Equality, Diversion & Inclusion

Catalyst Equality, Diversity and Inclusion Statement

Catalyst is committed to promoting equality, diversity and inclusion and translating this into all aspects of our work. This is not a “nice to have” but of critical importance in running a progressive, successful charity – one which underpins our values of Kindness, Integrity and Commitment.

We are proud of our record of diversity in our staff and trustee cohorts but acknowledge that this cannot be taken for granted and requires the organisation to continually strive to improve. We also acknowledge that while all our services are available to all Surrey residents, that local diversity is not reflected in our client profiles.

We will not tolerate discrimination or other unfair treatment against any of our staff or users of our services, on the basis of gender, race, colour, age, ethnicity, marital status, family circumstances, disability, sexual orientation, political or religious belief. Our colleagues are required to be fully aware of the company policy and their responsibilities in respect to the policy. Training around the Equalities Act 2010 for all staff is mandatory.

Bias on the basis of race, gender, sexuality and numerous other factors exist both on an individual and organisational level. Acknowledging bias and shifting mind-sets provides an authentic workplace for Catalyst staff, creating an environment that encourages open conversations between managers and employees, among teams and across the Charity. Positive conversations with a foundation of openness can alter our understandings of one another and boost empathy and authenticity.

Catalyst is committed to developing and maintaining working policies and practices which ensure equality of opportunity. We are committed to creating an inclusive working environment where employees respect each other as well as the clients they represent. We firmly believe that an open, flexible and fair workplace will create an environment where individual talents are valued and allowed to flourish and will create a culture which will attract staff from diverse backgrounds. All our employees have a right to equality of opportunity and anyone who believes that they may have been disadvantaged on discriminatory grounds is both entitled and encouraged to raise the matter via the firm’s disciplinary and grievance policy.

We will require those who work with us to share our vision and they will be required to demonstrate their commitment. We work with a range of other organisations who represent and champion the rights of diverse groups (SMEF, SDPP, SCDPP, IMHN) to better understand the challenges and barriers and how to overcome them.

Our Leadership have signed up to the ACEVO principles and will:

  1. Acknowledge that there is a problem with racial diversity in the charity sector and commit to working to change that.
  2. Recognise the important role leaders have in creating change by modelling positive behaviour and taking action.
  3. Learn about racial bias and how it impacts leadership decisions.
  4. Commit 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. Commit to action and invest resources, where necessary, in order to improve racial diversity in the charity.
  6. View staff as the sum of many parts rather than a single entity and recruit to build a diverse group of talented people collectively working towards a shared vision.
  7. Recruit for potential, not perfection.
  8. Value lived experience, the ability to draw from one’s lived experience and to bring insights to an organisation that can develop its work.

We commit to:

  • Listening, responding, and working together with the people who use our services, staff and communities to provide an appropriate and effective service.
  • Eliminating all forms of unfair discrimination
  • Providing services accessible to all with the necessary support for that accessibility
  • Developing environments where people are valued and respected
  • Offering learning opportunities for people who use our services, staff and volunteers to enable us to fulfil our commitment to equality
  • Dealing with issues, complaints and grievances in a timely and effective way

Integral to the success of Catalyst is collaborating and developing our future workforce of people with lived experience and we:

  • Proactively support diverse cultures and subgroups
  • Publicise policies that facilitate an inclusive culture
  • Use targeted strategies to overcome specific barriers to inclusion for diverse cultural groups
  • Acknowledge cultural values and staff commitment to community and cultural holidays