Working in the field of sport development, Halima Khan has spent the last decade championing Equality, Diversity and Inclusion (EDI) from community to strategic level. This has involved working at a local, national and international level.
Her roles have included working within the public, private, charity and voluntary sector organisations. She has led, supported, delivered training and advised on matters of Equality, Diversity and Inclusion (EDI) ensuring companies are knowledgeable on how to develop policies and good practice action plans, leading to diversifying their organisations and its reach.
Halima is also a Non-Executive Board director for a National Governing Body (Triathlon England) with a portfolio on EDI development. She has supported the organisation successfully achieve the intermediate level Equality in Sport standard. She also been driving the EDI strategy at a board and exec level, ensuring equality, diversity and inclusion is embedded within the organisation, keeping people, culture, education and communication at the forefront of her work.
Can you share a bit about your journey with the National Centre for Diversity? What initially drew you to this organisation?
With years of experience in Inclusion, I wanted to share my expertise and support as many organisations as possible. I joined the NCFD just over a year ago, drawn to its diverse range of clients a key aspect I’ve always been passionate about supporting. Working with different organisations not only allows me to share my knowledge but also provides opportunities to learn, exchange best practices, and collectively drive progress toward a more equitable society.
What have been some of the most rewarding experiences in your time working with the NCFD?
I collaborate with organisations that have a genuine commitment to advancing EDI and fostering inclusive cultural and organisational change for a more just society. My approach is centered on evolution rather than revolution, helping people gradually embrace the importance of EDI in a way that resonates across all levels of an organisation. The greatest reward
for me is witnessing organisations embark on this journey, grow, and thrive in this space. Seeing the tangible impact of my work reaffirms the difference it is making.
In your opinion, what are the biggest challenges organisations face today in promoting and maintaining diverse and inclusive cultures?
I believe the global landscape of EDI is evolving rapidly, and we face challenges from those who do not truly advocate for its principles. It is crucial to ensure that organisations do not fall into the misleading narrative that EDI is not essential for business growth. The voices championing EDI must be heard, supported, and protected, with strong allies standing beside them to drive meaningful progress.
What advice would you give to organisations as they embark on their FREDIE journeys?
This is a fantastic opportunity to support a proven model that is driving meaningful change in the industry. The FREDIE approach empowers individuals to work at their own pace, embedding EDI not just as a process but as a fundamental part of organisational culture and everyday behaviours leading to lasting, transformative impact.
