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This month's guest blog is written by Amabel Mortimer, Strategic Director for Arts, Health and Wellbeing (University of Gloucestershire). Amabel shares insight into a journey that began 25 years ago and reflects on the benefits of committing to Equity, Diversion and Inclusion individually and as a sector...

I’m writing this in the week that US company Meta announced it is ending its Equity, Diversity, and Inclusion programs, following other American corporates such as Amazon, whilst McDonalds and Walmart are reviewing theirs. 

Closer to home in Gloucestershire Equity, Diversity and Inclusion (EDI) is fundamental to our VCSE and wider Integrated Care System culture, underpinning and nourishing the work we do. Even before the EDI moniker was universally adopted, we were striving to improve our civic society, recognising that we can and should always endeavour to improve, decolonise and challenge ourselves and our working environments. 

One way of doing this is collaborative and coproduction working, continuously reviewing not only the programmes of work we are undertaking, but also the way we engage with stakeholders. If partnership principles underpin a willingness to consider new possibilities, we can challenge and influence systemic beliefs and assumptions together. 

Twenty-five years ago, I cut my EDI teeth leading a community involvement programme bringing people and organisations together through volunteering initiatives to achieve shared, mutually beneficial goals. Fast forward to my current role as Strategic Director for Arts, Health and Wellbeing at the University of Gloucestershire and my remit straddles the VCSE, Higher Education and Health and Care sectors. EDI is the at the centre of my work, creating a culture where people from all backgrounds, across all identities are welcome, have a voice, and thrive. 

Throughout my career I’ve prioritised the evolution of inclusive practices, continuously learning and fostering meaningful, engaged and accessible practice that broadens my perspective. Like most of us I have my own story, a context which includes protected characteristics and lived experience. However, I would not presume to know someone else’s story, experience or interpretation. Invariably our personal context influences our lens, so maintaining a strong EDI focus proves vital. Illuminating areas of social justice that need tackling or closing gaps to drive change and become more inclusive, in areas that perhaps I may not have even considered.

EDI must never be just about a compliance approach, its true power is when people guide each other with respect, compassion and humility. Creating an authentically diverse, inclusive and supportive environment, empowering each of us to overcome barriers and achieve our potential.

The values of EDI are interconnected, holding us accountable for integrating visible diversity and inclusion, whereby individuals from marginalised groups can relate, are represented, and feel valued. We must all take responsibility for facilitating equitable belonging, not just in the workplace, but in our wider civil society. I often reflect that doing something in the right way isn’t always the easiest way, and whilst cross-sector, coproduced and collaborative working with EDI at its core is neither simple nor quick, it is always the great leveller.

• What if we never shy away from EDI, unlike the big corporates in the US?
• What if we continue to consciously consider EDI at every turn? 
• What if we never abandon our responsibility and commitments to EDI?

We are navigating some of the most challenging political and economic times in recent history. Now, more than ever, pledging a firm commitment to EDI and harnessing the wealth of opportunities for improved social value is essential. In times of uncertainty, collaboration and solidarity is vital, Equity, Diversity and Inclusion is not just a principle; it is our greatest strength.