Equality, Diversity and Inclusion (EDI) Strategy
1. Introduction
Relatives for Justice (RFJ) is committed to promoting equality, valuing diversity and fostering inclusion across all aspects of our organisation, services and relationships. We recognise that the legacy of conflict, violence, trauma, bereavement and structural inequality continues to impact individuals, families and communities.
As an organisation working alongside individuals and communities affected by trauma, loss, human rights violations and intergenerational harm, RFJ acknowledges the importance of embedding equality, diversity and inclusion within a trauma-informed framework.
Core Values of Relatives for Justice
– An active commitment to universal human rights and social justice
– The promotion of equality and respect for the background, diversity and experience of all those bereaved and injured by the conflict
– The application and development of the highest standards of professional support programmes for victims and survivors of the conflict
– The promotion of recognition and remedy for the specific gender harms and experiences of the bereaved and injured of the conflict
2. Strategic Principles of this policy
– Human Rights-Based Approach
– Trauma-Informed Practice
– Anti-Discriminatory and Anti-Oppressive Practice
– Intersectionality
– Participation and Co-Production
– Accountability and Continuous Improvement
3. Strategic Principles
3.1 Human Rights-Based Approach
RFJ will uphold the dignity, rights and participation of all people and challenge discrimination, exclusion and inequality wherever identified.
3.2 Trauma-Informed Practice
RFJ recognises the widespread impact of trauma and commits to ensuring that policies, environments and services avoid re-traumatisation and promote recovery, empowerment and trust.
3.3 Anti-Discriminatory and Anti-Oppressive Practice
We will actively challenge systems, attitudes, behaviours and practices that contribute to inequality, marginalisation or exclusion.
3.4 Intersectionality
We recognise that people may experience multiple and overlapping forms of discrimination and disadvantage, including on the basis of:
Gender;
Age;
Disability;
Race or ethnicity;
Sexual orientation;
Religion or belief;
Socio-economic status;
Political opinion;
Family status;
Neurodiversity;
Trauma history.
3.5 Participation and Co-Production
We will involve service users, communities, staff and stakeholders in shaping policies, services and organisational development.
3.6 Accountability and Continuous Improvement
We commit to ongoing learning, reflection, evaluation and improvement in relation to equality, diversity and inclusion.
4. Legal and Professional Framework
This strategy aligns with:
Equality Act 2010 (where applicable);
Section 75 of the Northern Ireland Act 1998;
Human Rights Act 1998;
Data Protection legislation;
Safeguarding responsibilities;
BACP Ethical Framework for the Counselling Professions;
BACP accreditation standards relating to equality, diversity, inclusion, accessibility and ethical practice;
Relevant employment and health and safety legislation.
RFJ recognises that BACP standards require organisations and practitioners to:
Demonstrate equality of access;
Work competently with diversity;
Engage in reflective practice;
Challenge discrimination and prejudice;
Maintain culturally competent and inclusive services;
Support safe, ethical and trauma-aware therapeutic practice.
5. Understanding Trauma-Informed EDI Practice
RFJ recognises that trauma can significantly affect people’s emotional wellbeing, relationships, communication, sense of safety and ability to access support.
Trauma-informed EDI practice means understanding how inequality, discrimination, violence, exclusion and systemic disadvantage can compound trauma.
RFJ will embed the following trauma-informed principles across all areas of work:
5.1 Safety
We will create physically, emotionally and psychologically safe environments.
This includes:
Respectful communication;
Clear boundaries and confidentiality;
Accessible and welcoming spaces;
Transparent policies and procedures;
Safe reporting mechanisms.
5.2 Trustworthiness and Transparency
We will communicate honestly and openly about:
Processes;
Decision-making;
Limitations;
Confidentiality;
Rights and responsibilities.
5.3 Choice and Empowerment
We will maximise informed choice and participation wherever possible.
5.4 Collaboration
We will work in partnership with service users, communities and staff.
5.5 Cultural Humility and Responsiveness
We recognise that trauma experiences are shaped by culture, identity, politics, community experiences and historical context.
5.6 Avoiding Re-Traumatisation
We will continually assess practices, environments and communications to minimise harm and distress.
6. Strategic Objectives
Objective 1: Promote an Inclusive Organisational Culture
• RFJ will foster a culture where all individuals feel respected, included and valued.
• Actions
• Embed EDI values within organisational policies and procedures;
• Ensure leadership visibly promotes equality and inclusion;
• Encourage respectful communication and accountability;
• Promote psychological safety across teams;
• Provide confidential mechanisms for raising concerns;
• Celebrate diversity and inclusive practice.
Outcomes
• Improved staff wellbeing and belonging;
• Increased confidence in organisational culture;
• Reduced experiences of discrimination or exclusion.
Objective 2: Deliver Accessible and Inclusive Services
RFJ will ensure services are accessible, equitable and responsive to diverse needs.
Actions
• Conduct accessibility reviews of services and premises;
• Provide accessible information formats where possible;
• Consider language, literacy and communication needs;
• Ensure referral and assessment processes are inclusive;
• Consider cultural, religious and identity-related needs in service delivery;
• Develop inclusive outreach and engagement practices.
Outcomes
• Increased accessibility and participation;
• Reduced barriers to support;
• Improved service user experience.
Objective 3: Embed Trauma-Informed Practice Across the Organisation
RFJ will ensure trauma-informed principles shape organisational culture, service delivery and decision-making.
Actions
• Deliver trauma-informed training for staff and volunteers;
• Integrate trauma awareness into supervision and reflective practice;
• Promote staff wellbeing and burnout prevention;
• Review environments and procedures to reduce re-traumatisation;
• Develop clear safeguarding and risk management processes.
Outcomes
• Increased confidence in trauma-informed practice;
• Safer and more supportive environments;
• Improved wellbeing for staff and service users.
Objective 4: Strengthen Workforce Equality and Development
RFJ will promote fair recruitment, retention, progression and development opportunities.
Actions
• Ensure recruitment processes are transparent and equitable;
• Encourage diverse applications;
• Provide reasonable adjustments where required;
• Support continuous professional development;
• Promote reflective and ethical practice;
• Monitor workforce diversity where appropriate and lawful.
Outcomes
• Fair and inclusive employment practices;
• Increased workforce confidence and competence;
• Improved representation and participation.
Objective 5: Meet and Maintain BACP-Aligned Standards
RFJ will maintain high standards of ethical, inclusive and trauma-informed practice aligned with BACP expectations.
Actions
• Ensure counselling and support services align with BACP Ethical Framework principles;
• Maintain clear policies on confidentiality, boundaries and ethical conduct;
• Ensure practitioners engage in supervision and reflective practice;
• Provide ongoing EDI and cultural competency training;
• Monitor equality and inclusion within service delivery;
• Ensure complaints procedures are accessible and transparent.
Outcomes
• Strengthened professional practice;
• Increased service quality and accountability;
• Compliance with accreditation expectations.
7. Protected Characteristics and Inclusive Practice
RFJ is committed to ensuring individuals are not discriminated against because of:
• Age;
• Disability;
• Gender reassignment;
• Marriage or civil partnership;
• Pregnancy or maternity;
• Race;
• Religion or belief;
• Sex;
• Sexual orientation;
• Political opinion;
• Dependants;
• Socio-economic background.
We also recognise the importance of inclusion for:
• Neurodivergent individuals;
• Survivors of trauma and violence;
• Victims and survivors of conflict;
• Carers and families;
• Individuals experiencing mental health difficulties;
• Refugees, migrants and asylum seekers;
• Individuals impacted by poverty and social exclusion.
8. Inclusive Counselling and Therapeutic Practice
RFJ recognises the importance of culturally competent and ethically grounded therapeutic support.
Counsellors, therapists and support practitioners working within RFJ will:
• Work within professional ethical frameworks;
• Recognise power imbalances within therapeutic relationships;
• Respect diversity, identity and lived experience;
• Engage in anti-discriminatory practice;
• Avoid assumptions and stereotyping;
• Seek appropriate supervision and consultation;
• Maintain professional competence;
• Use inclusive and respectful language;
• Consider trauma impacts in all interventions.
RFJ will support practitioners through:
• Clinical supervision;
• Reflective practice;
• Safeguarding support;
• Trauma-informed training;
• Equality and cultural competency learning;
• Wellbeing supports.
9. Training and Capacity Building
RFJ will provide ongoing learning opportunities to strengthen EDI and trauma-informed practice.
Training may include:
• Equality and diversity awareness;
• Trauma-informed practice;
• Safeguarding;
• Anti-racism and anti-oppressive practice;
• LGBTQIA+ inclusion;
• Disability awareness and accessibility;
• Cultural humility;
• Mental health awareness;
• Professional boundaries and ethics;
• Reflective practice.
Training will be reviewed regularly to ensure relevance and effectiveness.
10. Staff Wellbeing and Psychological Safety
RFJ recognises that staff and volunteers working in trauma-related services may experience emotional strain, secondary trauma, burnout or compassion fatigue.
We are committed to:
• Promoting healthy working practices;
• Supporting work-life balance;
• Providing access to supervision and support;
• Encouraging reflective spaces;
• Responding appropriately to workplace stress;
• Promoting respectful and supportive team cultures.
We recognise that psychologically safe workplaces are essential to effective trauma-informed practice.
11. Service User Participation
RFJ will involve service users and communities in the development and review of services.
This may include:
• Consultation and feedback mechanisms;
• Co-design opportunities;
• Evaluation activities;
• Community engagement;
• Participation forums.
We will ensure participation opportunities are accessible, respectful and trauma-informed.
12. Monitoring, Evaluation and Accountability
RFJ is committed to measuring progress and ensuring accountability.
We will:
• Review policies and procedures regularly;
• Gather feedback from staff, volunteers and service users;
• Monitor complaints, incidents and learning;
• Assess training participation and impact;
• Review accessibility and inclusion barriers;
• Identify areas for improvement.
Progress against this strategy will be reviewed annually and reported to leadership and governance structures.
13. Roles and Responsibilities
Board and Senior Leadership
Responsible for:
• Strategic oversight;
• Ensuring legal and ethical compliance;
• Promoting inclusive leadership;
• Allocating resources;
• Monitoring implementation.
Managers and Supervisors
Responsible for:
• Embedding EDI and trauma-informed practice in teams;
• Supporting staff wellbeing;
• Addressing concerns appropriately;
• Ensuring equitable practices.
Staff and Volunteers
Responsible for:
• Treating others with dignity and respect;
• Following policies and procedures;
• Challenging discrimination appropriately;
• Engaging in learning and reflective practice.
Counsellors and Practitioners
Responsible for:
• Working ethically and inclusively;
• Maintaining competence and supervision;
• Practising within professional frameworks;
• Applying trauma-informed approaches.
14. Complaints, Concerns and Reporting
RFJ will maintain accessible procedures for reporting concerns related to:
• Discrimination;
• Harassment;
• Bullying;
• Exclusion;
• Unethical practice.
All concerns will be treated seriously, sensitively and fairly.
We are committed to:
• Confidentiality where appropriate;
• Non-retaliation;
• Trauma-informed responses;
• Timely investigation and resolution.
15. Communication and Accessibility
RFJ will seek to ensure communications are:
• Clear and inclusive;
• Respectful and culturally sensitive;
• Accessible where reasonably practicable;
• Trauma-informed;
• Free from discriminatory language.
We will continue to identify ways to improve accessibility for individuals with varying communication, literacy and support needs.
16. Review and Governance
This Equality, Diversity and Inclusion Strategy will be:
• Reviewed annually;
• Updated in response to legislation, organisational learning and best practice;
• Informed by stakeholder feedback;
• Monitored through governance and leadership structures.
The strategy will support RFJ’s wider commitment to:
• Human rights;
• Ethical practice;
• Community participation;
• Healing and recovery;
• Organisational accountability.
17. Conclusion
Relatives for Justice recognises that equality, diversity and inclusion are fundamental to ethical, effective and trauma-informed practice.
We are committed to creating environments where individuals and communities affected by trauma, conflict, inequality and loss are treated with dignity, compassion and respect.
Through this strategy, RFJ aims to strengthen inclusive practice, improve accessibility, support staff wellbeing, uphold professional standards and ensure that all individuals can engage safely and meaningfully with our organisation.
This strategy reflects our ongoing commitment to learning, accountability, participation and continuous improvement.
The full Implementation Plan can be read here
RFJ EDI Strategy
Document Version: Date: March 2026
Review Date: March 2028
