Frequently Asked Questions
Is there a cost to becoming a partner?
No, it is free to make the commitment to diversity. There will be opportunities for you to get more involved in certain projects and contribute funding or resources. For example, we might create a survey that can be used to gather data from all partners about diversity and experiences. We’d then use the survey to create reports for individual organisations and create a sector wide report that we could repeat over a certain amount of time to show progress. To do this, we will ask if any organisations can contribute to the cost.
What do I need to include in my commitment?
Once I’ve made the commitment, what are the next steps?
Once we receive your commitment, this will be uploaded to the website and we will get in contact to offer a call with our DSI assistant Caris, who can update you on the current progress, any upcoming meetings and projects, and build an idea of where you are up to/any support we might be able to offer.
What are the statistics saying?
Three years ago, a Policy Exchange survey identified the environment and sustainability sector as the second least diverse out of 202 professions in the UK. This is a statistic that is often quoted, but until now has been seldom acted upon.
3.1% of environment professionals identify as minorities compared to 19.9% in all occupations*.
Given a rapidly changing, more urban and more mixed-race population, it is imperative that the environment sector changes and adapts. If it does not, there is a danger that it will become irrelevant, and unworthy of financial or political support, by the communities with which it seeks to work in partnership on a transition to sustainability and zero-carbon.
* Race, inclusivity and environmental sustainability report conducted by NUS, IEMA and The Equality Trust.
I don’t own or run an organisation but would still like to help. How can I get involved?
You are a champion!
You can present the issue to the decision makers, to those in HR, your Executive team, or better yet, you can create the space that your organisation needs in order for diversity to thrive. You can drive the change by implementing mentor schemes for those identifying within minority groups, or create ‘safe spaces’ to raise and address challenges, barriers and prejudices.
Could I offer my support as an individual?
What can I do to improve diversity and inclusion in my team?
There are so many ways that you can improve the diversity and inclusion in your team! We would always recommend ensuring that you have an inclusive environment before trying to increase diversity. You can provide training for the team, reverse mentoring, encourage the team to support international days and encourage regular team meetings to help build relationships. Keep the underrepresented groups at the fore when creating any action plans, as it is important to give them an opportunity to get involved or voice their opinion, although we mustn’t add too much pressure.
What other companies are involved?