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:
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
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
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.
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
Internal and external communications and social media reflect an awareness of diversity and inclusion
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
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.
6. Sharing my privileges
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