AIMS Equity, Diversity and Inclusion policy

The purpose of our Equity, Diversity and Inclusion (EDI) policy is to guide those in the AIMS community in their work and advocacy and to explain our approach to those outside AIMS.

We recognise that this policy will evolve to respond to any changes in legislation and best practice.

AIMS Mission

We support all maternity service users to navigate the system as it exists, and campaign for a system that truly meets the needs of all.

AIMS Values

Integrity, Empathy, Respect, Collaboration, Courage as agreed by volunteers in April 2023

Our Definitions

Diversity: the range of different experiences within a group. Achieving diversity means including people of different backgrounds, especially those from underserved and marginalised groups.

Equity: achieving fairness by addressing unequal access to resources and opportunities¹. We recognise the difference between equality, which is about treating everyone the same, and equity, which recognises that some people and groups face greater barriers to accessing services and gives them support to have their needs met.

Inclusion: while diversity means that different groups are represented, inclusion means removing barriers so that those groups feel safe, welcome, and encouraged to contribute.

Intersectionality: a way of looking at how different parts of a person’s identity—like their race, sex, gender, class, disability, or sexual orientation—overlap and shape their experiences. Instead of focusing on just one aspect, it helps us understand how these different parts work together and can create unique challenges or advantages. If you have any comments on this statement, please email enquiries@aims.org.uk

Our Approach

To support all maternity service users to navigate the system as it exists, we need to make AIMS’ work accessible to everyone.

As we campaign for a system that truly meets the needs of all, we draw on principles of equity, inclusion, fairness and justice, and AIMS’ unique perspective as a historic, feminist and layperson-led organisation.

How this affects our work

We respect diverse views and seek collaboration in all our work.

We speak up honestly about the inequities, discrimination and challenges we observe in the maternity services.

In planning our work, we seek to understand and identify barriers to access and to be open to understanding the experiences of all maternity service users, including marginalised and underserved groups.

We seek to make our information and services accessible to all, as far as our resources permit. Everyone should feel that AIMS wants to support them.

For our volunteers, we aim to provide a welcoming and inclusive environment that reflects our values and is free of bullying, harassment, victimisation or discrimination

With this statement, AIMS commits to promoting equity, diversity and inclusivity for all. AIMS demonstrates this by:

• Working to increase the diversity of our Board and Volunteer group

• Not discriminating against our staff, members, users or volunteers

• Respecting diverse views

• Ensuring that our practices are transparent and open to scrutiny

• Working towards high standards to ensure that the diverse needs of our users are recognised and met.

Freedom of expression is fundamental to AIMS, and we try to publish diverse voices and wide-ranging opinions.

We expect AIMS volunteers to work together, being respectful of each other’s views and experiences.

How can AIMS influence those with the power to make changes in that maternity service?

Those who have the power to make change need to listen to diverse voices. We approach our role with humility and transparency, requiring ourselves to ask who else is missing in the spaces we have access to and advocating for their inclusion. Recognising the limitations that our available resources impose on our work, our goal is to work as effectively as we can to maximise inclusion in maternity campaigning.

AIMS is a respected voice, and we recognise the power we have through our history and reputation. We take a considered view with experience behind it. This includes being led by healthcare evidence as well as the experiences of maternity service users.

How should we approach identity and differences?

We believe that it is important that we respect people as individuals and in accordance with the Equality Act (2010)². We also aim to consider dimensions of diversity that the Equality Act does not cover, including but not limited to socioeconomic background, regionalism, and immigration status.

We recognise intersectionality and that people will have a range and combination of characteristics and lived experiences which may affect them in different ways.

We want everyone to feel AIMS is an inclusive space in which they are welcomed, and that our support and information are for them.

We celebrate diversity in AIMS information and publications and support each other to support service users who have different backgrounds and experiences.

We are led by AIMS’ values in navigating differences. We recognise that other people may view issues differently, but we approach any differences with a commitment to working with good intent.

How AIMS challenges discrimination and lack of equity in the maternity services

AIMS exists to support everyone who uses the maternity system. We know that discrimination can occur based on both the protected characteristics defined in the Equality Act and many other characteristics. In addition, intersectionality can increase the challenges that some maternity service users face.

Under the Equality Act (2010)², the following characteristics are protected from discrimination:

• Age

• Disability

• Gender reassignment

• Marriage and civil partnership

• Pregnancy and maternity

• Race

• Religion or belief

• Sex

• Sexual Orientation

In addition to the nine protected characteristics, AIMS also values and recognises other dimensions of diversity, including but not limited to:

• Regionalism

• Immigration status

• Appearance

• Education

• Socioeconomic background

• Gender transitioning and transgender people without a Gender Recognition Certificate

For further information about how protected characteristics and other dimensions of diversity impact maternity care, please see Appendix A.

AIMS commits to work to bring all forms of discrimination to the attention of the maternity services, policy-makers and society as a whole wherever possible. We advocate for equitable, respectful, personalised care for all who use the maternity services, regardless of their characteristics. This should include providing information in a form that is accessible to the individual.

Other Related Policies

• Personal Harassment Policy

• Safeguarding Policy

Appendix A: Further information on protected characteristics and other dimensions of diversity, in relation to maternity.

Protected characteristics under Equality Act (2010)

• Age

  • We recognise that the maternity care that is offered is often determined solely on the basis of age, (for example, by automatically labelling those over or under a certain age as ‘high risk’) which may have adverse effects, including increased medicalisation and restriction of choice.

• Disability

  • We recognise the experience and specific needs of those who are Deaf or disabled. People with different types of disability generally have less choice about labour and birth, and are least likely to report a positive experience of maternity care.

• Gender reassignment

  • The act defines this as people who are proposing to undergo, are undergoing or have undergone a process to reassign their sex by changing physiological or other attributes of sex. We recognise that people in this category who are pregnant may not receive respectful care which supports their bodily autonomy.

  • We recognise that some trans maternity service users who do not hold a Gender Recognition Certificate (GRC) may face particular challenges.

• Marriage and civil partnership

  • We recognise that people can be stereotyped, stigmatised and discriminated against in the maternity services based on their relationship and marital status.

• Pregnancy and maternity

  • We campaign to ensure that everyone is protected, included and retains autonomy over their bodies during pregnancy, birth and the postnatal period. We support all maternity service users to navigate the system as it exists, and campaign for a system that truly meets the needs of all.

• Race including colour, nationality, ethnic or national origin

  • We recognise that the maternity experiences and outcomes of those from Black, Asian and ethnic minority backgrounds in the maternity services are significantly worse, as shown in the rates of maternal and perinatal mortality³. In addition, the ‘normal’ female body is historically based on white European women to the disadvantage of others.

• Religion or belief

  • We recognise the need for culturally competent personalised care which respects an individual's beliefs.

• Sex

  • We recognise that the way women are perceived and treated within society has a significantly negative impact on their pregnancy, birth and postnatal experience.

• Sexual Orientation

  • We recognise that there are many family forms, and that the maternity services do not always recognise and support all relationships equally. All parents should be treated with respect, regardless of their sexual orientation.

Other dimensions of diversity

Additional dimensions of diversity that often affect maternity care include, but are not limited to:

• Regionality

  • We recognise that currently there is a postcode lottery for many aspects of maternity care. People may also be treated differently based on assumptions made about their regional accent.

• Immigration status

  • We recognise that immigrants and those from immigrant communities may face barriers when engaging with the maternity services.

• Appearance

  • We recognise that the care that is offered can differ according to appearance. Assumptions about a person based on their body shape, size and appearance, including clothing, tattoos and piercings, may also impact how they are treated in the maternity services.

• Education

  • We recognise that a person's educational background can influence both their ability to access the information they need and how they are treated by maternity service staff. Differences in knowledge and perceived levels of education can lead to power imbalances between maternity service users and medically trained staff. This potentially affects communication, relationships and the quality of care provided.

• Socioeconomic background

  • We recognise that there is evidence that women from lower socioeconomic groups and their babies have worse maternity service outcomes compared with those from other socioeconomic groups, including higher rates of mortality. The causes of this are complex and will include public health issues.

References

1. NHS pledges to improve equity for mothers and babies and race equality for staff 2021 www.england.nhs.uk/wp-content/uploads/2021/09/C0734-ii-pledges-to-improve-equity-for-mothers-and-babies-race-equality-for-all-staff.pdf

2. Equality Act 2010 www.legislation.gov.uk/ukpga/2010/15/part/2/chapter/1

3. MBRRACE-UK reports www.npeu.ox.ac.uk/mbrrace-uk

Policy updated February 2026