At Connection Support, we’re proud to operate in a way that’s inclusive, equitable, and empowering – not just in how we support our clients and communities, but in how we lead as well. With so many strong women at the heart of our workforce, at a time when misogyny, hyper-masculinity, and workplace discrimination still exist, we know how vital it is to challenge barriers, biases, and harmful systems that hold people back, particularly because of their gender identity. As an employer, we recognise we’re in a position to help dismantle those structures by challenging inequality at every opportunity, and that’s why we’ve developed our own feminist leadership commitment.
We recognise that gender inequality doesn’t exist in isolation, but often intersects with other forms of discrimination, such as racism, ableism, and classism. Because of this, we take an intersectional feminist approach: for us, feminism is about championing gender fairness whilst acknowledging that other forms of oppression can deepen injustice. That means challenging the systems and attitudes that limit people’s opportunities because of who they are, and working to create a culture where everyone has the same chance to lead, thrive, and belong. Through feminist leadership, we aim to share power, amplify underrepresented voices, and drive meaningful, lasting change. Grounded in our values of empowerment, compassion, collaboration, and personalised support, this is how we build a workplace where everyone can flourish.
Our commitment to feminist leadership is woven into a wider set of leadership principles, creating a single, clear framework for how we lead, support, and challenge ourselves and each other. These principles will help to ensure that Connection Support is a place where fairness, safety, belonging, and growth are at the heart of everything we do.
Our Seven Leadership Principles
1. Collaborative decision-making and co-creation
We will reject hierarchical approaches and share power, involving those most affected by decisions in shaping solutions. We will embed co-creation as standard, valuing diverse perspectives to build fairer, more inclusive outcomes.
2. Intersectional feminism and representation
We recognise that gender inequality, racism, ableism, classism, and other forms of oppression often overlap. We will embed an intersectional approach in our leadership, ensuring those who experience multiple barriers are represented, included, and listened to.
3. Solidarity and allyship
We will actively lift one another up, fostering a culture of advocacy, support, and collective action. We will empower each other to champion and support those around us, creating opportunities for women to connect, uplift, and advocate for one another, whilst encouraging men to play an active role in promoting gender equity and challenging bias.
4. Safety, respect, and zero tolerance
We will uphold a zero-tolerance stance on misogyny, harassment, racism, and all forms of discrimination. We will actively build psychologically safe spaces where people can speak up, give feedback, and learn together without fear of repercussions.
5. Compassionate and flexible leadership
We will lead with empathy, humanity, and understanding, recognising each person’s unique circumstances and needs. We will tailor our approaches to empower people to grow, thrive, and contribute meaningfully to our mission.
6. Accountability and integrity
As leaders, we will act with integrity and humility, owning our mistakes and learning from them. We will hold ourselves and each other accountable for promoting fairness, equity, and transparency in all that we do.
7. Courage and moral clarity
As leaders, we will not shy away from uncomfortable truths or difficult conversations. We will challenge harmful systems and speak out boldly on the issues that matter, using our positions to amplify the voices of those most affected.
How we will embed these principles
Many of these principles are already part of how we work at Connection Support, but we know there is always more to do. That’s why we will:
- Clearly communicate these principles through existing staff groups and networks, so everyone understands them and feels able to uphold them.
- Review and update our policies, training, and decision-making frameworks as they come up for renewal, to ensure they align with inclusive leadership practices.
- Encourage the Senior Leadership Team (SLT) and Senior Management Team (SMT) to make personal commitments to learning more about feminist approaches, challenging their own biases, and reflecting on their use of power.
- Underpin all organisation-wide decisions with an equity and fairness lens, including transparent, consultative processes where decisions could disadvantage women or gender-diverse colleagues.
- Enable future leaders to build skills and confidence through intentional power-sharing
- Continue to strengthen and champion staff-led networks – including menopause, neurodivergence, wellbeing, prayer, and future groups for men and women affected by domestic abuse.
- Develop and review family-friendly policies – including maternity, paternity, surrogacy, and fertility treatment – to ensure they meet the diverse needs of staff and reduce gendered disadvantage.
- Provide open opportunities for feedback and learning, so staff feel safe to speak up and help identify and address systemic issues.
These principles will guide how we lead, make decisions, and work together, strengthening our feminist leadership commitment and driving positive change within Connection Support and beyond.