Our plans

We know that we have more work to do to achieve our commitment to Equity, Diversity and Inclusion (EDI). We are continually looking at ‘how we do things’ and identifying where we can and should make positive changes.

While we hope some actions will deliver quick results, we know that others will take more time to achieve. We are committed to continuing to work towards creating a National Park where everyone can find opportunity and belonging, and to be an employer that reflects the nation for whom we were created.

Our values of collaboration, innovation and respect will be at the heart of our inclusive culture.

Our focus since 2021 has been to embed EDI across the organisation. We have:

Clarified what we mean by EDI, as Equity, Diversity and Inclusion, noting ‘belonging’ is part of being inclusive and ‘equity’ goes deeper than ‘equality’; recognising everybody is different and may require different solutions to access the same opportunities.

Established an EDI Steering Group made up of staff from across the organisation at all levels, and a representative from our Senior Leadership Team and our members, that meets 3–4 times a year.
Ensured that EDI is at the heart of any proposals (projects, reports, strategies, policies). This has included the development of our new Partnership Management Plan and Local Plan, where we have sought to engage as many different groups and people as possible as part of the consultation process.
Enriched our decision-making process by broadening representation within our members – co-opting two members to our Policy & Resources Committee to provide different perspectives, and encouraged a more diverse range of applications for new Secretary of State appointed members to the Authority.
Worked with an expert training provider to develop training for all staff and members on inclusion.

Our Plans for or the next year:

Our focus for the next year includes:

Revamping our recruitment processes and information.
Ensuring that the development of our key strategies – our Partnership Management Plan and Local Plan – have EDI at their core.
Ensuring that our communications platforms provide space for new and unheard voices and creative talent.
Continuing to roll out Inclusion training to all new staff and members.