Our strategy is based on inclusion. We want diverse experiences and groups meaningfully and consistently represented in our work. To create a culture of belonging.
We understand that everyone faces different barriers and challenges. And a one size fits all approach won’t lead to real inclusion.
That means we want to offer the right support, at the right time, in the right way. So everyone has the opportunity to thrive.
Our ambitions
To do this, we’ve set out 3 equity, diversity and inclusion ambitions.
Inclusion for our community.
To create a community where everyone affected by Parkinson's feels they belong and are valued.
Tackling inequity faced by our community.
So everyone affected by Parkinson’s can access all the support and services they need, and no one is left behind.
Inclusion for our people.
A workplace where colleagues and volunteers feel respected, included and able to do their best work. Inclusion is central to how we grow.
What we’ve heard
We’ve heard from colleagues and volunteers, through our work in the Parkinson’s community.
You’ve told us diverse experiences and groups need to be meaningfully represented. That means creating a sense of belonging, and encouraging diverse communities to get more involved in our work.
We’ve heard people with Parkinson's from Black, Asian and other ethnic minority groups are underrepresented in Parkinson's research, leading to treatments which do not respond to their needs.
We’ve also heard that leaders in the organisation need to more visibly champion and encourage diversity.
What we’re doing
Our plan, shaped by our 3 ambitions, will develop and strengthen over the next 3 to 5 years. But it's already having a big impact across the organisation.
For example, we’re developing an engagement plan for all underrepresented groups and we’re equipping staff and volunteers with practical training on inclusive language and behaviours. These actions are helping us continue to build a culture where everyone feels respected and able to contribute fully.
We’re proud of our pioneering Race Equality in Research programme, and continuing our outreach into underrepresented communities. This helps Parkinson’s research better reflect the people and communities we aim to serve.
To make sure everyone feels valued and supported, we’re launching a mutual mentoring scheme, and strengthening our staff and volunteer affinity groups. This includes creating clearer links between these groups and organisational decisions, and giving them the resources they need to shape and run their own activities and events.
Everyone deserves a fair chance to develop and progress, so we’re introducing an ‘Equity Audit’, to shine a light on where opportunities aren’t equitable and to help us close those gaps.
Our progression and reporting system will use annual surveys and ‘stay’ interviews to understand the experiences of protected and marginalised groups. This means we can identify barriers earlier, act on them, and create more space for people to influence how we improve their working environment.
Got feedback? We'd love to hear from you
If you have a comment, suggestion, complaint or compliment we'd love to hear from you. Fill in our general feedback form and someone will be in touch within 5 days.