Our areas of focus for the next 3 years, which sit alongside our overall aims and will help bring this pledge to life, fall into 4 categories. 

Education

Seeking out information that will help us understand, support & promote diversity, including;

·         Analysis of our current EDI picture to understand where/if WWTW is under-represented in any area.

·         Learning from others through conversations, adopting a curious mindset, and listening without judgement.

·         Further (and continued) training for line managers on topics such as unconscious bias, equal opportunity, inadvertent discrimination, protected characteristics, and fair recruitment practices. 

Workforce

Employees share responsibility for promoting an inclusive workplace, stronger because of its diversity, including;

·         Proactive recruitment in under-represented areas to increase diversity in our workforce and especially within our leadership team and Board of Trustees, recognising that these groups have the widest influence on others in our organisation.

·         Removing possible unconscious bias from our processes e.g. blind sifting, group sifting, diverse interview panels.

·         Recruitment campaigns which reach minority audiences.

·         Straightforward and easily accessible application, selection and recruitment processes. 

Culture

All employees feel valued, supported, and enjoy a culture of mutual respect, including;

·         Being honest with our staff about where we are now, where we want to get to, and how we will do it.

·         Ensuring policies are regularly reviewed, non-discriminatory, and reflect our EDI commitment, and that they are applied consistently and fairly.

·         Diversity and inclusion will be priorities, discussed at high level meetings, and incorporated in all aspects of our work and operations.

·         Encouraging people to bring their full selves to work, without judgement, through team building activities and honest conversations.

·         Forming Employee Resource Groups (ERGs) from groups of employees with commonality where people can come together to support, learn and create.

·         Taking a robust stance against any behaviour or action which contradicts our values and EDI pledge. 

WWTW community

Through careful programme development and working with like-minded organisations WWTW fosters a sense of community where any person who has served, and their family, feels welcome. This includes;

·         Website & Social Media will ensure inclusive language and imagery is used and that we are open about our EDI journey.

·         Ongoing analysis of our performance against EDI themes will enable us to adjust our approach a required.

·         Ensuring WWTW events and staff leave a positive impression in the locations they take place in terms of how we present ourselves and the impact we have on the local environment.