Working to embed diversity, equity and inclusion in everything we do

We believe better health for all is within our reach. Becoming a more diverse and inclusive organisation will help us to achieve this.

Group of people at a conference

We are working to embed diversity, equity and inclusion into everything we do. In 2019, we set an agenda for our approach which underpins how we manage our assets, who we employ and partner with, and how we make decisions.

We made this commitment not only because it is the right thing to do, but because we genuinely believe it will enable us to be more effective in driving health equity. To achieve better health for all, we need to ensure our organisational culture and practice is informed by insight and knowledge gained from a range of cultures, backgrounds and experiences. 

We recognise that becoming a more diverse and inclusive organisation will take time and a willingness to change. We also understand just how important it is to get this right.

For us, diversity and inclusion mean:

Diversity

Recognising and taking account of everything that makes us unique as an individual. It is not just the categories that are protected by law. It is our backgrounds, the way we live, our personality types, our ways of thinking and the variety of our perspectives. To us, diversity describes the positive value of the rich tapestry of experience which helps us to look at things from different angles to make impact in the communities in which we operate.

Inclusion

We embrace, celebrate and value difference within the workplace. It means that our organisational effort and practices ensure we remove barriers so that all groups or individuals are culturally and socially welcomed and valued equally.

 

Examples of work to date

We recognise that becoming a more diverse and inclusive organisation will take time and a willingness to change. We also understand just how important it is to get this right.

Though we have much to learn and more work to do, a review of our internal processes and systems has already led to positive, practical changes in the way we work. For example, we have:

  • Trained our senior team on inclusive leadership and all our staff on power, equity and inclusion, with a strong focus on systemic racism and structural inequality
  • Reviewed our recruitment processes to help us include all people and attract a diverse pool of candidates
  • Looked at our internal decision-making processes to help us be inclusive of the existing diversity within our organisation
  • Started to develop function-specific plans to help us embed diversity, equity and inclusion in each team’s practices.

To hold ourselves to account, we measure our actions against the Association of Charitable Foundations’ nine pillars of excellent practice in this area.

Our work to embed diversity, equity and inclusion continues at pace and we will carry on updating on our progress, including through this page.