Our objectives:
- Reviewing FFI’s Values with a view to explicitly incorporating equality, diversity and inclusion
- Collating baseline data on our diversity within the UK to enable us to understand our current diversity, set transparent targets and measure our progress against those targets
- Transferring from unpaid internships to paid internships and advertising opportunities to reach under-represented groups, in order to improve access to the profession (recognising that unpaid internships create a barrier to diversity and inclusion)
- Creating safe spaces where those from under-represented groups can come together confidentially and share insights and experiences
- Adding Equality, Diversity & Inclusion considerations, both at Governance and Employee level, into our Risk Register
- Reviewing our recruitment and selection procedures to identify where we may be creating barriers to diversity and inclusion, including:
- Embedding Equality, Diversity & Inclusion principles in our recruitment and selection processes
- Reviewing our employer brand and redesigning our career site to attract a more diverse talent pool
- Including positive action statements on our career site and in application packs
- Ensuring application packs use inclusive terminology and do not overstate the skills/experience required for a role
- Exploring mechanisms for anonymising job applications
- Exploring a greater range of advertising media, and particularly social media, to reach a more diverse talent pool