Cripplegate Foundation is committed to equity, equality, diversity and inclusion in all the work that we do. We see these as an integral part of our organisational mission.
Diversity is one of the many reasons why Islington is such a great place to live and work. As an organisation, we value that and acknowledge that a more diverse and inclusive organisation leads to more innovation and better decision making.
However, we recognise systemic and structural inequalities that disproportionately impact particular communities or social groups in one or multiple levels in Islington and beyond. Identities such as gender, sex, race, class, sexuality, religion or disability can combine to create unique forms of disadvantage in life.
We are committed to working for social justice and equality for all communities and our aim is to ensure that we understand, consider and address inequalities in everything we do at Cripplegate Foundation and Islington Giving. In doing so, we strive to become a more diverse and inclusive organisation that truly reflects the community. We will do this by:
- Considering and addressing inequalities locally through our grant making, advocacy, and convening, and to ensure our funds get to where they are needed most.
- Enabling and ensuring our grantees and partners adhere to agreed equalities principles.
- Ensuring that our organisation and processes are robust and fit for purpose to enable us to achieve our ambitions in this area, including but not limited to our policies, investments, recruitment, procurement, communications, events and governance.
- Creating inclusive environments and spaces, including in the workplace, in which individual contributions and differences are recognised and valued, and where individuals can raise concerns or make suggestions to enhance our inclusivity or make changes.
Our progress to date
Cripplegate has been considering its role in embedding DEI within the organisation for several years. We established a Diversity, Equity and Inclusion (DEI) workplan in 2022, from which we made significant progress in diversifying our board and establishing a DEI trustee committee. The latest version of our DEI strategy links directly to our overarching Cripplegate Foundation strategy and each of our DEI objectives flows directly from these wider organisational strategic goals, as demonstrated in the list of priorities in the plan below. This is working document and will be updated regularly.
Our DEI workplan was last updated in July 2025.
Diversity data survey results
In September 2025, we conducted an anonymous diversity survey across both our staff team and our Board of Governors. We received responses from 14 out of 16 board members and 14 out of 16 staff members. The findings for each group are outlined in our full report.
