Equality, diversity and inclusion

We are working with some of the most vulnerable children and families during periods of great difficulty and upheaval in their lives. Every child is unique and every child matters. Our equality, diversity and inclusion work focuses on developing a good understanding of the children and families with whom we work, our role as an inclusive employer, and our work to encourage and support staff diversity throughout our organisation. 

In addition, offering a supportive and inclusive working environment for our colleagues, drawing on a broad range of talent and striving to represent the diversity of the children and young people with whom we work, is likely to lead to a more confident workforce and better-informed decision making.

Cafcass is committed to providing an inclusive working environment in which all transgender, non-binary and intersex people feel valued, included and respected. Read our full statement on our commitment to transgender (trans) and non-binary inclusion.

Leading equality, diversity and inclusion: Our commitment & priorities for 2026-29 

Equality, diversity and inclusion are embedded within our new Strategic Plan 2026-29 (Priority 6: Lead and govern well). This ensures they are part of our leadership, governance and decision-making. 

We have four equality, diversity and inclusion objectives, set out below. These are important as we strive to provide exceptional experiences, everywhere and every time for children and families, while we also ensure our priorities align with our strategic plan. 

We have also committed to delivering a work programme to revise and implement our equality, diversity and inclusion priorities, including setting up the project to understand the experiences of Black and Asian Women in proceedings where domestic abuse is a factor.

Objective 1 - Better data and insight, used well

We will lead three projects to increase insights and change, focussing on the following (Practice): 

• the experiences of Black and Asian women involved in proceedings where domestic abuse is known or reported 
• the circumstances and characteristics of children who are deprived of their liberty 
• the additional needs of children influencing and being included in reports to court 

We will increase the proportion of children, families and employees for whom we capture information about their protected characteristics.

Objective 2 - Leadership and commitment

We will implement tailored support for our leaders, where it is needed, to enable inclusive cultures within teams. 

We will maintain active membership of the Racial Justice Family Network to advance understanding of anti-racist practice in family justice. 

We will continue to invest in the Brilliant Leaders programme and improve on the follow-up and opportunities for participants. 

We will seek out and learn from charter marks and award applications, demonstrating inclusive practice and inclusive employment. 

Objective 3 - People, culture, environment

We will work closely with all colleague networks so that lived experiences are considered and inform our decisions.

We will improve the experiences of colleagues who are carers and those who live with a disability.

We will support and enable neurodivergent colleagues to do well at work.

We will continue to understand candidate uniqueness and make our recruitment processes even more accessible to both internal colleagues and external candidates.

Objective 4 - Skilled and confident practitioners 

We will lead, develop and model the implementation of an Anti-Racist programme, addressing behaviours, practice, support for children and workforce development.

We will lead effective and inclusive practice that recognises and responds to the uniqueness of children and families and improves our advice to court.

We will introduce a core competency on talking to children and families about heritage, culture, faith, LGBT+ and racism.

We also have a number of colleague diversity networks. 

The purpose of these networks is to encourage colleagues to share and communicate experiences with one another as well as help shape and inform what we do and how we support our colleagues. They also contribute to the development of our practice working with children and families, so we are attentive to their unique and diverse backgrounds and experiences. 

The seven networks are as follows:

• Ability Matters (Disability)
• Carers
• Faith
• Kaleidoscope (for Black, Asian and minority ethnic staff)
• Mental Health
• Neurodiversity
• Pride (LGBT+)

For more information about working for Cafcass and our commitment to an inclusive workforce, please visit the Working for Us section of our website. This also contains information about:

• Our status as a Disability Confident Leader
• Our membership of the Employers’ Initiative in Domestic Abuse (EIDA) scheme 
• Our commitment to the Mindful Employer Charter.