Philippa C. MatthewsLauren WedekindAndrés NoéJolynne MokayaCynthia TamandjouMelissa KapuluAndrea RueckerEvelyn KestelynMachilu ZimbaElham KhatamzasAlice Chi EziefulaClaire L. MackintoshRoger NascimentoProochista ArianaDenise BestEdward GibbsSusanna DunachieGina HadleyHannah RavenswoodBernadette YoungCharles KamauKevin MarshHelen McShaneRob HaleElena McPhilbinPavel V. OvseikoRebecca SurenderClaire WorlandLisa J. WhiteFaculty of Tropical Medicine, Mahidol UniversityOxford Social Sciences DivisionOxford University Clinical Research UnitWellcome Trust Research Laboratories NairobiUniversity of OxfordUniversity of SussexWestern General HospitalFaculty of Health SciencesNuffield Department of MedicineNational Institute of Diabetes and Digestive and Kidney Diseases (NIDDK)John Radcliffe HospitalKlinikum der Universität MünchenMaynard Leigh Associates2022-08-042022-08-042021-01-01Wellcome Open Research. Vol.6, (2021)2398502X2-s2.0-85111984588https://repository.li.mahidol.ac.th/handle/20.500.14594/76351Higher academic institutions in the UK need to drive improvements in equity, diversity, and inclusion (EDI) through sustainable practical interventions. A broad view of inclusivity is based on an intersectional approach that considers race, geographical location, caring responsibilities, disability, neurodiversity, religion, and LGBTQIA+ identities. We describe the establishment of a diverse stakeholder group to develop practical grass-roots recommendations through which improvements can be advanced. We have developed a manifesto for change, comprising six domains through which academic institutions can drive progress through setting short, medium, and long-term priorities. Interventions will yield rewards in recruitment and retention of a diverse talent pool, leading to enhanced impact and output.Mahidol UniversityBiochemistry, Genetics and Molecular BiologyMedicineArticleSCOPUS10.12688/wellcomeopenres.16861.1