Diversity, equity and inclusion: actions so far

Company Three

Below, we list key actions we have taken so far to make progress on our commitment to diversity, equity and inclusion. They are listed under the relevant pillar in ACF's Stronger Foundation's report on Diversity, Equity and Inclusion.

Pillar 1: Invests time and resources in understanding and defining diversity, equity and inclusion

December 2019

We held a staff meeting to discuss the Association of Charitable Foundation's 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

We held 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 2020

We surveyed trustees and staff to provide better diversity data. We will conduct this survey annually and publish the data on our website/annual report.

August - September 2020

We worked in small groups with an external facilitator to develop a set of organisational values in an inclusive way.

Pillar 2: Produces and reviews strategies that will implement DEI practices

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 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.

We started working with an Involving Young People Collective to advise us on how we might involve young people in how we work and make decisions.

Pillar 3: Collects, tracks and publishes DEI data on its own practices and performance

August 2020 - January 2021

Together with other funders, we are working 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.

Pillar 4: Has a diverse trustee board and staff team, both in terms of demographics and experience

September - December 2020

We began a public recruitment process for additional Trustees with the aim of increasing the diversity of our Trustee Board. Two new Trustees joined our Board in January 2021.

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We developed a People Plan, which sets out the high-level principles of how we operate including how we recruit and induct people into the organisation. As part of this, we looked at how more inclusive practices could be applied such as providing interview questions to applicants in advance so they can prepare their responses.

Pillar 5: Reflects and implements DEI practices in its funding activities

March 2021
June 2021

We created a new fund open to performing arts organisations in our portfolio to provide additional grants to support reopening plans and strengthen commitments to DEI.

Ongoing

We are proactively seeking out and contacting organisations who are both led by and supporting communities experiencing racial inequity, share our impact goals, but do not currently meet our eligibility criteria. We want to learn more about their work, the challenges they face and start a conversation about what we can do to support them.

Pillar 6: Expresses its DEI commitment, policies and practices publicly

December 2021

We published our commitments on DEI with a link to our action plan alongside our values.

Pillar 7: Makes itself accountable to those it serves and supports

October 2020

We launched our new five-year strategy, which outlined our commitment to DEI and shared how we would prioritise DEI across our three main aims in our Guidance for Support.

Ongoing

We continue to update this page with our actions to date and will provide regular updates on progress – through our website and in our Annual Report.

Pillar 8: Uses its own power to advocate for and advance DEI practices

February 2021

We provided funding for Race for Nature’s Recovery, a collaborative programme of over 30 environmental charities who are using the Government’s Kickstart Scheme to secure placements in the environment sector for16-24 year olds from communities experiencing racial inequity. We will help to ensure that the learning from this initiative forms the foundation for a wider sustainable programme of work beyond the lifetime of the Kickstart Scheme.

April 2021

We supported our Involving Young People Collective to host a hackathon to address the lack of diversity in the Environment sector. Learn more and read the report.

Pillar 9: Collaborates with others to promote and implement DEI practices

August 2020 - Ongoing

As part of the DEI Data Group, we commissioned the development of the DEI Data Standard, a shared framework to help funders monitor equity considerations in grantmaking. We are now in the process of adopting the Standard. As part of this, we will be carrying out a full analysis of our funding and will be making changes to our Expression of Interest form.

January 2021

A cross-organisation staff DEI Working Group started working alongside the Senior Management Team to ensure we make progress against our action plan.

Ongoing

We are supporting a cross-sector initiative led by Wildlife and Countryside Link and Natural England to benchmark DEI performance among environmental organisations, disseminate best practice and remove barriers to careers and participation to communities experiencing structural inequity. This work is due to report by October and will give us guidance as to how we can use our role to influence practice and action across the environmental sector.