Equality, diversity and inclusion (EDI) are core values shared by the staff and board of Cynnal Cymru – Sustain Wales.
Promoting EDI is at the centre of our work to create a fair and just society through initiatives such as the real Living Wage, however, we recognise that having an impact on reducing inequality through our work is not enough.
Creating an organisation that embodies EDI underpins our ability to carry out our charitable aims, including supporting a just transition to a low carbon economy and a thriving natural environment.
We want everyone who works for us, and our members and clients who work with us, to feel valued and accepted regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
However, whilst our intentions have always been good, we have lacked the policies, procedures and people to show that we are truly committed to improving EDI within Cynnal Cymru and the sustainable development sector.
This year marks a step-change in actioning our commitment and this statement serves (i) to keep us accountable to this commitment and (ii) to set out our actions to date and for the future.
We will be publishing quarterly updates to these actions on this page.
What have we done already?
- At staff and board level we have recognised our current lack of diversity and inclusion as a key risk to the ability of Cynnal Cymru to carry out its charitable aims and accelerate progress towards a low carbon economy, a thriving natural environment and a fair and just society
- Signed the Community Jobs Compact to underline our commitment to providing opportunities for young people in the Southern Arc of Cardiff
- Participated in the inaugural RACE Report to establish a transparent baseline on our lack of racial diversity
- Signed BiTC’s Race at Work Charter
- Committed to the Zero Racism Wales pledge
What are we in the process of doing?
- Participating in a three-month Agile Nation 2 Business Programme with Chwarae Teg, with a specific focus on improving our practice in the recruitment, progression and retention of an agile and diverse workforce.
- Redrafting our EDI policy and putting in place related policies including Bullying and Harassment, Flexible Working and Family Friendly policies.
- Sourcing EDI training for staff and the Board to be carried out by March 2023
- Appointing a senior staff member to have responsibility for leading on EDI in the organisation
- Stating on our recruitment pages for staff and trustees that we are under-represented in racial diversity and renewing our commitment to EDI at every stage of employment, including recruitment
- Targeted recruitment to improve the racial diversity of our Board in 2022/2023
- Creating a standalone EDI action plan