One: Communicate that equality and human rights are essential for achieving your organisation’s aims – and why. Talk at meetings, internal and external events and around the office. Use your internal communications processes, social media and blogs.

Two: Don’t equivocate. If you say ‘this is important’ and follow it up with ‘but we have other priorities too,’ people will subconsciously take this as license for inaction. Even if you’re trying to be balanced or realistic, you’ll undermine your wider aims.

Three: Be clear about what you expect from your team. Include expectations – responsibilities and behaviours – in role profiles, individual objectives and performance reviews.

Four: Expect a positive, professional approach – and progress. Give people chances to get on board, to develop their confidence and competence, to make mistakes and learn by doing. In some cases, it may be appropriate to move people on if they’re not willing to share the vision and support progress.

Five: Empower others to be leaders on this agenda across your organisation – championing the work and dealing with blockers.

Six: Build activities into your usual organisational or team plans and reporting processes, including to the Board.

Seven: Judge success and the need for ongoing work fairly. Outcomes may be set unrealistically high given the timescale or the resources available.