At Solace, we are committed to ensuring survivors and our colleagues feel supported, appreciated and included, and continue to challenge ourselves on how best to achieve our vision in this space. Based on staff feedback and sector standards, we continuously evolve our practices in this area, learning from each other and the communities we support.
We place the values of Equity, Diversity and Inclusion (EDI) at the centre of our organisation, weaving it throughout our ways of working in visible, measurable and accountable ways. We strive to address the multiple and intersecting experiences of discrimination, disadvantage and oppression experienced by the survivors we support, our staff and volunteers.
As we grow as an organisation, we are committed to listening, reflecting, and responding so that our work to end male violence against women and girls is intersectional and anti-discriminatory, as well as psychologically informed.
To guide our practice, we have a number of mechanisms to gather insight into the experience of Solace colleagues. Regularly occurring staff surveys, which include questions specific to EDI, run alongside ongoing feedback mechanisms, including an EDI and Culture Steering Group, CEO Town Halls and next-in-line meetings, in which colleagues provide feedback to their manager’s manager.
Over the past few years we have implemented internal forums for people of colour, the LGBTQIA+ community and people with diverse abilities (visible and invisible disabilities). Community members play an essential role in developing our ways of working and organisational projects.
Here, you can discover more about our initiatives and our successes so far. Click the links to find out more.
