Equity, diversity and inclusion (EDI) at Macmillan

About EDI

Macmillan is here to do whatever it takes to support people living with cancer with the emotional, practical, and financial impact of cancer. We currently support thousands of people but there are still many more we need to reach.

Inclusive recruitment practices

During the recruitment process we want to make sure you are able to be at your best, so if there is anything that you want us to know, or any way that we can support you to be the best you can be, please email the team at PeopleServices@Macmillan.org.uk with your contact details and we’ll be in touch.

Here are some things we are doing to make sure we have an inclusive process:

During the application process, we collect diversity data to make sure that our recruitment practices are fair and are not creating unjust barriers. The hiring manager will never be able to access this information. It will only be accessed by HR for reporting purposes (and used with great care to make sure no one is identifiable).

At Macmillan our application process is anonymised, so that everyone has an opportunity to be part of a fair, robust and inclusive process. Instead of uploading a CV, you will be asked to provide information about your work history, skills, experience and motivations to work for Macmillan in a few questions. Please note that for some of our vacancies we might still ask for your CV and a supporting statement as we are still developing this process.

Our equity, diversity and inclusion strategy

To make sure we are there for everyone who is diagnosed with cancer, it's essential for Macmillan to see, hear, and understand the people who need us as individuals.

We want everyone to see themselves in Macmillan and be able to relate to us – from our colleagues, professionals and volunteers, to our supporters and people living with cancer.

We’re committed to making Macmillan more equitable, diverse and inclusive. To achieve this, in 2021 we launched our new equity, diversity and inclusion strategy focusing on:

  • Developing our leadership and culture

    We want to make sure we are representative at all levels of the organisation and all our colleagues and volunteers feel they belong at Macmillan. To make sure everyone understands the importance of this, our equity, diversity and inclusion training module is now part of our compulsory training for all staff.

  • Improving our services and advocacy

    People living with cancer from all backgrounds should feel cancer services are accessible and inclusive. As one of the UKs biggest charities, we have the resources to help historically excluded groups and individuals access the cancer support they need. And we can benefit from their knowledge and relationships to improve our services and support for everyone. We have more information about our partnerships on this page.

    We offer services in multiple languages, for example a translation service for our Macmillan Support Line, and our Macmillan Buddies service in 28 different languages (this can vary based on volunteer availability).

  • Improving how we look and communicate

    Our fundraising, marketing and innovation must be representative and inclusive. We've worked with the inclusion agency The Unmistakeables to make sure our fundraising and marketing materials are a true reflection of the diversity of modern Britain.

We have invested in a dedicated Equity, Diversity and Inclusion team to support these goals, but everybody at Macmillan is responsible for making sure our charity is an inclusive and welcoming place to work.

Staff networks

A key element of our EDI work is making sure our colleagues feel heard and have a safe space to connect with people like them. We are proud of our employee networks, which provide this space, and an opportunity for staff to hold Macmillan to account when it needs to do more to become equitable, diverse and inclusive.

Our current employee networks are:

  • BAME Employee Network – for our Black, Asian and Ethnic Minority colleagues.
  • Disabled Employee Network – for our disabled colleagues or those with long-term health conditions (physical and/or mental health).
  • Employees living with cancer Employee Network – for our colleagues who have/have had a cancer diagnosis.
  • LGBTQ+ Employee Network – for our colleagues who are members of the Lesbian, Gay, Bisexual, Transgender, Queer plus community.
  • Mental Health Employee Network – for our colleagues who are interested in advancing mental health support and understanding at Macmillan.
  • Neurodiversity Employee Network – for our neurodivergent colleagues who have cognitive functioning different from what is seen as typical (for example autism, ADHD, dyslexia and dyspraxia).
  • Working Families Employee Network – for our colleagues who are thinking about, about to or have gone on any family-friendly leave.

Each network is led by a Macmillan colleague and sponsored by a member of the Executive Leadership Team.

Perspectives panels

All staff are invited to join our regular perspectives panels, which are webinars about topics from neurodiversity to Pride. Macmillan staff and external speakers share their stories, and create an opportunity for colleagues to listen, ask questions, and get a better understanding of different experiences.

Inclusive cancer information

Our Cancer Information Development Team work hard to make sure that our cancer information is accessible and inclusive for everyone living with cancer. We produce information in a range of languages and formats, including easy-read booklets and British Sign Language videos, so that as many people as possible can access the information they need.

We work together to develop our writing guidelines along with different organisations, for example Stonewall and Live Through This, to help make sure our information is representative and relevant for LGBTQ+ communities. We also work with many other historically excluded community groups to make sure we are accessible to everyone living with cancer.

Find out more about how we produce our information.

Calling for more inclusive cancer care

We know that not everyone in the UK gets the high standards of cancer care and treatment they deserve. Macmillan is continually working to address inequalities to enable people, communities and organisations to work together to create solutions.

One example of this is the Raising Your Voice toolkit. Macmillan and Well Versed Ink worked together to create a framework that aims to empower people from underserved communities in England to challenge prejudice, discrimination and stereotypes in the healthcare system that prevent them from accessing the proper care.

Innovative partnerships and projects

We are innovating in our partnerships and projects, working with groups like Cancer Black Care and Black Women Rising. We are also proud of our Barbershop Project, where we team up with Black barbershops in South London to raise awareness of cancer and the range of support we offer.

More information about inclusion at Macmillan

We are committed to our diversity and inclusion policy and want everyone to feel like they belong at Macmillan. Although we are committed to getting it right, we are also honest about where we need to improve and are taking action to do better.

Find out more about our: