15th March 2021

In 2022:


Make Equality, Diversity, and Inclusion (EDI) more visible on our website - DONE

Add EDI to our risk register - DONE - Governacne and N&N now GS&I has oversight and includes 2 EDI expert Trustees, re trustee recruitment; Board engagement; regular updates from Management)

Provide more EDI resources to support managers with recruitment - DONE - IAT tests and guidance are sent to every recruiting manager and we work closely with recruiting managers and panels

Introduce blind applications for short-listing all jobs - DONE - we use TALOS which goes further than anonymising CVs

Provide unconscious bias training for all BTO staff - IN PROGRESS - using the IAT test + this will be an element of Anjana's training

Collate baseline information on the diversity of staff and applicants - DONE - we collect for all recruitment and for staff via the RACE report

Consider ways to capture baseline information on the diversity of our supporters and volunteer surveyors - IN PROGRESS -under new strategy/JNCC

Commit to hosting at least one Kickstart internship - DONE -and now we have a 'new to nature' one


In 2023:


Make Equality, Diversity, and Inclusion (EDI) more visible on our website

Continually review EDI status on our risk register - regular updates to Board and Finance and Risk Committe (part of Board) from Management

Provide good EDI resources to support managers with recruitment

Blind applications for short-listing all jobs

Promote our use of the disability and BAME confident recruitment scheme

Provide unconscious bias training for all BTO staff

Collate baseline information on the diversity of staff and applicants

Capture baseline information on the diversity of our supporters and volunteer surveyors

Commit to hosting at least one 'New to nature' internship

Develop and implement an EDI Action Plan