The organisation recognises that it is only as good as the staff that it employs. Accordingly, Islamic Relief Worldwide is an equal opportunities employer and we are proud to recruit and promote staff based on aptitude and ability, without discrimination. The steps we take include ensuring ‘blindshortlisting’ when recruiting to new roles, so applicants cannot be identified when we decide who to shortlist for interview. As set out in our Recruitment and Selection Policy, we make all reasonable adjustments necessary for candidates who tell us they have a disability and give full and fair consideration to all applications. It is the policy of Islamic Relief Worldwide that the recruitment, training, career development znd promotion of disabled persons should, as far as possible, be identical to that of other employees.
Our policies and procedures fully support our colleagues with disabilities and we take active measures to do so. The organisation is responsive to the needs of its employees and as such, should any employee of the Charity become disabled during their time with us, we will make reasonable adjustments to their working environment where possible, in order to keep the employee with the organisation. Determined to do more, we are working to create and embed an Equal Opportunities Policy and to ensure our learning and development opportunities are accessible to all colleagues. We support our employees and actively develop their skills. We encourage all our colleagues to engage with our organisational strategy and objectives and to give their suggestions and views in the development of these. In 2021 we undertook a global staff survey which identified areas to explore but also areas to celebrate. Going forward, this data will help to shape our People and Culture Strategy.
We offer our employees management and leadership development through our Aspiring Managers and Management and Leadership Development programmes in order to enable them to forge career paths within the organisation.
We strive to promote a healthy workplace. In 2022 managers received mental health awareness training; and we trained an additional 10 mental health first aiders. Islamic Relief now has over 30 mental health first aiders offering support and guidance to colleagues. Staff benefitted from a programme of wellbeing initiatives, including webinars on financial, emotional and physical support; healthy snacks and nutrition advice; and a day off work to focus on their wellbeing.
We continue to provide greater flexibility to allow staff to achieve a better work-life balance and in 2022 we trialled a hybrid working model to allow staff to continue working from home for most of the week whilst developing a functional return to work premises to enhance cohesion and collaboration and boost morale.
We provide all our UK-based staff with a healthcare cash plan and access to an employee assistance programme which includes online consultations with a doctor. Recognising that our workforce was also affected by the cost of living crisis, we provided staff on lower salaries with a lump sum to help ease the strain.
The commitment and passion of our network of volunteers continues to contribute greatly to the success of Islamic Relief Worldwide. These dedicated volunteers have been instrumental in supporting every aspect of our operations: across our shops, administration, fundraising and campaigning activities. Our active management of volunteers enables us to deploy them in the most effective way and enhances their experience.
A resolution to reappoint Grant Thornton LLP as auditors will be put to the members at the Annual General Meeting.