Dr Ruth Gilligan, our Assistant Director – Inclusive Institutions, introduces the new framework to support inclusion across organisations
Over the past three years, Advance HE has been working with members and the wider sector to explore how we can approach inclusion more intersectionally, more effectively, and more sustainably. This has been a collaborative journey, shaped by colleagues across UK and global higher education and research, and leading us to the Inclusive Institutions Framework.
Most recently, during the 2024/25 academic year, we completed the development phase of the Inclusive Institutions Framework (IIF) with a co-development group of 19 institutions. Together, we reviewed more than 110 pages of draft guidance, received over 90 pages of written feedback, and held eight hours of discussion to refine the materials and strengthen the framework.
We are deeply grateful to the almost 100 institutions who have contributed to the IIF’s development over the past three years. Your insights and expertise have helped create a truly sector-led framework – one that reflects the realities, challenges and ambitions of institutions across higher education.
Our thanks also go to the many individuals who informed and drafted the framework, including colleagues past and present, and those who gave their time to review and refine the draft approaches.
Whatisthe Inclusive Institutions Framework?
The Inclusive Institutions Framework (IIF) is Advance HE’s new sector-led framework designed to help institutions embed inclusion strategically, sustainably, and systemically across all areas of their work. You can find an overview of the framework in the IIF Executive Summary document.
It provides a structured, developmental and externally validated approach to embedding inclusion, helping institutions bring together all their equity, diversity, inclusion and access work – across staff and students, and across every area, function and level – into one coherent strategy.
The IIF will be available as a membership add-on for Advance HE member institutions (in the same way as Athena Swan and the Race Equality Charter), delivered in cohorts of up to 10 institutions over an initial three-year period, followed by a five-year structured award phase focused on evaluation, outcomes and sustained impact.
At its heart, the IIF is intersectional, supporting institutions to look at inclusion in the round – recognising how different identities and experiences overlap and shape lived experience. It helps institutions to understand where targeted interventions focusing on one aspect of inequality are appropriate and will be most impactful, and when universal approaches may better support equitable participation and success across groups.
The framework also promotes alignment and embedding, ensuring inclusion is integrated into governance, planning and culture rather than treated as an add-on. By connecting inclusion to institutional decision-making, risk management and strategic planning, the IIF helps ensure that inclusion remains visible and prioritised, even in times of challenge or change.
It is equally focused on efficiency and sustainability. The IIF supports institutions to prioritise strategically, reduce duplication, connect work across silos and make best use of resources. Sustained progress depends on embedding inclusion into systems, not relying on individuals or short-term projects.
While the IIF builds confidence in the systems and approaches that underpin effective inclusion, the goal isn’t simply to have strategies or initiatives in place. It is about making a measurable difference to staff and student experience and success. Throughout engagement with the framework, and during the subsequent structured award period, we will support institutions to stay focused on outcomes and impact, ensuring that change is both meaningful and sustained.
Navigating an evolving landscape
The policy and regulatory landscape for equality and inclusion in higher education and research has never been more complex. The IIF helps institutions cut through this complexity, bringing together their work – from public sector equality duties and pay gap reporting to OfS conditions, SFC outcomes frameworks, freedom of speech requirements and international obligations such as Horizon Europe’s Gender Equality Plans – within a single, joined-up approach.
In this way, the IIF is not a new layer of compliance, but a strategic scaffold that strengthens and aligns the inclusion work already under way, supporting institutions to act with clarity, confidence and purpose.
What’s next?
Our first cohort of institutions – our pathfinder group – will begin in January 2026. Their participation and feedback will help shape how the IIF operates in practice and inform how future cohorts engage with the framework. Over the coming months, we’ll share insights, reflections and learning from this group to help other institutions prepare for future participation.
If you would like to learn more about the IIF, come along to our dissemination webinar taking place on 22 October 2025 at 09:30-11:00 BST, which will provide an overview of the framework and an opportunity to ask questions. Register for the webinar here.
The next opportunity to take part in the IIF will be September 2026, with annual cohort entry points thereafter. Institutions interested in participating will be asked to confirm their involvement during the Advance HE membership renewal period (May–July 2026). In the meantime, if your institution is considering IIF participation, we encouraged you to speak with your Advance HE Head of Membership or charters key contact to explore how the IIF could benefit your institutional context.
