The results of the RACE report, a transparency survey examining ethnic diversity in the environmental sector, have been released today. This shows that while more charities are joining, environmental charities still lack diversity and need to act quickly to keep pace with the rest of the sector.
The study was conducted in 2023 and collected data from 12,900 employees and 142 organizations across the environmental sector. Overall, only 6% of employees surveyed identified as people of color or other minority groups. This is well below the UK average of 15%.
Read the RACE report
At CPRE, we strongly believe that the countryside is necessary for everyone. However, this report is a reminder that many minority voices are glaringly absent from the environmental field, including in our own organizations. Despite our commitment to promoting a countryside where everyone is welcome, we recognize that we need to do more, as highlighted in the transparency card in the RACE report. I am. This is not only to address issues of rural access and inclusion, but also to ensure that our organizations reflect the changes we want to see in the wider sector.
Inequalities across sectors
This year’s RACE report, published during Race Equality Week, also included an additional staff perception survey, which more than 1,500 people responded to. This has revealed a more detailed but worrying pattern of barriers across the sector. Most respondents agreed that their organizations oppose racism in their policies, but this perception was much higher among white people (68%) than people of color (56%) . Furthermore, only 51% of respondents who identify as people of color feel they have as many opportunities for success as their peers (compared to 68% of those who identify as white).
Although the majority of respondents said they felt comfortable in their organization, this number was also higher among white people (84% vs. 74%) and more than twice as likely as people of color (14%) to feel comfortable in their organization. Experienced bullying. at work than colleagues who identify as white.
At CPRE, We have a robust Equality, Diversity and Inclusion (EDI) Action Plan. Those of us who contributed to this report are working on expanding it to include transparency cards.
Other activities include our Ally Resource Group, which works directly with senior leadership teams and holds us all accountable for a more inclusive workplace and a more diverse workforce. Following a series of anti-oppression workshops held across the organization in 2022-2023, an EDI toolkit will be created to accelerate individual development and learning, and its principles will be integrated into the way organizations work. It turns out.
Additionally, we are currently improving our recruiting practices by clearly highlighting our EDI efforts in recruitment materials and piloting the use of job sites to improve access to a more diverse pool of candidates for every job opening. doing.
Commenting on the results of the race report and CPRE’s action plan, CPRE Chief Executive Roger Mortlock said:
“CPRE was founded with the purpose of creating countryside for all, and we remain true to that mission.
“Initiatives like the RACE report provide clear data on what needs to be improved to improve equality, diversity and inclusion, including racial and ethnic diversity in the workplace. It is very important because it gives us
“We are committed to taking immediate action to address under-representation in CPRE, and the broader field, and we are committed to taking swift action to address under-representation in CPRE, and the broader field, and to build strong and meaningful support for a more inclusive environmental field.” I am glad that steps are being taken.”