1st April 2021

The Bumblebee Conservation Trust was established because of serious concerns about the ‘plight of the bumblebee’. In the last 80 years our bumblebee populations have crashed. Two species have become nationally extinct and several others have declined dramatically. We have a vision to create a world where bumblebees are thriving and valued ensuring our future food security.

In 2023:

There are two main organisations which the Trust is engaged with regard to EEDI, the Race Report and Wildlife and countryside link (WCL) we use their criteria to assess our progress and have a spreadsheet which is RAG rated against each set criteria. This is available if you would like to see it. In summary: Race Report: Three surveys were circulated to all staff this summer:

1) A demographic survey from the Trust allowing ongoing measure of Trust staff and trustee demographics. This would also facilitate submission of data to the Race Report in the autumn.
2) A survey from The Race Report focused on Staff Perceptions.
3) The Annual Staff Wellbeing Survey which would trial use of the Gartner Inclusion Index statements.

WCL is a coalition of environmental charities, who aim to inform a new collective strategy aimed at increasing diversity in the conservation sector through the development of a route map.
The Trust along with forty-two other eNGO’s have signed up to WCL’s strategy, pledging to change.
The Route map provides key steps for environment charities to take over the next 5 years, in order to help the sector to become more ethnically diverse. Our progress against the route map is captured on a spreadsheet.

In 2024:

We want the Trust to be an organisation that:​

Supports and celebrates differences.
in age, ability, gender reassignment, marital or civil partnership status, parental status, race, religion or belief, sex or sexual orientation, Trade union membership (or non-membership) and any other dimension of diversity. ​

That recognises diversity adds value. ​
Wholeheartedly supports the principle of equity. We want to encourage, value and manage diversity and we recognise that talent and potential are distributed across the population.  Not only are there moral and social reasons for promoting equitable opportunities, but it is also in the best interest of this organisation to associate and work with as wide and diverse a pool of people as possible. 

Creates, and encourages an anti-racist culture.
where all staff believe and promote anti-racist behaviours and actions.  

Recognises that many people in our society experience discrimination.
Discrimination is acting unfairly against a group or individual through, for example; exclusion, verbal comment, denigration, harassment, victimisation, a failure to appreciate needs or the assumption of such needs without consultation.

Makes it clear that all forms of discrimination are unacceptable.
regardless of whether there was any intention to discriminate or not.  The Trust has a duty to ensure that this policy is effective in ensuring equitable opportunities and in preventing discrimination. ​

Removes barriers, bias or discrimination that prevent individuals or groups from realising their potential.
Allowing them to contribute fully to our organisation’s performance and to develop an organisational culture that positively values diversity.  ​

Broadly reflects the community in which we operate. 
We will set targets, where we can, based on demographic information about the networks and people we are here to work with.   

Promotes dignity and respect for all.
We actively create, and sustains a working environment free of bullying, harassment, victimisation, microaggressions and unlawful discrimination, and where individual differences and the contributions of all staff are recognised, valued and celebrated​.