The Diversity Mark accreditation is awarded to companies following an independent assessment process which ensures they have reached the required standard of commitment to advancing Diversity and Inclusion.

Diversity and Inclusion demands commitment and action at all levels in organisations and in particular, active leadership from the CEO and those in senior roles. Therefore the first step on this journey involves the organisation Chief Executive or Chair signing the Diversity Mark Charter.  

The Charter

I, (Chief Executive Name) on behalf of (Company Name) commit to advancing Diversity and Inclusion by:

  • Implementing structural and cultural changes to help advance Diversity
  • Removing obstacles faced by women, or unrepresented groups at key points of career development and progression
  • Putting in place a Strategy and Action plan to effect change
  • In the first instance, setting internal targets for reaching Gender Diversity at senior and middle management
  • Having one member of our senior executive team at Board level, who is responsible and accountable for Diversity and inclusion
  • Ensuring Equality, Diversity and Inclusion are a standing agenda item at each board meeting
  • Incorporating responsibility for Diversity and Inclusion at all management levels in the organisation
  • Reporting publicly on an annual basis on our activities and initiatives


Once an organisation registers to join us we forward the Diversity Mark Charter to be signed at the highest level in the organisation.  Once the signed Charter is returned the application pack is forwarded and the accreditation journey begins.


Everyone’s journey begins with Bronze and this accreditation recognises commitment to advancing Gender Diversity.  The Charter follows a methodology of self-assessment and it prioritises continuous progression with goals set by and appropriate to each individual organisation. 

  • 3 Gender Diversity targets + company gender data submitted for independent assessment
  • Open to organisations from all business sectors, at all stages on their Diversity journey
  • The first target should be to develop an Equality, Diversity and Inclusion strategy (unless one is already in place)


Organisations must submit annual progress reports with a full assessment each year.


Organisations can apply for the Silver accreditation once they are able to demonstrate significant measurable progress since being awarded the Bronze Diversity Mark accreditation.

  • Open to organisations that have maintained the Bronze Diversity Mark accreditation for a minimum of two years
  • The Silver accreditation goes beyond Gender with two new areas of wider Diversity assessed
  • Organisations can choose which two from:  LGBTQ / Disabilities / Race & Ethnicity / Age Diversity / Social Mobility 
  • 5 Targets in total (3 Gender + 2 wider Diversity)


At Silver level the DMNI independent assessment panel will expect to see evidence of significant progress against the Bronze targets along with analysis work carried out, with creative targets to push the dial even further.  Organisations choose the two areas of wider Diversity to focus on at this stage.

Organisations must submit annual progress reports to retain the Silver Diversity Mark with a full assessment every other year.


The Gold Diversity Mark is of an exceptionally high standard and organisations applying for this accreditation will be subject to an internal audit and board level interview.

  • Open to organisations that have maintained the Silver Diversity Mark accreditation for at least two year
  • Demonstrating significant measurable progress on Gender and wider Diversity 
  • The Gold accreditation recognises commitment to all areas of Diversity 
  • 7 Targets in total (3 Gender + 4 wider Diversity)
  • Internal Audit carried out by Diversity Mark 
  • Board Level Interviews 


The Diversity Mark independent assessment panel will expect to see evidence of continued significant measurable progress against all targets. Organisations holding the Gold Diversity Mark will be a ‘Shining Example’ for Diversity & Inclusion in their sector and wider community, with creative wider Diversity targets to keep pushing the dial even further with long term plans, complex challenges, and sustainability. 

Organisations must submit annual progress reports to retain the Gold Diversity Mark with a full assessment every three years.


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