stonewall scotland workplace conference 2009. welcome and opening remarks calum irving, director,...

Stonewall Scotland Workplace Conference

2009

Welcome and Opening Remarks

Calum Irving, Director, Stonewall Scotland

Stonewall ScotlandWorkplace Conference 2009

Ty Jones

Dare to be Different

Competitiveness is all about the recipe

• Unique

• Difficult to copy

• Adds value

What really impacts on Diversity?

DialogueDialogue

ValuesValues

CultureCulture

LeadershipLeadership

Leadership

• Recognising that leadership and people management are more important than ever before

• Understanding that our most critical resource wears shoes and walks out the door each night

• Acknowledging that people differ and the only way to find out how much they differ is to listen

• Motivating and inspiring people only happens when you know what makes them tick

Values

• Recognising that values represent a promise or contract with each and every colleague

• Exploring what dignity & respect means• Ensuring they create unity and a sense of

belonging• Understanding that values influence our actions

Dialogue

• Developing knowledge and understanding of what it means to be lesbian, gay, bisexual or transgender

• Encouraging colleagues to share their experience

• Consider the professional issues and challenges when addressing LGBT needs

Culture

• Understanding workplace culture can still seem like a luxury to most managers

• Dealing with the fact that almost a third of line managers feel diversity has nothing to do with them

• Ensuring leaders and line managers practice what they preach

What difference does it make?

• How much would it matter to your job satisfaction and working relationships?

• How much would it help your organisation to recruit good people?

• How much would it increase your willingness to talk positively about your organisation?

• How much would it improve the long-term prospects

of your organisation?

Diversity & Inclusion SurveyDiversity & Inclusion Survey

7573

63

53

62

34

45

54 53

78

75

65

72

66

61

65 65

54

53

79

53

56

30

40

50

60

70

80

90

ImmediateManagers

OrgBelonging

Fitting In Recruitment Values Dialogue Promotion Bullying SeniorManagers

Morale Distress

G&L 2005 G&L 2007

% m

ean

score

Colleague Perception Gap Colleague Perception Gap

78

75

65

72

66

61

65 65

67

74

69

63

70 69

57 58

79

53

56

77

8183

30

40

50

60

70

80

90

ImmediateManagers

OrgBelonging

Fitting In Recruitment Values Dialogue Promotion Bullying SeniorManagers

Morale Distress

G&L 2007 BOS Corporate total 2007

% m

ean

score

Benefits of an Inclusive Workplace?

Does Size Matter?

LGBT popScotland

(5m)UK

(60m)Your

Workplace (?)

2% 100,000 1,200,000 ?

5% 250,000 3,000,000 ?

10% 500,000 6,000,000?

Confidence

Competence

Inclusive - Where are you?

x

Changing Attitudes

CHANGING FOR THE BETTER

Transgender People’s Experiences at Work

James MortonSCOTTISH TRANSGENDER ALLIANCE

www.scottishtrans.org



What is the Scottish Transgender Alliance?

An alliance formed by various Scottish transgender community support groups, individuals working for transgender equality and wider LGBT and gender equality organisations.

The Scottish Government Equality Unit is funding the full-time Scottish Transgender Alliance Project Coordinator from April 2007 until March 2011.

Based within the Equality Network – a voluntary sector organisation working to improve LGBT rights and equality in Scotland.


What does the Scottish Transgender Alliance do?

Provides policy development & good practice guidance to public services.

Creates information resources & delivers training.

Facilitates transgender people in Scotland to respond to consultation opportunities.

Strategically develops the capacity of transgender groups in Scotland.

Advances research into transgender people’s experiences.


What do ‘transgender’ and ‘trans’ mean?

Transgender and trans are ‘umbrella’ terms.

They mean all those whose gender identity or gender expression differ in some way from the gender they were labelled at birth.

Gender Identity = an individual’s internal self-perception of their own gender.

Gender Expression = an individual’s external gender-related physical appearance and behaviour.


Transgender Umbrella

Transsexual Women(Male-To-Female)

Transsexual Men(Female-To-Male)

Intersex People Cross-dressing People(Transvestism & Drag)

Androgyne People(Non-binary Gender)


Legal protection on grounds of Gender Reassignment

Legal protection from discrimination and harassment if a person intends to undergo, is currently undergoing or has previously undergone gender reassignment.

Gender Reassignment is defined as a process which is undertaken under medical supervision for the purpose of reassigning a person's sex by changing physiological or other characteristics of sex, and includes any part of such a process.

In other words: anyone who goes to their doctor saying they want to change the gender in which they live.

It is also called ‘transitioning’.


Growing numbers of people transitioning


Workplace Experiences

Please welcome two volunteers from the Scottish Transgender Alliance who are going to share some of their personal experiences of transitioning in the workplace.

Prof Jo Clifford Nick Laird


Survey Evidence of Workplace Experiences

The Equalities Review UK research survey ‘Engendered Penalties’ of 872 trans people in 2007 found that 42% of respondents who want to transition are prevented from doing so because they fear the workplace reaction they would face.

25% of respondents who had transitioned had been forced to change their jobs due to experiencing anti-trans discrimination and harassment.


Survey Evidence of Workplace Experiences

Surveys have found trans people have above average educational qualifications and are more likely to work in professional and managerial occupations:33.0% of trans respondents are in

professional occupations compared to 10.8% of the UK population. (Engendered Penalties, 2007)

55% of trans respondents have a HND, degree or postgraduate degree qualification. (Transgender Experiences in Scotland, 2008)


Trans staff still working in original gender role:

“What is it like being transgendered but no one at work knows you are? …I’m in knots. Completely. My mind races with fears and worries. I often feel sick… I worry about how I’ll be received… I worry about not knowing who will be nice, who will reject me.. I worry about being laughed at. And I worry this worrying is affecting my work. I want to prove I’m a good worker, a worthy manager, that this part of me won’t change. I want to show I’m still a nice person, someone you can trust. That this part of me won’t change… I just want to be seen as just another person getting on with their life. At the minute people see me as a friendly, sociable, confident, fairly successful man. It’s just the last bit I want to change.”


Staff who are undergoing gender reassignment:

“[My employer] suspended me illegally; they were rude, inconsistent and really nasty.”

“Once my employer became aware of my TS status six months ago they have refused to refer to me by my new name or to refer to me in the feminine. Also at various times I have been threatened and subjected to discrimination.”

“I had to leave this employment due to employers giving out personal info that only human resources should have known about. I was then subjected to abuse by colleagues.”


Staff who are undergoing gender reassignment:

“When I told my line manager, I was close to tears. I was so nervous I could hardly speak. He was surprised but supportive and understanding, and made it clear this would make no difference to our working relationship. At my request, he advised my senior managers who also expressed their absolute support. It was good to be told by them that I was, and would remain, a valued and respected member of their team. We were able to produce an action plan and schedule for my transition and arranged regular progress meetings along the way. Over a period of a month, I explained myself to some 23 colleagues in my office and was given the time to do so. I provided them with the HR website information which proved invaluable. Every colleague expressed support at the time and since my transition they have given me exactly that. I have had nothing but encouragement – and crucially, respect.”


Staff who have trans backgrounds:

“Lack of data security led to me being ‘outed’ at work as transsexual and it was extremely hard to remain attending work after this happened as it felt like the equivalent of everyone at work seeing me naked – I felt that exposed and vulnerable.”

The Gender Recognition Act 2004 makes it a criminal offence with a £5000 fine to reveal gender history without person’s consent. Important exceptions where the information is required:

• for prevention or investigation of a crime.• for medical emergency treatment when person is

unable to provide consent.


Staff who have trans backgrounds:

“When I decided to ‘transition’, I steeled myself for the worst. I was prepared to be an outcast and never be with anyone, but I’ve surpassed my wildest dreams. Not only do I have a lovely boyfriend, but I’ve realised my full potential at work, and my business has taken off. I don’t need to tell everyone I meet about my past, and because of how I look, people don’t guess.”

“I have now found that I can bring so much more to my workplace and my life in my new gender than I did in my old… My workplace colleagues have also found me more productive, helpful, more approachable and gregarious, and the general comment that I often get is that I am a much better person.”


Good Practice Guidance

Be proactive in demonstrating commitment to transgender workplace equality and inclusion.

Always use a person’s preferred name and pronouns.

Change name and gender on records at first request.

Do not ask unnecessarily intrusive questions or make comments about their physical body or gender history.

Maintain confidentiality about their gender history.


Good Practice Guidance

Always let trans people decide which toilet is the most appropriate for them to use. Legally, they are allowed to.

Don’t make assumptions about how trans people view gender – listen carefully to what they actually tell you about their gender identity.

Don’t make assumptions about the sexual orientation of a trans person or their partner, they could be gay/lesbian, bisexual or straight.


Ten steps to begin workplace trans inclusion

1. Include transgender equality as an equality strand in general equality policies.

2. Ensure that transphobic bullying and harassment is included in your workplace bullying and harassment policy.

3. Set up a staff LGBT support network and ensure that transgender support info is available to staff.

4. Create a name and gender change procedural guidance note to enable records to be quickly updated upon request.

5. Ensure your workplace absence management policy includes allowing time off for gender reassignment medical assessments and treatments.


Ten steps to begin workplace trans inclusion

6. Be proactive in supporting the right of trans people to use workplace toilets in safety.

7. Identify a senior member of staff to champion transgender equality.

8. Include transgender issues within your staff diversity training programme.

9. Carry out a staff attitudes survey including questions on attitudes towards transgender people.

10. State commitment to transgender equality in recruitment advertising and by advertising in LGBT media.


Further assistance:

James Morton - Project Coordinator

SCOTTISH TRANSGENDER ALLIANCE

[email protected]

EQUALITY NETWORK30 Bernard Street, Edinburgh, EH6 6PR

Office: 07020 933 952 Fax: 07020 933 954

Mobile: 07840 570 202

Legal Update:Where Are We Now?

Chris Phillips

11 February 2009

This Session

• Sexual Orientation Cases

• Transgender Cases

• Legislative Developments

• Case Study Workshops

“On Grounds of Sexual Orientation”• E was subjected to sexual innuendo which

suggested he was gay• E is heterosexual, is married and has 3 children• His tormentors knew that• Was the treatment “on grounds of sexual

orientation”?• ET and EAT said no• CoA said yes

– English v Thomas Sanderson Blinds Ltd

Interplay with Religion/Belief Regs• Christian Registrar refused to officiate in CP

ceremonies saying inconsistent with her beliefs• Disciplinary action taken against her• Direct discrimination - was the reason for

detrimental treatment a prohibited ground?• Indirect - did the requirement to make every

registrar perform CP duties place people of L’s religion or belief at a particular disadvantage?

• If so, could it be objectively justified?– Islington LBC v Ladele & Liberty (Intervener)

• Magistrate = member of family panel• Legislation introduced allowing

same sex couples to look after children

• M asked to be relieved of these duties but was refused

• Was his objection because of a religious or philosophical belief?– McClintock v Department for

Constitutional Affairs

Interplay with Religion/Belief Regs

Burden of Proof• For the claimant to prove facts from which a

tribunal could conclude that the employer has treated him/her less favourably on the grounds of sexual orientation

• Then, burden of proof moves to employer to prove on the balance of probabilities that the treatment is not on the grounds of sexual orientation – Kauffman v Vescom Ltd

Transgender Discrimination• G was working as an agency

driver for Blue Arrow, placed with Exel/DHL

• Claimed she was removed from her regular run by Exel/DHL because of her transition status

• Claimed her grievances were not treated correctly by Blue Arrow– Gaynor v Blue Arrow & Exel/DHL

Transgender Discrimination• Other recent cases

– Allegation that a transphobic person had been appointed to an interview panel – unsuccessful claim

– Constructive dismissal claim arising from perfunctory investigations into grievances – successful claim - £60,000 plus awarded

Equality Bill• Gender reassignment definition to be

amended• Indirect discrimination against

transgender people to be outlawed• Direct discrimination against

transgender people to be extended to cover discrimination by association

• Discrimination on grounds of CP or marital status to be retained

Equality Bill• Public Sector Equality Duties

– Single public sector equality duty covering all strands

– Requirement to have “due regard” to the need to promote equality will be retained

– General and specific duties retained– Procurement guidance

Questions

Chris Phillips, Partner

: 0131 228 7140

: [email protected]

www.mms.co.uk/epb

Key Note Address:

Chris McCoy

Equality and Diversity Manager,

Visit Scotland

Scottish Workplace Award

2009

Robert ColeChair, BT Kaleidoscope

11 February 2009

BT Kaleidoscope focus groupStonewall Scotland

Making LGBT Networking a success

© British Telecommunications plc

Grass roots then time

• BT Kaleidoscope started in 2000 by Andi Scott, a 21-year-old personal assistant by submitting an idea to have any employee LGB network via the New Ideas team. It was then officially launched 28th March 2002 and the network has grown every year since then.

• We currently have over 700 members registered on our site.

• In the UK, BT Kaleidoscope came 4th in Stonewall’s Workplace Equality Index for Employee Network of the year 2009 and BT came joint 25th in top 100 index of gay-friendly employers.


Not just LGBT - Effortless Inclusion

• Attracting and retaining talent• Developing our people• Flexible Working• Career/life planning• Lifestyle-friendly• Well-being• Across the strands


Business case needs to be made

• Customers, suppliers and strategic partners are increasingly global and multi-cultural– We must position ourselves to communicate with and market to

a diverse population

• Customers have diverse needs– We must reflect our clients diverse population to be responsive

to their needs and expectations

• Competition to attract and retain top talent is increasing– We must be employer of choice to attract develop and retain

key skills (inclusive culture, supporting talent development, flexible working practices)

• Competitive advantage is through being a leader in innovation– BT needs diverse perspectives and talents to enhance creativity

and innovation


The importance of leadership

A dedicated centre of expertise

BT people networks

Diversity Champion

Global Equality & Diversity Forum

Diversity Steering Group

Diversity Ambassador

Key players in the lines of business

Director, People & PolicyCAROLINE WATERS

Head of People PracticesDENNIS GISSING

Head of People ConsultingCHRISTINE MOORE

Head of People PortfolioDAVE WILSON

Personal AssistantBELLA MORTON

People & Policy ManagerBT Global Services

PAM FARMER

People & Policy Manager Gender, Orientation & Families

MARY JO KIRSTEN

People & Policy Manager Race, 2012 Olympics & Paralympics

BECKY MASON

People Networks ManagerANDREA ROCK

People & Policy Manager BT Group / Openreach

MICK WILKINSON

People & Policy Manager BT Design / BT Operate

RUTH CANN

People & Policy Manager Events, Bullying & Harassment

SALLY WARD

People & Policy Manager Disability & Carers

HELEN CHIPCHASE

People & Policy Manager Working Patterns & Attendance

NAOMI FITTON

People & Policy ManagerBT Retail / BT Wholesale

GILL THOMAS

Line of business

Diversity strand


Clarity of objectives

• To increase the understanding of Kaleidoscope and lesbian, gay, bisexual and transgender people within BT

• To demonstrate what BT is doing to support LGBT people inside and outside of BT

• To showcase some of the great things LGBT people are doing in the company

• Because people are happier when they can be themselves


Offer Personal Development

• Being out in the workplace

• Education• Visibility• Role Models• Network roles• Training programmes• Mentoring


Organisational support for LGBT

• Board level• Champion-People &

Policy – Network• Equal treatment,

benefits and opportunities

• Pastoral Care & counselling

• Transgender• International


Networking

• Virtual and physical• Website and forum

site• Website

btkaleidoscope.co.uk

• UK satellites• Global plans• Other BT networks• Inter-organisation

networking


Creativity


Join Forces

• BT and Stonewall and other organisations• Inter-organisation LGBT networking• Scotland Programme launched Autumn 2008• Promote in your organisation


• Grass roots – then time• Not just LGBT• Business Case • Leadership• Clarity of objectives• Personal support• Organisational support for LGBT• Networking• Creativity


www.bt.com

www.bt.kaleidoscope.co.uk

http://www.bt.com/

http://www.bt.kaleidoscope.co.uk/

Positive Action – LGBT Mentoring

Mary Evans & Jo Barringer

Brighton and Hove City Council.

Background - why

• Organisational Fora• Diversity Mentoring• Development Days• Commitment to

Equalities & Diversity• LGBT Buddying• History Month &

Social Events

Objectives

• Increase commitment and retention

• Address isolation• Encourage networking

and cross organisational support

• Enabling career development

• Develop new competence and understanding

Development & Putting it all in to Practice

• Feedback from LGBT Staff• Tailored to LGBT needs• Partnership working• Information sessions• Training• Mangers info sessions• Matching• Supervision

Benefits & Outcomes

• 50% achieved all goals set out within the relationship• 1 mentee achieved a promotion within 3 months of the

commencement of the relationship.• 1 mentee has since become a mentor• Insight gained into the experiences of LGBT staff which

has informed the work of the HR equalities group, the Equalities and Inclusion Team and work of the LGBT Forum.

• Outcomes suggest that where mentoring relationships are not ended due to external factors, they support the development of LGBT workers.

• Addresses Isolation

Michelle Fullerton, Manager Workplace Programmes

317 organisations entered this yearup from 241 entries in 2008

23 different sectors in the entries

6,500 responses to staff survey returned from 244 organisations

WORKPLACE EQUALITY INDEX 2009 PARTICIPATION

WORKPLACE EQUALITY INDEX 2009 SECTORS REPRESENTED IN TOP 100

OthersPolice

Government

Investment Banks

Law

Local authori

ty

Professional services

Financial retail

Housing

Third Sector

Fire & Rescue

WORKPLACE EQUALITY INDEX 2009 HIGHEST PERFORMING SECTORS

0 10 20 30 40 50 60 70 80

Professional

ServicesPolice

Investment

bankingFinancial retail

Government

Average sector score

have a strategy linking LGB equality to wider organisational aims

86%

WORKPLACE EQUALITY INDEX 2009 KEY FEATURES OF THE TOP 100

POLICY AND PRACTICE

have a senior Champion at Board level

93%

of Board Champions are very active advocates

33%

93% work with Human Resources on policy and practices

74% advise on service delivery and business development issues


NETWORK GROUPS

100% offer diversity training inclusive of LGB issues

48% have put all their staff through diversity training

69% offer LGB specific or targeted leadership development


TRAINING AND DEVELOPMENT

monitor sexual orientation at the job application

stage, in staff attitude surveys or both


MONITORING

98%

50%monitor sexual orientationrepresentation across the workforce

34%monitor at every stage of the employment cycle

WORKPLACE EQUALITY INDEX 2009 DECLARATION OF SEXUAL ORIENTATION

0 10 20 30 40 50

Top 25

26 - 50

51 - 100

Out of top 100

% of organisations with 90% or more staff

declaring their sexual orientation

74% ensure that their suppliers have policies inclusive of sexual orientation

3 employers received full marks in this area


SUPPLIER DIVERSITY

100% are supporting the gay and lesbian community in some way

93% support staff participation in community events

78% of the top 100 advertise in LGB media

52% promote LGB equality in the non-LGB media


COMMUNITY INVOLVEMENT

95%

have an out senior person in at least one of the top 3 tiers

This figure drops to 50% for the top tier


PINK PLATEAU

WORKPLACE EQUALITY INDEX 2009 STAFF SURVEY RESULTS

0% 20% 40% 60% 80% 100%

Commitment to equality

Straight colleagues well

informed

Supportive senior management

Easy being out at work

Supportive line managers

LGB-friendly workplace

culture

Confident reporting anti-gay bullying

Recommend employer to other

LGB people

% negative responses% positive responses

WORKPLACE EQUALITY INDEX 2009 EASY TO BE OUT?

30

40

50

60

70

80

% strongly agree

% agree

Gay

menLesbiansBisexua

ls16-

2425-

3435-

4445+

50%

69% 65

%65%

68% 66

%61%

WORKPLACE EQUALITY INDEX 2009 STAFF SURVEY RESULTS BY RANK

50

60

70

80% satisfaction level

76% 75

%

70%

67% 65

%

Top 25

26-50 51-100

101-150

151+

Top Scottish Employer - Scottish Government

Top Welsh Employer - Environment Agency Wales

Overall Winner - Lloyds TSB

Most Improved - Simmons & Simmons

Network of the Year - Home Office

WORKPLACE EQUALITY INDEX 2009

28 Scottish organisations entered

2 made it into the Top 100

11 Welsh organisations entered

5 Welsh employers made it into the Top 100

WORKPLACE EQUALITY INDEX 2009 AROUND THE NATIONS

The average Scottish organisation scored 39%

The average Welsh organisation scored 43%

The average English organisation scored 49%

WORKPLACE EQUALITY INDEX 2009 AROUND THE NATIONS -

SCORES

• Are likely to have a senior champions but that champion isn't very active

• Workplace Policies are inclusive but not promoted as such• Anti Bullying Policies cover Sexual Orientation but do not

give examples of anti gay bullying• Scottish organisations are unlikely to have an LGB

Employee Network Group• Are very unlikely to communicate to all staff on issues

concerning sexual orientation• Likely to offer Diversity Training including sexual

orientation to staff

WORKPLACE EQUALITY INDEX 2009 SCOTTISH ORGANISATIONS

WORKPLACE EQUALITY INDEX 2009 SCOTTISH ORGANISATIONS

•Very unlikely to ensure line managers are equipped to manage diverse teams

•Very unlikely to offer any specific or targeted career development and support to LGB employees

•Likely to monitor sexual orientation at one or more stages of employment

•Not Likely to communicate their commitment to the wider LGB community

•Not Likely to ensure suppliers protect their LGB staff

•Very Unlikely to have out gay role models

145 responses from LGB people in Scotland

62 Gay Men

66 Gay Women/Lesbian

14 Bisexual

3 didn’t declare

STAFF FEEDBACK QUESTIONAIRE - SCOTLAND

Scottish Orgs

WEI average

Difference

Q1 LGB-friendly workplace culture 61%75% -14

Q2 Commitment to equality 74%80% -6

Q3 Easy to be out at work 53%65% -12

Q4 Confident reporting anti-gay bullying 68%75% -7

Q5 Straight colleagues well informed 29%33% -4

Q6 Recommend employer to other LGB people 74%76% -2

Q7 Supportive line managers 69%69% 0

Q7 Supportive Senior Management 56%64% -8

STAFF FEEDBACK QUESTIONAIRE

STAFF FEEDBACK QUESTIONAIRE – SCOTLAND

HOMOPHOBIA IN OUR WORKPLACES?

“Just this morning in my office, I had to listen to two colleagues chatting about someone else being 'so gay'. When I asked what they meant by that, the response was laughter and, 'Oh, you know, that just means he's really stupid.' Such an enlightened place...”

“As long as you are not to obvious you might survive!”

“I think it is easy within my organisation to be 'out' as a gay female, however I feel that for a gay male it would be very difficult.”


BEYOND THE POLICY?

“I have pondered the significance of the fact that my civil partnership was marked by a signed card from colleagues whereas marriages, even second ones, routinely get a signed card *and* collection.”

“Lots of token statements, but not reflected in practice - example, last year staff asked to verify personal data held, but under marital status no option given for civil partners.”

The organisation has various policies in support of LGB staff but just because they say they are LGB friendly, doesn't mean they are


EMPLOYERS GETTING IT RIGHT

“I arrived from another country to work here and I've been made to feel very welcome, and interest has been taken in how my partner is doing in her search for work.”

“I have found 100% support from senior officers and my colleagues over my sexuality and recent 'coming out'. I am comforted by this and the real change should be applauded.”

DIVERSITY CHAMPIONS SCOTLAND

People perform better when they can be

themselveswww.stonewallscotland.org.uk/workplace

[email protected]

0131 557 3679

http://www.stonewallscotland.org.uk/workplace

Stonewall Scotland Workplace Conference

Panel Discussion

Slides from Tackling Bullying and Harassment

workshop

Kim Hunter, The Scottish Government

KIM HUNTERDIVERSITY ADVISER

DIGNITY AT WORK

MAKING A DIFFERENCE

WHY ARE WE DOING IT?

• CONTINOUS IMPROVEMENT

• CORPORATE CHANGES

• UNION AND MANAGEMENT FEEDBACK

• HAVE EXEMPLAR POLICIES

HOW DID WE DO IT?

• PROJECT TEAM• STAKEHOLDERS• UNIONS• EVIDENCE• RESEARCH• IMPLEMENTATION

STAFF INVOLVEMENTAND EVIDENCE

• IMPACT ASSESSMENT• WHO TO INVOLVE?• HOW DO WE INVOLVE?• WHAT OTHER EVIDENCE DO WE

CURRENTLY HAVE?• WHAT OTHER EVIDENCE DO WE NEED?

WHAT’S CHANGED?

• INVESTIGATING/DECIDING ROLES• MEDIATION• IMPACT V INTENTION• LGBT BULLYING• NAME CHANGE• INCLUSIVE OF ALL POLICIES

Slides from Making Your Equality Scheme Work for Your LGBT Staff workshop

Wlad Mejka, NHS 24 and Gillian Miller, Stonewall Scotland

Making your equality

scheme work for your

LGBT staffWlad Mejka Gillian MillerNHS24 Stonewall Scotland

Making your equality scheme work for your LGBT staff

• Introduction to topic– Scene setting– About NHS 24 Sexual Orientation Scheme

• How to achieve the goal– Ongoing Process– Cycle (EQIA Good Practice)– Voice– Reporting

Introduction to topicScene Setting

• Ultimate goal

• How do we wrap it up

• What is stopping us?

• When it goes right and wrong

Introduction to topicWhat is stopping us?

• Is it even a good idea?

• Too much to do

• Don’t know how to structure it

• Don’t have enough knowledge

• Don’t know whose responsibility it is

• Don’t have any gay people to ask

• How do I gather data and monitor it?


• When it goes right:“It would be difficult for somebody to

actively discriminate against me and get away with it. I feel safer here than I have in many organisations”

Robert, Voluntary Sector


• When it goes wrong:“It’s a really bad analogy, but it’s like

they’ve got the icing on the cake. They’ve forgotten all the eggs and the flour in the cake itself. It’s more about image, rather than because they see the benefit”

Justine, Private Sector

Introduction to topicAbout NHS 24 Sexual Orientation

Scheme

How to achieve the goal

Ongoing ProcessAWARENESS

KNOWLEDGE

DELIVERY

MEASUREMENTFeedback

ComplaintsChanging social contextIncreased visibilityPR/newsLeadership

ResearchCase studiesStaff journeyStaff engagement

Challenging prejudiceEducationPractices•Mainstreaming•Processes•CommunicationSystems•Performance management

BaselineTargetsRates of changeInhibitors and acceleratorsAudit /surveyimprovements

VisionValuesBenefits •Individual•Group•SocialExpectations•Recruitment and retention

COMMUNICATION


Ongoing Process• Not a once a year event• Continual process• Everyday cake

– Easier to make– Easier to manage– More than one flavour– Achieves end purpose– Enjoyable experience


The Cycle

How to achieve the goalThe Cycle

• What is the need we are trying to address? • What specifically needs to change? • How will we know if change has taken place? • What will we actually do? • How will we make sure we're doing it as

planned? • How successful have we been and what

have we learned?

• What now needs to change?


The cycleEquality Impact Assessment (EQIA)

• The purpose of the EQIA

• Potential difficulties

• Third party reporting example


The cycle – EQIA Good PracticeStep 1 – Define the aims of your policyStep 2 – What do you already know about the

diverse needs of your target audience?Step 3 – What else do you need to know?Step 4 – What does the information tell you

about positive or negative impact on groups within target audience?

Step 5 – Will you be making any changes to your policy?


The cycle – EQIA Good Practice

Step 6 - Does your policy provide the opportunity to promote equality of opportunity or good relations?

Step 7 – Rate the relevance of the policy for each equality strand – HIGH, MEDIUM or LOW

Step 8 – Do you need to carry out a further impact assessment?

Step 9 – How will you monitor and evaluate progress?

Step 10 – Sign off and publish impact assessment


Voice

How did NHS 24 consult and involve?

How to achieve the goalReporting

How do we know we made a

difference?

Making your equality scheme work for your LGBT staff• Questions

Making your equality scheme work for your LGBT staffContacts:

Wladyslaw MejkaEquality & Diversity ManagerNHS24Caledonia HouseCardonald ParkGlasgow G51 4ED Tel : 0141 337 4545e-mail:[email protected]

Gillian MillerPolicy ManagerStonewall Scotland9 Howe StreetEdinburghEH3 6TETel: 0131 557 8188e-mail:[email protected]

mailto:[email protected]




stonewall scotland workplace conference 2009. welcome and opening remarks calum irving, director,...

Documents