Rainbow Puddle

Equity, diversity and inclusion

Our equity, diversity and inclusion journey (so far)

Over the past two years, Futures has started a journey into more structured, dedicated work around equity, diversity and inclusion. World events, such as the murder of George Floyd and the Black Lives Matter protests, the death of Sarah Everard, and the experience of England football players during the World Cup, have been sparking important conversations over the past two years – and like many organisations, we found ourselves taking stock of how open we were about our commitment to making Futures a place that is equitable, accessible and welcoming for everyone.

We want all our team members to feel they can bring their whole selves to work, so a key focus has been engaging them and starting those important conversations internally. When our people can be authentic and true to who they are, they’re more likely to feel comfortable and supported at work, which will also lead to a better experience for our customers in turn. Our commitment to equity, diversity and inclusion runs throughout our organisation, and we want to make sure everyone benefits from the work we are doing.

We’ve been working with Compelling Culture, an organisation that assists companies to build inclusion strategies that engage their team members and support their customers, to review and evaluate our progress so far and what our plans are for the future.

It’s been a pleasure working with Futures and feeling the authentic commitment to embedding inclusion into every element of the business from employee experience to customer experience and their wider world impact. Because unless organisations are consciously including people, they’re probably accidentally excluding people.
Catherine Garrod, Founder of Compelling Culture

We’ve decided to focus on equity rather than equality, as we think it’s really important that everybody has the support they need on an individual level to reach their goals and aspirations, and we recognise that there can’t be a one-size-fits-all approach to this. We want to make sure that we recognise and celebrate the diversity of the people in our organisation, and make sure their needs are met so they, and we, can be as successful as possible.

We are taking our time on this journey because we want to ensure that we get it right. My aim is to help create an organisation where everyone can bring their authentic self to work and where people feel empowered and comfortable to have those difficult conversations we often avoid.
Zipporah Kruse, HR Adviser

We take pride in being an organisation that is already welcoming and inclusive, which is reflected in conversations we have every day with team members, customers and our external stakeholders. It’s been important to reflect on our journey so far and make sure that we have a formal strategy outlining our commitment to equity, diversity and inclusion, and how we plan to build on the culture that already exists at Futures. We know our team members are engaged in making their workplace work for them and those around them, and we know they care about inclusion – and it’s been important for us to take the time and the space to recognise that, and make sure we’re harnessing that energy and using it in the best way possible for our team members, our customers, and our organisation as a whole.

We’ll be releasing more information about our strategy and how it links to our corporate plan in the coming months, and we welcome anyone who would like to join us on our journey to being a more equitable, diverse and inclusive organisation.

Get in touch by emailing EDI@futureshg.co.uk for more information.

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