This report details the approach taken by the Institute of Law and Justice at Sheffield Hallam University to address the ethnicity degree awarding gap. It takes a theory of change approach to document how and why the Institute leadership engaged a number of change mechanisms to positively impact on the awarding gap for its students. These interventions focused on: i) clear leadership, ii) clear rationale for the work, iii) using data to demonstrate the relevance of the issue to all staff, iv) taking an evidence informed approach to exploring causal issue and designing and implementing solutions, v) collaborating with students and engaging student voice mechanisms, vi) providing staff with potential solutions and vii) ensuring staff with Equality, Equality, Diversity and Inclusion (EEDI) have sufficient agency and resource to inform institutional change. The report includes a theory of change to map the operation of these change mechanisms and collate the underpinning evidence.