Anti-Racism Action Plan
This action plan has been developed to support the delivery of the commitments set out within the RJC’s Anti-Racism statement. The aims and actions outlined within the plan will be delivered between the period 1st November 2023 and 28th June 2024. During this time, the RJC’s Board of Trustees, with the support of our CEO and the Diversity Advisory Group, will formulate a three-year anti-racism plan to cover the period 1st July 2024 to 30th June 2027.
The over-arching objective for this plan is for the RJC to start to build an anti-racist organisation that inspires the wider restorative sector and places our organisation as a national anti-racism leader. Over the coming eight months, we will focus on three key deliverables:
- Build a diverse, inclusive and unified workforce
- Incorporate an anti-racism agenda into our practitioner, service provider, restorative organisation, and training provider registration processes
- Provide opportunities for learning which challenge beliefs, habits, complacency, and comfort zones or that maintain the status quo
Our desired outcomes and associated actions to achieve these have been outlined within the action plan below. The delivery of this plan will be the responsibility of the RJC’s CEO and progress will be monitored by the RJC’s Board of Trustees and once established, the Diversity Advisory Group.
It is our intention that our subsequent three-year plan will move away from merely focusing on actions to tackle problematic behaviour or thinking which potentially make those who are negatively affected feel better in the community. Instead, our phase two plan will be based on the premise that a society embracing diversity is in a win-win situation as both those integrated and those who learn to be more inclusive would profit from the result. Our plan will emphasise that diversity and inclusion are not just achievable so that equality is provided to everyone, but also because all the various qualities added together will bring along a more resilient and stronger community with more resources than previously.
| Deliverable 1: Build a diverse, inclusive and unified workforce | |
| Establish a Diversity Advisory Group |
The Diversity Advisory Group will advise the CEO and the Board of Trustees on ways to enhance diversity, multiculturalism, and equal opportunity for all aspects of our organisation. The priority for this group will be to support the delivery of this action plan and advise the CEO and Board of Trustees on the development of a three-year anti-racism strategic plan to run from June 2024 – June 2027. Group members will be paid an annual stipend for their services to the RJC. |
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Ensure our recruitment processes are informed by the importance of diversity and based on an understanding of inequality |
The RJC will evaluate and update its employment-related practices. The goal is to build a racially diverse workforce and make sure our employment practices are equitable, transparent, responsive to individual needs and provide opportunities for individuals from under-represented groups to apply and secure employment with the RJC. |
| Deliverable 2: Incorporate an anti-racism agenda into our practitioner, service provider, restorative organisation and training provider registration processes | |
| Collaborate with our members, partners, and the wider restorative justice sector to evaluate the sector’s anti-racist stance and identify where our Registration Frameworks and Practice Guidance could be developed to actively promote anti-racist practice |
The RJC will actively seek to collaborate with grassroot organisations and/or community groups to host a series of ‘Roundtable’ discussions with our members, partners and the wider restorative sector which focus on identifying specific assessment criteria to be incorporated into our Registration Frameworks which assess both organisational and practitioner commitment to embedding an anti-racist approach to their service delivery and/or individual practice. |
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Update our Registration Frameworks and Practice Guidance to promote anti-racist practice and ensure better access, experience, and outcomes for those using restorative justice / practice services |
The RJC will update all existing Registration Frameworks and Practice Guidance to include specific criteria relating to anti-racist practice identified through our roundtable sessions. |
| Deliverable 3: Provide opportunities for learning which challenge beliefs, habits, complacency and comfort zones or that maintain the status quo | |
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Create an internal culture that embraces the importance of diversity and recognises the challenges of racism |
All RJC staff and trustees will be required to take part in unconscious bias training. The RJC will source an appropriate external provider to deliver this training in the first instance. |
| Provide opportunities for our members to engage in meaningful anti-racist practice dialogue which challenges beliefs and complacency whilst empowering positive change |
Through our member networks, CPD symposiums, leader’s summit, annual conference and Registered Practitioner forums we will provide opportunities for constructive conversation and learning which challenge beliefs, habits and complacency. We will provide a safe space for our staff, trustees and members to hold difficult and challenging conversations. The RJC will proactively engage with community-based organisations, groups and individuals who have the skills, experience, and knowledge to support our collective learning. |