Diversiti UK Learning and Development C.I.C. delivers targeted training, learning and community support interventions aimed at reducing inequality, discrimination and disadvantage. Our work supports individuals, communities, employers and organisations to build confidence, improve skills, increase inclusion and remove barriers to participation. During the reporting year, Diversiti UK continued to deliver a broad range of activity across equality, diversity and inclusion training, employability support, adult skills, ESOL, literacy, numeracy and community wellbeing. Our work remained focused on people and communities who experience disadvantage, including unemployed people, people with additional learning needs, people facing language barriers, older learners, minority ethnic communities, people with mental health needs, disabled people and those furthest from the labour market. Our income from training and consultancy is reinvested into services and projects that benefit the communities we serve. This enables us to combine paid-for organisational training with practical community-based support, ensuring that our work delivers both social value and direct community benefit. Community Impact During the Reporting Year In the financial year, Diversiti UK delivered significant community benefit through programmes funded through initiatives including Multiply and the UK Shared Prosperity Fund, alongside our wider training and support activity. Across our community programmes, we achieved the following: 963 individuals were reached through outreach activity, including unemployed individuals, referral partners and community groups. 868 people were supported through brief advice and guidance interventions of under two hours. 757 participants engaged in longer-term support. These included people who were unemployed, disabled, experiencing mental health challenges, had additional needs, or faced other barriers to learning, employment or participation. Multiply Programme Through the Multiply programme, Diversiti UK delivered a wide range of activity aimed at improving numeracy, confidence, functional skills and employability. The programme supported learners to build practical skills for work, everyday life and progression. Activity included: Numeracy for Employment courses supporting 223 learners. Intensive and flexible courses supporting 152 learners. Courses for care leavers supporting 28 learners. Courses for hard-to-reach individuals supporting 136 learners. More than 50 job clubs and drop-in sessions supporting job seekers. 120 ESOL and IT literacy classes. 365 individuals supported with CV writing. The programme helped learners to develop practical skills, improve confidence and take steps towards employment, further learning or greater independence. Sessions were designed to be accessible and responsive to learners’ needs, with support adapted for different levels of confidence, ability and previous educational experience. UKSPF Skills for Growth – ESOL and Literacy at Work Diversiti UK also delivered the ESOL and Literacy at Work programme through the UK Shared Prosperity Fund. This project provided tailored ESOL and literacy support for employees and employers, with learning designed around real workplace tasks and communication needs. The project worked with employers including Ceva Logistics, Synergy and Kooka to deliver workplace-based ESOL and literacy interventions. The courses were designed to meet the needs of each employer and the varying abilities of learners, ranging from pre-entry to Level 1. Delivery took account of shift patterns and operational needs, while ensuring that learners received structured, meaningful and practical support. The programme focused on real-life workplace tasks, including: Reading and understanding workplace noticeboards. Completing workplace forms. Reading workplace emails. Understanding work instructions and standard operating procedures. Understanding health and safety procedures. Improving confidence with contracts of employment and workplace communication. The project was highly successful and exceeded its original targets. By the end of the reporting period, it had achieved: 29 courses developed in collaboration with employers, against a target of 12. 285 people supported to access basic literacy skills courses, against a target of 120. 285 people supported in employment, against a target of 90. 285 people with improved basic skills following support, against a target of 120. The project demonstrated strong employer engagement and clear demand for workplace-based language and literacy support. Employers reported positive progress among learners and expressed support for this type of provision continuing. Learners also reported increased confidence, particularly in speaking English, writing, understanding workplace information and participating more actively at work. The use of Individual Learning Plans helped learners to identify goals, review progress and recognise achievements. Soft skills were measured at the start and end of delivery, with many learners showing improvement in confidence, communication and participation. Demographics and Inclusion Focus Our community work continued to prioritise inclusion across age, ethnicity and youth engagement. During the reporting year, our activity included support for: 312 individuals aged over 50. 481 individuals from minority ethnic communities. 99 young people aged 18–25. This reflects Diversiti UK’s ongoing commitment to reaching people who may face barriers linked to age, ethnicity, language, confidence, disability, mental health, unemployment or limited access to previous learning opportunities. Music Therapy and Wellbeing Support Diversiti UK’s Music Therapy Service delivered 58 one-to-one sessions during the reporting year. This service provided therapeutic support through creative engagement and offered a safe and accessible way for individuals to express themselves, build confidence and support emotional wellbeing. The service added an important wellbeing dimension to our community benefit, particularly for people who may find traditional forms of support less accessible or engaging. Equality, Diversity and Inclusion Training Diversiti UK continued to deliver high-quality equality, diversity and inclusion training to organisations across the statutory, voluntary, community and private sectors. During the reporting year, we facilitated 173 training sessions attended by approximately 2,595 individuals. Training covered areas such as equality and diversity, disability awareness, cultural awareness and competency, inclusive practice and related topics. This work helped organisations to improve awareness, strengthen inclusive practice and better understand the barriers experienced by marginalised and under-represented groups. The training also provided practical strategies for reducing discrimination and embedding equality, diversity and inclusion into day-to-day organisational practice. Overall Community Benefit The company’s activities during the reporting year delivered significant community benefit by: Supporting individuals to improve skills, confidence and employability. Helping learners overcome language, literacy, numeracy and confidence barriers. Supporting people in employment to participate more fully in the workplace. Working with employers to improve inclusion, communication and workforce development. Providing wellbeing support through music therapy. Delivering equality, diversity and inclusion training that contributes to more inclusive organisations and services. Reinvesting income into activity that supports disadvantaged communities. Diversiti UK’s work remains values-led, person-centred and focused on practical impact. We continue to combine professional training and consultancy with direct community support, ensuring that our services contribute to reducing inequality and improving opportunities for the people and communities we serve.

Diversiti UK’s stakeholders include learners, training participants, employers, commissioners, funders, referral partners, community organisations, staff, associates, directors and the wider communities who benefit from our services. During the reporting year, we consulted with stakeholders through a range of formal and informal methods. These included learner evaluations, participant feedback forms, Individual Learning Plans, one-to-one reviews, informal check-ins during delivery, employer meetings, commissioner discussions, funder monitoring processes, staff and associate feedback, and regular communication with referral partners. Consultation with Learners and Community Participants Learners and community participants were encouraged to share feedback throughout their learning or support journey, not only at the end of a course or programme. This helped us to identify barriers early and make practical adjustments while support was still taking place. Feedback was gathered through Individual Learning Plans, tutor discussions, informal reviews, learner evaluations and verbal feedback. Participants were asked about the pace of learning, accessibility of materials, confidence levels, support needs, and whether the course content felt relevant to their everyday lives, employment goals or workplace situations. This consultation highlighted the importance of flexible, practical and confidence-building support. Some learners needed materials to be simplified or explained in different ways, particularly where they had ESOL, literacy or additional learning needs. Others benefited from more visual resources, repeated practice, smaller group work, or examples linked directly to real-life situations. In response, we adapted learning materials, adjusted the pace of delivery, increased the use of practical activities and ensured that tutors could respond to learners’ individual needs. This helped make our provision more accessible and ensured that learners had a stronger voice in shaping their own support. Consultation with Employers and Workplace Partners Employers were consulted before and during workplace-based delivery to ensure that support was relevant to both employees and the workplace environment. This included discussions about workforce needs, communication challenges, shift patterns, job roles, workplace documents and the practical language or literacy skills employees needed to develop. Employer feedback helped us to shape course content around real workplace tasks such as understanding notices, completing forms, reading emails, following instructions, understanding health and safety information and communicating more confidently with colleagues and managers. Ongoing dialogue with employers also helped us to identify practical barriers to participation, such as release time, shift changes, learner confidence and operational pressures. In response, we worked flexibly with employers to adapt scheduling, delivery arrangements and course materials where needed. This consultation strengthened employer engagement and ensured that workplace learning was not generic, but directly connected to the needs of employees and the businesses they worked in. Consultation with Training Clients and Participants For our equality, diversity and inclusion training, consultation took place with commissioning organisations before delivery to understand their priorities, workforce context, sector-specific challenges and intended outcomes. This helped us tailor training content so that it was relevant, proportionate and meaningful for each organisation. Participants were also invited to provide feedback after training sessions. This feedback helped us understand whether the training was accessible, engaging, appropriately challenging and useful in practice. As a result of this feedback, we reviewed and refined training materials, updated examples and scenarios, adjusted the balance between discussion and presentation, and ensured that content remained relevant to different sectors and audiences. This helped maintain the quality and responsiveness of our training offer. Consultation with Funders, Commissioners and Referral Partners Diversiti UK maintained regular communication with funders, commissioners and referral partners throughout the reporting year. This included progress meetings, monitoring reports, outcome reviews, informal updates and discussions about emerging needs. This consultation helped us to review whether funded activity was meeting its intended outcomes and whether there were any gaps, risks or opportunities for improvement. It also enabled us to respond to changes in referral patterns, learner needs and employer demand. Feedback from funders and partners informed how we promoted programmes, engaged participants, reported impact and targeted support. It also helped us to identify where there was continuing demand for provision, particularly in relation to ESOL, literacy, employability and workplace-based skills support. Consultation with Staff, Associates and Trainers Staff, associates and trainers also played an important role in stakeholder consultation. They provided feedback on learner needs, delivery challenges, accessibility issues, safeguarding or support concerns, and opportunities to improve course content or delivery methods. Their insight was particularly valuable because they worked directly with learners, participants, employers and clients. Regular internal discussions helped us identify what was working well and where changes were needed. As a result, we were able to make practical improvements to resources, session planning, learner support and communication with partners. This helped ensure that our services remained responsive, inclusive and grounded in the experience of those delivering them. How Consultation Influenced Our Work Stakeholder consultation directly influenced our work during the reporting year. In response to feedback, we: Adapted learning materials to make them more accessible for learners with ESOL, literacy or additional support needs. Increased the use of visual aids, practical examples and interactive activities. Adjusted the pace and format of delivery to reflect learner confidence and ability. Designed workplace learning around real documents, tasks and communication needs. Worked flexibly with employers to take account of shift patterns and operational pressures. Updated equality, diversity and inclusion training materials to include more relevant examples and sector-specific scenarios. Used learner feedback and Individual Learning Plans to review goals and tailor support. Strengthened communication with funders and referral partners to improve monitoring, promotion and targeting of services. Drew on staff and trainer feedback to improve delivery planning and learner support. Overall, consultation helped Diversiti UK to remain responsive to the people, organisations and communities we serve. It ensured that our activities were shaped by lived experience, learner voice, employer need and partner feedback, rather than being delivered in a fixed or one-size-fits-all way.

The total amount paid or receivable by directors in respect of qualifying services was £107, 139.73. There were no other transactions or arrangements in connection with the remuneration of directors, or compensation for director’s loss of office, which require to be disclosed.

No transfer of assets other than for full consideration