Ashden

• We spent 2024 working with consultants on internal processes as well as speaking with our partners and winners.
• Following receipt of the final report, we created three workstreams to implement the following actions: DEI Vision, Power Sharing & Decision Making and Health and Wellbeing.
• We updated two of our policies to better reflect staff needs and organisational values.

Whenever possible we co-design solutions with our partners and communities and amplify voices historically excluded from climate platforms.

Continuously reviewing our recruitment process, ensuring the candidate has an inclusive experience.

Based on our three workstreams:

1. DEI Vision and Goals: By December 2025, develop and agree Ashden’s DEI vision and measurable goals, with input from staff and a consultant, and have them approved by EMT for publication on the website and in the annual report in early 2026.
2. Health and Wellbeing: By March 2026, review and update at least three health and wellbeing policies based on staff feedback gathered through organisation-wide discussions and info sessions, ensuring policies support fair workloads and healthy boundaries.
3. Power Sharing and Decision Making: By March 2026, implement a Decision-Making Framework that sets out how inclusive decisions are made across Ashden, with each team documenting how they will apply it and how feedback will be shared.

• We have quarterly oversight meetings with the DEI workstream leads.
• We will report on progress on our website.
• We submit data to the RACE report and regularly report to our board.