We are aware that racism is endemic within every aspect of society and as an organisation we are responsible for addressing and eradicating institutional racism within Innovate Trust and educating the wider community.

Innovate Trust have a zero-tolerance approach to discrimination including racism and we are making a commitment to being an anti-racist organisation. As such, we will be reflecting on our work practices in order to identify any practices that disproportionately disadvantage any employees who are from minority ethnic backgrounds and ensure that we take action in order to do better.

As an organisation, we are aware that we are not yet representative of the various ethnicities of those living in the communities we operate in, but we are committed to becoming more representative and making sure that all our employees feel supported at Innovate Trust. With this in mind we are developing a race/ethnicity network so that we can understand employee’s thoughts, feelings and experiences and as a result, drive change at an organisational level.

We have recently signed the Business in the Community (BITC) Race at Work Charter and are currently working on a Race at Work Strategy to ensure that we are accountable and have a clear action plan to tackle racism and inequality within the organisation. We will keep employees updated with our progress and aim to include them in our anti-racism work.

Review Date: We will review this statement quarterly until we achieve a level of work that we are happy with.

Our aim is to use current terminology in our policies and statements; however, we are aware that language is constantly evolving and that there are ongoing debates. As such, language will develop and change between reviews. Please do get in contact if you think the language used in this statement has become outdated, caused offence, or you have suggestions of alternative terms to use. We acknowledge that we might not always get things right and we are open to suggestions and welcome your ideas and feedback.

We acknowledge that everyone has different and individual lived experiences, and we do not see people who have shared characteristics or identities as the same. While we use certain terminology to group or identify people, we understand that there are limitations to doing this, for example stereotyping or generalising and therefore aim to only do this when relevant and appropriate.

As an organisation, we are committed to ensuring that our employees and the people we support from LGBTQIA+ communities feel safe and supported at Innovate Trust. This includes protecting our employees and the people we support from discrimination, prejudice, and hate crimes.

We acknowledge how integral gender identity, gender expression, and sexual orientation are to an individual’s sense of self and feelings of belonging. Therefore, we aim to celebrate and embrace the diversity and intersectionality of our identities at work.

At Innovate Trust, approximately 14% of our employees identify as LGBTQIA+. We are committed to becoming more representative as an organisation and ensuring our employees feel supported through inclusive recruitment, training, and employee networks.

Over the past year, we have been working with our employee network, the Definitions Not Applicable Network, to ensure that LGBTQIA+ employees can give feedback to the organisation so that we can understand how to support employees to the best of our ability.

We are gradually implementing actions from our LGBTQIA+ Inclusion Action Plan that we created on the Getting Started Programme with the support of Manchester Pride’s All Equals Charter. The All Equals Charter is a set of values, principles and commitments that we must adhere to in order to ensure the inclusion and prevention of discrimination against LGBTQIA+ people, both employees and the people we support. We aim to ensure that we are accountable and have a clear action plan to tackle LGBTQIA+ inclusion within the organisation. We will update employees on our progress and seek to include them in our work.

As an organisation that supports people with learning disabilities, equality, diversity, and inclusion (EDI) is at the core of everything we do. At Innovate Trust, we are passionate about ensuring everyone is treated with dignity and respect and that both employees and the people we support receive the support that they require.

We are committed to and accountable for the progress we make within equality, diversity, and inclusion in all its forms. The foundations of our EDI work at Innovate Trust are currently being set and we will be doing this in a range of meaningful ways. Our aim is to work transparently on producing and adapting reports, policies and procedures, training, and resources. We will also be reflecting on our EDI data to enable us to make sound business decisions.

As a leading disability organisation in South-East Wales, we take pride in the work our employees and the people we support are achieving at Innovate Trust. Although disability is our main focus, the people we work with have intersectional identities and have a range of protected characteristics (detailed in the Equality Act 2010) and therefore, we want to ensure everyone is treated equally without discrimination based on disability or any other protected characteristic.
We recognise that we have a long way to go, and we are looking forward to making tangible EDI progress within the organisation. EDI is constantly evolving; we aim to work according to current and best practice to ensure that employees are as informed as possible.

Our Commitments

At Innovate Trust, we are committed to:

• Recruiting and retaining employees from diverse backgrounds on all levels and encouraging staff to progress into leadership roles through training and development.
• Implementing equality, diversity, and inclusion through our policies and every day working practices.
• Gathering, reflecting, and reporting on employee EDI data and providing opportunities to those who want to ‘self-describe’ or would ‘prefer not to say’.
• Writing honest and transparent EDI reports (e.g., gender pay gap).
• Educating employees and individuals that we support about EDI and the nine protected characteristics within the Equality Act 2010.
• Updating employees within the organisation on our EDI work, ensuring that everyone understands EDI and its importance.
• Ensuring all employees and individuals that we support feel included, valued, and supported at Innovate Trust, regardless of any differences.
• Creating a safe environment for staff without fear of discrimination, harassment, and prejudice.
• Setting up and developing EDI related networks for employees to have a voice and make changes within the organisation.
• Promoting EDI initiatives, campaigns, and pledges within our staff networks.
• Producing and sharing EDI resources through internal and external digital platforms.

We acknowledge that all employees, especially those in leadership and senior roles, have an important part to play in committing to EDI and maintaining an inclusive and welcoming culture at Innovate Trust.

Review Date: We will review this statement quarterly until we achieve a level of work that we are happy with.

Our aim is to use current terminology in our policies and statements; however, we are aware that language is constantly evolving and that there are ongoing debates, as such, language will develop and change between reviews. Please do get in contact if you think the language used in this statement has become outdated, caused offence, or you have suggestions of alternative terms to use. We acknowledge that we might not always get things right and we are open to suggestions and welcome your ideas and feedback.

We acknowledge that everyone has different and individual lived experiences, and we do not see people who have shared characteristics or identities as the same. While we use certain terminology to group or identify people, we understand that there are limitations to doing this for example stereotyping or generalising and therefore aim to only do this when relevant and appropriate.

Contact: Eleri Cruchley-Jones
HR Officer: Equality, Diversity and Inclusion
Email: eleri.cruchley-jones@innovate-trust.org.uk

We are setting up networks that are inclusive and safe spaces for employees to voice their opinions and have important discussions about making a difference within the organisation. We currently have networks focusing on LGBTQIA+, Race/Ethnicity and Neurodiversity and welcome any new ideas for new networks. All networks have a Senior Manager Sponsor to represent and support the network.

The primary focus of networks will be reflecting the theme of the particular network in promoting appropriate change within the organisation e.g. introducing ideas for new and innovative ways of working, reviewing policies and procedures, celebrating awareness days, organising events and training, shaping future organisation work, having a voice and creating an inclusive community and culture within the organisation.

Definitions Not Applicable Network

The Definitions Not Applicable (D.N.A) Network is an inclusive network that values and recognises all forms of sexual and gender identity. D.N.A aims to be a safe, inclusive, and diverse space providing peer-to-peer support, resources and information for further learning, and monthly meetings and catch ups with like-minded peers.

The network is open to any employees with a positive interest in driving forward diversity and inclusion within Innovate Trust, including allies who want to become more educated in sexual and gender identity.

Race/Ethnicity Network

This network is in the process of being set up and therefore an official title is yet to be agreed. The network will focus on inclusivity within the organisation regarding race/ethnicity.

Neurodiversity Network

This network is in the process of being set up and therefore an official title is yet to be agreed. The network will focus on inclusivity within the organisation regarding neurodiversity.

Innovate Trust is an inclusive employer and we welcome applicants from all backgrounds that share our values to apply for our job opportunities.   

Equality, diversity and inclusion (EDI) in the workplace is vital at Innovate Trust. As such, we aim to recruit a more representative and diverse workforce which reflects the communities in which we operate. Anyone is welcome to apply for our job opportunities and we especially encourage those from underrepresented groups and those with intersecting identities; including (but not limited to) applicants from varying ethnic backgrounds, people of faith, disabled people, neurodivergent people, LGBTQIA+ people and people of any gender including trans, non-binary and intersex people. We are committed to implementing additional support and a flexible, person-centred approach to working as much as possible.  

As an organisation, we support employees to embark on their chosen career path through training and development. Employees have access to training in order to further support them with their careers.

Please note: all job applicants from minority ethnic backgrounds, LGBTQ+ applicants and disabled applicants who meet the minimum requirements of the job as set out in the Job Description and Person Specification will be guaranteed an interview.  

Innovate Trust is a Level 2 Disability Confident Employer!  We are also members of The Employers Network for Equality & Inclusion (enei).

Review Date: We will review this statement quarterly until we achieve a level of work that we are happy with.  

Our aim is to use current terminology in our policies and statements; however, we are aware that language is constantly evolving and that there are ongoing debates, as such, language will develop and change between reviews. Please do get in contact if you think the language used in this statement has become outdated, caused offence, or you have suggestions of alternative terms to use. We acknowledge that we might not always get things right and we are open to suggestions and welcome your ideas and feedback.   

We acknowledge that everyone has different and individual lived experiences, and we do not see people who have shared characteristics or identities as the same. While we use certain terminology to group or identify people, we understand that there are limitations to doing this for example stereotyping or generalising and therefore aim to only do this when relevant and appropriate. 

Innovate Trust recognises the public in Wales has a right, collectively and individually, to receive a bilingual service from the public institutions and organisations that work in Wales. We are currently engaging with the Welsh Language Commissioner to make steps towards becoming an inclusive organisation in terms of our use of the Welsh Language.

Cynnig Cymraeg is recognition by the Welsh Language Commissioner given to organisations with a strong Welsh Language Development Plan. The Scheme intends to provide our organisation with a clear plan to follow, maintain, and develop our Welsh language services over time.

As a Welsh organisation, we believe that the English and Welsh languages should be treated on the basis of equality. We believe that offering services, activities, and resources which respect an individual’s choice of language can make a significant difference, which also includes BSL and Makaton.

In recognition of this legal right, and of other related rights such as Human Rights, we acknowledge the need to provide choice of language for people we support and their families. Furthermore, and in keeping with Welsh Government Policy, we want to foster bilingualism in Wales, and extend positive choices and opportunities for employees, agencies in the field, and for the general public.

We believe that by developing our own Welsh Language Scheme it will help to provide a first-class service to our clients and stakeholders, help to recognise the bilingual nature of Wales, it will raise the organisation’s appeal in the wider sector, it will demonstrate goodwill and it will encourage and help attract Welsh speaking employees and volunteers. It will also send a message of good practice to others in the third sector whilst adhering to our own Equality, Diversity & Policy. 

At Innovate Trust, we are committed to ensuring both languages are given equal consideration in our activities, and we want to reflect the linguistic pattern of the communities we operate in. We will encourage amongst our employees a positive awareness of, and understanding about, the Welsh language and bilingualism as a valued aspect of human diversity and modern Wales.

Although there is no statutory requirement for Innovate Trust to prepare a Welsh Language Scheme under the Welsh Language Act 1993, we feel strongly that bilingual services should be provided to the communities and people we engage with. We plan to review our Welsh Language Development plan on an annual basis, along with our Welsh Language Policy.

By considering the Welsh language and the needs of individuals when developing new and revised policies and initiatives, Innovate Trust can make strides towards achieving the objectives of the Welsh Language Scheme.

Planning and delivering services
We aim to work towards the provision of a service of the same high standard in English and Welsh by:

• ensuring that all employees and volunteers know how to refer individuals to our Welsh speaking employees
• providing training opportunities and guidance for employees to facilitate the implementation of the Scheme
• working with reliable translation services of a high standard to ensure that all relevant material is translated quickly and reliably
• providing employees with resources such as frequently used jargon and terminology, bilingual design, and bilingual document templates.
•  

Communicating with the Welsh-speaking public
Innovate Trust welcomes English and Welsh correspondence and undertakes the following:

• Any correspondence in Welsh will receive a reply in Welsh, where possible.
• If a Welsh speaking member of the team is not available to answer correspondence in Welsh, for non-urgent matters, we are able to respond in Welsh in a timely manner
• We will work towards ensuring all standard letters will be bilingual
• Welsh-speaking employees have the option to indicate in their email signatures that correspondence in English and Welsh is welcome
•  

Corporate Image
The public image and corporate identity of Innovate Trust, including our address, visual identity, and any other standard information will be bilingual. We are currently in the process of rebranding, and therefore aim to have all headed paper, compliment slips, fax sheets, publications, and signage bilingual by the end of 2022.

Both languages will be equal terms of size, format, quality, clarity, and prominence.

Publications
Innovate Trust aims to publish all our relevant material bilingually in separate documents, where possible. Eventually we will be taking steps to publish bilingual text in one document.

Press releases generated for press and media will be issued bilingually. It is understood that occasionally, in an emergency, it will be necessary to issue press releases in English only, but in all other circumstances the translation process will be incorporated into the planning timescales.

Innovate Trust will identify suitable Welsh speakers who will be able to represent Innovate Trust within the boundaries of their knowledge.

Websites and Information Technology
We have recently engaged with a translation service to begin translating the content of our website, and our app, Insight. Before April 2022, English pages will have a corresponding page in Welsh.

Implementation and Monitoring
Innovate Trust recognises that the ability to speak Welsh is a valuable and relevant skills.

Whenever a new post is established, or an existing post becomes vacant, an objective assessment will be made to establish whether there is a particular Welsh language skill needed for the post, such as conversational Welsh with people we support and the public, or writing emails in Welsh, and whether there may be addition support options available that would encourage applications from Welsh speakers.

All posts, which are not designated Welsh essential, will have ‘Welsh skills’ as a desirable attribute. Employee recruitment for Welsh essential posts will be advertised in Welsh, accompanied by a brief explanation in English, or bilingually.

We encourage and support employees who wish to learn or improve their Welsh and encourage Welsh speakers to use the language wherever practical. We recognise that we have scope to explain the support that we currently offer and aim to review this before the end of 2022.

Advertising the Scheme and Raising Public Awareness
We are in the process of achieving targets that we want to meet in our Welsh Language Development Plan before receiving our Cynnig Cymraeg recognition. We aim to refer to the Scheme in our annual reports, business plan, and relevant material. The Scheme will be available on our website by April 2022