1. Increasing staff confidence and competence regarding diversity issues and creating the conditions to diversify our staff, board and volunteers by attending team-wide quarterly training sessions from EDI experts in the environmental sector. 2022 focus areas include: Intersectionality, Decolonialising Environmentalism, Inequalities faced by LGBTI persons and persons with disabilities.
• Last year we did not undertake any EDI training that we paid for but we did undertake biannual team wide Intersectionality training utilising Break Free From Plastics webinar resources on topics listed above.
2. Conducting quarterly monitoring of team satisfaction with our diversity & inclusion actions.
• Conducted biannual surveys not quarterly
• Survey revealed an 80.39% team satisfaction rate regarding our diversity and inclusion actions.
• In 2nd survey of 2022 added new question about belonging: I feel that my identity and background is valued and welcomed at City to Sea.
• This showed that 33.3% Strongly agreed // 53.3% Agreed // 13.3% neither agreed nor disagreed, giving an overall rating for this particular question of 86% satisfaction
3. Having annual diversity targets for our staff and board.
• We have benchmarked our team diversity twice. In 2019 and in 2022. We have benchmarked our Board diversity once in 2022.
• Team: 5% increase of ‘non-white, non-female and 45+ year old employees
• Board: comprised of at least: 16% identifying as BAME, 15% as identifying as disabled, 50% as identifying as non-male and 1 member as under 30 and 1 member as over 60 and 10%identifying as LGBGTQQI+
• Team (based on applying 5% increase year on year of these three areas rounded up to nearest decimal point) non white: 3.5% non-white, 18.5% non-female, 8.1% 45+ years old
• Board: (same target as in 2019) At least: 16% identifying as BAME, 15% as identifying as disabled, 50% as identifying as non-male and 1 member as under 30 and 1 member as over 60 and 10%identifying as LGBGTQQI+
• non white: 3%, non-female 16%, 45 years old+ 7%
• non white: 6.25%, non-female 25%, 45 years old+ 18.75%
We have therefore exceeded our targets in all areas.
• 66.7% identifying as BAME, 33.3% as having a specific learning disability, other disability, impairment or health condition, 33.5% male, none under 30, none over 60 and 33.3% LGBGTQQI+
We have therefore exceeded targets regarding ethnic and gender identity. We have also exceeded targets set if we broaden our definition of disability to include identifying with ‘a specific learning disability, other disability, impairment or health condition’. We have not met our targets regarding age.
4. Working with diversity experts and influencers to ensure our campaigns have the best reach to inspire and diversify the movement and sector at large.
• We have concentrated on creating inclusive and diverse ethnic representation in our campaigns.
• We have undertaken to measure this by benchmarking how reflective of diverse audiences our supporters perceive our campaigns to be. We are waiting for our 2022 survey results.
5. Considering diversity and inclusion in the identification and screening of all new partners to create awareness and shared commitment across the supply chain.
• We have not achieved this.
6. Implementing a ‘guarantee for interview’ to all candidates who identify as having a disability or from a minority ethnic group.
• We have implemented this.
• We have also introduced an equalities monitoring form for recruitment applicants
• We have tracked that on average 44% of those applying for a new role have engaged with our voluntary equalities monitoring form. The results from these 44% of applicants show that:
BAME Identification: average across: 30%. Disability Identification: average across: 4.60% Age 16-25: average across. 15% Age 25-34: average across 35%Age 35-44: average across.23% Age 45-54: average across
1. Increase staff awareness, confidence & competence regarding diversity issues in the environmental sector by offering at least biannual team-wide training sessions.
2. Conduct biannual monitoring of team satisfaction with our diversity & inclusion actions.
3. Benchmark extent to which our team feel a sense of cultural belonging and inclusion with our new biannual pulse question about belonging.
4. Aim to increase our team diversity by 5% in these areas:
• 6.6%+ team identifying as from a Black, Asian or Minority Ethnic background.
• 26%+ team identifying as a non-female
• 19.7%+ team identifying as 45+
• 4.8%+ team identifying as having a disability, based on this definition: a specific learning disability, other disability, impairment or health condition
5. Aim to have equivalent proportions of board diversity across our existing and new CIO board:
• 16%+ identifying as BAME, 15%+ as identifying as disabled, 50%+ as identifying as non-male and 1 member as under 30 and 1 member as over 60 and 10% identifying as LGBGTQQI+
6. Reflect diversity including ethnicity, gender, age, disability representation across our campaigns and content.
7. Offer a ‘guarantee for interview’ to all candidates who identify as having a disability or from a minority ethnic group.
8. Sharing our learnings via the Diverse Sustainability Initiative (DSI)
9. Having an annual, ringfenced EDI (Equality, Diversity and Inclusion) consultancy / training budget.
10. Participation in Bristol’s ‘Black and Green’ initiative providing pro-bono mentoring for ambassadors.
11. Participation in the annual RACE survey.
12. Annually benchmark out team and board diversity