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Equity, Diversity & Inclusion
EQUITY VS. EQUALITY
Why equity is important
The 'E' in our EDI stands for equity. Equity recognises that each person has different circumstances and allocates the resources and opportunities each individual needs to reach an equal outcome.
For example, in an equality model, a sports coach gives all players the same shoes. In an equity model, the coach considers each player's position and provides them with the shoes they need for optimum performance. It's about acknowledging that people start from different places and providing what they need to be successful.
Our equitable approach is illustrated through our transparency statement and goes beyond that – from positive action and reasonable adjustments at recruitment stage to ensuring all team members are set up for success throughout their time with us. Our transparency statement reflects where we need further representation and our commitment to staying engaged with this crucial conversation.
Our commitment through our values of Work Hard, Play Hard & Be Kind
Work Hard
• Everyone at every level should feel empowered to create environments where every voice is heard, and where learning from successes and challenges helps us grow.
• We commit to continually measuring the impact of our work, ensuring our EDI values are embedded throughout everything we do.
Play Hard
• We ask what can be better and aren't afraid to try something new, whether through recruitment initiatives or assessing progression to ensure fair and equitable treatment.
• Authentic connection is key: building strong partnerships internally and externally with those who share our vision for a more inclusive future.
Be Kind
• Everyone is valued. We foster a culture where differences are embraced, and respect is a given.
• Through initiatives like our Voices network, and partnerships with the British Retail Consortium, Disability Confident and The Centre for Ageing Better, we nurture belonging across all our communities.
Our Voices Network
Since 2019, we have had a Diversity & Inclusivity Team in place, made up of volunteers from our Chessington Support Office, to help compile a calendar of events to celebrate diversity as a business in both a meaningful and organic way. The Voices Networks are a community of people offering an opportunity to get together to share experience, support one another, contribute to strategy ideas and support the wider Diversity & Inclusivity Team. We currently have seven Diversity & Inclusivity networks:
• Black & Mixed Heritage Voices
• Asian & Mixed Heritage Voices
• LGBTQ+ Voices
• Disabled & Chronic Illness Voices
• Growing (B)older Voices
• Neurodiverse Voices
• Parent and Carer Voices
Proud to be Disability Confident: Level 2 employers
Disability Confident is a government initiative designed to encourage employers to recruit and retain disabled people and those with health conditions. It is voluntary and has been developed by employers and disabled people’s representatives to help employers make the most of the opportunities provided by employing disabled people.
Disability Confident has three levels that have been designed to support organisations:
• Level 1: Disability Confident Committed
• Level 2: Confident Employer
• Level 3: Disability Confident Leader
Employers carry out a self-assessment to test their business against a set of statements about employing disabled people. The assessment is designed to enable businesses to focus on what they are currently doing and any additional steps that are needed.
Oliver Bonas is proud to be at Level 2 and we continue to progress on our Disability Confident journey. Further information is available on the DC website.