UNICEF UK colleagues laugh together at their desks.

Equity, Diversity
and Inclusion (EDI)

Our approach

Why EDI matters for UNICEF UK

UNICEF works in a world where inequality, discrimination and exclusion continue to shape children’s lives and life chances. These same forces also influence how we work internally, shaping our culture, relationships and the decisions we make.

For UNICEF UK, equity, diversity and inclusion are fundamental to how we deliver for children. They strengthen how we work, and therefore the impact we can have.

When people feel respected, heard and able to contribute fully, we unlock more of our collective talent and perform at our best.

Our EDI approach

Our renewed EDI approach is built on three interconnected levers of change: Power, Culture and Accountability. Together they create the conditions for meaningful and sustained progress – both internally and externally.

  • Power: Recognising who has influence, who may face barriers to being heard and what we can do to make sure everyone has a fair chance to contribute.
  • Culture: The everyday behaviours, relationships and ways of working that shape whether people feel respected, included and able to do their best work.
  • Accountability: How we turn commitment into action through clear responsibility, evidence, learning and follow-through.

These levers help us strengthen both how we work internally and how we deliver externally, ensuring EDI supports our organisational effectiveness.

Our approach brings together organisational data, insights and lived experience to help us understand not only what is changing, but how change is being experienced by colleagues.

Explore our full EDI approach

Download now

Our journey so far

Over the last 5 years, we have worked to move equity, diversity and inclusion beyond standalone initiatives and into the systems, culture, leadership and decision-making processes that shape everyday experiences at UNICEF UK.

The examples below highlight some of the key shifts that have shaped our journey and informed our current EDI Approach.

Building stronger foundations for inclusion

We have invested in practical guidance, learning, policies and tools to help embed inclusion across the organisation. This has supported a shared understanding of what inclusion means in practice and how it can be applied in everyday work.

Strengthening culture, belonging and inclusion

Through work on psychological safety, inclusive behaviours, neurodiversity, race and trans inclusion, we have sought to create an environment where colleagues feel respected, valued and able to contribute.

Expanding colleague voice and shared ownership

We have strengthened employee networks and introduced Inclusion Champions, creating more opportunities for colleagues to help shape our approach and share lived experience.

Building Confidence and Capability to Practise Inclusion

We have equipped colleagues and leaders with the skills, tools and guidance to make inclusion part of everyday decisions and behaviours, including through Equality Impact Assessments and inclusive design principles.

Advancing Our Anti-Racism Journey

Through shared anti-racist principles, learning opportunities and honest conversations about race and racism, we have worked to strengthen awareness, confidence and action across organisation.

Our organisational EDI goals

These goals will guide our EDI work over the coming years. They provide a clear sense of direction while allowing us to build on what we learn and adapt, while in aligmnet with our wider organisation strategy. We want to:

Goal 1: Build a more equitable, representative and inclusive organisation

Ensure we better reflect the diversity of the communities in the UK and create the conditions for people with different backgrounds, identities, beliefs and experiences to join, contribute, grow and lead.

Goal 2: Strengthen trust, fairness and belonging
Create a workplace where people’s everyday experience at UNICEF UK is shaped by respect, psychological safety, transparency and fairness.

Goal 3: Embed equity and inclusion in how UNICEF UK works and delivers
Further embed equity and inclusion into the core of how UNICEF UK thinks, plans, decides and acts – across strategy, leadership, policy, people practices, programmes, internal and external communications and engagement.

Goal 4: Address inequity and power to create lasting change

Better understand and respond to the ways power and privilege shape experiences, opportunities and outcomes.

Our commitment

This is long-term work and we are committed to building a UNICEF UK where:

  • People feel safe, respected and able to thrive.
  • Inclusion shapes everyday decisions, behaviours and systems.
  • Inequity is recognised and challenged.
  • Diverse voices and lived experience meaningfully inform our work.
  • Our internal culture strengthens the quality, credibility and impact of what we do for children.

Accountability

We believe accountability means being transparent about both progress and areas where further action is needed. We hold ourselves accountable through:

  • Publishing an annual EDI Report.
  • Reviewing recruitment, progression and retention outcomes.
  • Gathering colleague feedback through surveys, focus groups and employee networks.
  • Tracking progress against our EDI goals and delivery plans.
  • Using Equality Impact Assessments to inform decision making.
  • Sharing progress, learning and priorities with colleagues and stakeholders.

Our recent EDI report 2026

Each year, we publish an EDI Report that brings together workforce data, colleague experiences, culture insights, progress updates and areas requiring further attention. The report is one of the ways we hold ourselves accountable for creating a more equitable, diverse and inclusive UNICEF UK.

Our latest report highlights the progress we have made, the challenges that remain, and the priorities that will shape our work going forward.

Learn more about our employee networks, accessibility commitments, Disability Confident status and inclusive recruitment practices at our Workplace culture page.

Learn more