# data[].attributes.body
Require a mandated % of work to go to a national partner within a contract in order to promote a meaningful engagement of national partners and making sure they are not tokenistic elements of a proposal (GCRF Application Documents (ref) "international  organisations are encouraged to partner with local organisations (from the country of project delivery) to apply") ​

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Review the UN’s Inclusive Data Charter as a useful initial tool to support with the development of accountability systems in inclusion.  The Charter identifies race as an inclusivity characteristic for consideration, but it has been made clear that failure to account for identities beyond gender and disability could lead to an increased likelihood of demographic exploitation or inequalities  ​

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The GESI Ambition Statement refers to all UK PACT team members having GESI objectives but there has been little to no roll out of GESI targets being built into individual annual reviews or team strategies. Make this mandatory and provide guidance to managers of what EDIRE targets could look like and how they can be measured.

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Resource an in-house EDIRE unit/expert allowing for consistent, impactful and meaningful progress of EDIRE.​

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Include definition of EDIRE & GESI in glossary of all documents that refer to it (It is currently missing from most).​

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Adopt the SI definition on p45 GRCF FAQ document as UK PACT's official definition (This is more encompassing of systematic social characteristics that can lead to exclusion across all PACT operating countries). ​

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Green means you believe this can be approved and implemented at a UK PACT programme level

Amber means you think this will be more difficult to implement and need approval at a BEIS level

Red means you think this will an institutional challenge to implement and require change and approval across HMG

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We have seen no evidence of risk assessments or mitigation plans to ensure UK PACT operations do no harm to vulnerable communities. ​

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More attention needs to be given towards bringing in other vulnerable demographics in societies that UK PACT are active in, beyond just women and girls. Project applicants tend to think it is enough to exclusively address gender in their inclusion strategies at proposal-level. ​

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There is no clear localisation approach in UK PACT programming. (Including a risk assessment).

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Establish a clear institutional understanding of EDIRE and GESI definitions

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Key recommendation: Develop an organisational culture and capacity for EDIRE 

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Key recommendation: Develop an organisational culture and capacity for EDIRE 

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Promote a shared commitment to EDIRE, cognizant of different country contexts, by ensuring staff have the proper access to unlearning resources, skills and support (e.g. Guidance, tools, training)

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Problem statements for Culture and Capacity

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Problem statements for Culture and Capacity

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There has been a noticeable tendency for discussions around EDIRE to shift more towards GESI. It was unclear whether the distinction between the terms was clear to respondents and whether features like race and disability were being considered alongside gender. ​

There is not a consistent definition of SI across UK PACT programme documents, for example the definition on p4 of the GESI ambition statement differs from the definition given on p45 of the GRCF FAQ document. ​

There has been wide acknowledgement of gaps in technical expertise and understanding around EDIRE and strategies to integrate EDIRE into programming. Such gaps often result in a select few Technical Experts with a passion for EDIRE being disproportionately consulted for ad hoc guidance. ​

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Perform risk assessments and develop corresponding mitigation and response strategies. Feed findings into roll out of a demand driven UK PACT programming in particular, with a localisation component​

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Annual unlearning sessions and mandatory unlearning training for all BEIS UK PACT employees (different updated training to UK civil service one currently being used)​

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Albeit unintentional, UK PACT runs the risk of perpetuating counter-productive behaviours, inequalities and systems due to its lack of concise, tangible and weighted guidance. ​

Due to time and resource constraints, senior Programme Managers and stakeholders do not currently have the time to explore additional resources and tools for EDIRE integration. ​

Accountability in inclusion within programmes at UK PACT and BEIS’ was not sufficiently prioritised nor were there substantial consequences for lack of inclusivity. I.e. feedback loops are not in place.​

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Establish accountability mechanisms and clear lines of responsibility within BEIS for institutionalising and rolling-out DIRE across UK PACT.

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Develop risk assessments with mitigation plans for all UK PACT operations and embed this requirement in procurement documents.