Leadership and direction are amongst the most critical components when progressing to make a positive impact on EDI within any organisation. Demonstrable and committed leadership on EDI, at all levels, is key to constantly improving on this agenda.
Governance and accountability
Work on EDI will have maximum impact when it is positioned within the mainstream business and governance of the organisation. We are committed
to embed transparency on EDI throughout all levels of our organisation and to ensure this is reflected in our governance, decision-making structures and day-to-day operations including processes of review and ways of working.
Building insight from evidence
It is important to develop and analyse evidence and insight, based on internal data sources and those obtained through our external partnership and engagement work, to understand the nature of the barriers and inequalities that our staff and stakeholders face. We will us this insight to explore
interventions and initiatives necessary to address challenges.
Partnerships and collaboration
EDI work cannot progress in isolation. We need to ensure that we are collaborating and working with the right people and organisations, that our staff and stakeholder networks bring on board underepresented voices and perspectives and that these inform our policies, processes and practices.
Communication and engagement
Work on EDI needs to be built on clear and consistent messaging, staff and stakeholder engagement that is both meaningful and sustained, and the raising of awareness through specific and accessible communication channels. We will ensure that there is a steady and consistent drumbeat of communication (both internal and external) on our EDI work.