Equality & Diversity Policy

STAMMA is committed to being a diverse and inclusive organisation that is accessible to all.

That is, irrespective of age, disability, gender identity, marital or civil partnership status, pregnancy, maternal or paternal status, race (including colour, caste, nationality, ethnic or national origin), religion or belief and sexual orientation.

Being inclusive and more representative of the society we live in is essential if, as an organisation, we want to grow, be successful, relevant and a pillar of support within the stammering community and in our diverse world.

We have recently implemented practices and continue to work to create more diversity and inclusion plans so that we can deliver equality of access and outcomes for our members and beneficiaries from diverse backgrounds and communities.

We will monitor who is using our services, applying for jobs and roles with us. We will gather feedback on the experience service users have with us so that we can measure the effectiveness of our diversity and inclusion initiatives.

CORE COMMITMENTS

Accountability

Diversity and inclusion (D&I) is a priority for the Board and we hold ourselves accountable to ensure we closely monitor the implementation of D&I practices and continue the discussion at our Board meetings when the opportunity arises. The Chief Executive Officer and Trustees share responsibility on identifying and agreeing measurable criteria against which we will assess our progress.

Culture

Individuals are the bedrock of our culture. From the Board members, patrons and employees to our members and supporters, everyone plays a part in shaping the culture of the organisation and we want to ensure it is always positive and progressive.

Representation

We will try to ensure that our communications across all our channels,  social media, website, interviews, events, podcast both represent and reach our diverse community.

Spokespeople

Whenever there is an opportunity to engage with the media, we want to ensure that any chosen spokesperson(s) represent the organisation and the audience that will be reached. This is why we will we ensure we select people from a pool of diverse backgrounds.

Recruitment

We anonymise CVs and application forms to ensure implement of our equal opportunities policy and give all applicants an equal and fair chance and eliminate any unconscious bias.

Last updated July 2021