Commitment and collaboration
Organisations that are explicit, clear and engaged with their EDI strategy have a greater chance of succeeding and have a better reputation among stakeholders. Commitment also brings a sense of accountability, which is critical to the overall success of any strategy. This section outlines practical steps you can take to represent and execute your commitment to EDI. Whether your organisation is only a few people, or a global player with several offices, declaring the organisation’s intention to consider EDI in all it does can be powerful.
The close relationship between EDI and sustainability was recognised in the 2030 Agenda for Sustainable Development cited as “A historic global agreement to eradicate extreme poverty, fight inequality and injustice and leave no one behind”. Find out more information about the UK’s commitments to Sustainable Development Goals.
EDI can help the green sector identify new ways of thinking, creativity and innovation that may lead to new insights and solutions to the climate crisis.
Learn about EDI and how it applies to your sector
The starting point for any size organisation will be learning about EDI and how it applies in your sector; consult and share your findings with your organisation’s board members and Employee Resource Groups (ERGs).
Learn about EDI in the green sector in London.
There are many specific reports available, which will help give you a solid grounding in the concerns facing your particular sub-sector.
Embed EDI into your business plan as a strategic priority
An EDI policy is a written agreement for your organisation which addresses how you will promote equity and create a safe and inclusive atmosphere for your employees and service users.
Equal Measures has created an adaptable EDI policy template you can use.
Similarly, you can adapt the template from Green Key.
Small business owners are always squeezed for time and wear many hats in the organisations they run. Setting aside time regularly to consider EDI will help to create a regular habit. Even 30 minutes a fortnight or a month will help you to become more intentional about how you build EDI into your work.
Where you can, allocate a specific pot of money for EDI, however small. This could be used to:
- Upskill yourself or key people in your team on EDI best practices, for example, inclusive recruitment practices training for anyone who makes hiring decisions in your organisation;
- Attend networking conferences led by diverse green businesses;
- Update your website to include your EDI vision statement, strategy or commitment.
Collect data on the diversity of your workforce
Data is fundamental to any successful EDI initiative. Without understanding the breakdown of who is in your workforce, it is difficult to identify where particular interventions will successfully improve EDI outcomes. You can find information and resources to help you collate your organisation's data.
As a starting point, consider the method you will use to collect data - a short survey can be a useful tool. Begin with asking about the nine protected characteristics and consider any qualitative information you would like to gather from your workforce. Once you have collected demographic data, ensure that you analyse the results through an intersectional lens.
The Construction Leadership Council has developed an industry-wide approach to EDI measurement, data collection and monitoring to provide better information to construction employers about their workforce and improve future action for diversity and inclusion.
Energy and Utilities Skills are developing an Inclusion Measurement Framework to create a comprehensive benchmark on EDI, which can then provide clear evidence of where the sector and individual employers can take action to progress diversity and inclusion.
A new data drive has been set up by Students Organising for Sustainability UK (SOS-UK), Nature Youth Connection and Education, and South Asians for Sustainability and Hindu Climate Action, asking environmental NGOs and charities to report publicly on the racial diversity of their workforce on an annual basis.
Green 2.0 released a guide to best practice in demographic data collection.
Engage with other industry organisations and trade unions to access advice and support on EDI
For Priority Group individuals not currently working in the sector, seeing a whole industry committed to positive change may help alter perceptions that the industry is not for them. Engaging with other industry organisations can help organisations access advice and support, whilst also sharing lessons learnt and best practice. It provides an opportunity for the industry to evolve into a sector committed to inclusion.
Trade unions are also an authoritative source of guidance on equality issues in the workplace. If your employees are members of a union, their representatives will be an important stakeholder in consulting on and developing your EDI strategy. Whether your employees are members or not, the Trades Union Congress has a range of helpful resources on EDI issues.
Organisations of any size can use resources targeted at micro-enterprises to consider what actions they could be taking to support micro-enterprises in the sector.
London Sustainable Schools Forum - A collective of teachers, local authority officers, third sector workers, private sector workers, governors and others who volunteer their time to aid schools in becoming more sustainable.
The Chartered Institute of Ecology and Environmental Management (CIEEM) is the leading professional membership body representing and supporting ecologists and environmental managers in the UK, Ireland and abroad. They have introduced a range of initiatives to create change towards EDI in the industry.
CIEEM also created an initiative to inspire the next generation and highlight the variety of roles available within the sector, and how they can be accessed and applied for.
RCU conducted a valuable research piece after being commissioned by the GLA to explore how the demand for green skills is met by the Adult Education Budget (AEB).
The Mayor of London has established Academies Hubs in key sectors, including for the green economy, to help Londoners gain skills to access good work and to help employers fill vacancies with skilled employees. Each hub brings together employers, education and training providers and sector bodies to work together to develop clear pathways into employment and ensure a coordinated offer of training, work experience and advice and guidance for Londoners. See here for more information on the hubs in the Mayor’s Green Academy, each of which focus on particular areas of London and particular sectors, such as construction, energy, transport and waste.