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Equality, Diversity & Inclusion (EDI) Plan

Last updated: 05/01/2026​​​​​​

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We aim for an organisational culture where every person feels valued, respected, and supported to thrive. This plan sets out how we turn this into daily practice, ensuring that EDI are lived and measurable across all areas of Native Scientists.

 

This EDI Plan is compliant with Horizon Europe Gender Equality Plan requirements. Our understanding of diversity goes beyond gender, and covers other characteristics, including but not limited to people’s backgrounds (e.g., linguistic, cultural, academic, socio-economic) and specific needs (e.g., cognitive, developmental, physical).

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We see diversity as a strength and equality, inclusion, and belonging as essential to our mission. This is why we have equity as one of our four core values: we value equity, so we reach out to where it is most needed, caring for each other, empowering, and valuing diversity and inclusion. 

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The below quote inspires us and is central to our employment and volunteer practices.

 

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"Diversity is having a seat at the table, inclusion is having a voice, and belonging is having that voice be heard."​

Liz Fosslien & Mollie West Duffy

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This plan is published, reviewed and updated annually on our website - see the “Last updated” date at the top of this page. Established in 2025, our EDI Working Group is composed of the members of the General Management Board (GMB), which meets every two weeks. Regarding data and evaluation, please know that: 

  • We use data ethically and responsibly to guide continuous improvement

  • We collect information on a voluntary basis

  • When analysing data, we use anonymised and grouped information

  • Monitoring of the EDI indicators is included in our annual impact report

 

If you have any questions or concerns, please contact us by email at gmb@nativescientists.org.​​ Claims can be made directly to the GMB or the designated ombudsperson, Mariana Ferreira (mariana.ferreira@nativescientists.org), who is a person that preserves confidentiality and has a neutral and impartial position with respect to the concerns raised. 
 

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Overview of Practices and Indicators
Governance & Recruitment
 

Objective

Monitor satisfaction and representation in GMB, core team, volunteers, teachers, and children.

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Practices

  • Leadership is grounded in mentorship rather than hierarchy;

  • Each core team member has a Team Mentor who supports their wellbeing, development, and success through regular one-to-one meetings;

  • Decision-making follows sociocracy principles (decisions are made based on consent so when there are objections, we make adaptations until the decision is possible);

  • Every six months, team mentors and mentees complete a Mutual Performance Review, allowing for reciprocal feedback and reflection on goals, progress, and wellbeing;

  • Recruitment selection panels are diverse in gender, background, and experience;

  • New members are acknowledged through welcoming practices and an onboarding procedure;

  • Core team members work collaboratively and help each other and the volunteers to navigate responsibilities, professional growth, and wellbeing;

  • Every person should have a positive experience and feel valued.

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Indicators

  • Percentages of satisfaction collected through feedback surveys and mutual performance reviews;

  • Diversity percentages of preferred pronouns, mother tongues, and academic backgrounds.

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