Bat Conservation Trust

• Safe spaces/impartial support in place for PoC and other groups within BCT staff – We have signposted external safes spaces and made it clear where other impartial support can be sought, e.g. EAP.
• Update statements on the website encouraging under-represented groups to apply to BCT – The recruitment page has been updated.
• Continue anti-oppression training roll out and develop follow-on training for staff – Anti-oppression training was rolled out to the majority of staff and the first follow up training session on the EDI Action Plan was delivered.
• Build on experience with New to Nature with future internships and continue to learn from those opportunities within other projects – We have built learning from these programmes into our recruitment of all new staff.

• We have provided bursaries to attend our conference.
• We sit on the EDI groups of the Links.

2025:

1. Increase ethnic diversity of trustees.
2. Embed the use of diverse interview panels.
3. Create new EDI induction training.
4. Develop systems to report internally on EDI progress.

2026:

1. Continue to improve recruitment processes.
2. Consider viability of equity pay gap analysis.
3. Disability Confident scheme in place.
4. Embed equity impact assessments.

• Race Report, perceptions survey, exit interview questions – all feed into organisational metrics.
• Action plan review by EDI group.
• Improved tracking is one of our objectives for 2026.