PEOPLE

People

We do our best to ensure all our people feel valued and included. We believe that by having a diverse workforce we’ll make better decisions and be more representative of the communities we support. We depend on our colleagues to live our values and to deliver our mission.

We do our best to ensure all our people feel valued and included. We believe that by having a diverse workforce we’ll make better decisions and be more representative of the communities we serve. We depend on our colleagues to live our values and to deliver our mission.

Action Measures & Outcomes

Training and learning

Develop an organisation-wide EDI training programme, mandatory for all teammates. Explore other role specific EDI learning and training opportunities where appropriate for individual teams. EDI training will become a requirement of our Performance Development Reviews (PDR).

Ensure EDI topics are firmly and consistently on our agenda. Our Squad Meet Ups (our all-team get-togethers) are an opportunity to discuss and explore EDI related topics and content, ensuring our messages and progress reach every teammate.

Provide tools and learning opportunities for our applicants, programme participants and beneficiaries of funding.

Improve our recruitment practices

Carry out a full review of our recruitment processes and our employer brand, including the careers page, advertising, profiles on external websites. Implement the recommendations from the review.

Empower our Culture Champions and EDI Advisory Group

Develop and refresh our employee groups so that they are empowered and equipped to advocate for EDI and act as critical friends to the Foundation, a sounding board to discuss proposals and offer recommendations and solutions.

Implement targets across the organisation

Our first task is to fully understand the make-up of the Foundation and current position in terms of its diversity. Then we must work with our funding partners to align targets on EDI. Finally, we commit to report on progress annually.

Access the effectiveness of each programme through feedback, surveys and whether each training or learning opportunity has met its specific objectives, ultimately via behaviour and culture change. Awareness of EDI topics is raised, teammates understand its importance and utilise the knowledge gained as part of their roles.

We use our position to help our applicants, programme participants and beneficiaries increase their understanding, and support them to gain skills and knowledge to deliver better outcomes.

Diversity increases, within the application pipeline and in terms of hires. Our policies and practices are considered ‘best practice’ by expert external organisations. And Teammates report a greater understanding of inclusive recruitment.

Decision making is affected by the discussions and ideas raised by the groups.

Targets are designed to help us further understand our position. Our ultimate aim is to be as representative as possible of the communities we aim to support and engage.

Action Measures & Outcomes

Develop an internal mentoring programme

This new programme will focus on developing teammates and sharing knowledge and experience. Teammates will learn new skills and be exposed to new areas of the Foundation, deepening relationships across the Foundation.

Refresh our EDI policies and consider all Foundation policies in relation to EDI

We know that EDI best practice is constantly evolving, we need to ensure we’re agile enough to respond and to remove barriers wherever they appear. Ensuring our policies use inclusive language and are equitable for all teammates.

Mentoring takes place informally across the Foundation. By creating a formal scheme, we’ll open this opportunity up to all teammates. We’ll review the feedback from the scheme and aim to support both mentees and mentors to achieve their agreed goals.

Reviewing our policies regularly ensures we keep up with best practice and that we’re living up to our commitment to being an inclusive employer.

Teammates will have up to date guidance on EDI, what they can expect from the Foundation and what the Foundation expects from them.

Capture and share best practice on community engagement

Knowledge about community engagement is shared, utilised and fully embedded across all programmes. We’ll equip teammates across different teams with increased knowledge on this subject, which will be linked to the position that they play in the team.

Develop partnerships with external EDI experts and organisations

Review different accreditations, to benchmark, learn, improve and inform our thinking and further understand our positioning as an organisation.

Develop a line manager charter

Line managers play a key role in ensuring teammates feel valued and that they can be themselves. A line manager charter will provide a quick reference guide to how to line manage inclusively.

Incorporate EDI content at Squad Meet Ups

As an organisation which has a proportion of remote teammates it is important that EDI is firmly on the agenda when teammates come together. This is an opportunity to build knowledge, confidence and understanding around EDI related topics.

Applicant feedback that our support and guidance documents on community engagement are helpful. We share a series of case studies which will help to tell our story.

By gaining external recognition we can further improve our internal processes and establish our brand as an inclusive employer.

Regular surveys indicate strong relationships between teammates and their line managers and a sense of inclusion and belonging within the Foundation.

Teammates report a greater understanding of EDI, feedback is monitored, and sessions are developed in accordance to teammate’s requirements. As a result, we’re more confident as an organisation to support applicants to gain better outcomes in terms of community engagement and our culture develops for the better.

We strive to perform to the peak of our abilities ensuring the best outcomes for our funding partners, grant applicants and the communities we support. This section of the strategy sets out how we’ll improve our policies and processes to deliver these outcomes inclusively.

We strive to perform to the peak of our abilities ensuring the best outcomes for our funding partners, grant applicants and the communities we support. This section of the strategy sets out how we’ll improve our policies and processes to deliver these outcomes inclusively.