The science

The science behind our approach 

Many EDI approaches fail because they do not account for how people respond to change. 

Our work is grounded in over 40 years of organisational justice research and our own empirical study (n=729), which found a statistically significant relationship between perceptions of fairness and support for equality initiatives, even when individuals’ personal values differed. Using regression analysis, we identified fairness as a key predictor of engagement, resistance, and behavioural alignment. 

Read our testimonials
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Fairness drives behaviour 

When people perceive their environment as unfair, they are more likely to act individualistically. They prioritise self-protection, are less likely to follow organisational rules, and more likely to mirror the behaviour of those with power. In this state, difference is more likely to be perceived as a threat, and resistance to equality work increases. 

When people perceive their environment to be fair, behaviour shifts. Individuals are more likely to collaborate, trust organisational processes, and challenge inappropriate behaviour, including from senior colleagues. In this context, equality initiatives are significantly more likely to succeed. 

This behavioural mechanism underpins our approach. 

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The FIE diagnostic 

We assess organisations across three distinct but related areas: 

Fairness 
How people judge decisions and whether they trust organisational processes. This predicts how individuals are likely to respond to change. 

Inclusion 
How people are able to contribute and progress in their roles. This includes whether they experience differential treatment, encounter systemic barriers, or are able to participate fully without bias or disadvantage. 

Equity 
How organisational systems account for different needs. This focuses on whether structures, processes, and resources enable all groups to succeed. 

We collect and analyse data across all three areas to identify where intervention will have the greatest impact. 

From data to action: FIELDS 

Our flagship methodology, FIELDS, translates diagnostic insight into clear, measurable action. It provides a structured process to: 
  • define organisational objectives 
  • assess fairness, inclusion, and equity in relation to those objectives 
  • identify root causes of inequality 
  • prioritise interventions 
  • measure impact over time 


    This results in:
  • a strategic plan aligned to organisational value and context  
  • a governance framework to support delivery  
  • a prioritised action plan  
  • a communications approach to enable engagement  

    This ensures that EDI activity is targeted, measurable, and aligned to organisational outcomes. 
Learn more about FIELDS

Why this matters

EDI is often positioned as a moral obligation. In practice, this can lead to diffuse activity, limited engagement, and uneven ownership. We position EDI as organisational improvement. 

By understanding how people experience fairness, inclusion, and equity, organisations can: 

Increase trust and collaboration 

Reduce resistance to change 

Improve performance and retention 

Deliver more effective and 
sustainable outcomes 

Delivering change 

We combine our diagnostic with a structured delivery model built on three principles: 

Context 
Identify the specific causes of inequality within the organisation. Solutions are grounded in real conditions, not generic approaches.

Value 
Align EDI with organisational priorities to ensure relevance and impact. 

Context 
Identify the specific causes of inequality within the organisation. Solutions are grounded in real conditions, not generic approaches. 

Co production 
Design solutions with those affected, those who understand organisational systems, and those with authority to act, within a defined decision making framework. 

This behavioural mechanism underpins our approach. 

READ OUR TESTIMONIALS
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Join the Change Makers

We approach EDI as a data driven, strategic function. 

By combining behavioural insight, empirical evidence, and structured methodology, we design interventions that organisations can implement, measure, and sustain.  

Ready to transform your organisation’s approach to EDI?

Connect with COBE. Let’s chart a course towards a more inclusive and equitable future together.

Contact us

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