Diversity, equity and inclusion

We are committed to being a truly inclusive, anti-racist organisation with a robust, progressive and proactive diversity, equity and inclusion programme

Illustration showing lots of words which cover the concept of inclusion.

Our statement on diversity, equity and inclusion

For us, diversity, equity and inclusion (DEI) describes policies and procedures that promote the representation and participation of marginalised and underrepresented groups of individuals comprising identities such as race, disability, religion, socioeconomic background, gender identity and sexuality. Intersectional diversity is also taken into account, when people’s identity is made of a number of underrepresented identities.

We recognise that we have a way to go, but we are committed to that journey. We see a power imbalance inherent in our own structure and practices and we are working hard to redress it. A key priority is that our staff and Trustees are supported to make the right decisions in genuine partnership with as many diverse groups as possible. We know that a greater diversity of views, skills, and lived experience will help generate better ideas and better decision making.

With that in mind, we underline our commitment again to work towards a London where people from every background can access the same opportunities, support and the chance to strive.

We want to thank the Association of Charitable Foundations (ACF): their Pillar of Stronger Foundations’ was a framework for this DEI action plan.

Our values

We are committed to our values and strive to be: adaptive, collaborative, environmentally responsible, inclusive, progressive and representative in our culture, systems, governance, behaviours and in our grant-making and partnerships.

In doing so, we will strive for equal opportunities and outcomes for those we work with; taking into account different people’s backgrounds, cultures, race and abilities. We will do so by actively seeking out the opinions and experiences of under-represented people and racialised* communities, and funding more organisations led by people with lived experiences, and for people from communities with protected characteristics.

* We are using the term racialised communities” to acknowledge that Black and Asian people, and people from other minority ethnic communities (often termed BAME”) are categorised by race like this, only because of the white-led systems they exist within. Racialised” doesn’t define people’s community or identity, but the phenomenon that is happening to them.

Our plan

We will:

  1. Invest time and resources in understanding and defining DEI
  2. We will collect, track and publish data on our own practices and performances
  3. Use data and collaborative partnerships to ensure we fund organisations that tackle injustice, including racial injustice
  4. Work towards a more diverse trustee board and staff team, both in terms of demographics and experience
  5. Amplify voices that are calling for change
  6. Express our DEI commitment, policies and practices publicly
  7. Use our own power to advocate for and advance DEI practices
  8. Collaborate with others to promote and implement DEI practices
  9. Seek opportunities to leverage our power networks and resources to influence better practices to create more inclusive and equitable societies
  10. Make ourselves accountable to those we serve and support

As we go down that path, transparently, we will measure ourselves and hold ourselves to account at every turn. Our hope is that the communities we work with will hold us to account and we encourage feedback and new ideas of how to improve.