Trustee & Treasurer roles

We are growing the Board of Trustees and looking for fresh ideas, skills and experience to help guide the development and shape the future of a unique Welsh charity. We pride ourselves on our inclusive recruitment process and organisational culture and, as such, we welcome and encourage applications from people from minority groups and traditionally underrepresented backgrounds.

In particular the Board are seeking a new Treasurer who will support the finance team and Chief Executives, oversee the charity’s financial risk-management process and report financial health to the board of trustees at regular intervals. The Treasurer will also be responsible for monitoring the financial standing of the charity and updating the Board regarding cash-flow forecasting, income streams, out-going expenses and the overarching strategic management of the organisation’s financial resources.

Additionally, the Board are seeking Trustees with a range of skillsets, in particular lived experience, legal expertise and IT skills. 

You can find out more about Diverse Cymru’s work here.

Your Skills

For the Treasurer we are looking for a skilled finance professional with experience of financial management and reporting and risk management. Experience working with charities would be an advantage, but not essential.

For the Trustee roles we are looking for people with legal experience, either as a practicing legal professional or with a strong legal background, as well as those with strong IT skills, in particular IT project management or system development.

However, we have a range of skills and experience on the Board and if you have other skills and experience you feel might be useful to the charity please do apply.

Most importantly we are seeking trustees who are passionate about making a positive difference working for equality in Wales.

Diverse Cymru provides front line services to over 2,000 people across Wales specialising in support for disabled people in receipt of Direct Payments, mental health recovery support for black and minority ethnic people and advocacy for disabled people. We are particularly interested in receiving applications to our board from people with lived experience and a full induction and ongoing training will be provided.

Time Commitment

Trustee meetings are held once every two months (usually on a weekday evening) and there will be the opportunity through the year to engage with the amazing Diverse Cymru team to support their work.

The Treasurer will also need to engage with the finance team between meetings to ensure the Board are appraised of relevant financial matters and support the finance team in their work.

These are voluntary, unremunerated roles. Reasonable expenses will be reimbursed.

To Apply

Please submit a CV and short covering note setting out why you are interested in becoming a Trustee or the Treasurer and what experience you would bring to the Board.

Please email your application or any questions to

The closing date for applications is 5pm on 31st March 2020.

Applicants should be willing to undergo an enhanced Disclosure and Barring Service check.

Diverse Cymru is committed to making any necessary reasonable adjustments to the roles that would enable access to opportunities for disabled applicants or continued engagement for any trustee who develops a disabling condition.

Diverse Cymru Privacy Notice 2020

Diverse Cymru abides by relevant data protection legislation – and as such has a privacy notice with which all staff abide by, and which all management of our digital channels abide. For any further information, or clarification of any points discussed, please get in contact with Diverse Cymru at

The policy is here.

Together for Mental Health Delivery Plan 2019-2024

Equipped with greater cultural awareness and the ability to ensure cultural safety, practitioners will provide better quality and more appropriate care to all their patients.

Welsh Government have released their third and final delivery plan supporting the 10 year Together for Mental Health strategy to improve mental health and well-being for people in Wales.

Suzanne Duval BEM of Diverse Cymru has fed into the process into a variety of ways, and Diverse Cymru’s Cultural Competency Toolkit features in the recently-released report. Great work, Suzanne!

She had a few words to say on the Delivery Plan:

“A culturally responsive mental health environment plays a significant part in improving treatment and can be crucial to closing the gap in health outcomes.

Patients have the right to respectful care and treatment that promotes their dignity, privacy and safety.

Equipped with greater cultural awareness and the ability to ensure cultural safety, practitioners will provide better quality and more appropriate care to all their patients.  It will also ensure they are well-rounded and more effective.

Cultural awareness benefits all aspects of a healthcare relationship – from a patient’s greeting as they enter a practice to fostering an ongoing connection throughout the care.

A simple step is to have a friendly face at reception. People go to mainstream health services and want to be treated as good everyone else. It is important to understand that some patients may have a different culture or cultural practices to Indigenous British people.

People need to get past stereotypes and stop making assumptions.

The role healthcare professionals, organisations, medical colleges and governments have in providing safe and appropriate spaces for BAME patients could not only benefit the patients, but also the healthcare providers and staff themselves.

‘My Recruitment Experiences’ – A Case Study

We spoke to a member of the public on her experiences with recruitment and gaining experience in the workplace. She spoke from her personal experiences, as a BME woman who had been out of work for a few years.

She began by saying that she felt her previous experience hadn’t given her the specific skills for the jobs that she was interested in. She felt that when you get to a certain age, employers expect you to have a wealth of experience that leads to your next job.

But what if you want to change your career path? 

Coming from a BME background, she has found that there is little representation of diverse backgrounds in the workplace, which has put her off applying for some roles. She has said that a lot of employers claim that they want to diversify their workforce, but she isn’t always convinced that this has been achieved. If employers want a diverse workforce, something has got to give, she thinks the passion and attitude towards the role and the organisation is the most important thing. They can train you from there. It is about giving people a chance.

“I mean I have definitely got the passion; I want to do something more community based and all that. But because I have sort of come in late in the picture, I don’t have the skill set or the experience to get it.”


Our interviewed individual has been a part of a mentoring scheme by the Women’s Equality Network. She said that she benefited from it. It has helped to boost her confidence and encouraged her to apply for different positions. She also found it valuable in meeting new people and expanding her networks. She feels that there should be more schemes like this.

 “If you are looking for people from diverse backgrounds and stuff and if they don’t have the skills, you have to break it down and then get people trained up and then maybe later, you will have that skills set to employ people from that background.”


She is volunteering with various organisations but finds that the opportunities to volunteer with some organisations are few and far between. She wants to gain experiences that will help her in job interviews but feels like she can’t gain enough experiences quickly enough.

“I mean I went for interviews; they can see that I really want to help, and they even say that you have got the passion and all that, you are really passionate, I come across that. So, that should be enough to start getting these skills, because you won’t get those skills otherwise. These skills are not so technical that no one can get it.”


Based on the individuals’ personal experience, she feels that people in the middle of their working life should be able to change career paths, but they need the experience and skills to do so. She put forward a few suggestions to help with this:

  • Recruitment should focus on attitude and behaviours and less on technical skills. Job opportunities should allow individuals to develop any other necessary skills on the job.
  • More mentoring schemes should be set up to give people the skills and confidence to apply for different roles and expand their networks.
  • There should be more volunteering opportunities available on a regular basis. That way individuals can help and alleviate workloads whilst gaining crucial experience for their professional development.
  • Look at ways in which to diversify the workforce, for example: creating flexible working opportunities such as job sharing, and part time opportunities. These are the sort of opportunities she would prefer to go for.
  • Engage with the community to work out what they want from recruitment, and increase the experiences and opportunities available to develop skills within different parts of Cardiff.

Annual Report 2018/19

Diverse Cymru has worked hard to solidify its status as a leading equality and diversity organisation in Wales over the last 12 months. The below annual report shows how much work we have put in as an organisation, and where we are on our journey as a charity. 

Diverse Cymru Annual Report 2018/19

Words from our retiring Chief Executive:

Our retiring chief executive, Bill Smale, said some words to summarise the year: “In 2018-19, Diverse Cymru has continued on its journey to provide high quality services that make a real difference to the lives of those we support.

This year has not been without its challenges. We have again found the need to reduce staff costs and this resulted in losing two valued members of staff. Whilst these losses had an impact internally we were able to maintain our standards of service to customers.

We also had some positive news in that we were informed that we had won the managed banking and payroll contract for Newport. This without doubt has improved our financial position for this year. The end of year final balance also reflects costs that had not been fully accounted for in previous years.

The management team and staff as usual did not stand still but instead have put extra time and effort into finding alternative funding options. This I have no doubt will pay off next year with a positive end of year balance.

I must congratulate all staff for their dedication and commitment ensuring we never lost sight of what really matters: our service users.

As you can see from the following overview we have been successful in delivering positive results in all areas of our operation. I will also take this opportunity to thank all the staff, trustees, volunteers, clients and service partners for their support, ensuring this year ended with a positive outcome for the future.”

Have your Say – Equality Objectives 2020

Wales Public Body Equality Partnership 

Logos for Wales Public Partnership

Public Consultation on our Strategic Equality Objectives 2020 – 2024

The Public Sector Equality Duty (PSED) requires listed bodies to review their equality objectives at least every four years.

Organisations are asked to publish their revised objectives and the steps (the actions) they will take to meet them, and the deadline to publish them is the 1st April 2020. 

In line with recommendations from the Equality and Human Rights Commission (EHRC) and The Welsh Government, several public bodies were keen to work together to agree shared objectives. This has involved the sharing of resource, insight and expertise. The group of bodies known as the ‘Wales Public Body Equality Partnership’ are committed to working together over the long term to deliver joint action to meet the objectives, understanding the collective impact through agreeing transparent outcome measures.

It is hoped that by working together a greater impact will be achieved in the delivery of more equal public services, significantly contributing to tackling inequalities as set out in the ‘Is Wales Fairer report, 2018’.

This collaborative work reflects the principles of the Well-being of Future Generations (Wales) Act and will directly contribute to the national well-being goal ‘A More Equal Wales’. Throughout the work of the partnership the sustainable development principle and five ways of working will be applied and evidenced.

How do I get involved?

We are holding engagement events about these Equality Objectives.

These events are your chance to tell us what actions we should take to achieve our Equality Objectives.

We welcome both diverse individuals and community groups or third sector organisations at these events –

Book here: 

West Wales – 28 November 2019

South East Wales – 29 November 2019

North Wales – 2 December 2019

You can complete the survey:

The survey (English & Cymraeg)

Read up on the material here:

Consultation Document (English & Cymraeg)

Workforce diversity (English & Cymraeg)

Pay differences (English & Cymraeg)

Engagement (English & Cymraeg)

Procurement (English & Cymraeg)

Service delivery (English & Cymraeg)

Equality impact assessments (English & Cymraeg)

Public Bodies Involved include:

Natural Resources Wales (NRW), Arts Council of Wales (ACW), National Museum Wales (NMW), Higher Education Funding Council for Wales (HEFCW), Welsh Language Commissioner (WLC), Careers Wales, Welsh Revenue Authority (WRA), Health Education and Improvement Wales (HEIW), Sport Wales, Cardiff and Vale University Health Board, and Velindre University NHS Trust.

Diverse individuals include:

  • Young people under 26
  • Older people over 50
  • Black and Minority Ethnic people, including Gypsies, Roma and Travellers
  • Disabled people. This includes:
    • People with mobility impairments. For example, wheelchair users or people with health conditions that affect walking.
    • People with sensory impairments. For example, Blind, D/deaf, or hearing-impaired people.
    • People with a learning disability. For example, autistic people or people with dyslexia or dyspraxia.
    • People with cognitive impairments. For example, people with dementia or hydrocephalus.
    • People with long-term health conditions. For example, HIV, diabetes or MS.
  • Lesbian, gay and bisexual people
  • Trans people
  • People of different religions and faiths, or of no belief
  • Women and men
  • People who are pregnant or new mothers

Please tell us if you want to contribute in Welsh or English; any dietary requirements you have; and any access requirements you have when you register.

We can reimburse travel, childcare, replacement care, access, and similar costs for diverse individuals. Please contact us before the event for information.

Dementia – End the Stigma: September 19th 2019

Around a hundred people from across the UK gathered in Butetown Community Centre to talk about Dementia on September 19th, at a free event hosted by Diverse Cymru. Throughout the event, stories were told, experiences were gathered, and connections were strengthened.

The event was hosted as part of Diverse Cymru’s BAME Dementia Project. This was established due to evidence that people from BAME communities are not accessing dementia services for a number of reasons. And a problem that already affects approximately 20-25,000 BAME people in the UK is expected to increase by seven or eight times that.

Within the event, wonderful speakers shared their experiences of caring for those with dementia, the value of stories, and of family. The Lord Mayor Councillor Daniel De’Ath highlighted the importance of good service, and Stevie Wonder’s beautiful ‘Yester Me Yester You, Yesterday’ capped off powerful stories of love, heartache, and hope delivered by Humie Webbe and Faith Walker. Mohammed Akhlak Rauf MBE traveled from Bradford to talk about his research, the role of culture, (both societal and service) and gave advice on the difficult conversations.

Finally the group broke into table discussions about what good Dementia care looked like, and experience of good, and poor care.Reports

The event raised awareness of the issue, and of services aimed to support and tackle the issue. It also focused on the human experiences of those who live with and around Dementia.

Event organiser and BME Mental Health Manager at Diverse Cymru, Suzanne Duval BEM, said “It is clear that the needs of BAME people in Wales with Dementia are not being appropriately met. This event is part of taking this work forward and is a wonderful opportunity for the city of Cardiff to take a lead, and show how we respond to the challenge of positively acting upon the issues.”

Thanks to:

This event was hosted by Diverse Cymru, and funded by the Dementia Friendly Communities Small Grants Fund via CAVAMH and the Cardiff and Vale Integrated Health and Social Care Partnership. The event was supported by Alzheimer’s Society Cymru, CAVAMH, FW Consultancy, NTFW, Nexus, Race Council Cymru, and USW.

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