Culture Reset Programmes
Our Culture Reset Programmes help organisations move beyond statements and pledges to build cultures where equity, belonging, and psychological safety are woven into everyday behaviours and decisions.
Rooted in behavioural science, anti-racism principles, and lived experience, our programmes are designed to shift not only what people know — but how they lead, relate, and work together. These aren't off-the-shelf workshops. They're structured, measurable interventions that create deep, sustainable change.
Supporting purpose-driven organisations to go further
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Co-Production with Stakeholders
We work alongside your people, not on them. Every solution is shaped with those most affected, ensuring relevance, trust, and ownership.
Contextualised Design
No two organisations are the same. We tailor our approach to your sector, team dynamics, challenges, and ambitions.
Action Planning & Implementation
We don’t stop at strategy. We support delivery, helping you embed inclusive behaviours, practices, and accountability at every level.
Lived Experience Integration
Real stories, voices, and perspectives are woven into every programme to move beyond theory into empathy, understanding, and systemic change.
Theory of Change Mapping
We align every intervention to a clear roadmap for change, linking vision to outcomes through measurable pathways.
Measurement & Feedback Loops
We track progress using baselines, maturity models, and lived experience feedback, enabling you to sustain and scale the change.
Case Studies
University of Oxford – Agile Initiative
The University of Oxford is one of the world’s leading academic institutions, committed to excellence in research, teaching, and advancing knowledge. As a complex and historic organisation, it also faces modern challenges in fostering inclusive cultures that support all members of its diverse community.
Working with Inclusivitii was transformative. Their ability to contextualise EDI within the research environment — without diluting its rigour — enabled our team to reimagine inclusion not as an add-on, but as core to how knowledge is created and shared. The tools and frameworks they developed have already begun shifting our culture in meaningful, measurable ways.
Overview
We partnered with the University of Oxford to design and implement a culture reset initiative aimed at strengthening psychological safety, embedding inclusive behaviours, and improving equity and representation across Agile's academic and administrative departments. This project supported the university’s broader commitment to equality, diversity, and inclusion, especially in response to sector-wide calls for racial justice and organisational accountability.
The initiative was aligned with Oxford’s institutional priorities to enhance staff engagement, build inclusive leadership capability, and improve belonging for minoritised staff and students.
Our work began with a participatory discovery phase, engaging senior researchers, administrators, and EDI advocates across the university. The approach was guided by our principles of lived experience integration, systems thinking, and collaborative design.
Our Approach
Diagnostics and Baselines:
Our team conducted facilitated sessions, pulse surveys, and lived experience interviews to capture cultural dynamics and organisational pain points. These informed the development of a bespoke maturity model for inclusive culture.
EDI Capability Framework:
We developed a co-bespoke EDI framework that mapped inclusion to each phase of the research lifecycle, including co-production, ethical review, authorship, and dissemination.
Sustainability and Impact
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Strategic Integration: EDI is now a central tenet of the Agile Initiative’s operational design and success criteria.
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Policy Influence: The approach has been cited in broader institutional policy conversations about inclusive research governance.
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Ongoing Learning Loops: Feedback loops and peer learning groups have been established to ensure continual reflection and evolution of practice.
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Legacy Planning: The Inclusive Research Toolkit and Framework have been institutionalised and supported by senior leaders to ensure long-term uptake and impact.
Inclusivitii Anti-Racism Strategy Development
Strategy and Action Development for Racial Equity
The Inclusivitii Anti-Racism Activator™ is a comprehensive strategy and action development programme that supports organisations to move from statements of intent to meaningful, measurable anti-racist change. Designed for councils, NHS Trusts, universities, and corporate partners, it builds clarity, momentum, and accountability into your anti-racism commitments.
We don’t just write strategies — we co-create them with the communities most affected, integrating behavioural science, lived experience insight, and organisational development principles. The Activator™ helps you identify systemic barriers, align senior leadership, and embed sustainable change through inclusive policies, programmes, and behaviours.
Case Studies
NHS Blood and Transplant (NHSBT)
NHSBT provides blood, organ, stem cell, and tissue donation and transplantation services across the UK. With a mission grounded in saving and improving lives, NHSBT is also committed to embedding equity and inclusion across its workforce and services.
Overview
Inclusivitii partnered with NHSBT to support the development and delivery of a bold internal anti-racism strategy. This work formed part of a broader culture reset initiative, designed to advance psychological safety, improve representation at leadership levels, and dismantle barriers for ethnically minoritised colleagues across the organisation.
The work aligned with NHSBT’s strategic objective to become an anti-racist organisation, following staff experiences shared through Speak Up channels, internal audits, and the wider NHS Workforce Race Equality Standard (WRES) data.
Our Approach
Cultural Diagnostic and Listening Exercise:
We conducted a comprehensive listening exercises, including confidential interviews, team-based listening circles, and thematic analysis of existing data. This enabled a 360-degree understanding of cultural blockers, lived experiences, and organisational blind spots.
Anti-Racism Strategy Design
Drawing on the diagnostic findings, we supported NHSBT in building a bold, measurable anti-racism action plan. Key components included leadership capability, recruitment equity, cultural safety, and data transparency. The plan was mapped to internal governance structures and NHS priorities.
Sustainability and Impact
The anti-racism strategy is now embedded within NHSBT’s organisational performance framework. We also provided toolkits and maturity assessments to support directorates to embed behaviour change. Staff were supported to commit to inclusive habits, such as speaking up, calling in, and building allyship.