Diversity and inclusion

Diversity and inclusion statement

At Tearfund, we believe that every person is created in the image of God. This truth is fundamental to the ways in which we interact with each other and all those we serve – regardless of their background, experience or beliefs. Broken relationships have led to marginalisation and exclusion and this is not God’s plan.

Our aims:

Create a belonging culture, underpinned by theology, where there is equity and where, irrespective of identity or background, there is equal access to opportunities. We commit to creating an environment where all staff feel valued, accepted and that they belong.
Help everyone involved with Tearfund – staff, partners, supporters and the people we serve – develop an understanding of how they can engage with others in ways that take their individual needs and experiences into consideration.
Pursue justice and reconciliation where discrimination has caused broken relationships. We will provide safe spaces and clear channels where issues can be discussed courageously.

God calls us to love one another. Creating an environment that is inclusive, supportive and fair for all is a key way that we can do this.

Tearfund's anti-racism statement

Racism is unacceptable to God. As Christians, we must be actively anti-racist in both word and deed. Our anti-racism statement outlines our commitments and progress in becoming an anti-racist organisation

Tearfund's gender pay gap report

Gender Pay Gap legislation came into force in 2017 (Equality Act 2010 - Gender Pay Gap Information Regulations 2017). These regulations require all large employers like Tearfund (over 250 employees) to report on their ‘Gender Pay Gap’ – this is the gap between the average hourly rate of pay for men and the average hourly rate of pay for women.

Gender pay gap data is based on a snapshot of data on 5 April each year, and only applies to staff based in England, Scotland and Wales.

The gender pay gap highlights pay inequalities between men and women. These can result from a different proportion of men and women in a given pay band, or the differences in roles performed by men and women. This is different to equal pay which concerns pay differences between individuals or groups performing the same or similar work. Unequal pay for men and women for the same work has been illegal in the UK since the 1970 Equal Pay Act.

Tearfund's ethnicity pay gap report

At Tearfund, we recognise the value of transparency as we take steps to create an inclusive and diverse UK workforce. As part of this, we are sharing our first ‘Ethnicity Pay Gap’ report. Our ethnicity pay gap shows the difference between the average hourly rate of pay for a white staff member, and the average hourly rate of pay for staff members of other ethnicities. There is currently no legal requirement for ethnicity pay gap reporting.

We have calculated our ethnicity pay gap data using a snapshot of data on 5 April, for staff based in England, Scotland, Wales and Northern Ireland.

While Tearfund has taken steps in recent years to increase the number of roles recruited outside of the UK, this wider diversity is not reflected in these UK ethnicity pay gap results.

Like the gender pay gap, the ethnicity pay gap highlights pay inequalities between staff of different ethnicities, resulting from differences in representation in a given pay band, or in different types of roles.

We acknowledge that we have more work to do to improve representation of staff from minority ethnic groups at all levels in Tearfund. We will be working to understand the causes of our ethnicity pay gap in more detail and we are committed to reducing the gap - the steps we are taking are outlined in our report.