Tackle values the diversity of experience and skills each individual brings. We want everyone working in the organisation to perform and achieve to their fullest potential and feel that this is achieved when those individuals feel like they belong. Thus, we will ensure that inclusion is our focus and we will apply this lens to every aspect of our work; every process, policy, practice and behaviour. We will pay particular consideration to who is making the decisions and how that power and information is shared. We will use the principles of transparency, fairness and equity as measures against every aspect of our work.
We also commit to being an actively anti-racist organisation and in this work, we will take into account the impact of intersectionality on our team members; the increase of challenges they may face due to belonging to other historically marginalised groups, including women, the LGBTQ+ community, the disabled community and the non-Anglophone community.
Our work will be guided by our D,E&I working group; facilitating and coordinating activities and workstreams. Staff representative groups will be part of this structure, ensuring employee voice is at the heart of this work; they will have resources and guidance to discuss and examine existing problems, develop ways to address them and suggest new systems.
The D,E&I working group will review if Tackle is truly inclusive in, but not limited to, the following areas:
- Benefits and rewards;
- And training and development
To achieve this during this strategic period we will:
- Invest more in D,E&I, initially through the increase of our HR resource to full-time
- Provide specific D,E&I training for all staff and Trustee Directors and include the importance of D,E&I in our Leadership Training
- Increase staff ‘buy-in’ by approaching decision-making in an inclusive way ensuring that those affected by decisions are consulted and involved in the process
- Introduce measurable indicators against a set timeline which will be utilised to ensure accountability
- Introduce diversity data collection and monitoring
- Increase our communications on D,E&I inside and outside the organisation driven by our senior leaders
Reinforced by our values, we aim for continual improvement and to learn from our mistakes. We acknowledge that we may make mistakes. If we do get things wrong, we will listen carefully to suggestions of how to rectify them and show respect to people when they let us know.
Tackle’s commitment to addressing diversity, equity and inclusion is part of its culture and values that we live and work according to every day. The overall aim of this plan is to ensure that by 2025 everyone that works at Tackle feels that they belong and we have a culture based on shared values and trust.