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Who we are

Diversity and inclusion

To address the urgent challenges posed by the climate emergency, we need a diversity of people, experiences and ideas.

Our commitment

  • Climate change knows no boundaries and is impacting people across the world. Energy Saving Trust is committed to developing equitable responses to address the climate emergency for everyone. This includes work to support those who are often marginalised in our societies and who are being hard hit by the impact of climate change.
  • To achieve our ambitious mission, we need a diversity of people, experiences and ideas. We are committed to creating a diverse, inclusive and equitable workplace where our people are representative of the areas in which we work, able to be themselves and supported to be their best.

What we are doing

Working to embed a culture of inclusion and equity is strongly aligned with our organisational values and mission. However, we want to do more than just talk about diversity and inclusion (D&I); we want to take real and meaningful action.

In March 2021, we hired our first D&I lead, Daisy Crowfoot, who has worked with colleagues across Energy Saving Trust to develop our new D&I strategy.

Our new strategy

The strategy outlines our approach to D&I as an organisation, including where we are currently on our D&I journey, where we want to be, and how we intend to get there.

We have taken an evidence-based and people-centred approach to developing the strategy, drawing on a range of data, including:

  • An internal employee inclusion survey.
  • Analysis of employee data.
  • Informal interviews.
  • An initial audit of our policies, processes and cultures.

We are at the start of our D&I journey. This strategy is an exciting first step, but know we still have a long way to go. We are committed to continually listening to colleagues and others, learning from them, and challenging ourselves to be better. Our strategy and approach will inevitably evolve over time.

Where we aspire to be

Our D&I strategy includes long-term aspirations as an organisation, which are highlighted below:

D&I is fully resourced, prioritised and embedded across our functions and aims.

Senior leaders proactively champion and support D&I both in words and in actions.

All colleagues feel included, able to be themselves and supported to be their best.

Our people are representative of society.

We support and engage diverse communities through our work, including those that experience various forms of disadvantage and are often marginalised.

How we will get there

We have identified two key objectives and areas of strategic focus, which will guide us along our D&I journey:

Objective 1: becoming an inclusive employer

  • Developing a diverse workforce and inclusive culture.

Objective 2: becoming an inclusive changemaker

  • Developing equitable responses to address the climate emergency.

We have also developed a series of action plans that detail how the strategy will be implemented in the years to come.

Over the next two years, we will focus on transforming our culture internally and becoming a more inclusive employer. This will involve four key streams of work:

  1. Education and awareness raising.
  2. Culture and engagement.
  3. People policies and processes.
  4. Inclusive leadership and management.

We will achieve this through several activities, such as:

  • Delivering introductory D&I training for all colleagues.
  • Establishing an internal D&I committee.
  • Reviewing people policies and processes to ensure they are inclusive and equitable.
  • Developing guidance around inclusive leadership.

We want our approach to diversity and inclusion to be intersectional. We will initially focus largely, but not exclusively, on gender, race, disability and LGBTQIA+ equality.

If you have any questions about D&I at Energy Saving Trust, please get in touch with our D&I lead, Daisy Crowfoot.

Last updated: 23 September 2021