Our Inclusivity Charter embodies our commitment to make inclusivity central to everything we do

SIG’s Inclusivity Charter is our organisational commitment to make SIG and all our services places where staff, residents, participants and volunteers feel safe and supported to flourish, regardless of background or circumstances.

 

We strive to ensure that across all parts of the organisation, we promote a welcoming culture of learning and psychological safety, where people feel empowered to contribute, to collaborate, to constructively challenge and to be themselves.

 

This Charter has been developed in collaboration with residents, participants, staff and partners. It is a live document and will be reviewed annually.

Positive Safety Culture

Promoting a positive safety culture for employees, volunteers, residents, and participants to speak up and ask questions.

Excellence For All

Delivering high-quality, inclusive services and EDI Programme initiatives that support diverse needs and protected characteristics.

Fair Recruitment Processes

Equitable opportunities for all applicants, valuing their backgrounds, while designing training modules to support and showcase diverse skills.

Embracing Neurodiversity

Valuing different thinking styles while consistently working to improve as an Employer, presenting training opportunities to encourage flourishing career journeys.

Equal Pay Principles

EEnsuring fair pay for equivalent jobs and understanding the impact of our salary allocation on each Protected Characteristic Group.

Sensory Support

Ensuring equitable access to services and tools through the Employee Benefits Package, British Sign Language (BSL) Translation, and Easy-to-Read documents.

Valuing Lived Experience

Prioritising listening to collective voices in our services to act meaningfully upon lived experiences and co-create opportunities and improvements.

Inclusion Safety Behaviours

The little things that can make a difference…

 

  • Be proactive in introducing yourself to new team members
  • Learn people’s names and how to pronounce them
  • Physically face people
  • Be open about the purpose of meetings when arranging
  • Ask twice as much as you tell
  • Avoid comparisons and competitions
  • Create opportunities to bond with others you don’t know well
  • Define and communicate the purpose and values of your team
  • Teach inclusion as a human need and right
  • “Share your story, learn their story”
  • Follow through on small commitments
  • Avoid hiding behind title, position, or authority
  • Respond to messages promptly
  • Ask for feedback and help
  • Express gratitude and appreciation
  • Make sufficient time for your meetings and supervisions, don’t rearrange at the last minute
  • Ask new starters how they like to be managed and communicated with