In a sector that lacks ethnic diversity, we’re making ourselves accountable  – Inside track

In our work at Green Alliance, we highlight shortcomings in government policy. But what happens when the spotlight turns on us, to examine the progress we’ve made towards achieving our ambition to be a more inclusive, diverse and equitable organisation? 

This week is Race Equality Week and it’s also when the second Race Report is published. Launched in 2022, this is a UK-wide data transparency initiative aimed at encouraging environmental charities and funders to improve the racial and ethnic diversity of their workforces and governing bodies. It is the only study of its kind in the UK. 

Green Alliance joined 136 other organisations to take part and, for the second year running, we submitted data and information about our EDI (equity, diversity and inclusion) activity to inform the sector-wide report.  

 More organisations are represented this year
This year’s findings show that environmental organisations are placing increased priority on EDI, with more senior leaders engaged in the work and a significant majority of organisations (86 per cent) regularly reviewing their EDI activities to ensure they remain effective and impactful. The latest report also sees a 56 per cent increase in organisations participating and a 63 per cent increase in the number of employees represented. 

However, its results are also a sobering reminder that there is still much to do to diversify this sector. A relatively static six per cent of employees in environmental organisations identify as people of colour or other racial minority groups, compared to an average across the UK workforce of 15 per cent.  

As a relatively small organisation (c 40 staff), small changes in our staff team can result in significant fluctuations in the proportion of people we employ from ethnic minority backgrounds. In 2023, the data appears to show we employed a higher proportion of people from ethnic minority backgrounds than the sector average, but I am acutely aware of how rapidly this can change with staff turnover.  What is important is that people from diverse backgrounds are attracted to work at Green Alliance and feel welcomed and supported here.  

With staff, senior management and board all committed to this aim, we will not be taking our eye off the ball as we continue our EDI journey.  Our mission is for better leadership for the environment, but without understanding the social implications of our agenda, we cannot succeed. At Green Alliance, I and other members of the senior management team regularly join our EDI committee, a group of colleagues from across the organisation, to discuss our progress. The committee has also been joined by our trustees. Although the feedback and data can sometimes make for uncomfortable conversations, there is a strong commitment from us all to make progress.  

We have been cross-referencing the RACE Report’s staff perceptions survey data with our EDI strategy to identify actions and priorities for 2024, such as further staff training, engagement with initiatives such as Race Equality Weeks’ 5-day Challenge and a full review of our recruitment processes. 

The report shines a light on staff views and experiences
Looking at the RACE Report’s findings, I am particularly struck by differences in the experience of staff in the sector who identify as people of colour and from minority ethnic groups, when compared to those with white ethnicities. By shining a light on their views and experiences, including in our team, we can get a better understanding of the challenges faced by people of colour and others from minority groups. 

I’m grateful to the RACE Report team for bringing the sector together to highlight the continued need for action. It is helpful to see how our progress stacks up against the sector. As an organisation that values accountability on environmental action from the government, it is useful to make ourselves accountable for our action on equity, diversity and inclusion. 

About the RACE Report’s analysis methods: 

Within the RACE Report, racial and ethnic identities have been grouped into either people of colour (POC) and racially and ethnically minoritised groups; and white ethnicities. Grouping has been carried out for practical purposes only, where populations are too small to support meaningful analysis and where grouping allows for a better understanding of trends and relationships. In 2023, respondents identifying as Roma or from Gypsy or Traveller communities have been included in the people of colour and other ethnically minoritised groups category following feedback from participating organisations.