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Senior EDI expertise — embedded in your team, attending your meetings, accountable for your strategy. Without the hiring risk, the overhead, or the six-month wait.
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A training session here, a policy update there, a consultant brought in for a report. Spend goes up, results stay flat, and leadership confidence erodes. The Carousel keeps spinning because no one person is accountable for making it stop.
Hiring a full-time, senior EDI professional is slow (3–6 months), expensive (£60–100k+ all-in), and irreversible if the fit is wrong. Most organisations post the job before they've built the data systems, leadership buy-in, or strategic clarity a senior hire needs to succeed.
When a new EDI lead joins an unprepared organisation, the role becomes a revolving door. The hire feels unsupported, leaves within 12–18 months, and the organisation is back to square one — but worse, because the departure becomes its own reputational event.
Three flexible engagement models. One consistent approach: senior, embedded, and accountable.
We start by understanding your organisation: where it stands on EDI, what data exists, what leadership buy-in looks like, and what the priorities are. This isn't a tick-box exercise — it's the foundation that makes everything else work.
The fractional lead attends key meetings, advises on strategy, and supports day-to-day EDI delivery — within your team's operating rhythm. The engagement is designed to look like a senior team member, not an external project. Three models are available: Part-Time Ongoing (fixed days per month), Fixed-Term Project (defined scope and deliverable), or Blended Support (fractional lead plus capacity from TEG's wider team).
We don't just advise — we build. Data processes, accountability frameworks, reporting structures, and the strategic clarity that makes EDI sustainable. The work is designed to create real infrastructure, not dependency on an external provider.
As the engagement progresses, we build internal capability alongside delivery. The goal is to develop the people, systems, and confidence that allow the organisation to sustain progress — whether or not it eventually makes a permanent hire.
Every engagement is structured with a clear handover in mind. When the fractional relationship ends — whether because the organisation has hired permanently, built sufficient internal capability, or completed its defined project — progress doesn't end with it.
Four guides built for where you are right now — whether you're weighing up options, building the internal case, or ready to have a conversation.
What fractional EDI leadership is, how it compares to a permanent hire, what the three engagement models look like in practice, and how to assess whether it's the right fit for your organisation.
An interactive readiness assessment across five dimensions: data infrastructure, leadership readiness, budget and resource, cultural safety, and strategic clarity. Find out whether your organisation is set up for a permanent hire — or whether fractional is the smarter first step.
An interactive salary benchmarking tool that builds a competitive salary range for a permanent EDI hire — then shows you the full first-year cost of employment, and what the same outcome looks like under a fractional model.
For the person who needs to justify a change of direction internally. Two pathways: one for organisations still in the decision-making phase, one for those who have already secured headcount approval and need to reframe the conversation.
The Equal Group transformed how we think about inclusion at the strategic level. Their embedded approach meant they understood our organisation, our constraints, and our culture — which made the advice worth following.
20 minutes. No pitch, no pressure — a conversation about what fractional EDI leadership could look like for your organisation and whether it is the right fit right now.