Our anti-racism statement outlines Tearfund’s commitment to being an actively anti-racist organisation. We believe every person is made in the image of God, and we want Tearfund to be a place where everyone belongs. By ensuring our global work is truly inclusive, we can better serve those in greatest need.
Diverse recruitment
-
We’re committed to recruiting a wider range of people into senior leadership and ensuring our progress is checked at every level.We’re committed to recruiting a wider range of people into senior leadership and ensuring our progress is checked at every level.
-
- Used positive action in all job adverts to help us recruit more candidates from under-represented ethnic groups.
- Trained all hiring managers on how to use positive action fairly during recruitment.
- Tracked our progress by reporting on diversity recruitment targets every quarter.
- Established a Race and Ethnicity Working Group with staff from around the world to help lead our anti-racism plan.
- Improved our data by collecting ethnicity information from our global staff to help set better recruitment targets for regional teams.
- Partnered with specialist agencies to find diverse candidates for senior leadership roles.
- Maintained high-level oversight through our Diversity and Inclusion Board Committee.
- Used positive action in all job adverts to help us recruit more candidates from under-represented ethnic groups.
- Trained all hiring managers on how to use positive action fairly during recruitment.
- Tracked our progress by reporting on diversity recruitment targets every quarter.
- Established a Race and Ethnicity Working Group with staff from around the world to help lead our anti-racism plan.
- Improved our data by collecting ethnicity information from our global staff to help set better recruitment targets for regional teams.
- Partnered with specialist agencies to find diverse candidates for senior leadership roles.
- Maintained high-level oversight through our Diversity and Inclusion Board Committee.
-
- We will continue to encourage staff to share ethnicity data so we can improve inclusion across all our global teams.
- We will continue to use specialist recruitment sites to attract a wide range of diverse talent.
- We will continue to encourage staff to share ethnicity data so we can improve inclusion across all our global teams.
- We will continue to use specialist recruitment sites to attract a wide range of diverse talent.
Diverse leadership
-
We are actively seeking ways to improve diversity in our Board of Trustee Directors and Executive Team.We are actively seeking ways to improve diversity in our Board of Trustee Directors and Executive Team.
-
- We appointed a leader from a Black Majority Church as a trustee on our Board.
- We improved representation on our Theology and International Impact Committees with new appointments.
- We’re developing a strategy to better showcase talent from communities of colour and indigenous groups within Tearfund.
- We appointed a leader from a Black Majority Church as a trustee on our Board.
- We improved representation on our Theology and International Impact Committees with new appointments.
- We’re developing a strategy to better showcase talent from communities of colour and indigenous groups within Tearfund.
-
- We will ensure that all vacancies for the Board and Executive Team include a diverse range of candidates.
- Members of The Well Committee (leaders from the UK Black community) will join our existing Board Committees to bring wider perspectives to our decision-making.
- We will ensure that all vacancies for the Board and Executive Team include a diverse range of candidates.
- Members of The Well Committee (leaders from the UK Black community) will join our existing Board Committees to bring wider perspectives to our decision-making.
Inclusive workplace
-
Every human being has equal dignity and value because they are made in God’s image. We will help everyone to achieve their God-given potential so that they can thrive.Every human being has equal dignity and value because they are made in God’s image. We will help everyone to achieve their God-given potential so that they can thrive.
-
- We updated our Complaints Policy to ensure a zero-tolerance approach to discrimination. This includes a new, simpler way for staff and volunteers to raise concerns about diversity.
- We held regular, honest staff sessions to discuss race and ethnicity, fostering a culture of listening.
- We updated our Complaints Policy to ensure a zero-tolerance approach to discrimination. This includes a new, simpler way for staff and volunteers to raise concerns about diversity.
- We held regular, honest staff sessions to discuss race and ethnicity, fostering a culture of listening.
-
- We will develop specific training for senior leaders and managers to help them champion inclusion.
- We will continue our regular staff sessions to ensure race and ethnicity remain at the heart of our culture.
- We will develop specific training for senior leaders and managers to help them champion inclusion.
- We will continue our regular staff sessions to ensure race and ethnicity remain at the heart of our culture.
Mentoring senior leaders
-
We are introducing mentoring for our senior leaders to help them understand and address any challenges faced by staff from ethnic minority backgrounds.We are introducing mentoring for our senior leaders to help them understand and address any challenges faced by staff from ethnic minority backgrounds.
-
- We matched mentors with our Executive Team to build awareness of the barriers staff may face.
- We created a plan to expand this mentoring to more senior leadership roles.
- Our Executive Team held sessions to explore how race and ethnicity impact our global work.
- We matched mentors with our Executive Team to build awareness of the barriers staff may face.
- We created a plan to expand this mentoring to more senior leadership roles.
- Our Executive Team held sessions to explore how race and ethnicity impact our global work.
-
- Appoint mentors to the Executive Team members. The mentors and mentees will meet at least once a quarter.
- Expand the reverse mentoring programme to other senior leaders.
- Continue to hold sessions with the Executive Team to explore race and ethnicity and the relevance to our work around the world.
- Appoint mentors to the Executive Team members. The mentors and mentees will meet at least once a quarter.
- Expand the reverse mentoring programme to other senior leaders.
- Continue to hold sessions with the Executive Team to explore race and ethnicity and the relevance to our work around the world.
Understanding bias
-
We will introduce unconscious bias training session, which will be compulsory for all staff to complete on an annual basis.We will introduce unconscious bias training session, which will be compulsory for all staff to complete on an annual basis.
-
- More than 1,000 staff members globally have completed our new online module on unconscious bias.
- We held drop-in sessions to help staff identify and address their own biases.
- More than 1,000 staff members globally have completed our new online module on unconscious bias.
- We held drop-in sessions to help staff identify and address their own biases.
-
- We’re developing new training to show how bias can affect decision-making and the importance of treating everyone with dignity and respect.
- We’ll use staff feedback to improve our training for the next year.
- We’re developing new training to show how bias can affect decision-making and the importance of treating everyone with dignity and respect.
- We’ll use staff feedback to improve our training for the next year.
Transparent reporting
-
We said we would look at our internal processes to find ways to be more transparent about race and ethnicity in our public reporting, including our Annual Report.We said we would look at our internal processes to find ways to be more transparent about race and ethnicity in our public reporting, including our Annual Report.
-
We now include a specific Diversity and Inclusion report within our Annual Report.We now include a specific Diversity and Inclusion report within our Annual Report.
-
- We’ll publish our ethnicity pay gap data to identify and close any gaps.
- We’ll follow the latest guidance to make our reporting on race and ethnicity as clear as possible.
- We’ll publish our ethnicity pay gap data to identify and close any gaps.
- We’ll follow the latest guidance to make our reporting on race and ethnicity as clear as possible.
Improving recruitment
-
We said we would improve our recruitment to get a more accurate and detailed picture of diversity across Tearfund.We said we would improve our recruitment to get a more accurate and detailed picture of diversity across Tearfund.
-
- We are prioritising filling global roles with staff based outside of the UK to better reflect the communities we serve.
- By using specialist recruitment platforms, we have successfully attracted a wider range of candidates for our UK roles.
- We are prioritising filling global roles with staff based outside of the UK to better reflect the communities we serve.
- By using specialist recruitment platforms, we have successfully attracted a wider range of candidates for our UK roles.
-
- We’ll continue to use diverse interview panels and will launch a new evaluation process to improve the experience for candidates from diverse backgrounds.
- We’ll track staff turnover by ethnicity to understand why people leave and address any underlying issues.
- We’ll continue to use diverse interview panels and will launch a new evaluation process to improve the experience for candidates from diverse backgrounds.
- We’ll track staff turnover by ethnicity to understand why people leave and address any underlying issues.
Reporting progress
-
We said we would pay closer attention to reporting on how we are building anti-racist practices into every part of our work.We said we would pay closer attention to reporting on how we are building anti-racist practices into every part of our work.
-
We provided a comprehensive update on our anti-racism action plan to our staff, partners and supporters.We provided a comprehensive update on our anti-racism action plan to our staff, partners and supporters.
-
- We’ll review our commitments every year and update them to ensure they remain ambitious and relevant.
- We’ll continue to share our progress publicly at least once a year.
- We’ll review our commitments every year and update them to ensure they remain ambitious and relevant.
- We’ll continue to share our progress publicly at least once a year.
What can you do?
You can visit our diversity and inclusion hub to find out more and access our anti-racism resources for individuals, groups and churches.
Explore more
As part of our commitment to keep engaging with this issue, we’ve created a series of anti-racism resources for our staff, supporters and the wider church.
Get our email updates
Learn about our work and stay in touch with Tearfund. Hear about our news, activities and appeals by email.
Sign up now - Get our email updates