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We are working to make sure everyone experiencing a mental health problem gets the support and respect they deserve; being there for everyone experiencing a mental health problem is fundamental to who we are.

We know mental health doesn’t discriminate and doesn’t define us. We want everyone to belong and thrive without fear of prejudice or discrimination.

Buckinghamshire Mind recognises the nine protected legal characteristics under the 2010 Equality Act; age, disability, gender, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

We also acknowledge this does not encompass exclusion. People can be excluded because of their socio-economic background, weight, appearance, personality, nationality, and neurodiversity, for instance.

We want to end discrimination by creating an open environment that allows us to learn together. Our work will be transparent and align with the challenges faced by marginalised communities in a way that’s authentic and engages with the entirety of people’s lived experience.

Our Equality, Diversity, Inclusion and Equity journey is constantly evolving. We will share and celebrate our progress whilst welcoming feedback on how we can improve. We are committed to being a learning organisation that encourages everyone to take accountability.

We live our equality and diversity values in the following ways:

  • As an affiliated local Mind under the National Mind umbrella, we adhere to its quality standards of governance and service delivery and share its commitment to Equality, Diversity, and Inclusion.
  • We are developing an action plan that sets targets for improving diversity in our trustees, staff and volunteers.
  • Our Inclusion Group keeps conversations current and explores ways to improve.
  • We are improving our data collection so we can reach out to people who are under-represented in our services.
  • Our workplaces are flexible for those with disabilities, carers, parents, and those with other responsibilities. We are reviewing our premises to make them accessible to as many people as possible, such as prayer spaces and breastfeeding rooms.
  • We are recruiting to increase people from minority ethnic groups and/or the LGBTQ+ community. We are setting targets with a dynamic approach that changes according to the composition of our organisation over time.
  • We are committed to encouraging our staff and volunteers to learn more through open discussion, communications and learning opportunities. For example, we have a staff inclusion library, which raises awareness of marginalised communities and gives confidence in working together.
  • We don’t shy away from discussing the intersectionality of race, gender, sexual orientation, neurodiversity and socio-economic factors with mental health, and the inequalities faced by marginalised communities in accessing mental health services.
  • We stand shoulder to shoulder with people with lived experience.
  • We aim to create an environment where everyone feels safe to identify in a way that feels most comfortable to them. For example, staff are invited to share pronouns and name pronunciation guides.

We have recently updated our EDI policy, please click on the button below to read this policy. We would welcome feedback on how we can continue to improve. To feedback, please contact [email protected]

“For a number of years, I was a service user at Bucks Mind. I left for university and came back to do volunteering and an internship. As a disabled, autistic and queer person, I felt safe and included.

I was able to express myself in ways that felt comfortable for me and my needs were always taken into consideration. I was allowed to speak at the all staff meeting about the history of mental health and LGBTQ+ rights, and built the inclusion library, which helps staff improve their understanding of minorities.

I found Bucks Mind a safe and inclusive organisation where I felt heard.”

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