Commitment to colleagues: our EDI objectives

We’ve identified 3 objectives to help ensure that our workforce is representative across all levels and that everyone is treated fairly.

The following overarching activities will support us in keeping this commitment:

• we will make EDI a key element throughout the colleague lifecycle
• we will require senior leaders and people managers to foster open, inclusive cultures within their areas.

Read on to learn about the objectives we’re focused on and the specific steps we’re taking to meet each one.

Objective 1: Achieve equity in progression opportunities, to maximise the potential of everyone at the BHF

Making sure everyone has a fair chance to move up at work is essential to widening diversity, creating an inclusive culture and maximising the potential of everyone who works at BHF.

In working towards this objective, our main goal is to eliminate barriers to progression for minoritised groups and ensure access for all.

Objective 2: Expand the diversity of the BHF's trustees, committee members, colleagues and volunteer community

Our workforce should be representative of the communities we are part of and support. Diversity within BHF allows us to better understand and react to the inequalities that exist in research, cardiovascular health, and within the charity itself.

To help meet this objective, our main goal is to monitor data across the colleague lifecycle to identify and address any disparities, ensuring equitable practices for all.

Objective 3: Embed an open and inclusive culture at the BHF, where everyone can feel that they belong

An open, inclusive workplace is one in which respect, equity, and positive recognition of differences are cultivated to help people flourish and succeed. When everyone feels that they belong, we all feel happier and able to do our best work.

To help meet this objective, our main goal is to embed EDI in performance metrics, with senior leaders modelling inclusion as a core objective.