When an organisation displays a badge from Meyrani Consulting's LEAP Program or its associated tools, it signals something more specific than a general commitment to diversity — here's what each one actually means in plain terms.
This means the organisation has formally measured where it stands. Staff across the organisation completed a 40-question assessment evaluating both the organisation's cultural practices and their own individual conduct, scored against four pillars: Recognition, Relationship, Responsibility, and Reciprocity.
The results place the organisation into one of four maturity stages:
| Stage | Score | What it means |
|---|---|---|
| Extractive / Emerging | 0–30 | Early awareness, largely transactional |
| Symbolic | 31–60 | Good intentions, limited systemic change |
| Maturing / Functional | 61–90 | Genuine progress, accountability structures developing |
| Transformative / Reciprocal | 91–120 | Deep, embedded, mutual cultural practice |
A badge here means the organisation didn't just take someone's word for it — it gathered evidence, identified gaps, and received a formal report with phased recommendations. If a maturity stage is shown alongside the badge, that is the organisation's independently assessed score.
This means the organisation has put its leaders, managers, or staff through a structured, facilitated engagement — either a focused 6–7 hour session or a more intensive 12–14 hour program — built around a framework called the Reciprocity Model™. That model has four pillars:
Honestly examining the legacy of colonial history and how it still shapes workplace culture today
Moving beyond tokenistic gestures toward genuine, trust-based engagement with Aboriginal and Torres Strait Islander peoples
Bridging the gap between an organisation's stated values and what it actually does day to day
Ensuring that partnerships with First Nations peoples and communities deliver mutual benefit, not just outcomes for the organisation
Displaying this badge means staff have sat with challenging material in a facilitated setting, been asked to reflect on their own practice, and committed — at a leadership level — to an accountability roadmap. It is not a certificate for completing an e-learning module. It signals deliberate, relational work.
This means the organisation has gone a step further and embedded inclusion behaviour into its everyday rhythm. LEAPos works by sending staff a short, practical nudge — a single question or micro-action — 30 minutes before each meeting, tied to one of the LEAP dimensions. Staff respond in one click, and the organisation's leadership can see, over time, where inclusive behaviour is actually happening and where it isn't.
A badge here signals that inclusion isn't just something this organisation talks about in annual training — it's something being actively practiced and measured, meeting by meeting.
These badges represent a spectrum of commitment. The Diagnostic Tool shows an organisation has honestly assessed itself. The LEAP Program shows its people have done the relational and reflective work. LEAPos shows that work is being sustained and measured in real time.
Together, they indicate an organisation that is treating cultural integrity as an ongoing practice — not a box to tick.
