Gender Equality Plan (GEP) for Dorset Mind

Organisation Name: Dorset Mind
Plan Approved By: Linda O’Sullivan, Chief Executive
Approval Date: January 2025
Duration of Plan:  2025 – 2027

1. Introduction and Commitment

At Dorset Mind, we are committed to advancing gender equality, ensuring equal opportunities, and fostering a culture of inclusion. As a mental health charity, we understand that gender equality is essential not only for our staff and volunteers but also for the communities we serve. This Gender Equality Plan (GEP) aligns with EU standards and UK legislation, including the Equality Act 2010.

This plan will ensure that gender equality principles are embedded in all aspects of our organisation, from governance to service delivery.

2. Objectives

Our Gender Equality Plan focuses on the following key objectives:

  1. Promote gender balance in leadership and decision-making roles.
  2. Prevent gender-based discrimination and harassment in the workplace.
  3. Ensure inclusive recruitment and career development opportunities.
  4. Improve work-life balance policies for staff and volunteers.
  5. Incorporate gender equality into program delivery, addressing diverse needs in the community.

3. Governance and Leadership

  • Dorset Mind’s leadership team, including Chief Executive Linda O’Sullivan, commits to driving the implementation of this plan.
  • A designated Equality and Diversity Officer will oversee the monitoring and evaluation of the GEP.
  • The Board of Trustees will receive annual updates on progress to ensure accountability.

4. Actions and Measures

4.1 Organisational Culture and Policies

  • Review all existing policies to ensure they reflect gender equality principles.
  • Update the Equality and Diversity Policy to include a clear focus on gender equality.
  • Introduce a zero-tolerance policy for gender-based harassment and discrimination.

4.2 Recruitment and Career Development

  • Implement gender-neutral language in job descriptions and advertisements.
  • Ensure diverse hiring panels to reduce unconscious bias in recruitment.
  • Monitor and address any gender pay gaps within the organisation.
  • Provide training on unconscious bias and inclusive leadership for managers.

4.3 Work-Life Balance

  • Promote flexible working arrangements, such as remote work or part-time options.
  • Support employees and volunteers with caregiving responsibilities through family-friendly policies, including parental leave.

4.4 Training and Capacity Building

  • Deliver gender equality and diversity training for all staff and volunteers.
  • Raise awareness of gender-related mental health needs, equipping staff to support clients from all genders effectively.

4.5 Community Engagement and Service Delivery

  • Ensure Dorset Mind’s services are accessible and tailored to diverse genders, particularly recognising the mental health needs of women, men, and non-binary individuals.
  • Collaborate with local organisations to support gender equality initiatives in the community.

5. Monitoring and Evaluation

To ensure the successful implementation of this plan, Dorset Mind will:

  • Establish measurable key performance indicators (KPIs) for each objective.
  • Conduct annual reviews to assess progress and make necessary adjustments.
  • Gather feedback from staff, volunteers, and service users through surveys and focus groups.

6. Communication

This Gender Equality Plan will be:

  • Publicly available on the Dorset Mind website.
  • Shared with all staff, volunteers, and stakeholders.
  • Incorporated into induction materials for new employees and volunteers.

7. Accountability and Signatures

The leadership team at Dorset Mind takes full responsibility for implementing and upholding this plan.

Approved by:
Linda O’Sullivan
Chief Executive, Dorset Mind

Signature: ___Linda O’Sullivan
Date: January 17th 2025

Appendix: Legal and Policy Frameworks

  • Equality Act 2010 (UK)
  • EU Charter of Fundamental Rights
  • UN Sustainable Development Goal 5: Achieve Gender Equality
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