Embedding EEDI in local infrastructure: a new framework for reflection, learning and action

Equity, equality, diversity and inclusion (EEDI) sit at the heart of what local infrastructure organisations (LIOs) do. Every day, LIOs work across systems and sectors, supporting VCSE organisations, connecting communities with decision-makers, and shaping more inclusive local places. That unique role brings both opportunity and responsibility: to model good practice internally, to share power thoughtfully, and to champion equity across everything LIOs do.

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NAVCA’s EEDI Audit Framework has been developed specifically with this role in mind. Designed for local infrastructure organisations, it provides a structured way to reflect on your organisation’s current practice, identify strengths, and shape meaningful next steps. It brings together NAVCA’s knowledge of EEDI in LIOs with learning from wider organisational frameworks, while keeping a sharp focus on the distinct contribution local infrastructure makes to inclusive, thriving communities.

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The framework is not a compliance exercise, and it is not about passing or failing. We know that LIOs operate in very different contexts, with different resources, demographics and pressures. Wherever you are starting from, the audit helps you ask the right questions: where are we already working well, and where could we go further to increase our impact?

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The framework starts with organisational leadership and governance, recognising that meaningful EEDI practice must be visible, intentional and embedded at the highest level. It then moves through people and workforce, supporting reflection on recruitment, progression, wellbeing and inclusive workplace culture. Finally, it applies an EEDI lens to operational activity, exploring how equity is embedded across the four functions of infrastructure, from capacity building to influencing and convening.

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Crucially, the framework is designed to be flexible and realistic. Not every LIO will be able to implement the same actions in the same way. For example, smaller organisations may not be able to create long-term leadership pipelines, but might explore shadowing, mentoring or short placements to support progression. Others may identify gaps in skills or lived experience and choose to strengthen partnerships with “by and for” organisations. The value lies in identifying what is possible and meaningful in your context.

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“CVS Lincolnshire welcomed using the EEDI tool at a period of change - going through a merger. The tool gave us a super focused lens on our practices. Anecdotally, we thought we were living our EEDI practices, but working our way through the toolkit highlighted how much we actually had to do in terms of evidencing our practice.

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The toolkit continues to enable us to demonstrate how we live and breathe inclusion and equity in our organisation and we would recommend this to anyone who wants to really focus a lens on inclusivity and equity everyday.”

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Dr Batul Dungarwalla, Deputy CEO, CVS Lincolnshire

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When the EEDI Audit Framework is used collectively by leadership teams, boards or staff groups, it creates space to reflect, to challenge assumptions, and to agree priorities for change. Over time, this strengthens organisational culture, builds trust with diverse communities, and demonstrates to funders and partners a genuine commitment to equity and inclusion.

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By investing time in reflection and action, LIOs can continue to lead by example — strengthening not just their own organisations, but the local VCSE systems and communities they support.

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We’ve just launched the EEDI Audit Framework at an introductory offer of just £200 plus VAT if you purchase the framework in February (or £250 plus VAT from March onwards). For any queries or to purchase your copy of the audit framework, please contact us at membership@navca.org.uk.

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