Aldersgate Group

• In summer 2024, we trialled our first internship aimed at students from a BAME and/ or disadvantaged background.
• In 2024, our Head of Operations completed her CIPD Level 5 diploma in People Management, with an optional specialism in EDI. Since then, learnings from the course have been implemented, including a Diversity and Inclusion Policy and a thorough review of our recruitment processes.
• In 2024, we signed up to a recruitment platform to help us with blind recruitment, reducing unconscious bias and making the application process fairer.
• We have ensured that our staff receive training on EDI, sexual harassment and all policies. This has led to more open conversations with our staff and also collaborative improvements in our policies to make them fairer and more inclusive.
• We signpost the DSI support groups and advocacy groups, as we are too small to form our own.
• We have implemented an annual staff survey which includes questions on EDI.
• We continue to complete the annual RACE Report and the biannual Staff Perceptions Survey.

We are part of the Route Map towards Greater Ethnic Diversity in the Environment Sector, RACE Report, Business in the Community Race at work Charter and Staff Perceptions Survey.

Our Head of External Affairs has been shortlisted in the returner of the year award (from maternity) in the Women in Green Business awards.

1. We commit to continue reviewing our processes regularly to ensure that they promote EDI within our workplace. This includes ensuring our policies are up to date and progessive and that our events are inclusive.
2. We commit to annual training sessions on EDI and our processes to ensure that the team is fully aware of the work and its importance.
3. Leadership on EDI will continue to come from the top of the organisation.
4. We will aim to increase the diversity of the secretariat and Board through all upcoming recruitment rounds.

RACE report, quarterly board meetings, LINK meetings.