Motivation

1
Motivation Retention of a Diverse Workforce

• Mary Evans Brighton Hove City Council
• Barbara Harris Dan Whalley Brighton Sussex
  University Hospitals Trust

2
Understanding the City

• 255,000 people live in Brighton Hove city
• The city has a relatively large working age
  population and slightly below average levels of
  both children and older people
• 12 of the population are from Minority Ethnic
  backgrounds
• The largest ethnic minority group are mixed-race
  people at 1.9 which is higher than the South
  East and national averages
• The city has a large lesbian, gay, bisexual
  transgender population (latest estimate at 35,000
  )
• Faith
• A quarter of the city have no religion (second
  highest nationally)
• Nearly three fifths (59) are Christian (South
  East is 72.7)
• 1.36 of the population are Jewish
• 1.4 are Muslim
• 0.7 are Buddhist

Data drawn from Reducing Inequality Review 2007
commissioned by the 2020 Community
Partnership For further information and
summary/full report http//www.brighton-hove.gov.
uk/index.cfm?requestc1184536
3
Understanding the City

• Highly educated workforce 2 in 5 residents have
  degree level qualification
• Employment rate is poor for those with low or no
  skills
• Unemployment levels for BME people is likely to
  be 50 higher than for White British people
• Over half of people out of work with a long term
  illness have mental health problems
• Unemployment rates rising with those made
  redundant

4
Legal protection

• Race, gender, disability, age, sexual orientation
  faith
• Direct discrimination, indirect discrimination
  and harassment
• Employers who directly discriminate are obviously
  vulnerable, but so are employers who act
  capriciously and arbitrarily, who cannot
  objectively justify their decisions and who
  conduct themselves in a manner which falls below
  that generally expected in a modern employment
  context.
• All this can lead employees to feel that they
  have been discriminated against and, without
  convincing evidence to the contrary, an
  employment tribunal may accept that belief as
  being likely to be correct and make a finding of
  unlawful discrimination against them

5
Stonewall Workplace Equality Index

• People perform better when they can be themselves
  - concealing sexual orientation at work reduces
  productivity by up to 30
• Policy Practice Community Engagement
• Staff Engagement Pink Plateau
• Staff Development Support
• Monitoring
• Supplier Policies

6
BHCC Best Practice

• Inclusive and comprehensive policies
• LGBT Workers Forum
• LGBT Mentoring
• High profile of LGBT issues in external and
  internal communications
• LGBT issues championed by leadership
• Workforce service monitoring
• Support for LGBT community

7
Key issues for creating an inclusive workplace

• Leadership being a role model and a champion of
  diversity and setting an inclusive culture
• Communication using appropriate language and
  format and a range of images to promote diversity
• Support and training particularly for new
  employees and new managers

8
Group discussion

• What does a diverse workforce mean to you?
• Reflecting different groups from the community in
  our workforce
• Attracting the best people from across the
  country
• Diversity of thinking styles
• Employing more men in female dominated areas

9
Group discussion

• What makes your workplace feel inclusive and what
  more can you do?
• What are the factors that motivate people to work
  in your organisation and what more do they need?
• Workforce monitoring of all strands shows that
  they are all important
• Communications campaigns eg some people are
  gay get over it
• Diversity week with films, seminars, theatre
  workshops, information stands
• Prayer rooms / multi faith rooms
• Personal contact with approachable HR person
  and/or Chief Executive
• Awareness raising for HR and managers
• Making reasonable adjustments
• Community outreach and support for 3rd sector
• Celebrating all religious festivals/
  mainstreaming cultural awareness

10
The business case for equality

• Reputation building your brand on diversity
  appeals to the wider community
• Recruitment Retention become an employer of
  choice in competitive markets
• Productivity supportive workplaces lead to
  improved creativity, loyalty and productivity
• Risk Mitigation reduce your costs on lawyers,
  recruitment training. There are no limits on
  awards by employment tribunals for discrimination
  at work.