BYM’s diversity report reveals guidance for change
‘The external consultants make a series of recommendations to bring about change, including: providing an equity, diversity and inclusion learning programme.'
An external audit of how Britain Yearly Meeting (BYM) performs on equity, diversity and inclusion has revealed that there is room for improvement.
BYM committed to the audit as part of Yearly Meeting’s pledge to become an anti-racist church and trustees’ aim to make the workplace more inclusive.
Paul Parker, recording clerk, said, ‘We acknowledge with great sadness that the way we work with each other, and as an organisation, isn’t always good enough. We’re committed to the necessary work of learning and change and we wanted a clear and objective picture of where we are now.’
‘We knew that some of the findings in this report would be uncomfortable and they are. We’re committed to making change happen.’
The audit, presented to an all-staff meeting this week, describes how some staff report experiencing micro-aggressions at work and that failings on equity, diversity and inclusion are often overlooked. It also describes concerns that ‘lower paid roles are not listened to’ and an inconsistent management response to equity, diversity and inclusion issues.
The external consultants make a series of recommendations to bring about change, including: providing an equity, diversity and inclusion learning programme; developing behaviour frameworks and more robust processes for handling oppressive incidents; and identifying where marginalised staff face difficulties.
Paul Parker said: ‘The next step is a working group with clear authority to act and make change happen. That work starts now.’
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