We value the diversity of our workforce, and work to systematically identify and break down barriers to inclusion. We want to retain our talented people and ensure they can be themselves while at work.

We focus on where our processes and services impact directly on the health and wellbeing of our staff and volunteers. For example, we will provide access for all staff and volunteers to a counselling service as part of our employee assistance programme.

We want to get the best out of our people and equally support them, so they’re treated fairly. We recognise and comply with the relevant legislation; however, we strive beyond this to ensure that our practice in EDI is embedded in everything we do.

Culturally competent and diverse leaders help us make fair decisions. There is well established evidence that diversity in teams leads to better decisions and better performance. We aim to ensure our decision-makers understand and reflect the diversity of our staff, beneficiaries, stakeholders, and the public.

As we strive to create a fairer and more inclusive organisation it's important to understand the impact our plans, decisions and activities will have, or have had, on different groups of people. Gathering and analysing our data gives us the opportunity to address issues of underrepresentation in certain areas or roles. It gives indication of potential or actual bias and barriers facing our employees. The use of this data also gives us an understanding where we are right now and where we want to be in the future.