Diversity, Equity and Inclusion
Our Diversity, Equity and Inclusion (DEI) commitments
In our ten-year strategy, we made a commitment to embedding DEI throughout our work. We published our first DEI Statement in October 2021, setting out the initial actions we planned to take to do this.
What is DEI?
At Corra, we use the definition of DEI developed by the Association of Charitable Foundations (ACF). This can be found in the ACF report on DEI, which forms part of its ‘stronger pillars’ series of good practice standards for trusts and foundations.
- Diversity means reflecting and valuing human difference.
- Equity means sharing power and pursuing fairness. This can involve spreading resources, and costs, more evenly across society, or rebalancing in favour of groups that have been marginalised.
- Inclusion means that diverse groups of people can participate fully and meaningfully, including in decision making.
Why is DEI important to us?
Diversity, Equity and Inclusion (DEI) is about power. In grant making, this includes the power to decide where money goes, who is trusted with it, and how it is distributed. As part of our ten-year strategy, Corra seeks to share or give up power so that it’s rebalanced towards people who have not traditionally held it. DEI must be at the heart of our work if we’re to listen to less heard or excluded voices; work towards justice, human rights and equitable outcomes; and contribute to long overdue systemic change.
To help shift power, we listen and work alongside people with lived expertise. In our grant-making, that means a growing focus on participatory models, with people impacted by issues involved in shaping programmes and decisions. We’ve also begun to try and understand how much of our funding supports groups that are led by the people they exist to serve.
Our commitments and progress
We’ve set out our commitments using the ACF DEI Toolkit. These describe what we will do as an employer, a charity and independent foundation, a funder, a partner, and a social change organisation.
Invest time and resouces in understanding and defining DEI
Spending substantial time deepening our understanding of DEI by participating in training and events.
Produce and review strategies that will implement DEI practices
Trialing new approaches to recruitment, and improving accessibility across communications and grants processes.
Collect, track and publish DEI data
Changing the data we gather to give a more meaningful picture of DEI across funded groups.
Have a diverse trustee board and staff team
Participated in several paid internship schemes aimed at providing opportunities for specific groups.
Reflect and implement DEI practices across activities
Embedding lived expertise and taking substantial action towards becoming an anti-racist organisation.
Express our DEI commitment, policies and practices publicly
Publishing a range of statements, learning pieces and progress reports.
Make ourselves accountable to those we serve and support
Listening, via conversations, surveys, and focus groups, and publishing a series of annual progress/impact reports.
Use our own power to advocate for and advance DEI practices
Strongly advocating DEI in the funding sector and embedding in our capacity building offers.
Collaborate with others to promote and implement DEI practices
Helped create the Funders Forum DEI Subgroup.
