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Equity, Diversity, Inclusion and Belonging
Sat Sri Akal. Eyup. Hi. Hullo. Bonjour. (A Sikh greeting, a Yorkshire hello, a universal welcome, a Scottish nod, and a French twist because we’ve always suspected we were French in another life.)
People. Fairness. Change
Strengthening organisations by centring equity, belonging and wellbeing.
We help organisations build cultures where people feel safe, valued, and able to thrive, not because they’ve adapted, but because the system has.
Justice. Belonging. Wellbeing. At the heart of every workplace.
Creating fair, connected and healthy workplaces for all.
Three cases.
One imperative.
EDI&B reduces legal and reputational risk. Organisations that ignore this work pay for it in conflict, turnover, and tribunal exposure.
People cannot thrive in environments where they feel unsafe, unseen, or unable to be themselves. EDI&B removes structural and cultural barriers that limit contribution and wellbeing.
Inclusive organisations make better decisions, innovate more, attract stronger talent, retain people for longer, and perform better.
EDI&B is not optional.
A performance multiplier. A legal safeguard. A strategic advantage.
Hear from those
who've worked with Raj.
"Raj openly shares her lived experience as an ethnically minoritised woman, using her story to put others at ease and to advocate for the transformative power of higher education in tackling societal inequalities. Her authenticity and courage have created spaces where others feel safe to be vulnerable, honest, and share their struggles."
"Raj navigated the complexities of the aftermath of COVID-19 and sector-wide restructuring with grace and determination, ensuring continuity of support for students during one of the most turbulent periods in higher education. She has remained steadfast in her commitment to equity, often prioritising the wellbeing of others."
"Raj has always gone the extra mile to ensure the project remains on track, showing considerable ingenuity and innovation. Throughout she has led with infectious enthusiasm, commitment and positivity — focusing on what can be done and achieved."
"Because of Raj we have a deeper level of understanding of our students and their lived experiences, we have secured more funding, and we have implemented more lasting change. The impact of Raj's contribution is already enormous and will continue to grow over time."
"Raj doesn't just practice inclusion — she teaches and mentors others, sharing her knowledge of EDI principles and inspiring colleagues to identify practical ways they can do better to support a truly diverse and equitable workplace."
"Raj's combination of positivity and empathy, with strength and a sheer ability to Get Shit Done, is unmatched. I have more belief in our collective power to make meaningful change happen, and my ambitions for what we can achieve have been significantly recalibrated — upwards."
"Raj is one of those rare people who, when she becomes aware of something that could be improved, immediately seeks a solution — and she does so with exceptional dignity and kindness. She never makes you feel like a burden; instead, she makes you feel valued for bringing something to light."
"Raj's leadership is rooted in empathy, courage, and humanity. She creates spaces where honesty, vulnerability, and truth are not only welcomed but cherished — and her ability to nurture others while navigating her own challenges is nothing short of inspiring."
"Raj doesn't just talk about equity and inclusion — she lives it in every interaction, every decision, and every space she holds. Her unwavering commitment to centring the voices of postgraduate researchers from the global majority has shaped the direction of the project."
"This level of compassionate, courageous leadership through a dedicated mentorship relationship is precisely what sets Raj apart. She created a space where I felt I belonged, where I could be honest about my struggles — and she championed my wellbeing above all else."
What it costs.
What it hides.
Lost annually in the UK due to workplace conflict.
Average tribunal awards for discrimination claims — and continuing to rise.
Of Black employees experience racism at work.
Of UK employees feel a strong sense of belonging at work.
Feel they must hide aspects of their identity at work — while leaders believe people can "bring their whole selves."
A 30-point gap. That is the work.
At DRKM Consulting, we support organisations to build workplaces where people can thrive and where leaders can meet their legal, cultural, and strategic responsibilities with confidence.
We specialise in the part of EDI&B most organisations overlook: belonging, the lived experience that tells you whether your culture is working.
- —Understand their culture
- —Strengthen leadership
- —Support employees
- —Reduce risk
- —Improve wellbeing
- —Build belonging
- —Align values with behaviour
- —Prevent issues before they escalate
- —Create psychologically safe environments
- —Embed equity into systems and decisions
Our work is evidence-informed, legally literate, trauma-aware and grounded in 20 years of Higher Education leadership.
We do real change - the kind people feel.
Friendly asked questions.
Success looks like organisations embedding sustainable, evidence-based EDIB practices rather than relying on one-off fixes. It means leaders showing real behavioural change through better decision-making, stronger accountability, and more inclusive leadership habits. It also means staff experiencing a greater sense of belonging, psychological safety, and fairness, reflected in surveys and everyday feedback. Long term, success is seen in lasting partnerships with clients who value meaningful change over transactional training.
Success is measured by lasting change, not just completed sessions or policies. That includes sustainable EDIB practices, visible leadership growth, improved employee experiences, and organisations choosing to continue the work over time.
Clients can expect a more thoughtful and evidence-based approach to EDIB, stronger leadership accountability, improved workplace culture, and progress in how inclusion, fairness, and belonging are experienced across the organisation.
Meaningful progress looks like EDIB becoming part of how an organisation operates every day. It shows up in leadership behaviour, decision-making, staff experience, and a long term commitment to building inclusive and equitable workplaces.
Business Insights into EDIB
