EDI Policy

Equality, Diversity and Inclusion Policy

Earthen Acres CIC

Document Version: 1.0 Date: September 2025 Review Date: September 2026 Approved by: Founding Director A Holder

1. Our Vision and Commitment

Earthen Acres CIC is committed to creating an inclusive environment where diversity is celebrated and all individuals can thrive. We recognise that equality, diversity and inclusion (EDI) are fundamental to our mission of empowering underserved communities through culturally respectful education, nature conservation, and green therapy access.

Our vision aligns with Wales' commitment to being an anti-racist nation by 2030 and supports the principles outlined in the Welsh Government's Strategic Equality Plan 2024-2028.

2. Our Values

• Belonging (Cynefin): Creating spaces where everyone feels valued and included

• Equity (Tegwch): Ensuring fair treatment and equal opportunities for all

• Contribution (Cyfrannu): Recognising and celebrating the unique contributions of every individual

• Cultural Respect: Honouring diverse traditions, knowledge systems, and ways of being

• Environmental Justice: Addressing the disproportionate environmental impacts on marginalised communities

3. Policy Statement

Earthen Acres CIC is committed to providing equal opportunities and eliminating discrimination, harassment and victimisation. We will not tolerate any form of prejudice or bias based on:

• Age

• Disability (physical or mental health challenges)

• Marriage and civil partnership

• Pregnancy and maternity

• Race (including colour, nationality, ethnic or national origin)

• Religion or belief

• Socio-economic background

• Neurodiversity

• Care experience

• Welsh language preference

This policy applies to all aspects of our operations* including:

• Service delivery and programme participation

• Employment and volunteer recruitment

• Staff development and progression

• Partnerships and collaborations

• Board governance and decision-making

*where clarity is required refer to equality act 2010 sections 158 + 189 or 5.2. of this policy

4. Our Commitments

4.1 Anti-Racism and Community-Centered Approach

In line with Wales' Anti-racist Action Plan which calls for zero-tolerance of all racial inequality, we commit to:

• Actively challenging racism in all its forms

• Decolonising our educational programmes and interpretation materials

• Amplifying voices and knowledge systems from Black African Heritage (BAH) communities and other ethnic minorities

• Centering the expertise and lived experience of local Welsh mining families and their environmental knowledge

• Ensuring our leadership, staff, and volunteer base reflects and prioritises the communities we serve

• Regularly reviewing our practices for racial bias and taking corrective action

• Creating pathways for community members to lead and shape our programmes

4.2 Accessibility and Inclusion

We are committed to:

• Making our conservation site, museum, and programmes accessible to people with disabilities

• Providing reasonable adjustments and alternative formats as needed

• Ensuring our digital platforms meet accessibility standards

• Offering programmes in Welsh and English, with interpretation services* available      *(upon request for other languages)

• Creating neurodiverse-friendly environments and programming

4.3 Socio-Economic Inclusion and Alternative Lifestyles

Recognising that environmental access is often limited by economic barriers and that alternative lifestyle communities (including homeschoolers, off-grid communities, and sustainable living advocates) bring valuable perspectives, we will:

• Offer sliding scale fees and free programmes for low-income participants

• Provide transportation support where possible

• Ensure basic needs (refreshments, facilities, equipment) are met for all participants where possible

• Partner with homeschooling networks, off-grid communities, and alternative lifestyle groups

• Create pathways to green employment and training opportunities

• Respect and incorporate alternative educational approaches and sustainable living practices

• Recognise the expertise* within these communities around environmental stewardship *existing and potential

4.4 Cultural Responsivity

We commit to:

• Incorporating diverse cultural perspectives in our environmental education

• Respecting indigenous and traditional ecological knowledge

• Adapting our programmes to meet specific cultural needs

• Celebrating diversity through our programming and exhibitions

• Learning from and with the communities we serve

5. Governance and Leadership

5.1 Board Representation

Our Board of Directors will:

• Strive for diverse representation across all protected characteristics

• Include individuals with lived experience of the communities we serve

• Undergo regular EDI training and development

• Review our governance practices through an EDI lens

5.2 Staff and Volunteer Diversity - Positive Action Framework

We will implement positive action measures in line with Sections 158 and 159 of the Equality Act 2010 to address underrepresentation and disadvantage:

General Positive Action (Section 158):

• Provide targeted training and development for underrepresented groups

• Offer mentorship programmes for ethnic minorities, Welsh mining community members, and alternative lifestyle communities

• Create specific outreach and engagement strategies for our priority communities

• Provide accessible family friendly programmes. Find funding for or provide childcare or transportation to enable participation in training programmes.

• Develop pathways programmes specifically designed for our beneficiary groups

Recruitment and Promotion Positive Action (Section 159): Where candidates are equally qualified, we may consider protected characteristics as a tiebreaker factor when:

• Black African Heritage candidates are underrepresented in the applicant pool or our workforce

• Local Welsh mining community members would bring specific cultural knowledge and community connections

• Homeschoolers/off-grid/alternative lifestyle community members possess relevant environmental expertise

• Other protected characteristic groups are demonstrably disadvantaged or underrepresented

Legal Safeguards:

• All appointments will be made on merit with detailed documentation

• Positive action will be reviewed regularly to ensure it remains proportionate

• Clear evidence of disadvantage or underrepresentation will be maintained

• Regular legal compliance audits will be conducted

6. Service Delivery

6.1 Programming

All our conservation, education and green therapy programmes & efforts will:

• Challenge environmental racism and classism

• Reflect diverse perspectives and experiences

• Provide culturally appropriate content and delivery methods

• Include evaluation mechanisms for EDI impact

• Be designed with accessibility considerations as standard, not an afterthought

6.2 Community Engagement and Beneficiary-Led Approach

We will prioritise the voices and leadership of our key beneficiary groups:

• Black African Heritage Communities: Actively seek input on decolonising environmental education and addressing environmental racism

• Welsh Mining Families: Honor traditional ecological knowledge and community resilience practices developed through industrial heritage

• Homeschooling/Off-Grid/Alternative Lifestyle Communities: Recognise expertise in sustainable living, alternative education methods, and environmental stewardship

• Ensure our outreach reaches these specific communities through trusted networks and community leaders

• Work in partnership with community organisations representing these groups

• Compensate community members for their expertise, time, and cultural knowledge sharing when possible

• Address specific barriers to participation for each community proactively

• Create advisory groups with representatives from each beneficiary community

7. Data Collection and Monitoring

We will:

• Collect diversity data with consent on our participants, staff, volunteers, and board members

• Regularly analyse this data to identify gaps and opportunities

• Set measurable EDI targets and report progress annually

• Use an intersectional approach to understand multiple forms of disadvantage

• Share our data transparently with stakeholders

8. Complaints and Reporting

8.1 Reporting Process

Anyone who experiences or witnesses discrimination, harassment, or inequality can:

• Use our anonymous reporting system 

• Report incidents to our designated EDI Officer or any board member

• Access external support through relevant organisations

• Expect a fair, and confidential investigation

8.2 Support Available

We will:

• Provide support to individuals who experience discrimination

• Take appropriate action against perpetrators whenever possible

• Review and improve our practices based on incidents

• Protect individuals from retaliation for reporting in good faith

• Keep log/track of incidents

9. Training and Development

All staff, volunteers, and board members will receive:

• Initial EDI awareness training

• Regular refresher training and updates

• Specific training relevant to their role (e.g., inclusive teaching methods, accessible communication)

• Opportunities to develop cultural competency

• Support to attend external EDI development programmes

*whether in house or externally

10. Partnerships and Procurement

We will:

• Prioritise partnerships with diverse organisations

• Consider EDI factors in our procurement decisions

• Support minority-owned and community-led enterprises

• Share our EDI standards with partners and expect reciprocal commitment

• Advocate for EDI improvements across the environmental sector

11. Implementation and Review

11.1 Action Planning

This policy will be supported by:

• An annual EDI Action Plan with specific, measurable objectives

• Regular review of progress by the Board

• Integration of EDI considerations into all strategic planning

• Allocation of adequate resources for EDI initiatives

11.2 Review Process

This policy will be:

• Reviewed annually by the Board 

• Updated to reflect changes in legislation and best practice

• Subject to consultation with staff, volunteers, and community stakeholders

• Aligned with Welsh Government equality strategies and local needs

12. Communication and Transparency

We will:

• Publish this policy and our progress publicly

• Communicate our EDI commitments clearly to all stakeholders

• Celebrate our achievements and acknowledge areas for improvement

• Contribute to sector-wide learning and development

• Advocate for EDI improvements in environmental and heritage sectors

15. Positive Action Legal Framework

Our positive action practices are grounded in:

• Section 158 Equality Act 2010: Allows general positive action to help disadvantaged or underrepresented groups with protected characteristics

• Section 159 Equality Act 2010: Permits employers to consider protected characteristics in recruitment when candidates are equally qualified and the group faces disadvantage or underrepresentation

Key Legal Requirements:

• Appointments must always be made on merit

• Positive action can only be used as a 'tiebreaker' between equally qualified candidates

• Action must be proportionate and regularly reviewed to ensure it remains necessary

• Positive discrimination remains illegal in most cases - our approach focuses on lawful positive action

Our Approach: We demonstrate commitment to our beneficiary communities while maintaining legal compliance by focusing on targeted support, mentorship, and community-led programming rather than quotas or preferential treatment.

14. Legal Framework

This policy is underpinned by:

• The Equality Act 2010 (including Sections 158 and 159 on positive action)

• Public Sector Equality Duty (Wales)

• Human Rights Act 1998

• Well-being of Future Generations (Wales) Act 2015

• Welsh Language (Wales) Measure 2011

15. Contact Information

 EDI Officer: 

[Name and contact details]

 Board EDI Champion:

 [Name and contact details]

 Anonymous Reporting:

 [System details]

 External Support: 

[Relevant organisations and contacts]

This policy demonstrates Earthen Acres CIC's commitment to creating a more equitable and inclusive environmental sector in Wales. We recognise that this is an ongoing journey requiring continuous learning, adaptation, and community partnership.

Signed:

[Board EDI Champion] [Date]

[Founding Director] A Holder

 [Date] 19 Sep 2025