This is a journey of learning and growth, and while we’re just starting, we’d like to bring as many people with us as possible.

Our approach to EDI is rooted in cultural understanding—recognising how our backgrounds and identities shape our lives. 

In the first blog in our new EDI series, our consultant Anira Khokhar shares practical steps we can take to make our services more inclusive. From celebrating cultural events to improving recruitment processes, these actions help ensure everyone, whatever their background, feels seen, valued, and welcomed.

Last month, after some in-depth conversations with the team at Spark Somerset and reflecting on the expansive terrain of Equity, Diversity, and Inclusion (EDI), I emphasised the vital role it plays in uplifting all protected characteristics. For me, race and racism remain central issues, not only because of their immediate impact but also for how they intersect with other identities, creating layers of challenges for those affected. To genuinely build a fair and equitable society, dismantling racism must underpin every EDI initiative, serving as the foundation upon which broader inclusion is built.

EDI is more than just advocating for specific communities; it’s a commitment for institutions to transform their policies and frameworks to reflect and serve their communities equitably. In Somerset, where Spark stands as the VCSFE infrastructure organisation, this transformation holds even greater significance. Somerset, being predominantly rural with limited ethnic diversity, might not face the same challenges as more diverse regions. Yet, as the 2021 census highlights, there are still communities here that experience significant barriers, particularly due to social deprivation. Even in areas with less visible diversity, prioritising inclusivity ensures that systems are designed to serve everyone effectively, regardless of demographic representation.

Central to effective EDI work is cultural competency—valuing and understanding the nuances of diverse communities. As an advocate for EDI, I have outlined a practical guide for integrating cultural competency, specifically tailored for the Voluntary, Community, Social, Faith, and Enterprise (VCSFE) sector. The journey begins with cultural awareness, delving into the historical, cultural, and intersectional layers that shape identities, from ethnicity and religion to language and faith. Consider establishing a cultural calendar using resources such as the Somerset Diverse Communities Interfaith Calendar, that highlights key festivals, religious observances, and celebrations. Simply recognising these events, through warm acknowledgments or engaging activities, builds respect and inclusivity. Embracing different traditions helps organisations move away from default Western norms, opening doors to more respectful and inclusive environments.

Effective communication across cultures is another cornerstone of cultural competency. Avoiding jargon and using plain language can prevent misunderstandings, encouraging more open and accessible interactions. Appreciating diverse family and social dynamics is also crucial, as family structures and traditions can vary significantly. This knowledge can enhance interactions and allow organisations to be more responsive. Traditional foods, too, play an important role—representing not only culture but also identity and heritage. Encouraging shared experiences with cultural foods at events or team gatherings can nurture valuable exchanges and understanding. Why not consider a team day where colleagues can experience diverse foods, learn about cultural practices, and forge deeper connections?

Representation, however, is at the heart of creating an inclusive workplace. If diversity is lacking within a team, consider scrutinising recruitment practices for unintentional barriers. Recruitment processes should be evaluated and refined to ensure fairness in hiring, promotions, and access to opportunities. Making job postings accessible to a wider range of communities and considering direct outreach to individuals with valuable lived experiences alongside essential skills, can lead to more authentic representation. Representation isn’t about ticking boxes—it’s about building genuine pathways and opportunities that embed diverse voices in every decision-making level.

Ongoing, comprehensive training is also essential for fostering cultural competency. Induction programmes should cover cultural awareness, sensitivity, cross-cultural communication, and recognising biases. Interactive training elements, such as video discussions or guided conversations, can encourage staff to reflect on their biases, embrace cultural differences, and understand the intersectionality within each identity.

Cultural competency is a continuous journey. EDI policies should remain adaptable and responsive, regularly reviewed to stay relevant and effective. This is achieved by engaging directly with communities, listening to their insights, and evolving to meet their needs. Within the VCSFE sector, cultural competency means genuinely connecting with diverse ethnic communities, recognising, respecting, and responding to their beliefs, values, and unique practices. Through active interaction with individuals from various backgrounds, support can be tailored to meet specific needs, creating spaces where people feel their identities are not only acknowledged but valued and celebrated.

These are some initial steps that the VCSFE sector can explore to bridge gaps between communities and support systems. It’s about building a society where everyone feels valued, represented, and supported. These efforts don’t just create a more inclusive, socially conscious environment; they ensure that every individual, regardless of background, truly feels seen and uplifted in every space they inhabit.

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

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.