The retail sector is a crucial part of the UK economy accounting for 11% of UK economic output and nearly 16% of GB employment in 2014 (Rhodes, 2014). The UK government recognises the importance of the sector and its potential to contribute to economic growth and published 'A Strategy for Future Retail: Industry and Government Delivering in Partnership' in 2013. A UKCES report (Vokes and Boehnke, 2014) highlights key themes for the sector including attracting talent, image of the sector (as employers), employee retention and progression and employee issues relating to technological innovation/change. A great deal has been written about diversity and inclusion, and prior to that equality and equal opportunities, in the business, academic and public policy domains. Yet much of this literature focuses on the negative effects of inequality or lack of diversity or on making the business and moral case for adopting diversity policies and relating diversity to organisational performance. While this has been a worthy focus, what is lacking is a clear understanding of the processes involved in bringing about a major programme of organisational change in a large company or public sector organisation and understanding what it is that makes diversity policies actually work and achieve the desired results. The research focus on a major British retail company who are collaborative partners with the University of Leeds provides a unique opportunity to access a large organisation during a period of strategic change. The proposal has been user-led with the research objectives and topics being discussed and agreed with the company and emerging from an initial exploratory study commissioned by them with members of the research team. Using a case study approach focusing on the company, the team will investigate diversity and inclusion in relation to a number of Human Resource (HR) issues: retention and inclusivity, career success, progression and development and the intersectionality of protected characteristics under UK legislation (The Equality Act, 2010). The research objectives cover these topics. The research design uses mixed methodologies including face to face interviews with employees, HR staff, directors and senior managers. There will be a shadowing/observation study with regional teams in the company. Survey data will be collected at two intervals. The research team will analyse the data on an ongoing basis throughout the longitudinal study, with themes emerging and building as the data grows. This organic process will mean that the company will be provided with interim reports on the findings at various stages along the way. DELIVERABLES SUMMARY 1) Direct benefits for the employees, senior management and Directors of the company. Research findings to be shared in a business-friendly manner with regular presentations and full involvement of the company in the process 2) Generalizable findings to be disseminated through academic channels: research conferences and seminars, journal articles and business channels: business conference presentations and seminars, business networks, institutions (e.g. 30% Club, 2% Club, Women in Business), Executive Education and teaching 3) Policy engagement including a parliamentary briefing and an event targeted specifically at policymakers. Proactive use of the key findings to stimulate progress in all sectors