Why a Bespoke Approach to EDI Support Is Not Just Better - It’s Essential
In a climate where political, social and organisational landscapes shift quickly, many organisations feel pressure to do something about equity, diversity and inclusion. They may also have specific incidents which arise which drive them towards EDI related action. Off‑the‑shelf frameworks, tick‑box training and quick‑fix interventions can be tempting, but inclusion work, when done properly, is none of those things.
It is intentional. It is contextual. And it is deeply human.
At Spotlight Inclusion, we take a different approach. A bespoke one. One that centres people, listens deeply, and responds to the specific conditions, histories and aspirations of each organisation we work with. Here's why that matters to us:
#1. We have a background in education and academic research which mean we know how important it is to meet people’s needs
We know how people learn, absorb information and move from awareness to action. It doesn’t happen on its own, the right environment, pedagogical approaches and tools have to be in place.
Sometimes, we have to be able to respond quickly to shifts in circumstances, questions that are asked and just the mood in the room. To do that, reading from a set of slides or operating from an inflexible framework isn’t going to help. You need to have a deep bank of knowledge that can be drawn upon, sometimes instantly, to be able to support individuals and groups of people through something that they are finding difficult.
#2. No two organisations are the same, so their EDI approach shouldn’t be either
Every organisation has its own culture, its own pressures, its own priorities, and its own people. Every person is different. Even in the same sector, power dynamics, demographics, decision‑making structures and lived experiences vary widely.
A one-size-fits-all programme cannot capture this nuance.
A bespoke approach means we take time to understand your needs, not the needs we presume you have, but the ones expressed by your people, your data, your challenges and your ambitions. It means the work is rooted in your context, rather than abstract ideas about “best practice”.
This is why our preliminary conversations, scoping work and research phase are so central to our methodology.
Thoughtful change requires thoughtful listening.
#3. Inclusion must be collaborative, not “done to” people
We do not believe in parachuting in, depositing a training session, and leaving. Nor do we believe in imposing solutions that organisations did not help shape.
Your people are the experts in your organisation. We weave their voices, concerns and hopes into every stage of the work — from understanding the current landscape to shaping the work that follows, whether that is learning opportunities based tailored to each department or responsibility, or strategy creations. It is only through collaboration that genuine cultural change becomes possible.
This collaborative ethos builds trust, psychological safety and collective ownership, all of which are essential foundations for inclusion.
#4. Bespoke solutions allow us to honour our values: integrity, collaboration, representation and empowerment
Our values are not decorative. They are the basis of our decisions, our relationships and our practice.
A bespoke model allows us to:
Act with integrity, offering honest, transparent and evidence‑based recommendations.
Collaborate meaningfully, ensuring your voice, and the voices of those most affected, shape the work.
Create space for representation, bringing lived experience into the process with intention and respect.
Empower your people, giving them the knowledge, strategies and confidence to continue the work without external dependency.
This is how we remain excited by the work we do, and connected to our vision of creating long-term change.
#5. Bespoke EDI work adapts to political and social turbulence
In times of political turmoil, external events can destabilise even the strongest inclusion strategies. A generic EDI package cannot support an organisation through these moments. A bespoke partnership can.
We work with you to:
Identify the real challenges as they relate to your organisation and your people, tuning out the noise around them
reconnect to your “why”
respond calmly, legally and ethically rather than reactively
centre the people who need support most
This grounded, strategic approach is only possible when the work is tailored.
Inclusion that is meaningful must be bespoke. It has to be.
When inclusion work is generic, it becomes performative.
When it is tailored, it becomes transformative.
That’s why we do this work the way we do.
With care. With integrity. With collaboration.
And always, with the intention of making lasting, human change.
Further reading
🔗 How do we guide you through change?
🔗The power of collaboration for EDI progress
🔗How your employee resource groups can support your EDI strategy.