At Spark Somerset, we want to ensure that these principles are at the heart of every effort to build a more inclusive and equitable future. Recent initiatives have focused on embedding these values into daily practices, ensuring Equity, Diversity, and Inclusion (EDI) remain central to our strategy. 

In her latest blog, our EDI Consultant, Anira Khokhar, shares how she has been working with us in recent weeks to integrate these principles into the core of our day-to-day operations. 

In recent weeks, I have worked with Spark Somerset’s HR & Operations team, who collaborated closely with board members to review and refine all HR policies including the Dignity at Work – Equality, Inclusion & Diversity Policy. This policy represents a collective commitment to addressing the diverse needs of stakeholders while adopting a robust and intersectional approach to inclusivity. The development process highlights the power of shared responsibility in creating policies that address the complex challenges experienced by various groups. 

EDI extends far beyond compliance with regulations, requiring deliberate and innovative actions to dismantle systemic barriers. Individuals often encounter overlapping challenges related to race, gender, faith, class, sexuality, and other identities. Tackling these complexities demands tailored systems designed to empower individuals and promote equitable opportunities for all. 

Once finalised, the Dignity at Work Policy will serve as a blueprint for organisations within the Voluntary, Community, Social, Faith, and Enterprise (VCSFE) sector. It will offer practical guidance on embedding inclusive practices, creating active participation, and driving meaningful change. A core component of this vision is the creation of safe spaces, enabling open dialogue, mutual respect, and effective collaboration. This policy, along with other helpful resources, will soon be available through a new ShareSpace, which will be launching soon! 

HR professionals are central to embedding EDI principles within organisations. Their contributions to inclusive recruitment, flexible working practices, and personalised employee support ensure that dignity and respect are not aspirational ideals but lived realities. These efforts reinforce EDI as an operational cornerstone that benefits employees and the wider organisation. 

As we step into 2025, this is an opportunity to reflect on progress and reaffirm a commitment to equity and inclusion. The journey remains ongoing, requiring sustained efforts to create workplaces and communities where diversity is celebrated, and unity provides the foundation for success. 

Looking to the future, collaboration across Somerset will be a key priority. The focus will be on adopting a unified approach to creating inclusive spaces that uplift everyone. 

If you would like to talk to us about your organisation or community group’s EDI journey, please get in touch. 

You can also meet Anira at our upcoming Volunteer Coordinators’ Forum on Wednesday 30 April, where she’ll be talking about understanding terminology in EDI and Cultural Competency. Find out more and book your free place here.  

About the author: Anira has over 23 years’ experience of leadership in cultural change, driving transformative initiatives across sectors, advancing inclusion, social justice, and equity. She specialises in developing strategic frameworks through cross-sector collaboration and media engagement, dismantling harmful narratives to empower communities.