1. Purpose & Scope
1.1 Purpose
Doula UK is committed to creating a community where all doulas and the families we support feel welcomed, valued, and respected. We recognise that racism whether structural, interpersonal, or internalised creates barriers to equitable support, representation, and belonging. This policy affirms our commitment to actively challenging and rejecting racism and nurturing a culture where diversity is celebrated, and inclusion is at the heart of all we do.
1.2 Scope
This policy applies to all Doula UK members, volunteers, directors, mentors, trainers, contractors, and anyone acting in the name of Doula UK.
2. Definitions & Types
2.1 Definitions
Definition of Racism
Race is a protected characteristic under the Equality Act 2010 also see the EHRC - Race Discrimination.
Race discrimination is treating someone differently based on their race, colour, nationality, language, or ethnic/national origins.
This includes: Direct and Indirect discrimination, Harassment, and Victimisation.
Importantly, discrimination doesn't need to be intentional to be unlawful.
Definition of Anti-Racism
Anti-racism is the conscious, active opposition to racial prejudice and systemic oppression, going beyond simply "not being racist."
Key aspects: Acknowledging privilege, confronting bias, challenging racist acts/systems, and supporting racial equity policies.
In practice, anti-racism means actively dismantling inequality and ensuring equal opportunity for all.
2.1 Types of Racism
Institutional Racism
Embedded in policies and practices of organisations such as schools, workplaces, or governments.
Examples: biased hiring practices, unequal education opportunities, or discriminatory policing.
Interpersonal Racism
Occurs between individuals in everyday interactions.
Examples: racial slurs, microaggressions, exclusion, or discriminatory behaviour.
Structural & Systemic Racism
A broader system where multiple institutions reinforce racial inequality.
Examples: housing segregation, healthcare disparities, and economic inequality across racial groups.
Other Forms
Representational Racism – Stereotypes and harmful imagery in media and culture.
Ideological Racism – Beliefs that one race is superior to another.
Discursive Racism – Language and narratives that normalise racial inequality.
Interactional Racism – Everyday discriminatory exchanges between people.
Internalised Racism - When marginalised groups adopt negative stereotypes about their own race.
3. Our Commitment & Principles
3.1 Our Commitment
Doula UK’s ethos is rooted in compassion, listening, and community. As part of that commitment, we aim to:
Foster a diverse and inclusive organisation where those people subjected to systemic racial categorisation and discrimination feel truly represented, supported, and safe.
Challenge racism wherever it appears and work proactively to dismantle inequitable structures.
Create opportunities for learning and reflection so that all members can grow in awareness and confidence.
Ensure our organisation evolves in collaboration with our membership, especially those whose voices have historically been marginalised.
3.2 Guiding Principles:
Belonging: Everyone deserves to feel seen, heard, and valued within our community.
Equity: Recognising that lived experiences differ, and committing to fair processes and support.
Kindness: Approaching anti-racism with openness, humility, and compassion.
Shared Responsibility: Every member has a role in creating a more inclusive Doula UK.
Courage: Being willing to self-reflect, engage in difficult conversations, and embrace change.
4. Commitments & Actions
4.1 Leadership & Governance
Embed anti-racism and inclusion in decision-making, strategy, and organisational priorities.
Work towards greater racial diversity within leadership roles and volunteer positions.
Ensure accountability by appointing and maintaining a Diversity, Equity & Inclusion (DEI) working group..
4.2 Policies & Procedures
Review and update policies regularly to ensure they align with our anti-racist values.
Integrate anti-racism into membership processes, recruitment pathways, and mentoring structures.
Provide safe, confidential, and accessible routes for reporting racism or discrimination.
Offer anti-racism training and learning opportunities for directors, mentors, and relevant volunteers.
4.3 Membership, Training & Mentoring
Reduce barriers to entering the doula profession for racialised communities.
Provide mentoring, peer support, and continuing professional development with an anti‑racist focus.
Work with course providers to ensure training includes awareness of racism within perinatal care and wider society.
4.4 Community & Culture
Cultivate a community where diversity is embraced and lived experiences are honoured.
Create spaces for open conversation, reflection, and peer support.
Highlight the contributions of racialised doulas within our wider community so as to achieve equity in representation.
Communicate regularly with members about ongoing anti-racism and inclusion work.
4.5 Monitoring & Evaluation
Gather anonymised demographic information to better understand representation within the organisation.
Set clear, achievable goals for improving diversity and inclusion.
Review progress annually and adapt actions based on learning and member feedback.
5. Reporting, Complaints & Resolution
Racist behaviour is a breach of the Doula UK Code of Conduct.
Members can report incidents through the Resolution Process.
Reports will be handled with care, fairness, and sensitivity, recognising the emotional impact of racism.
Responses may include education, facilitated dialogue, restorative processes, up to membership removal.
6. Resources, Training & Support
Invest in ongoing learning opportunities for our membership and volunteers.
Provide access to tools and resources that support anti-racist practice and awareness.
Work with external organisations and advisors to strengthen our knowledge and approach.
7. Accountability & Review
The DEI working group will monitor implementation of this policy.
Progress will be reviewed regularly and shared with the membership.
This policy will be formally reviewed every two years or sooner if needed.
8. Communication
This policy is made publicly available on the Doula UK website.
New members will be introduced to our anti-racism commitment through mentorship.
Updates and opportunities for feedback will be shared with all members.
This policy has been drafted following consultation with all members. This policy is fully supported by the Board of Directors. For all queries regarding Doula UK policies and procedures please contact policy@doula.org.uk
We are committed to reviewing our policy and good practice regularly. The policy was Issued January 2026 - Next Review due January 2028
