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.
Why diversity, equity and inclusion:
We believe that understanding and making progress towards diversity, equity, and inclusion will be critical for delivering our mission. To do this, we have worked with the whole team to explore and agree our shared organisational values, and we are implementing a Diversity, Equity and Inclusion Action Plan – involving both Trustees and staff.
We want our progress towards diversity, equity and inclusion to be measured by our actions, and are keen to encourage feedback, challenge, and new ideas from everyone we work alongside.
As an organisation, we believe that a greater diversity of views, skills, and lived experience will help generate better ideas, and will lead to better decision making.
We commit to:
- living up to our value of “equity” in our culture, systems and practices;
- working in an inclusive way as a staff and Trustee team to ensure we make progress against our action plan; and
- tracking, improving and sharing our progress.
Through our work, we have funded some significant organisations seeking to tackle injustice, including racial injustice, for many years. But we know that we need to do much more.
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 people from racialised communities*;
- 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 racialised people that are working towards our impact goals; and
- 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.
*We are using the term “racialised communities” to acknowledge that Black and Asian people, and people from other minority ethnic communities (often termed “BAME”) are categorised by race like this, only because of the white-led systems they exist within. “Racialised” doesn’t define people’s community or identity, but the phenomenon that is happening to them.
Tracking and sharing our progress:
Our action plan is based on the recommendations of the 2019 Association of Charitable Foundation’s report Diversity, Equity and Inclusion: The Pillars of Stronger Foundation Practice. The report identifies nine ‘Pillars’ of good practice on Diversity, Equity and Inclusion (DEI) which are listed below. We will share our planned actions and progress against these pillars here in 2020 and 2021.
Actions so far:
- December 2019
We held a staff meeting to discuss the ACF pillars of good practice and how we think Esmée measures up to each. We also gathered anonymous responses via an online staff survey. Through this we identified pillars 1, 3, 4, and 6 as the first priorities for Esmée and suggested some practical ways forward in addressing them. We also highlighted the need for greater organisational understanding of diversity, equity and inclusion.
- July 2020
Our Trustee Board approved an action plan for addressing the pillars of good practice. Trustees agreed that diversity, equity and inclusion is fundamental to our upcoming new strategy: to who and what we fund, to how we operate as a staff team and Board, and to how we use our influence.
- From July 2020
Pilot underway of a young people's collective, to advise us on how we might involve young people in how we work and make decisions.
- July 2020
Introductory training for all staff on diversity, equity and inclusion, facilitated by an external expert. Its purpose was to start to explore and define what diversity, equity and inclusion means to Esmée and to build confidence on language and practice. The training highlighted the need for Esmée to think more intentionally about what our values are, how equity and inclusion is part of them, and how we can ensure our work better reflects our values.
- August and September 2020
We worked in small groups with an external facilitator to develop a set of organisational values in an inclusive way.
- August 2020
We surveyed trustees and staff to provide better diversity data.
- September - December 2020
We began a public recruitment process for additional Trustees with the aim of increasing the diversity of our Trustee Board.
- August 2020 - January 2021
We will work together with other funders on a shared set of questions for collecting diversity data. We will publish data on how much of our funding is going to racialised community-led organisations and contributes towards race equality outcomes, using a tool developed by Funders for Race Equality Alliance, and as indicated by our own data collection from applicants we turn down, and organisations we fund.
- January 2021
A cross-organisation staff DEI Working Group will start working alongside the Senior Management Team to ensure we make progress against our action plan.
9 Pillars of Stronger Foundation Practice on diversity, equity and inclusion
- Pillar 1
Invests time and resources in understanding and defining diversity, equity and inclusion.
- Pillar 2
Produces and reviews strategies that will implement DEI practices.
- Pillar 3
Collects, tracks and publishes DEI data on its own practices and performance.
- Pillar 4
Has a diverse Trustee board and staff team both in terms of demographics and experience.
- Pillar 5
Reflects and implements DEI practices in its funding practices
- Pillar 6
Expresses its DEI commitment and policies and practices publicly.
- Pillar 7
Makes itself accountable to those it serves and supports.
- Pillar 8
Uses its own power to advocate and advance DEI practices.
- Pillar 9
Collaborates with others to promote and implement DEI practices.