for the Period Ended 31 July 2024
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Community Interest Report |
Directors' report period ended
The directors present their report with the financial statements of the company for the period ended 31 July 2024
Principal activities of the company
Directors
The directors shown below have held office during the whole of the period from
1 August 2023
to
31 July 2024
The above report has been prepared in accordance with the special provisions in part 15 of the Companies Act 2006
This report was approved by the board of directors on
And signed on behalf of the board by:
Name:
Status: Director
for the Period Ended
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The notes form part of these financial statements
This report was approved by the board of directors on
and signed on behalf of the board by:
Name:
Status: Director
The notes form part of these financial statements
for the Period Ended 31 July 2024
Basis of measurement and preparation
Turnover policy
for the Period Ended 31 July 2024
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The Inclusion Agency CIC (TIA) is a community interest company championing Equality, Diversity and Inclusion (EDI) in the arts, heritage and education across the southwest region. We were founded in July 2019 by Co-Directors Louisa Adjoa Parker and Louise Boston-Mammah. This financial year, 2023-2024, we have benefitted the community by: Continuing to provide our consultancy services online and in-person to enable the community to access our work which includes meetings, training, resources, projects and support. Our website www.theinclusionagency.co.uk continues to provide access to our services for anyone who needs it, providing both online and in-person services. We have worked with our clients with care, empathy and understanding. We have continued to work with our highly valued regular clients: University of Bristol (UOB) and the University of West England (UWE). We continue to attract new clients. This year we have worked with the dBs Institute of Sound and Digital Technologies and Black South West Network (BSWN) in Bristol. We offer all potential new clients a free 30 min meeting online to assess their needs match what services we can provide, or refer them to others that might be able to support them better. Any critical feedback is dealt with swiftly, adjusting training and resources as we go, and outlining any improvements we will make to our clients, continually improving our offer. Professionally supporting black and brown people of the southwest, and beyond, ensuring their voices are heard through our work This year, we completed our research with the Black Engineers Society (BES) at UOB on the lived experience of Black engineers to help improve support for them and wrote our final report: University of Bristol (UOB) Black Engineers’ student experience research and report; a collaboration between CAME School of Engineering, the Black Engineers Society & The Inclusion Agency (TIA). Overall, we included the lived experience of 22 Black Engineering students at UOB through online and in-person focus groups and questionnaires. One of the main recommendations of the report was the need for UOB to implement a better duty of care for every Black student within the Faculty of Engineering and to understand and respond according to the needs of individual Black UK and Black International students. As one student said, “Not all Black students are the same, [but others] think they are homogenous.” We then shared the key findings and recommendations from the report with 30 key staff from the Faculty of Engineering and workshopped together key actions to take forward into the year. This year, we also became Programming and Engagement consultants for Black South West Network (BSWN) helping them engage a wide range of Black and Racially Minoritised individuals, groups and organisations across the South West with their proposed National Lottery Heritage Fund (NLHF) project, Re-Telling and Reimagining the Histories and Cultural Heritage of Black and Racially Minoritised Communities in the South West. We helped organise 11 community consultations across the South West as part of BSWN’s ‘UnMuseum’ team, asking questions to deepen conversations around cultural heritage and how best to engage with it both in a physical and digital space. We travelled to Gloucester, Falmouth, Weston-super-Mare, Bath, Bournemouth, Plymouth, and Bristol, talking with over 100 people from African, Caribbean, South Asian, and Global Majority heritage either online, or in-person. One of the main themes that emerged from our conversations was the need for visibility, representation and belonging in largely white spaces in arts, culture and heritage across the South West. One participant said, “(It’s) about people being seen in an area that’s semi-rural. When I grew up here, I was only 1 of 2 people of colour in this whole area, if not the whole of North Somerset. We were hidden.” The report of our findings from our consultations and the recommendations for a programme of living, caring cultural heritage spaces across the South West, curated by Black and Racially Minoritised creatives, educators and communities, have been included in BSWN’s proposal for funding to NLHF. Co-creating and developing high quality EDI training with a focus on anti-racism. We continue to cover all protected characteristics when working with many of our clients building on our previous listening circles training with Natural England. But our lived experience mainly covers ‘race,’ racism and anti-racism in the southwest. We continue to deliver our ‘race,’ racism and anti-racism training for UWE and have worked with a total of 10 students online this year to help them identify and tackle microaggressions, prejudice, discrimination and racism both on and off campus. We also ran an in-person training session for 50 music professionals in Bristol called Embracing Equality, Diversity and Inclusion: Building confidence through conversations, this year which was very well received. Here is some of the feedback from participants at our session: Great presenters. An atmosphere of learning and growing together, where people felt able to openly share their thoughts and experiences. Open and honest conversation. The team presenting was engaging, got the right pace, read the room, and were speaking from lived experience.’ I feel more confident to talk about this subject now. think of the phrase "Calling it in rather than calling it out" quite a lot. It helps me to reframe my attitude towards dealing with difficult or controversial opinions and arguments. I gained a deeper understanding of people’s perspectives of what EDI means to them especially across the organisation. I think there could be a way to submit answers/responses to the screen after a case study anonymously. We could also make an action plan for certain situations that may crop up in future. For example, if staff on the front desk feel uncomfortable and they want someone to step in. It was a really interesting and informative session. Having it delivered by people who are knowledgeable and passionate about the subject made it feel valuable and not like a tick-box exercise. Evaluating our own services for feedback, improvement, research and development. We continue to work across all protected characteristics covered by the Equality Act 2010 and beyond into all lived experiences of prejudice and discrimination including socio-economic and rural factors. But we make explicit our perspective is through an anti-racist lens so that clients know our own lived experience is reflected in our EDI training. We continue to offer a blend of online and in-person services in response to clients’ needs and increase our accessibility using online facilities and technologies to improve how people can engage with, and respond to our work online. We keep ourselves up-to-date with current conversations around EDI and are open to learning from each client about their unique perspectives and journeys so our training, consultations and research can feed into reports and action plans to make institution and organisation-wide changes. We continue to listen to those with diverse lived experiences which enriches and challenges our understanding of EDI, as well as others, using real world case studies to workshop real world practice, and always encouraging those we work with to look to members of their own staff teams to embed and sustain good EDI practice in their own organisations. We continue to build a network of EDI practitioners who have a body of lived experience around ‘race,’ racism, anti-blackness and anti-racism in the southwest who we might wish to work with in the future as partners, either as individuals or organisations. We want to develop more online services in the future, including potential training packages in this area, which will take more research, development and investment.
TIA’s stakeholders are the black, brown and ethnically diverse people of the South West who we enable to share their lived experience through our projects, research and training; the wider diverse communities and clients in the arts, culture, heritage and education sector, with some business/private sector professionals, who are committed to embedding EDI in their policies and practices; and people from all backgrounds living in the south west who seek to make it a fairer, happier place to live, work and study. Co-directors, Louisa Adjoa Parker and Louise Boston-Mammah have lived experience of issues of rural racism having lived in the southwest most of their lives and being of Black African and White British mixed heritage. We share our experiences, and the experiences of others who have suffered discrimination through lived experience of a range of protected, and non-protected characteristics, in the training, support and guidance we give. Individual’s lived experience we use as part of our training, we seek permission and/or anonymise to protect their identity. We ask all our clients, service users and project participants for feedback and how they might want us to improve and develop in the future through evaluation activities or interviews. This has helped us develop our knowledge of all the protected characteristics and other areas of disadvantage and discrimination and improve, or remove, our training. We now co-create training and consultations with others who have lived experience of different characteristics from our own and this is enriching our training, services and our own professional development. It has also helped us keep up-to-date with new facilities on Zoom to keep our online audiences engaged, or work in partnership with others to engage new audiences. Our work with Black South West Network this year has been developed in full consultation with their staff team and we worked alongside delivery partners from OluMedia, who particularly worked with Black young people in Bristol, and 91 Ways to Build a Global City, who particularly worked with Bristol’s South Asian communities, to co-deliver some of the consultations. Both are Global Majority-led organisations, with their own expertise and audiences, with whom we co-created the consultations. They helped recruit the specialist audiences for the consultations, develop appropriate questions and their own delivery style for each focus group. ‘It's been such a pleasure working with you!’ Olumide Osinoiki from OluMedia working with us as part of the ‘UnMuseum’ team at BSWN ‘I've often felt like I'm doing a lot of guess work when it comes to EDI, treading carefully, worried I'll insult someone unintentionally, the training showed me that it’s about the approach and an openness, rather than just knowing the right words to use.’ Participant, ‘Embracing Equality, Diversity & Inclusion: Building confidence through conversations’ at dBS Institute Bristol
£30,500
No transfer of assets other than for full consideration
This report was approved by the board of directors on
25 October 2024
And signed on behalf of the board by:
Name: Louisa Adjoa Parker
Status: Director