Our Commitment to Equity, Diversity, Inclusion and Belonging Across Our Services and Workforce

In the context of Together’s values, this means behaving without prejudice, discrimination and without negatively impacting a person’s wellbeing.

Everyone who has a connection with Together, whether they are part of our workforce, people who access our services, family, friends, visitors or our many other stakeholders, should feel confident they will experience an environment that is kind, caring, open and honest. We recognise and value each other’s differences. We want everyone to feel they have a voice that is listened to and heard, and they feel safe and supported to be themselves.

This will ensure that the decisions we make and the services we provide are informed by varied and diverse life experiences, allowing us to continually improve the support offered to our workforce and the people using our services.

What Can You Expect When You Join Together

We actively work to create an inclusive workplace for everyone who joins us and to celebrate different backgrounds, cultures and experiences.

Our People Strategy has inclusion and wellbeing at its core, fully endorsed by our leadership teams and Board of Trustees, and includes the objectives:

  • A culture which actively prioritises equity, diversity, inclusion and belonging (EDIB)
  • Workforce wellbeing at the heart of all we do

We regularly report on our progress of delivery on these objectives to our Board of Trustees who will hold us to account on embedding and sustaining them.

We encourage leadership role modelling to ensure we prioritise EDIB and wellbeing support at all levels.

Following our 2025 Summer Workforce Survey

  • 92% of respondents said their wellbeing is positively supported by their manager
  • 91% of respondents feel a sense of belonging within the workplace
  • 90% of respondents feel they can be themselves at work
  • 88% of respondents see evidence of progress in the work Together does to improve Equity Diversity Inclusion and Belonging
  • 86% of respondents agreed that staff with lived experience of mental distress are supported in the workplace

During the Recruitment Process

  • We have an anonymous application process removing any identifying information.   This aims to reduce unconscious bias and ensures that our recruiting managers focus solely on a candidate’s skills and experience.
  • Where possible, we will accommodate any requested adjustments that can support a candidate during the interview process.  This could be around things such as physical health conditions, support around mental health, or neurodiversity.  For example, you may want access to the theme of the questions to allow you to prepare, a quiet space to wait until your interview starts, or captions if the interview is online.

When you join us

  • As part of your induction, you’ll be encouraged to look through our wide range of wellbeing resources and support including Wellbeing Plans
  • If you need specific support or any reasonable adjustments to help you carry out your role to your best, we have templates and tools to help your manager to talk this through with you

Your Development

  • Our e-learning modules are a mix of text and speech and are designed to be as accessible as possible.  All of our workforce has access to Microsoft Screen Narrator – helpful for learners with a visual impairment or for those who would like the display screen text read through speech output.
  • Before attending any of our on-line facilitator led training you will be asked to let our learning and development team know of any special requirements you may have to support you to attend.
  • Everyone at Together is expected to attend a facilitator led Introduction to Equity, Diversity, Inclusion and Belonging session, and these run regularly throughout the year.
  • We also offer Introduction to Neurodiversity training – this course is open to all staff and runs a couple of times each year.

Inclusion communities

We have a number of peer-led inclusion communities that meet virtually throughout the year.  These communities have all been defined by our workforce. They offer a safe space for authentic peer support and a place to discuss ideas on how we can continue to improve on our EDIB and Wellbeing offer for our workforce. Our current inclusion communities are:


Accessibility and Neurological Differences
Black and Asian Cultural Community

Carers outside Work
LGBTQIA+

Lived Experience of Mental Distress
Menopause (including peri and post)

Parents and Guardians
Physical Health

 

Accreditations, Networks and Pledges

It is important that we can continuously strengthen our commitment to Inclusion and Wellbeing.  As part of this commitment Together have signed up to a number of accreditations and pledges.

  • Disability Confident Employer – level 2
  • Neurodiversity Equality Index assessment
  • Menopause workplace friendly pledge
  • Age friendly Employer
  • Mindful Employer
  • #Standbytrans
  • Race Equality Matters

Below are some examples of things we have we done in partnership with our workforce to support Inclusion and Wellbeing

  • Created our Accessible Communication Policy
  • Introduced Mental Health First Aiders
  • Developed a Carers Policy – we offer 3 days paid Carers Leave
  • Designed symbols of inclusion which people can display in their email signatures
  • Signed up to a number of Race Equality Commitments which our Executive Leadership and Senior Management Teams are committed to deliver on
  • Developed a Black, Asian and Minority Ethnicity Mentoring Scheme, a long-term development opportunity for our staff from these communities looking to move into management or take on more supervisory responsibilities.
  • Developed trans inclusion at work guidance
  • Taken part in the London Pride Parade
  • Developed Reasonable Adjustments Guidance
  • Set up a Mental Health in the Workplace working group, made up of staff from across different departments
  • We celebrate important inclusion calendar events i.e. Mental Health Awareness Week, Black History Month, Pride Month