Our people

Culture and representation 

Our staff, board members, volunteers and service users work together to create a culture of belonging. This involves being kind, supportive, and open to learning from each other.  

As well as being highly skilled in their professions, 85%* of our staff and board members identify as disabled. When we talk about disabled people, this includes those with long-term conditions or mental health issues. This reflects the value we place on lived experience to bring about social change.  

We are very aware that where a person has more than one marginality, their disadvantages multiply, such as where they are from a low socio-economic background or of the Global Majority and are also disabled. Currently, 33%* of our staff and 50% of our Trustees are of the Global Majority and 18%* of our staff identify as LGBTQIA+.  

We respect the broad spectrum of identities and encourage staff to specify their pronouns in communications if they are comfortable doing so e.g., in their team profile on our website, in meetings, and as part of their email signature. We do this to normalise using pronouns, to ensure we do not make assumptions about someone’s gender identity, and to signal to members of the LGBTQIA+ community that this is a space which includes them. 

Our team’s lived experience also feeds into our work tackling the additional barriers faced by people with multiple marginalities. We aim to increase these levels of representation within our team, as part of our aspirations for the future.  

*Figures as of June 2023. 

 Recruitment and employment

As well as in our individual projects and services, our EDI values help to define the recruitment and employment procedures we have in place. These are continually developed and improved. We also influence these procedures on a wider scale, as part of our national campaigning for disabled people. 

Examples of some of our policies and national campaigns include: 

  • Reserving roles for disabled people and encouraging other organisations to do the same. In June 2023 we worked with Acas, in partnership with Inclusion London, to clarify the wording in their recruitment guidance on reserving roles. These changes made it clearer to recruiters that reserving roles is possible, and how they can do it. 
  • Promoting our staff vacancies and board positions within specific groups in the community, to attract people from protected groups and multiple marginalities. 
  • Asking staff to complete anonymous surveys about the organisation and acting on the results of these. 
  • Being accredited as a Living Wage Employer (since July 2022). 
  • Using anonymous recruiting, for the reassurance of applicants and avoidance of any unconscious bias. 
  • Communicating throughout the entire recruitment process to ensure reasonable adjustments are accommodated from the outset. 

 Learning and development

We encourage our staff to create and embrace learning opportunities. This includes skill-sharing, which benefits both the individual and the organisation. The atmosphere of encouragement and support leads to a more positive and productive workforce. 

Examples of learning opportunities include: 

  • Actively encouraging and creating opportunities for staff to participate in awareness training for all protected characteristics. 
  • Facilitating regular opportunities for staff to share their experience of multiple marginalities through staff presentations. 
  • Explicitly outlining in our procedures and policies that lived experience has a greater influence on our work than expert opinion.  
  • Sharing accessibility, disability and inclusion awareness experiences and tips at the start of all weekly staff meetings, through staff bulletins and in our monthly newsletter for the wider disabled community. We prioritise taking deliberate steps to ensure equality, diversity and inclusion throughout our work processes. 
  • Encouraging questioning and healthy debate. 
  • Running peer support groups for staff to share their experiences.  
  • Modelling a social model approach in our leadership style. 
  • Senior leaders openly sharing their lived experience in reflective group discussion. 

What our people say

Staff members

Photo of Kate, smiling white female expression, dark red hair but in sharp bob with high sharp fringe red lipstick, aged between 25-35.

As a manager, I’m open about my needs and challenges and I encourage my team to be the same. Working at Inclusion Barnet has taught me that I don’t need to hide how I’m feeling, and I never feel judged. It’s a truly inclusive, peer-led organisation, both internally and externally; we practice what we preach.”

Kate Toon / Touchpoint Manager
Photo of Melvyn: Male appearance, shaved hair, medium-dark skin tone, aged around 35 to 45, pleasant smile, blue outdoor puffer jacket.

“Working at IB was both a pleasure and a valuable experience. I was made to feel welcome at every stage during my role with Healthwatch Barnet. The entire IB team is approachable and supportive, with colleagues generously offering their expertise and help on projects and activities.”

Melvin Lyons / Former member of Healthwatch Barnet
Photo of Nitish, smiling Indian male expression, short dark styled hair with tidy beard and moustache, brown glasses, leather jacket and green shirt, aged between 30 to 40

“Inclusion Barnet very much lives up to its name of being an inclusive organisation and DDPO. There is a frank and open culture about health and disability that enables staff to constructively use their own lived experience and not be afraid to share their personal circumstances.” 

Melvin Lyons / Former member of Healthwatch Barnet

Board members

Photo of John McCafferty, head and shoulders photo, white male with short dark hair and closely cropped beard and moustache, blue eyes aged between 25 to 35 years.

The charity helps provide opportunities for individuals to be treated fairly, which is a key factor in aiding successful development and personal growth.”

John McCafferty / Trustee at Inclusion Barnet and CEO of Community Focus
Photo of Elsie: Older white lady with tied back grey hair, wearing blue top and thin gold necklace.

I’ve been a member of Inclusion Barnet’s Board of Trustees for 3 three years. All members of the board have lived experience of disability. Each person brings their unique talents and individual lived experience to the team. It is because we believe in equality, diversity, and inclusivity that we have taken on these roles at Inclusion Barnet.”

Elsie Lyon / Former Trustee, Inclusion Barnet.


The (Inclusion Barnet) staff are always there to help you and guide you. Volunteering at the library has enabled me to greatly ease my anxiety and build my confidence when interacting with others

Rachael / Library Volunteer
In a 2023 staff survey, 71% of our staff independently mentioned that they felt the organisation was inclusive and were proud of the staff culture.  

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