A team wearing superhero masks

The power of difference – our commitment to equity, diversity and inclusion

At The Children’s Trust we believe in the power of difference. We aim to foster a culture where individuals of all backgrounds feel confident to be themselves, are included and empowered. Creating an inclusive and supportive culture is not only the right thing to do, but also what is best for the children, young people and families we support. Many of our beneficiaries live with significant disabilities, and some call The Children’s Trust their home. We believe their home, and our workplace, should be a place where we celebrate and embrace differences. 

We know we need to continue to make positive changes to enhance our diversity and ensure inclusion for all. We will make certain that this commitment is not just words. We have set ourselves the goal to become a more equitable, diverse and inclusive workforce that embraces and drives change within the charity sector. To do this we will continue to place equity, diversity and inclusion (EDI) at the forefront of our conversations and decision-making, and develop an EDI strategy in line with our ‘building excellence’ strategic period (2020 -2025).  

In June 2020, following the murder of George Floyd in the US, and the resurgence of the Black Lives Matter movement, The Children’s Trust committed to ACEVO’s ‘Eight principles to address the diversity deficit in charity leadership.’ Since then we have appointed an Equity, Diversity & Inclusion Officer to help progress our EDI journey. 

Creating an inclusive work environment

  • A smiling man in an suit sits in an office

    Dalton Leong

    Chief Executive

    “We have made some great first steps, but I know there is much more work to be done. I am committed to continuing to create an inclusive work environment in which everyone who steps foot on our site – irrespective of their age, sex, race, gender identity and expression, ethnic origin, religious belief, sexual orientation, disability, social background or civil status – feels included and can thrive. I recognise that, in my position, I have a personal responsibility to be an agent of change across the charity sector as a whole. As such, I also chair the Surrey EDI Steering Group which is dedicated to promoting ambitions for an equitable Surrey.”

  • Portrait photo of a smiling woman

    Georgia Pulman

    Equity, Diversity & Inclusion Officer

    “I realised I wanted to stand up and make a positive change in this space. I wouldn’t say everyone is ready to stand up just yet, but since starting the role I have been met with lots of enthusiasm, questions and ideas. The fact that we are having a lot more open conversations about EDI is really encouraging for me”.

Our progress so far

2020

EDI working group – ‘Spark’

We established ‘Spark’ our EDI working group so members of staff from across the organisation can engage in our EDI work. Members of the Senior Leadership Team and Board of Trustees are directly involved.

Portraits of the EDI working group

2021

Updating our Equity, Diversity, and Inclusion policy

The revised policy is reflective of our proactive stance against discrimination and our ambitions for building a more equitable, diverse, and inclusive environment.

2021

Staff race and ethnicity survey

We surveyed our employees on race and ethnicity-related issues and forms of discrimination that they have experienced. These survey results will inform our EDI work across the organisation.

Man with tablet device

2021

EDI data collective initiative

In March 2021 we asked all staff to provide information on their diversity in order to gain a deeper understanding of our staff demographics, inform our planning and strengthen our ability to benchmark. While we do not currently have the data to produce an ethnicity pay gap report, this is part of our long-term EDI work.

A non-binary person using a laptop

Gender pay gap report

We publish a report each year showing how large the pay gap is between our male and female employees.