Diversity & Inclusion Update

Menai Owen-Jones, CEO

Pituitary conditions are rare, but they can affect anyone. We make every effort to care for everyone who contacts us. We work tirelessly to support and represent pituitary patients, carers and their families. We are here for the whole pituitary community.

Recent events have certainly highlighted and made us reflect even more on how we can become more diverse and inclusive across the charity. We are always striving to learn and improve, looking at how to develop our work and broaden our reach.

Whether it’s pituitary patients, their families, carers, our staff, volunteers and supporters; we want to make sure we help, support and encourage everyone. We know we need to do more in engaging with the black community and people from minority ethnic backgrounds particularly.

What actions are we taking?

We already have started implementing diversity and inclusion work internally, for example: our Board of Trustees recently completed a benchmarking review against the Charity Governance Code in December 2019.  One of the outcomes was that we have identified the need to further increase the diversity of our Board to ensure we have a variety of perspectives, experiences and skills.

During the next round of trustee recruitment (originally due to take place between March - June 2020) happening later this year, a key priority will be further diversifying the backgrounds and skills of our trustee Board.  This will be informed by the results of a Board Skills & Diversity Audit completed by our current trustees and more information about trustee recruitment will be shared in the autumn.

We have started rolling out diversity, inclusion and equality training for our staff team recently too.   We will be providing training for all staff, and also extending this training to our trustees. One of our priorities over the coming year will also be working on producing a Diversity and Inclusion Plan for the charity that will help shape our approach across the organisation.

Other examples of actions we are taking include: actively looking at our communications and asking how inclusive they are (e.g. images we use on our website).  When organising events e.g. our National Conferences, a priority will be putting together a panel of diverse speakers. We will also be looking at ways to develop the diversity of our volunteering team moving forward.

There is much for us to learn about and to do to improve our diversity and inclusion. We are committed to doing more. This will be ongoing work and we will keep you posted on the progress we make.

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