Embedding Equity, Diversity & Inclusion (EDI)
Some things for your organisation to consider:
Looking in
- Individuals – characteristics, skills and experience, unconscious bias
- Organisation – culture, embedding EDI throughout, vulnerability
- Policies & Practices – EDI policy & action plan
Looking Out
- Do members see themselves reflected within your organisation?
- Who are your members?
- What data do you collect?
- How do you engage with your members?
- Do you engage and involve people with lived experiences – who?
- Are your services accessible and inclusive?
Levels of EDI
Aware – “I know it’s important but I’m not sure what to do. I follow guidance where it is available, I have every intention to avoid bias and prejudice and treat others equitably”
Informed – recognise and value different lived experience, speak up about disparities, can explain why we have EDI monitoring and practice and supports an inclusive environment, involved in community engagement.
Cultured – critical and compassionate self-reflection and learn with others; promote co-creation with communities, models humility and vulnerability, knows this is both personal and organisational.
Community Engagement
- Listening to and including people with lived experiences
- Understanding barriers and working together to find solutions
- Learning from communities and areas of good practice
- Designing services and support based around what people want and need – inclusive, representative and accessible
For an overview of Equity, Diversity and Inclusion take a quick look at our ‘Other-Wise’ micro learning sessions, book on to our next online training or request an in-person session tailored to your specific needs.
