Equity, diversity and inclusion
We are fully committed to respecting and treating everyone fairly, eliminating discrimination and actively promoting inclusion.
Importance of equity, diversity and inclusion
There are many reasons why promoting equity, diversity and inclusion is fundamentally important for us.
- The people we support are more likely to experience disadvantage and discrimination.
- Equity, diversity and inclusion improves their relationships and outcomes of moving away from the streets.
- Equity, diversity and inclusion improves the health and wellbeing, performance and development of our staff and helps to ensure everyone feels valued.
Our vision for equity, diversity and inclusion is that it will be embedded in our culture, services and workforce.
Diversity networks and allies
We are proud of our nine staff diversity networks. Alongside their day jobs, network members raise awareness and visibly celebrate the culture and history of those they represent. They organise events, influence policy, share best practice and provide peer support.
We also have over 150 Diversity and Inclusion Allies who are staff members that champion equality, diversity and inclusion in their teams.
The people we support
At St Mungo’s, we support some of the most marginalised people in our society and we are privileged to work with a hugely diverse group of them.
- Over two thirds of the people we work with have issues with their mental health.
- 40% of the people we support are from a Black, Asian and Ethnic Minority background and we know that Black people are more than three times as likely to experience homelessness.
- Almost one in five LGBTQ+ people (18%) have experienced homelessness at some point in their lives.
- 25% of trans people have experienced homelessness at some point in their lives.
Our commitment to anti-racism
St Mungo’s recognises that racism is entrenched in our society and that the people we support and our staff are deeply affected by racism. We are committed to doing what we can to address these issues and to make our organisation an inclusive place where our Black, Asian and Ethnic Minority people feel safe, supported and able to achieve their goals and ambitions.
Our work on ending women's homelessness
We recognise that women experience homelessness differently – they are still at a disproportionate risk of harm from those they love and trust, alongside the existing dangers of homelessness.
Our Women’s Strategy is designed to address the ways in which women experience homelessness differently from men, equipping us to achieve equally positive outcomes with our female clients.
Our gender and ethnicity pay reports
We continue to have a very low gender pay gap. Between April 2020 – 2021, our mean gender pay gap reduced from 2.7% to 1.1% with the median pay gap increasing slightly from 1.8% to 2.2%.
Between April 2020 – 2021, our mean ethnicity pay gap reduced from 10% 9% last year with our median ethnicity pay gap increasing from 2% to 6%.
We’re looking for people with a consistently professional approach, and an inclusive can do attitude. Those who are passionate and committed to do their best in their work with us to end homelessness and rebuild lives.