In 2020, All We Can launched a bold new strategy for 2020-2025 – committing to walking in partnership with local people and organisations, towards its vision of seeing every person’s potential fulfilled.

The strategy sets out to equip people living in some of the world’s poorest communities with the tools they need to themselves break the cycle of poverty. It renews and deepens All We Can’s commitment to move away from conventional project-focused funding in favour of long term, relational partnerships with local organisations rooted in the communities they serve.

Three key goals will guide All We Can’s work from 2020-25, in order to help realise its vision of seeing every person’s potential fulfilled.

Goal One: To create a legacy of resilient, thriving and impactful local partners.
We will achieve this by deepening and strengthening our partnership model; supporting our local partners to become resilient, and self-sufficient; enabling partners to deliver community-led, effective, and adaptive programmes; and responding quickly to humanitarian emergencies, and committing to longer-term recovery in affected communities.

Goal Two: To inspire and invest in a wealth of diverse supporter relationships that resource and grow the movement.
We will achieve this by working toward financial sustainability; developing, growing and improving our fundraising and communication approach; informing and inspiring our incredible supporters by demonstrating their impact; and enabling even more people to hear about All We Can’s work.

Goal Three: To leverage greater impact in the wider world through collaboration and influence.
We will achieve this by working together with our Methodist Church family, and other denominations, in our response to poverty and disasters; sharing All We Can’s partnership approach, and it’s impact, with others across the international development sector; and helping educate people throughout the UK and beyond about the root causes of poverty and injustice, to help facilitate change.

In 2020, All We Can reviewed its approach and culture in relation to equality, diversity and inclusion.

As a result, we took a number of steps to ensure we continue to improve, and are a fair and inclusive movement for all. We recognise that ensuring equality, diversity, inclusion and anti-racism are embedded throughout all aspects of our movement is not a conclusive process. Rather is an ongoing journey of improvement and we remain committed to this process of learning, awareness and action. We recognise our important role as an international development charity, in challenging and in halting the perpetuation of colonial, racist, and unjust depictions of development, aid, and the communities we serve.

Below, you will find outlined All We Can’s key achievements in the 2019-20 and 2020-21 financial years.

Key achievements in 2019-20

• All We Can continues to pioneer the localisation development agenda within its work – ensuring programs and crises responses are lead, owned and championed by local organisations and communities.
• All We Can altered its approach to recruitment (including language and imagery used) to ensure that diverse audiences are more intentionally reached by recruitment processes for staff, trustees and volunteers. Interview panels will be selected from a group of managers & employee representatives who are trained in effective interview skills including ensuring an anti-bias approach to selection. Interview panels will include these staff in all interviews and where possible, always aim to include a Black, Indigenous or person of colour on the panel and/or another person able to represent an aspect of diversity and have personal insight of protected characteristics.
• Having altered our recruitment processes, reflection led to an examination of our organisational policies on Equality and Diversity, and the development of a more enhanced ‘umbrella’ policy on Equality, Diversity & Inclusion, setting new, higher standards and accountability for our work in this area and further enhancing and challenging an already positive culture of inclusion within the organisation.
  Staff and Trustees received expert Equality, Diversity and Inclusion training, which is now established as a regular part of our ongoing development and training.
• In its new 5 year strategy, All We Can has firmly established inclusion, equality and diversity as a key focus and commitment in our vision and redefined mission, values, beliefs and goals.
• All We Can established an internal diversity, inclusion, and anti-racism working group, to champion and pioneer issues within the staff team. A learning portal on the staff intranet site has been created to support this working group’s vital work and facilitation of regular team events focusing on various aspects of diversity and inclusion.
• Regular sharing of information, ideas, art, articles, videos, and other media focused on inclusive culture is encouraged and shared regularly within the team and on our intranet. One such aspect of positive culture is the use of book clubs to study literature focused on issues such as anti-racism, as a way of provoking ongoing conversation, reflection, and challenge to team members.
• Two diversity and inclusion champions have been appointed at Board level, ensuring that an inclusive approach to governance and strategy remains front of mind in all conversations at Board and executive level.
  All We Can is signatory to the ACEVO Diversity Principles. Chief Executive Graeme Hodge will be assessed against these principles by All We Can’s Board of Trustees on an annual basis.
• All We Can has signed the ‘Show The Salary’ pledge, to help tackle pay inequality within the third sector.
• Data monitoring is being introduced to help identify areas within the organisation where further diversity, inclusion and/or anti-racism work is required.

Key achievements in 2020-21

• Staff have been regularly encouraged to attend training opportunities relevant to their area of work relating to issues of equality, diversity, inclusion and anti-racism. These areas have now been mainstreamed in All We Can’s culture and are the responsibility of all staff.
• All We Can signed the Joint Faiths and Beliefs letter on the Police, Crime, Sentencing and Courts Bill, as part of its commitment to anti-bias and equality, as well as to defend the right to protest.
• Equality issues such as gender justice have become key focal points for All We Can’s public fundraising and educational resources
  All We Can staff continue to actively participate in BOND groups exploring localisation and the decolonisation of aid. Notably, All We Can contributed to the ‘Catalysing locally-led development in the UK aid system‘ BOND report.
• Recommendations from BOND’s ‘Racism, power and truth: Experience of people of colour in development’ will be explored and implemented where possible
  Revised and more inclusive recruitment practices are now embedded in our processes and we remain committed to enabling and encouraging even greater diversity in our governance, staff team and culture.
• This year, a new and much more ambitious Equality, Diversity and Inclusion Policy was formally adopted by All We Can’s Board of Trustees.
  All We Can will continue to report back on equality, diversity, inclusion progress in future annual reviews. You can find out more detail in our annual report.

All We Can is fully committed to the safeguarding and welfare of all individuals and recognises the right of every person to live free from harm, abuse, exploitation and neglect.

All We Can works in collaboration with many partners around the world, and we are committed to ensuring that those with whom we partner with are equipped with the knowledge, skills and tools needed to reach the highest safeguarding standards.

Over the course of the year, All We Can has been engaging in a number of initiatives together with our partners and the communities that we work with to promote safer cultures within their organisations and to increase their safeguarding knowledge and adherence towards safeguarding best practice. All We Can’s Global Safeguarding lead has been supporting the local organisations that we work with to improve their own safeguarding policies and practices, ensuring that community-orientated disclosure mechanisms are adopted consistently across all partner organisations. In a recent partner survey, 42% of all partners agreed that they had received safeguarding capacity-building support in this area. One local partner commented that ‘targeted communities are aware of the channels to follow or how to voice any complaints regarding the project delivery and staff conduct.’

All We Can recognises that local context is a critical factor in shaping safeguarding practices and in its implementation, every safeguarding initiative undertaken with our local partners considers the cultural sensitivities found within each country context and is tailored to the individual needs of each partner organisation. In September 2021, All We Can provided a bespoke safeguarding training for key staff and trustees from all partner organisations aimed at enhancing partner awareness of safeguarding and improving partner safeguarding practice tailored to each country context that our partners work in. All We Can also provides safeguarding training to all trustees, staff, interns, volunteers, representatives, associates, service contractors, consultants, and guests delivered through accredited trainers to ensure that we regularly promote safer culture and best practice within our organisation.

All We Can continues to proactively encourage all of our partners to report on any previously unreported incidents involving inappropriate behaviour or actions. Alongside this reporting process and culture of encouraged openness, All We Can also offers a confidential whistle-blowing service to all staff and partners, which reinforces our commitment of ensuring that all individuals remain free from harm. All We Can ensures that safeguarding is a permanent agenda item in all Board and senior leadership meetings. In 2021, All We Can also become a member of the Inter-Agency Misconduct Disclosure Scheme – a scheme initiated to prevent and address the consequences of sexual harassment and sexual exploitation and abuse in the humanitarian and development sector by sharing misconduct data with recruiting organisations and previous employers.

All We Can has a duty to remain open and accountable to our partners and supporters. By promoting and continually ensuring that there is a strong organisational consciousness and culture of safeguarding within All We Can and within all of our partner organisations, we aim to ensure that every individual that is impacted by our work together remains free from harm, abuse, neglect and exploitation.