Our vision is for refugee and asylum seeking women to have access to the opportunities and resources they need to build meaningful and fulfilling lives, and for employers to be equipped with the knowledge they need to lead with inclusivity and compassion. 56 mentees successfully graduated our mentoring programme - a 30% increase from last year, highlighting our expanding impact. 672 hours of 1:1 mentoring delivered across London and online - mentees were supported to find jobs, apply to universities and scholarships, build confidence, strengthen communication skills and shape future goals 100+ women engaged in our work - this is a mix of women joining new programmes for the first time, continuing development through our alumni support programme and participating in Routes to Employment 130+ active members in our alumni community network stay connected by attending our events and workshops, engaging with our resources database, accessing shared bursary and employment opportunities, and receiving mentoring transition support 6 members of Routes programme alumni formed our pilot Lived Experience Leadership Group, sharing their expertise, offering strategic insight, fostering coproduction and advising at senior level to drive innovation with lived experience at the heart of Routes’ growth 7 core team members at Routes - our team has nearly doubled this year, enhancing our capacity to achieve even greater impact 1 new award: our flagship Mentoring Programme won the Ockenden International Award in recognition of our work in delivering evidential self-reliance to refugees 30+ nationalities represented by the women who engaged with our work this year 56 refugee and asylum-seeking women successfully completed the programme this year Routes’ flagship and award-winning mentoring programme brings together women from refugee and asylum-seeking backgrounds with women leaders across diverse industries. Through one-to-one mentoring, they build meaningful relationships rooted in trust and mutual learning. Mentees grow in confidence, expand their professional networks, and are empowered to take meaningful steps into employment or education. Mentors gain new perspectives, deepen their inclusive leadership skills, and contribute to creating more equitable workplaces. The mentoring programme is delivered over four months in a hybrid fashion, with opportunities for mentors and mentees to meet in-person and online depending on what suits their needs best. Our team carefully matches participants based on shared interests, professional expertise, and goals to foster strong connections. Mentees have access to digital inclusion support, travel expenses, childcare provision, hardship grants and referral and advocacy support provided through our partner networks. Mentors receive inclusive leadership training and can access a wide variety of resources that seek to inspire and support their mentoring sessions. In these ways, the mentoring programme facilitates spaces for participants to meet in a way that prioritises joy, shared learning and equal access. Impact of the Mentoring Programme : - 95% of people improved their self-confidence throughout the programme - 93% of people feel better prepared to apply for opportunities - 93% of people felt practically supported by the programme - 91% of people increased their knowledge and skills during the programme - 85% of people expanded their professional networks as a result of the programme - 88% of people feel more optimistic about the future at the end of the programme - 64% of people started a job and/or course within 6 months of their mentoring experience

Our stakeholders are women who are asylum seekers or refugees in the UK. We encourage feedback from stakeholders throughout our programmes and at the end of every programme. This feedback is then used when redesigning future programmes. We run a programme retrospective at the end of every programme which this feedback fits into. Mentees on the mentoring programme are asked for feedback half way through the programme and at the end of the programme, through a 1:1 phone call with a member of the Routes team and a written form. At the half-way point check in we are establishing whether we need to make any adjustments to the programme to ensure the greatest experience for that individual. The feedback at the end of the programme contributes to the redesign of the next programme. We also complete check in phone calls 6 months after the end of the mentoring programme during which we ask for further feedback, as we know that thoughts and feedback can change over time. We have one stakeholder who is a "Board Advisor" who attends our board meetings and participates like any other board member. We have also employed tow of our community stakeholders who now work designing and delivering our programmes.

The total remuneration paid to directors was £42,930. There were no other transactions or arrangements in connection with the remuneration of directors, or compensation for director's loss of office, which require to be disclosed.

No transfer of assets other than for full consideration