Our commitment to equity, diversity and inclusion (EDI)

Our EDI strategy

Following the murder of George Floyd, we - like many other organisations - were forced to take a hard look at our commitment to equity, diversity and inclusion.

In doing so, it became clear that the values that we aspire to were not matched by our actions, particularly when it came to being anti-racist organisation. We knew that we had to do better.

Our EDI strategy 2022-2026 affirms our dedication to being not just an anti-racist organisation but an organisation that actively supports all communities who have experienced discrimination, exclusion and violence.

“While we’ve made progress on the objectives we set in our EDI strategy, we need to continue to listen to and learn from all the diverse voices of those we serve, train and work with to fulfil our vision: for all children and young people to reach their full potential.” Professor Eamon McCrory, Anna Freud CEO

Colleague commitment to EDI

Colleagues across our organisation are committed to equity, diversity and inclusion which affirms our ambition to actively support all communities who have experienced discrimination, exclusion and violence.  

We have established seven colleague diversity networks; Anti-racism, Anti-classism, Neurodiversity and Mental Health, Disability and Accessibility, LGBTQIA+, Faith and Community Organising.  

We also recognise the importance of supporting those unprotected in law but identified as a priority, such as but not limited to those who are care-experienced, have caring responsibilities and those from a lower-socioeconomic background. 

Why we adopt an anti-racist approach in our EDI work

We believe anti-racism unlocks opportunities to tackle all forms of discrimination. Understanding the power dynamics that uphold structural and systemic oppression including racism, empowers us to take an active role in disrupting inequality and bias in our work. This helps us establish a sense of inclusion and belonging for all children and young people.  

We review our policy and practice, listen to and learn from those with lived experience, and commit to using the lens of anti-racism and anti-oppressive practice as our starting point.  

Racism is deeply ingrained in the UK’s cultural and social systems. We recognise the impact it has on children and young people’s lives and mental health, and we continue to commit to challenging it in all its forms. 

The Halo Code

We champion the right of staff to embrace all Afro-hairstyles. We acknowledge that Afro-textured hair is an important part of our Black employees’ racial, ethnic, cultural, and religious identities, and requires specific styling for hair health and maintenance.

We celebrate Afro-textured hair worn in all styles including, but not limited to, afros, locs, twists, braids, cornrows, fades, hair straightened through the application of heat or chemicals, weaves, wigs, headscarves, and wraps. In our workplace, we recognise and celebrate our colleagues’ identities. We are a community built on an ethos of equality and respect where hair texture and style have no bearing on an employee's ability to succeed. 

Our commitment to the LGBTQIA+ community

We recognise that young people who identify as lesbian, gay, bisexual, transgender, queer or questioning, and other communities, are roughly two-and-a-half times more likely to have a mental health problem than young people compared to young people who identify as cis-gendered or heterosexual. 

LGBTQIA+ young people also report higher rates of suicidal ideation, suicidal behaviour, mood and anxiety disorder symptoms, as well as emotional distress when compared to heterosexual young people. We know that much of this distress is caused by rejection, or fear of rejection, and discrimination. We have developed and shared resources and toolkits with thousands of schools on supporting LGBTQIA+ children and young people. 

"There is no question that the way we, as a society, respond to the sexuality or gender identity of others is often detrimental to their mental health. It is profoundly wrong that people we know and love fear rejection from their friends and families, from their colleagues and workplaces, and feel vulnerable to abuse and fear violence, simply because of their sexual identity.  Being accepted is a human need. It is not a privilege to have that need met, but a basic right, one from which all other opportunities flow. When we can all assert our individuality and flourish, and when we have the respect we need to feel proud of who we are, we will have a fairer society.” 

Peter Fonagy, Former Chief Executive, Anna Freud 

Gender pay gap

We report on our gender pay gap every year. In our latest results (April 2023), our median gender pay gap was 16%, a fall of 8.1 percentage points since we began reporting data in 2017. We’ve put in place several actions to reduce this further.

Living wage employer

Anna Freud is a Living Wage Employer proudly working with the Living Wage Foundation to promote the real Living Wage. The real Living Wage is higher than the government’s minimum, or National Living Wage, and is an independently calculated hourly rate of pay that is based on the actual cost of living. It is calculated each year and is announced by the Living Wage Foundation as part of Living Wage Week. It is currently £9.50 in the UK, with a higher rate of £10.85 for London, reflecting the higher costs of living in the capital. We exceed this by offering a minimum rate of £13.46 to our employees. This commitment applies to not only directly employed staff but also to our third party contracted staff. We ensure that all our third party contracted staff, such as our cleaners, are paid this enhanced rate. 

Anna Freud Living Wage commitment applies to not only directly employed staff but also to our third party contracted staff. Anna Freud has ensured that all our third party contracted staff, such as our cleaners, are paid the real Living Wage.