don’t move.
Through structured reviews, clear performance indicators, and ongoing evaluation, accreditation helps ensure outcomes remain reliable year after year.
How Our Accreditation Framework Helps
Our accreditation framework is designed to bring clarity, credibility, and consistency to Equality, Diversity & Inclusion in a rigorous and measurable way.
Credibility is reinforced through our collaboration with leading human rights charity partners, including:
Consortium LGBT
Disability Rights UK
Global Butterflies
Radical Recruit
The Runnymede Trust
The Faith & Belief Forum
Consistency is built into every stage of the process. Every application is scored against the same fixed framework and reviewed by our Independent Accreditation Panel to ensure fairness and impartiality. Annual reaccreditation enables organisations to track progress and demonstrate sustained commitment over time.
Together, this approach enables organisations to evidence their position clearly, demonstrate credibility through independent assessment, and embed consistent EDI practice.
A Clear Commitment to Quality
Quality doesn’t happen by chance.
It must be defined. It must be measured. And it must be sustained.
If EDI matters, the standards behind it matter too.
If you want to bring Clarity, Credibility and Consistency to your EDI approach, start your EDI Journey with us today.
Today is the first day of Trans Awareness Month 2025 🏳️⚧️
This year, there has not been much to celebrate as a Trans person. In fact it has been a scary and depressing time.
So we are choosing to honour our Trans brothers and sisters this month (as celebration feels a little out of place).
We honour your strength, courage and resilience, this month and every month. We see you, we hear you, we value you 🩷 🤍 🩵
Trans and Nonbinary inclusion can often be difficult to get right, due to the misinformation published in the media. With even the Equalities & Human Rights Commission issuing incorrect guidance, it is important you know the law and support all your employees to have a dignified and inclusive time at work.
Becoming accrEDIted™ helps organisations show their commitment to – and do better for all their people. To find out more visit: https://accredited-uk.com/
We are delighted to announce that The Marketing Pod has become accrEDIted™!
The Marketing Pod are a full-service digital agency helping sustainable B2B business grow and succeed. They have already won six Great Place To Workawards. This accreditation shows their ongoing commitment to being a great place for ‘everyone’ to work.
Jodie Williams, Co-founder and Director at The Marketing Pod, said: “We’re super proud to have achieved ‘Invested’ from accrEDIted™ from EDI Accreditation Ltd. This achievement is a wonderful milestone, which underscores our belief that embedding EDI into our culture is absolutely essential for making sure all Podsters feel safe, valued and respected. It’s the right thing to do, and we’re excited to continue this journey together – learning, growing and constantly striving for a more inclusive Pod.”
Knowing how to measure and improve EDI performance has always been a complex challenge. accrEDIted™ was created to help organisations navigate these challenges and focus on continuous improvement, as well as celebrating and recognising their achievements.
If your organisation would like to become accrEDIted™, or to find out more about what’s involved, please get in touch at: https://accredited-uk.com/
On the last day of Black History Month 2025 in the UK, we bring you our final episode of our Black British History Heroes series.
With the help of our Community members, we’ve been celebrating our heroes of Black British History throughout the month.
Watch the fifth in the series of conversations about Black History and our personal heroes as our CEO Liz Mayers talks to Dianne Greyson, Founder of the #EthnicityPayGap Campaign.
Dianne’s choice was a very personal one, and gave us great insight into who has given her the strength, determination and attitude to found the #EthnicityPayGap Campaign – fighting for pay equality for everyone.
We are nearing the end of Black History Month 2025 in the UK.
With the help of our Community members, we are celebrating our heroes of Black British History throughout the month.
Watch the fourth in the series of conversations about Black History and our personal heroes as our CEO Liz Mayers talks to E-J Williams, MCIPD, Managing Director of E-J HR Consulting.
E-J’s choice was an interesting one… And whilst, strictly speaking, it didn’t fit the brief, we can see why she wanted to bend the rules for this person – and just couldn’t say no! 😊
EDI News 