Equity, diversity & inclusion

“The seismic events of 2020 have brought home the urgent need for us to do more at Contact, to ensure we are an organisation that is actively striving for greater equity, diversity and inclusion for our families and our colleagues. 

We are committed to this process in the long-term, in order to create the structural changes required to make sure Contact is striving towards achieving equity, diversity and inclusion at all levels of our organisation.”

Chris Carr, Chair of Trustees

We have made a commitment at Contact to become an anti-racist organisation. This is very much a work in progress, and on this page we explain what we’re doing to get there.

In this article

Leadership principles 

We sign up to ACEVO’s eight principles to address the diversity deficit in charity leadership.

These are: 

  1. Acknowledging that there is a problem with racial diversity in the charity sector and commit to working to change that.
  2. Recognising the important role leaders have in creating change by modelling positive behaviour and taking action.
  3. Learning about racial bias and how it impacts leadership decisions.
  4. Committing to setting permanent and minimum targets for diversity that reflects the participants, donors, beneficiaries and the population of the area that the charity operates in.
  5. Committing to action and invest resources, where necessary, in order to improve racial diversity in the charity.
  6. Viewing staff as the sum of many parts rather than a single entity and recruiting to build a diverse group of talented people collectively working towards a shared vision. 
  7. Recruiting for potential, not perfection. 
  8. Valuing lived experience, the ability to draw from one’s lived experience and to bring insights to an organisation that can develop its work.

Race equality action plan 

Our action plan sets out objectives identified by our Race Equality Group, a body comprising Black, Asian and minority ethnic members of staff.

Each objective is led by a staff task group and progress reported on quarterly basis. Oversight of this programme of work sits with the Board, with a reporting structure from the Race Equality Working group to the full Board of Trustees. 

Leadership and awareness 

Our staff team 

External communications 

Governance and accountability for this work 

Latest updates