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“Leadership is the single biggest determinant of an inclusive culture,” Skinner comments. “Policies matter, but individuals experience inclusion primarily through their managers. Leaders set the tone through the decisions they make, the behaviours they reward and the conversations they encourage.”

Some companies, such as Evoke, actively monitor DEI at a leadership level to track whether initiatives are making an impact.

“Leadership is critical in setting expectations and maintaining accountability,” says Nicola Kociuba, learning and performance business partner at Evoke. “For example, our Nomination Committee monitors progress against diversity objectives and considers diversity in succession planning and appointments, while ensuring decisions remain based on merit, experience and capability.”

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The partnership also plans to analyse operational data, develop pilot programmes and construct a model for national deployment.

A systemic policy cooperation mechanism is expected, targeting youth gambling prevention and student safeguarding. Rather than implementing short-term campaigns, the focus will be on embedding gambling prevention into everyday school routines. 

It will include combining restrictions on smartphone use with engaging RAS activities to effectively block and fill the time students might otherwise spend being exposed to gambling content.