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