Equity, diversity, inclusion and belonging

We’re committed to making sure everyone feels safe, respected and able to be themselves.  

Equity, diversity, inclusion and wellbeing are at the centre of how we work. They support our mission to help people in crisis with compassion and fairness.  

Our vision 

We want to be a truly inclusive and anti-racist organisation where everyone feels seen, heard and valued. 

Our vision is simple: 

• A safe and welcoming environment for all 
• Fair access to opportunities 
• A culture where wellbeing is part of everyday working life 

This vision guides our EDI & Wellbeing Strategy that we will follow into 2030. 

You can access our strategy by clicking the links below: 

• EDI & Wellbeing Strategy Summary
• EDI & Wellbeing Strategy - Audiobook on SoundCloud
• EDI & Wellbeing Strategy - English
• EDI & Wellbeing Strategy - Welsh

Why it matters

Crises affect everyone differently. The people that we help, our staff and our volunteers may face discrimination, trauma, poverty or barriers linked to their race, disability, gender identity, or other aspects of identity.

By making inclusion and wellbeing a priority, we improve our ability to support people effectively and humanely.  

Learn more: our commitment to anti-racism.

Our priorities 

We focus on three key areas: 

1. Safety and belonging 

Creating spaces where people feel safe and able to speak up. 

This includes strengthening our diversity networks and providing clear and safe ways to share experiences and concerns. 

2. Fair and equitable opportunities 

Removing barriers in recruitment, development and progression.  

We aim to make sure that systems are transparent, accessible and shaped by diverse voices.  

Read more about how we're creating an inclusive and equitable workplace.

3. A culture of care 

Wellbeing is not an addon — it’s how we work. 

We’re expanding our mental health, financial wellbeing and flexible support offers and equipping leaders to support people compassionately. 

Taking action 

Each year, we focus on clear, high-impact actions. For 2025–26 these include: 

• Fair recruitment and growth 
• Dignity and respect for all 
• Being anti-racist 

These priorities help us to act where change is most needed.  

Everyone has a role to play 

Creating an inclusive culture is a shared effort. We encourage our staff, volunteers and partners to learn, listen, challenge discrimination and model inclusive behaviours in their daily work. 

Together, we can build a British Red Cross where everyone belongs and where our compassion is reflected not only in what we do, but how we do it. 

Diversity networks at the British Red Cross 

Our diversity networks are voluntary, people-led groups based on shared characteristics and identities. They aim to: 

• Promote EDI and wellbeing across the organisation 
• Create safe spaces for community building 
• Support the organisation to deliver on our EDI and Wellbeing Strategy 

We currently have eight networks: 

• Carers Network 
• Disability and Wellness Network (DAWN) 
• Gender Equality Network (GEN) 
• LGBTQiA+ Network 
• Race & Ethnicity Equality Network (REEN) 
• Young Staff Network 
• Belief and Faith Network 
• Neurodiversity Network 

Our Accountability Forum 

Our Accountability Forum meets every eight weeks. It brings together people from our directorate EDI and wellbeing working groups, the Anti-Racism Advisory Group and other groups.  

Chaired by our Chief Operating Officer, the forum oversees our EDI and wellbeing work to make sure it is impactful and meaningful. 

The forum aims to: 

• Continue our EDI and wellbeing work 
• Make key decisions related to EDI and wellbeing 
• Report on challenges, explore problems and develop solutions 
• Hold the British Red Cross accountable and drive improvement 

If you have any questions about equity, diversity, and inclusion and wellbeing at the British Red Cross, please contact us at diversity@redcross.org.uk