Equality, Diversity and Inclusion (EDI) Statement of Intent

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Unmasked Neurodiversity Network CIC

Version: 2.0
Reviewed: 9 October 2026
Approved by: Toni Denton and Sarah McKimm, Directors
Next Review: October 2027

Our Commitment

We believe equality, diversity and inclusion are everybody's responsibility and should be reflected in everything we do.

At Unmasked Neurodiversity Network CIC, we are committed to creating an environment where people feel welcomed, respected, understood and valued for who they are.

As a neurodivergent-led, lived-experience-informed organisation, we recognise that people's needs, identities, experiences and ways of communicating are different.

We believe that everyone deserves fair opportunities to access support, participate in their community and live a life that reflects their individual strengths, needs and aspirations.

Our commitment to equality, diversity and inclusion extends to everyone involved with Unmasked, including the people accessing our services, counsellors, students, volunteers, directors, partners and wider community.

Understanding Inequality

We recognise that society is not equal and that many people experience barriers to education, employment, healthcare, mental health support and community participation.

These barriers can be particularly significant for neurodivergent people, disabled people and those experiencing multiple forms of disadvantage.

We also recognise that people may experience overlapping forms of inequality relating to disability, race, ethnicity, sex, gender reassignment, sexual orientation, religion or belief, age, pregnancy and maternity, marriage or civil partnership, and socioeconomic circumstances.

Our approach acknowledges the importance of understanding each person's individual experiences rather than making assumptions based on labels or diagnoses.

We are committed to challenging discrimination, stigma and exclusion while recognising that equality does not always mean treating everyone in exactly the same way.

Equity means recognising that different people may need different forms of support to access the same opportunities.

Our Neurodiversity-Affirming Approach

Neurodivergence is central to Unmasked's identity, but our commitment to inclusion extends to everyone.

We aim to create spaces where people do not feel pressured to hide or change who they are in order to belong.

We recognise that communication, sensory processing, emotional regulation, executive functioning and social interaction vary between individuals.

Where reasonable and appropriate, we will adapt our services and working practices to accommodate different needs.

This may include:

• Providing information in clear and accessible formats.
• Offering different ways to communicate.
• Considering sensory needs within our spaces.
• Allowing additional processing time.
• Providing flexibility in how people access support.
• Avoiding unnecessary assumptions about ability or competence.
• Listening to individuals about what works for them.

We recognise that accessibility is an ongoing process and that we will not always get everything right. We are committed to listening, learning and making improvements.

Our Five EDI Objectives

1. Leadership

Our directors will promote an inclusive organisational culture where people feel safe, respected and able to contribute.

We will encourage open conversations, challenge discriminatory behaviour and take responsibility for improving our practices.

2. Representation

We aim to reflect and understand the diverse communities we support.

We value lived experience and recognise the importance of including different perspectives in the development and delivery of our services.

We will seek opportunities to involve people who use our services in shaping what we offer.

3. Responsibility and Confidence

Equality, diversity and inclusion are everyone's responsibility.

We expect everyone working with Unmasked to treat others fairly, respectfully and without discrimination.

We will encourage learning, reflection and development through induction, supervision, feedback and relevant training.

4. Information, Feedback and Learning

We will use appropriate feedback and information to understand people's experiences of our services.

Where proportionate and lawful, we may review relevant equality information to help identify barriers or inequalities.

We will respect confidentiality, privacy and people's choices about sharing personal information.

Our aim is to use feedback to make meaningful improvements rather than collect information without a clear purpose.

5. Inclusive Decision-Making and Service Planning

Equality, diversity and inclusion will be considered when developing services, making organisational decisions and planning future activities.

We will consider:

• Who can access our services.
• Who may experience barriers.
• Whether information and processes are accessible.
• Whether reasonable adjustments are needed.
• How our decisions may affect different individuals or communities.
• How we can involve people with lived experience.

Our Responsibilities Under the Equality Act 2010

Unmasked recognises its responsibilities under the Equality Act 2010, including the duty not to unlawfully discriminate, harass or victimise people.

We are committed to considering and making reasonable adjustments for disabled people where required.

We recognise that neurodivergent people may be protected under disability discrimination law where the relevant legal criteria are met.

We will seek to ensure that recruitment, volunteering, counselling, group activities and other services are delivered fairly and inclusively.

Concerns about discrimination or unfair treatment will be taken seriously and addressed through appropriate organisational procedures.

Measuring Our Progress

We recognise that a meaningful commitment to EDI requires action, not just words.

As a small community-interest company, we will take a proportionate approach to reviewing our progress.

This may include:

• Reviewing feedback from people accessing our services.
• Considering accessibility concerns and requests for reasonable adjustments.
• Reflecting on recruitment and volunteering practices.
• Identifying barriers to accessing counselling and community support.
• Reviewing complaints or concerns relating to discrimination.
• Considering whether training or organisational changes are needed.
• Recording agreed improvements and reviewing progress.

We will not assume that everyone has the same needs or that one approach will work for every individual.

Accountability and Continuous Improvement

Our directors, Toni Denton and Sarah McKimm, are responsible for overseeing Unmasked's commitment to equality, diversity and inclusion.

Everyone involved with Unmasked shares responsibility for contributing to an inclusive and respectful culture.

We will review this statement annually, or sooner where legislation, organisational circumstances or feedback identifies a need for change.

Our commitment is to remain open to challenge, recognise where improvements are needed and continue developing services that reflect the people and communities we support.

Further Information

We welcome feedback about how accessible, inclusive and welcoming our services are.

For questions, suggestions or concerns relating to equality, diversity and inclusion, please contact:

Unmasked Neurodiversity Network CIC
Email: info@unmaskednn.org
Website: www.unmaskednn.co.uk
Company Number: 15671121

Approved by: Toni Denton and Sarah McKimm, Directors
Approval Date: 9 October 2026
Next Review: 9 October 2027

Equality, diversity and inclusion are not simply policies at Unmasked. They are part of how we listen, work, support and grow together.