1. Is there a clearly defined senior leader accountable for culture and inclusion, with measurable responsibility for progress?

2. Do you regularly use employee data and insight to understand lived experience and identify where culture commitments may not be landing?

3. Are your policies easy to access, clearly understood, and applied consistently in day-to-day decisions?

4. Are managers trained and confident in handling sensitive or complex people conversations?

5. Do employees know where to find support, policies, and guidance when they need them?

6. Do employees understand how their role contributes to the wider purpose, impact, or social value commitments of the organisation?

7. Can employees clearly see meaningful action being taken in response to feedback, culture concerns, or organisational commitments?

8. Do you have evidence that employees feel safe to share honest feedback and challenge decisions?

9. Are your culture and inclusion commitments clearly communicated and understood across the organisation?

10. Do you have documented evidence showing how your culture commitments are being delivered in practice?