A diverse and inclusive culture is essential to our success as a team

A large number of specific groups of people have been underrepresented in the workplace and still are.

• Examples

Additionally, we know that it makes business sense to have a diverse and inclusive culture.

To solve this problem, we are committed to the unlearning of inequality.

How we aim to build a diverse team and an inclusive culture at Aula

Success looks like:

(1) ****An inclusive culture that is a space of belonging and equity for all and

(2) equity and diversity for our team members, in all areas and layers of what we do and who we are

Our approach is based on the understanding that people’s experiences are complex, drawing upon intersectionality.

Our activities will be focused upon learning, and acknowledging that this is a learning journey where we will be committed to unlearning inequality and learning allyship. In addition, we embed inclusive recruitment practices.

We will hold ourselves accountable in the same way we hold ourselves accountable for other business goals.

Examples of an inclusive culture

The following are examples of what we think an inclusive culture might look or feel like at Aula. This section should be treated as a living document.

1. We don’t make assumptions about others’ culture or life that are based on stereotypes rather than experiences that the individual person tells us about. For example:
   • We use the word ‘partner’ until we have a clear steer from another person about the word they use for the person they are in a relationship with. This is to ensure that we don’t make assumptions about others’ sexuality.
   • We don’t assume that if a person has a particular religious belief, or is of a specific heritage that they don’t drink alcohol or eat certain things.
   • We don’t assume that because a person identifies as a woman that they want a child or to get married.