Dr. Amanda Simon, Researcher at the Race Equality Foundation, reflects on her experience of creating the Race Equity Maturity Index (REMI).
The Race Equity Maturity Index (REMI) is a pioneering self-assessment tool co-produced with diverse communities and stakeholders from London’s health and care system. REMI enables organisations to track, measure, and strengthen their commitment to race equity, complementing existing equality, diversity, and inclusion initiatives.
The uniqueness of REMI
REMI stands apart by focusing on key areas of race equity, such as leadership, recruitment, policy development, decision-making, and community engagement.
One common challenge in organisational assessments is managing workloads and avoiding duplication with other tools. REMI addresses this by consolidating existing efforts, offering a streamlined, embedded approach that allows for sustainable and integrated change.
With REMI, organisations can set realistic goals aligned with their capacity and build a solid foundation for strategic planning.
But the benefits extend beyond moral imperatives. Research shows that organisations prioritising race equity gain:
- Increased profitability and productivity
- A more engaged and connected workforce
- Greater innovation
- Enhanced service user experiences and outcomes
From inception to design
At the start of this journey, the task of creating a fit-for-purpose tool to combat systemic racism felt overwhelming. My initial focus was on designing a basic framework informed by theoretical research and literature on successful maturity indices.
However, as the tool evolved, so did my confidence in its potential. Input from health and care professionals was integral, with practitioners affirming REMI’s practicality, ease of use, and capacity to drive race equity goals.
The power of co-production
REMI’s development reflects the rich diversity of London’s population and its health and care workforce. Our co-production group included equality managers, service users, and senior officials from across the sector.
Their questions, critiques, and suggestions were invaluable, shaping every stage of REMI.
For example, feedback informed:
- The naming and conceptualisation of REMI stages
- Adjustments to content based on organisational cultures and race equity priorities
- Refinements to language, ensuring accessibility in health and care contexts
This iterative process was akin to designing a building based on client specifications—nurturing insights to create a practical, impactful tool.
Overcoming challenges
As a researcher, I understand that there are always challenges along the way. During this process the key issues have been the nature and implementation demands of the REMI.
Self-assessment
Organisations’ skepticism about self-assessment highlighted concerns about honesty and a culture of “box-ticking” driven by performance pressures. However, the opposite can also occur where practitioners can be more critical in their own assessments.
REMI counters this through a rigorous six-stage process supported by guidance notes and peer support for smaller organisations. These resources empower teams to cross-check evidence and share best practices.
Voluntary participation
While REMI is non-compulsory, this has not hindered enthusiasm. Organisations across various levels value REMI’s comprehensive approach to achieving race equity goals.
Let the REMI guide your organisation
The journey of developing REMI has demonstrated its ability to hold its own among other tools in the race equity space.
It has been a privilege to lead this initiative alongside dedicated contributors.
If your organisation strives for excellence for all service users and staff, let REMI guide you toward meaningful change.
