External Affairs Assistant
15th July 2021
Funders, partners, customers, and social entrepreneurs all have a part to play in creating a more equitable and inclusive social enterprise sector and society. In the UK, we have social entrepreneurs focused on the historically excluded; funders uplifting and supporting equity-driven ventures; and social enterprises embedding anti-oppression practice too.
At UnLtd, we want to embed equity and inclusion and be an active anti-oppression and inclusive organisation. Our key starting areas of improvement are how we deliver and offer support to social entrepreneurs, and our workplace environment and internal structure.
We commit to share our journey, learnings, and the resources we have used, both for transparency and to offer guidance to organisations wanting to join us in this critical work.
The anti-racist path for a social enterprise should be strategic and tailored to foster sustainable, long-term change. Racism overlaps with all forms of social oppression and can't be viewed as one singular problem area. As such, the training and resources below approach inclusion through an intersectional lens and highlight anti-racist practice:
Social enterprise Sour Lemons is committed to dismantling systemic racism in the arts and culture sector by mentoring and training underrepresented voices to reach positions where they can make change. They are currently supporting the Young Vic and Royal Court theatres on their anti-racism journey too.
The Cares Family has revisited its core mission – to help people find connection and community in a disconnected age – through an actively anti-racist lens, seeing their responsibility to embed anti-oppression internally and within their communities. Anti-racism training is now mandatory for all staff and volunteers, and their newly created Inclusion Lead role steers their long-term anti-racism strategy too. Read more here.
Pioneers Post shares inclusive recruitment advice from social enterprise sector leaders at Firstport, the School for Social Entrepreneurs, Evenbreak and Big Society Capital.
The social enterprises below offer expert advice to help organisations develop anti-racist practice and policies. We also suggest preparing for training with the self-learning resources too.
Our sector often relies on quantitative data to make decisions, overlooking the richness of qualitative data and the issues of data bias and what numbers can't represent.
While working towards inclusive 'measuring' and presenting of impact, we can also support research balancing both stories and statistics. These papers offer funders clear findings and guidance to shape better practice, by clearly highlighting the disparities in how racialised groups access funding and support.
The Ubele Initiative has released the Booska Paper, a report exposing structural racism in the third sector through the context of how the pandemic affected funding in the UK. The paper is accompanied by the Booska Paper: Calls to Action outlining what funders can do to address structural racism.
The Inclusive Impact research report highlights the state of diversity in the social finance sector..
For social investors, The Diversity Forum Toolkit offers detailed advice on how to promote diversity and inclusion internally. Good Finance's Diversity and Inclusion resource hub includes their "Addressing Imbalance" project and partners, their Diversity and Inclusion plan, and other tools and resources.
The power of people outside of the sector is crucial to social entrepreneurs, especially for organisations led by or supporting minoritised ethnic communities. Customers, donors, or followers can all make a difference by lending support.
Whether people are social entrepreneurs or wanting to support making the UK a better place to be one, we hope this post has been helpful guidance for an anti-racism journey.
We applaud and thank all joining us in our ambition to help create a more equitable and inclusive social enterprise sector and wider UK.
Read further about our Equity, Diversity, Inclusion & Belonging Commitments.