Why can't the charity sector get I'd act together on EDI?

Over the years we have written many times about the need for the charity sector to get serious about equity. diversity and inclusion (EDI).

As well as being a moral imperative, all the evidence shows that a concerted focus on EDI leads to better decision making, more creativity, improved access to services and increased impact for beneficiaries. Diverse groups (be they staff, trustees, volunteers or beneficiaries) typically have a better understanding of beneficiaries’ needs, avoid ‘group think’, address unconscious bias and support fairness and equity in the work of a charity.

And yet, evidence continues to emerge that the sector is far from exemplary when it comes to addressing EDI questions. Previously we have highlighted work from Reach Volunteering on Trustee diversity, which showed shortcomings in trustee recruitment, and from Race Equality Matters, which showed a real lack of commitment in the sector on matters of race equality.

More recently, at a Centre for Charity Effectiveness event Kamran Mallick, former CEO of the Lloyds Bank Foundation proclaimed that disability remains an “afterthought” in the voluntary sector and that there is a “chasm between rhetoric and reality” when it comes to inclusion in the sector. And the 2024 Foundation Practice Rating report, published by the Friends Provident Foundation, found that diversity remains the weakest area for UK foundations. The report analyses a random sample of 100 grantmakers, ranking them in grades from A to D in the areas of diversity, accountability and transparency, as well as giving them an overall rating. In 2024, none scored the top grade in diversity. 

We find this really disturbing. If the charity sector, with its high values and ideals, cannot do this right, who can?

We also know we need to learn and do more to tackle race inequality as a business. We have invested significantly in the last year or so to bring on board a more diverse range of associate consultants to deliver work in our larger programmes. This helps us to make sure we match clients to consultants with whom they can identify and who have lived (or at least learned) experience of the challenge they face. We have also invested in training for our associates and staff, including on topics such as unconscious bias, inclusive communication, gender identity and neuroscience-divergence.

We will continue to develop ways to serve all our clients better, in particular to ensure we address EDI issues. For example, we always ensure that EDI is a central theme of our governance reviews and board development work. We remain tremendously grateful to our colleagues with lived experience of discrimination for their patient challenge, which helps us identify our unconscious biases and change how we work to address them for the benefit of our clients.

It matters to us that we ‘walk the walk’ in addressing EDI challenges of our own business and for our clients. It is a moral purpose, and we are proud that it should be so. We all need to do more and better. We are committed to that. Are you and your charity?

To find out more about the governance support and training we offer, please contact us at julian@almondtreeconsulting.co.uk to arrange free initial telephone discussion.