engaging staff in dispersed - stonewall · 15 april 2016 engaging staff in dispersed locations ......

32

Upload: vohuong

Post on 01-Apr-2018

216 views

Category:

Documents


3 download

TRANSCRIPT

Engaging staff in dispersed locations

Stonewall Workplace Conference

15 April 2016

Page 3

What’re we going to talk about?

15 April 2016 Engaging staff in dispersed locations

► EY – Tim Jarman

► EY – Cara Heaney

► The Home Office – John Lucy Muir

► Q&A

► Practical discussion and report-back

► Wrap-up and challenge

Page 4

EY - Who we are

15 April 2016 Engaging staff in dispersed locations

► Global professional services firm

► 210,000 people

► Over 150 countries

Page 5

Some challenges to engaging employees across dispersed workplaces

15 April 2016 Engaging staff in dispersed locations

► Low ‘critical mass’ of LGBT people in some locations

► Often bias towards larger metropolitan centres

► Lack of access to information / resources

► Budgetary constraints

Page 6

A strong LGBT employee network group is a key resource

15 April 2016 Engaging staff in dispersed locations

Unity EY’s LGBTA Network

Page 7

Explore opportunities for join network activities to combine numbers / resources

15 April 2016 Engaging staff in dispersed locations

Unity EY’s LGBTA Network

Page 8

Effectively leverage technology where possible

15 April 2016 Engaging staff in dispersed locations

► Global Unity Yammer group, nearly 1,000 members

► Provides connection for people in more challenging

places

► Local Yammer groups

► Collaborative tool

► Knowledge sharing resource

Page 9

Effectively leverage technology where possible

15 April 2016 Engaging staff in dispersed locations

► Look for opportunities for individuals to dial-

in remotely or even video conference-in to

certain events

► Explore whether it’s possible to video

speaker events and then make that video

available on your internal network

Page 10

Effectively use communications

15 April 2016 Engaging staff in dispersed locations

► Utilise your employee network newsletter

effectively so that members in all locations

feel connected and in the know about

network activities

► If there are any wider organization-wide

communications / newsletters, see what

opportunities there are to get LGBT-specific

stories featured, which provide details of your

employee network group

Page 11

Effectively use physical posters and signage

15 April 2016 Engaging staff in dispersed locations

► Particularly for those places where

individuals may not have ready

access to computers

► Visible posters and noticeboard

communications relating to LGBT

issues and network activities

► Provide clear contact details for

people to learn more / connect

Page 12

Engage allies

15 April 2016 Engaging staff in dispersed locations

► Effectively engaging with allies can be a key way to help

increase support for LGBT people, particularly in places

where there may not be a critical mass of LGBT people

Our EMEIA Area has an active allies initiative that has resulted in several locations becoming more confident and visible in their support of LGBT despite there currently not being an active Unity network present in their location

Page 13

Leverage LGBT-specific days to bring people together and build a sense of community

15 April 2016 Engaging staff in dispersed locations

► Use an LGBT-specific day,

such as IDAHOT, as an

opportunity to raise

awareness of LGBT issues

► It’s also an opportunity to

explore ways to bring your

LGBT people and allies

together across dispersed

locations to do coordinated

activities on a particular

day

#IDAHOT

Page 14

Connect with external LGBT organisations to support your local activities

15 April 2016 Engaging staff in dispersed locations

Page 15

Case study: Unity Ireland – Creating regional hubs

Back in 2008 EY had strong LGBT networks particularly in the US and

the UK but no real presence in ROI. Six colleagues in Dublin set about

to change this. Here are some practical tips that really worked for us:

► Senior sponsorship/role modelling - right from the start we had a Dublin

Director leading the charge, making herself visible in the network

► Teaming - Organisations like GLEN and other employers were a great

support and source of ideas for us as we set up

► Buy-in from leadership- Our breakthrough came with Civil Partnership Act

in ROI which raised questions about pension equality at EY. This allowed the

network to really engage with HR and leadership on a business issue

► Identifying and attracting potential members – The pension issue raised

our profile and demonstrated the power of the network and something more

than just social. We are now the second largest Unity membership in UKI

Page 16

Unity Ireland – Where we are today

Page 17

Case study: Unity Scotland & Newcastle – dealing with low critical mass

In 2014 we had Unity members in all 4 offices but all events were centred

in London and we didn’t even know each other. Our challenge was how

to engage regionally with a network with such low critical mass in each

office. These are some of our tips:

► Local champions – Visible local champions now sit in every office and catch

up regularly and S&N Unity co-chairs feed in to the national Unity network so

we stay connected and share ideas

► External support – Membership is often too small to hold our own events.

We joined Stonewall Scotland in 2014 and through their network we now host

and attend events with other employers throughout the year

► A virtual network – ‘S&N’ Unity Yammer page just launched giving us a

virtual space where we can share information about events, connect with

colleagues in other offices and feel like a community even when we can’t be

in the same place

► Allies – Allies are really important but especially in offices where critical mass

is low. Our #IDAHOT photo competition is always a great way to engage in a

fun and visible way with the wider staff in our local offices

Page 18

Unity S&N – A virtual community, virtual visibility

Cara Heaney | Director | People Advisory Services I support inclusion

Ernst & Young LLP

Ten George Street, Edinburgh EH2 2DZ, United Kingdom

Office: +44 (0) 13 1777 2279 | Mobile: +44 (0) 75522 71223 |

[email protected]

EY/Comm: 65279

Website: http://www.ey.com

Rachel Hopkins | [email protected] | +44(0)12 1535 2267

Our virtual S&N Yammer

community was really easy

to set-up and a great way to

share information when you

can’t meet up face to face

When network critical mass

is low something as simple

as an e-mail signature can

provide visibility and be used

by members and allies alike

Q&A

Practical discussion

Page 21

Practical discussion

15 April 2016 Engaging staff in dispersed locations

► Discuss on your tables possible solutions / programmes

you could use in your organisations to better engage

employees in dispersed workforces

► Note down your thoughts on the post-it notes provided

► As a table, decide on your top three and note them down

on the flip-chart paper

► Nominate a table spokesperson

Sharing

Sharing

Thank you!

OFFICIAL SENSITIVE

OFFICIAL SENSITIVE

Stonewall Workplace Conference

Engaging staff in dispersed locations

April 2016

OFFICIAL SENSITIVE OFFICIAL SENSITIVE

OFFICIAL SENSITIVE

Engaging staff in dispersed locations

Today

• Who we are & what we do

• Scale of challenge in the UK

• Solutions we employ

OFFICIAL SENSITIVE OFFICIAL SENSITIVE

OFFICIAL SENSITIVE

Engaging staff in dispersed locations

• Who we are & what we do

• The Home Office leads on immigration and passports, drugs policy,

crime policy and counter-terrorism and works to ensure visible,

responsive and accountable policing in the UK.

• Home Office is a ministerial department, supported by 29 agencies and

public bodies.

• Border Force is a law enforcement command within the Home Office.

We secure the UK border by carrying out immigration and customs

controls for people and goods entering the UK.

OFFICIAL SENSITIVE OFFICIAL SENSITIVE

OFFICIAL SENSITIVE

Engaging staff in dispersed locations

• The Challenge

Liverpool

Heathrow

Portsmouth and Southampton

Dover and Folkestone

UKVI Asylum UKVI Complex Casework UKVI Premium Services

Calais and Coquelles

Glasgow

Passport Applications Lost and Stolen

Ipswich

Juxtaposed Controls Freight Examination

Croydon

London

HQ

Terminals 2-5

Visa Operations Premium Services

Coventry

Fast Parcel Hub

Border Controls Cutter Operations Freight Examination

East Midlands

OFFICIAL SENSITIVE OFFICIAL SENSITIVE

OFFICIAL SENSITIVE

Engaging staff in dispersed locations

The Solutions - Top Tips

Doing things in an affordable way

•Staff support network - Regional Reps

•Working with internal comms.

• Using the intranet, posters, newsletters, getting them displayed on news-

boards

• Ensuring all materials are readable on all types of devices

• Deep Dives - talking to staff !

• Ensuring leadership at local level with E&D SPOCs in each team - Getting

diversity issues on team meeting agendas

• Staff groups – BF Trans Group

OFFICIAL SENSITIVE OFFICIAL SENSITIVE

OFFICIAL SENSITIVE

Engaging staff in dispersed locations

• Border Force Trans Focus Group

• Our aim is to support the delivery of high levels of

customer service and staff engagement by raising

awareness of diverse needs of Transgender

Border Force employees and customers.

• Some key objectives:

• To facilitate and support passengers with their Trans related needs and

requirements as appropriate.

• To provide guidance and training to staff members to understand needs

and requirements of Trans staff and passengers.

• To represent the views and interests of Trans staff

30