This chapter explores whether universities’ organisational commitments to inclusion (OCIs) benefit the inclusion of people in universities (Function 1 of OCIs, or the ‘people-centred function’). Using a four-year timespan from 2018/19 to 2022/23, I focus on explaining changes in the numbers of females, ethnic minorities and people with disabilities, across students, staff and professors. Organisational commitments to inclusion, the main predictors, are operationalised based on equality charter memberships, and based on the presence/absence of references to equality legislation and to inclusion-oriented schemes on universities’ webpages. Commitments were only found to be effective when linked to equality legislation, while further analyses revealed a positive and borderline statistically significant association between university membership in the Race Equality Charter and changes in the number of students from low-participation neighbourhoods. Interestingly, in the most recent years the numbers of females, ethnic minorities and disabled students increased to a greater extent in Russell Group universities compared to all other universities, controlling for changes in the overall student body and net of institutional-level differences.