Policy on Diversity and Inclusion

A diverse and inclusive work environment is one that makes everyone, regardless of who they are or what they do in the organisation, feel equally valued, involved in and supported in all areas of the workplace and that their unique contributions are encouraged and recognised.

Whilst there has been progress in recognising the value of diversity in recent decades, having a diverse workforce doesn’t guarantee that everyone has the same experience or opportunities in the workplace. It is inclusion that gives diversity impact, allowing everyone to contribute and feel part of the organization.

Diversity and inclusion matter to us as an organisation so that we can help and support those who work and volunteer within it but more importantly, benefit from the very real value to be gained from having a truly diverse workforce. It also underpins the messages we deliver in our training, talks and resources so that people of diverse groups can be represented and included and consulted where necessary. Diversity and inclusion are embedded in the research we support.

We support the IP Inclusive Senior Leaders’ Pledge (July 2020) and the strong personal commitment to Diversity and Inclusion by its signatories. We note particularly commitment 4, “Building trust and safe spaces throughout the organisation”. We share this commitment and it informs the training and consultancy that Jonathan’s Voice offers.

As an organisation we are clear that a knowledge and awareness of Diversity and Inclusion will need to underpin all that Jonathan’s Voice does and be reflected in its practice. We will work in conjunction with IP Inclusive, its Senior Leaders’ Pledge, and others where appropriate, to secure this by:


  1. Providing visible and proactive leadership to improve D&I in our organisation
  2. Taking D&I seriously at the highest level
  3. Embedding and valuing D&I throughout the organisational culture



Val and Graham McCartney as founders and trustees are both committed to taking a lead on D & I

In order to underpin the above, we have set the following outcomes

Outcome 1

Aim to achieve appropriate diversity on the Advisory Group and the Trustees


As we have a focus on early career professionals, seek representative from that group with appropriate knowledge and experience to join the Trustees. Create an environment where trustees and advisory board members feel safe and confident to bring their whole selves to the role

Outcome 2

Talks, consultations, presentations and guides proactively reflect a knowledge and understanding of diversity and inclusion


We will be proactive in addressing the issue and signposting resources.  This will also involve learning and updating ourselves on all relevant D & I issues and being open to challenge and feedback and actively seeking this.

Outcome 3

Those workplaces with whom we work will become more aware of particular issues, for example fair recruitment or intersectionality and mental health.


Include raising awareness of this in training, resources and any other written or spoken material.  Ensure we are up to date with research and practice

Outcome 4

Internal and external communications and social media reflect an awareness of diversity and inclusion


  • We will actively keep D & I matters on the agenda at team meetings and regularly check in with each other where we are at with our learning and awareness.
  • We will ensure that days and events that are specific to particular groups, such as Black History Month, are marked with posts and tweets where appropriate. We will ensure that all posts are authentic, truly inclusive and avoid patronising tokenism.  When in doubt we will check with representatives from the IP inclusive communities for feedback.


4. Building trust and safe spaces throughout the organisation

We will ensure that in no part of Jonathan’s Voice will anyone feel unable to bring their whole self to work for fear of judgement or discrimination. That anyone should feel this is abhorrent to us and we will create a psychologically safe environment where people will feel able to feed back to us if they do not feel safe or comfortable.


To ensure that the language we use is inclusive and sensitive to difference, to guard against microaggressions and unconscious bias.  Where we might unwittingly fall into this, we will actively encourage people to make us aware of this and have the humility to learn from them.


5. Educating myself and my colleagues about D&I issues

Outcome 1

This is the cornerstone for us and we will endeavour to strive for greater knowledge and understanding of the issues around diversity and inclusion in the workplace and how this knowledge and openness to learn can benefit us all.


  • Approach IP Inclusive to learn more from the IP “communities”
  • Attend IP inclusive webinars
  • See if there are any online training modules or sessions that can help raise awareness – and make sure we attend these.
  • Broaden general awareness by actively watching films or TV programmes, reading books are magazine articles that represent a diversity of cultures and communities and take us away from what we would usually gravitate towards because it is familiar.


6. Sharing my privileges

  • Being aware of what my privileges are in the first instance needs to be a starting point.  Explore this actively with other members of the team in order to be able to recognise and name them. Encourage this amongst the board of trustees. This can be challenging as it might force us to recognise truths that might be difficult.  Acknowledging this is part of the journey.
  • Give opportunity and encouragement where we can to those who might find it harder to ‘fit in’ with the prevailing cultural norms


7. Insisting on equity


8. Working closely with HR and/or management colleagues to achieve this

While we can insist of equity on a small local scale, the charity is too small at the moment for this to be relevant to us.


To be reviewed annually. Next date of review September 2023