Overall staff (headcount): race and ethnicity
White – British
Black/African/Caribbean/Black British – African
Asian/Asian British - Indian
Total individuals that have not disclosed this information
Mixed/Multiple ethnic groups – White and Black African
White – English
Asian/Asian British – Any other Asian background
White – Any other White background
Black/African/Caribbean/Black British – Caribbean
White – Scottish
Asian/Asian British – Bangladeshi
White – Irish
Mixed/Multiple ethnic groups – Any other Mixed/Multiple ethnic background
Mixed/Multiple ethnic groups – White and Asian
Asian/Asian British – Chinese Arab Any other ethnic group
Asian/Asian British – Pakistani
Black/African/Caribbean/Black British – Any other Black/African/Caribbean/Black British background
Black/African/Caribbean/Black British – British
Latin/South/Central American Jewish Gypsy or Traveller communities
Mixed/Multiple ethnic groups – White and Black Caribbean
Mixed/Multiple ethnic groups – White and Latin/South/Central American
Roma
White – Northern Irish
White – Welsh
Permanent staff (headcount): race and ethnicity
White – British
Black/African/Caribbean/Black British – African
Total individuals that have not disclosed this information
Black/African/Caribbean/Black British – Caribbean
Mixed/Multiple ethnic groups – White and Black African
White – English
Asian/Asian British – Any other Asian background
White – Any other White background
Asian/Asian British - Indian
White – Scottish
Asian/Asian British – Bangladeshi
Mixed/Multiple ethnic groups – Any other Mixed/Multiple ethnic background
Mixed/Multiple ethnic groups – White and Asian
Asian/Asian British – Chinese Arab Any other ethnic group
Asian/Asian British – Pakistani
Black/African/Caribbean/Black British – Any other Black/African/Caribbean/Black British background
Black/African/Caribbean/Black British – British
Latin/South/Central American Jewish Gypsy or Traveller communities
Mixed/Multiple ethnic groups – White and Black Caribbean
Mixed/Multiple ethnic groups – White and Latin/South/Central American
White – Welsh White – Northern Irish White – Irish Roma
Non-permanent staff (headcount): race and ethnicity
Asian/Asian British - Indian
– British
Asian/Asian British – Any other Asian background Arab Any other ethnic group
Asian/Asian British – Bangladeshi
Asian/Asian British – Chinese
Asian/Asian British – Pakistani
Black/African/Caribbean/Black British – African
Black/African/Caribbean/Black British – Any other
Black/African/Caribbean/Black British background
Black/African/Caribbean/Black British – British
Black/African/Caribbean/Black British – Caribbean
Latin/South/Central American Jewish Gypsy or Traveller communities
Mixed/Multiple ethnic groups – Any other Mixed/Multiple ethnic background
Mixed/Multiple ethnic groups – White and Asian
Mixed/Multiple ethnic groups – White and Black African
Mixed/Multiple ethnic groups – White and Black Caribbean
Mixed/Multiple ethnic groups – White and Latin/South/Central American
Total individuals that have not disclosed this information
White – Any other White background
People
managers (headcount): race and ethnicity
Black/African/Caribbean/Black British – Caribbean White – British
Mixed/Multiple ethnic groups – Any other Mixed/Multiple ethnic background
Asian/Asian British – Any other Asian background
Total individuals that have not disclosed this information
Asian/Asian British - Indian Arab Any other ethnic group
Asian/Asian British – Bangladeshi
Asian/Asian British – Chinese
Asian/Asian British – Pakistani
Black/African/Caribbean/Black British – African
Black/African/Caribbean/Black British – Any other Black/African/Caribbean/Black British background
Black/African/Caribbean/Black British – British
Latin/South/Central American Jewish Gypsy or Traveller communities
Mixed/Multiple ethnic groups – White and Asian
Mixed/Multiple ethnic groups – White and Black African
Mixed/Multiple ethnic groups – White and Black Caribbean
Mixed/Multiple ethnic groups – White and Latin/South/Central American
– English White – Any other White background
– Northern Irish
– Scottish
– Welsh
Senior leaders (headcount): race and ethnicity DIVERSITY
– British
Black/African/Caribbean/Black British – British
Total individuals that have not disclosed this information
Asian/Asian British - Indian Arab Any other ethnic group
Asian/Asian British – Any other Asian background
Asian/Asian British – Bangladeshi
Asian/Asian British – Chinese
Asian/Asian British – Pakistani
Black/African/Caribbean/Black British – African
Black/African/Caribbean/Black British – Any other Black/African/Caribbean/Black British background
Black/African/Caribbean/Black British – Caribbean
Latin/South/Central American Jewish Gypsy or Traveller communities
Mixed/Multiple ethnic groups – Any other Mixed/Multiple ethnic background
Mixed/Multiple ethnic groups – White and Asian
Mixed/Multiple ethnic groups – White and Black African
Mixed/Multiple ethnic groups – White and Black Caribbean
Mixed/Multiple ethnic groups – White and Latin/South/Central American
– English White – Any other White background
– Northern Irish
– Scottish
– Welsh
Trustee / governance board (headcount): race and ethnicity
Asian/Asian British - Indian
Mixed/Multiple ethnic groups – White and Black
Asian/Asian British – Any other Asian background
Asian/Asian British – Bangladeshi
Asian/Asian British – Chinese
Asian/Asian British – Pakistani
Black/African/Caribbean/Black British – African
Black/African/Caribbean/Black British – Any other Black/African/Caribbean/Black British background
Black/African/Caribbean/Black British – British
Black/African/Caribbean/Black British – Caribbean
Latin/South/Central American Gypsy or Traveller communities
Mixed/Multiple ethnic groups – Any other Mixed/Multiple ethnic background
Mixed/Multiple ethnic groups – White and Asian
Mixed/Multiple ethnic groups – White and Black Caribbean
Mixed/Multiple ethnic groups – White and Latin/South/Central American
Total individuals that have not disclosed this information
– Any other
Overall staff (headcount): age
Overall staff (headcount): gender identity
Action on equality, diversity and inclusion
Organisations taking part in The RACE Report are asked to detail the action taken internally to support equality, diversity and inclusion. The list of actions covers a breadth of areas and incorporates commonly recommended actions to support progression of equality, diversity and inclusion, but is not intended to be an exhaustive list. Neither is one action intended to be prioritised over another, and actions may not be applicable to all organisations.
Approach to equality, diversity and inclusion
We are committed to social justice, and to tackling injustice and inequality. Racial justice is a critical element in this, in the UK and across the world, and we are committed to addressing structural and systemic racism in the UK both as an organisation and through the work we support. We believe that understanding and making progress towards diversity, equity, and inclusion will be critical for delivering our mission. To do this, we have an action plan, which we regularly review, committing to further actions and sharing an annual update on our progress. We commit to:
• Striving for fair opportunities and outcomes for the people we work with
• Making an effort to understand and respond to people’s context, culture, and characteristics
• Funding more organisations led by and for communities experiencing racial inequity
• Giving more long-term funding and support to organisations already in our portfolio that are working to advance racial justice
• Working with partners to identify, fund, and nurture smaller organisations led by and for communities experiencing racial inequity that are working towards our impact goals
• Using our power as a funder to influence recruitment and governance practice to be more inclusive in sectors (e.g. environment) where the majority of organisations are not ethnically diverse
ACTION ON EQUALITY, DIVERSITY AND INCLUSION
TRANSPARENCY
STRATEGY
ACTION ON EQUALITY, DIVERSITY AND INCLUSION
MANAGEMENT
No implementati on yet
Senior leader has official responsibility for equality, diversity and inclusion X
The risk register for the organisation includes a lack of action to tackle racial injustice / increase racial diversity X
In the process of implementing , with some progress made Fully implemented and operational Not applicable to us Not appropriate for us Not possible for us Don’t know
Ringfenced budget to deliver race equity / diversity and inclusion work X
Regular review of equality, diversity and inclusion activities to ensure they remain effective and impactful X
ACTION ON EQUALITY, DIVERSITY AND INCLUSION
Process to measure and track staff perceptions of belonging / inclusion within the organisation
Statements promoting race equity and inclusion within all new recruitment materials
Guaranteed interview scheme for people of colour that meet essential criteria for all new recruitments
Proactive efforts to locate / promote jobs in racially diverse communities
Proactive efforts to get people of colour to apply for jobs, including advertising through specialist diversity jobs boards
No requirement for a degree / work experience within the sector
Collation of application data on racial diversity and ongoing monitoring
Interview feedback is routinely provided to unsuccessful applicants who are people of colour
Policy to have racial diversity in all recruitment / interview panels
Exit interviews are routinely completed and ask about issues relating to race equity and inclusion
Mechanism for complaints relating to witnessing or experiencing racial discrimination or harassment
There is a culturally competent care and support programme for individuals progressing complaints relating to racial discrimination or harassment (over and above standard employee assistance programmes)
Accredited for Investors in Diversity, or similar
ACTION ON EQUALITY, DIVERSITY AND INCLUSION
POSITIVE ACTION
Partnering with an organisation for people of colour to help create a talent pipeline for the organisation
Have offered fixed-term paid placements or internships restricted to people of colour within last 12 months
Compulsory staff training on race equality, diversity and inclusion
Cultural competence and/or unconscious bias training for staff / trustees involved in recruitment
Anonymised survey of people of colour in the organisation within last 12 months
A safe space for staff of colour to speak about lived experiences and/or support network for employees of colour
Inclusion of racism towards staff of colour in risk assessments
Mentoring scheme for employees of colour
Recent review of imagery and language used in marketing and websites / process in place to ensure it is representative of racial diversity and inclusive
Spokespeople / patrons include people of colour
If a funder, have a funding requirement for grantees to tackle racial injustice / increase racial diversity
If a funder, require all existing and/or new grantees to publish race diversity data
No implementati on yet
In the process of implementing , with some progress made Fully implemented and operational Not applicable to us
Visit www.race-report.uk/report to read our reports and more transparency cards