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Stonewall Scotland Workplace Conference

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Title: Stonewall Scotland Workplace Conference


1
  • Stonewall Scotland Workplace Conference
  • 2009

2
  • Welcome and Opening Remarks
  • Calum Irving, Director, Stonewall Scotland

3
Stonewall Scotland Workplace Conference 2009 Ty
Jones
4
Dare to be Different

5
Competitiveness is all about the recipe
  • Unique
  • Difficult to copy
  • Adds value

6
What really impacts on Diversity?
7
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

8
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

9
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

10
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

11
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?

12
Diversity Inclusion Survey
mean score
13
Colleague Perception Gap
mean score
14
Benefits of an Inclusive Workplace?
15
Does Size Matter?
16
Inclusive - Where are you?
Confidence
x
Competence
17
Changing Attitudes
18
Transgender Peoples Experiences at Work
James Morton SCOTTISH TRANSGENDER
ALLIANCE www.scottishtrans.org
CHANGING FOR THE BETTER
19
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.

20
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 peoples
    experiences.

21
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 individuals internal
    self-perception of their own gender.
  • Gender Expression an individuals external
    gender-related physical appearance and behaviour.

22
Transgender Umbrella
Transsexual Women (Male-To-Female)
Transsexual Men (Female-To-Male)
Androgyne People (Non-binary Gender)
Cross-dressing People (Transvestism Drag)
Intersex People
23
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.

24
Growing numbers of people transitioning
25
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

26
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.

27
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)

28
Trans staff still working in original gender role
  • What is it like being transgendered but no one
    at work knows you are? Im in knots. Completely.
    My mind races with fears and worries. I often
    feel sick I worry about how Ill 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 Im a good worker, a worthy
    manager, that this part of me wont change. I
    want to show Im still a nice person, someone you
    can trust. That this part of me wont 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. Its just the last bit I want to
    change.

29
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.

30
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.

31
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 persons 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.

32
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 Ive surpassed my
    wildest dreams. Not only do I have a lovely
    boyfriend, but Ive realised my full potential at
    work, and my business has taken off. I dont need
    to tell everyone I meet about my past, and
    because of how I look, people dont 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.

33
Good Practice Guidance
  • Be proactive in demonstrating commitment to
    transgender workplace equality and inclusion.
  • Always use a persons 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.

34
Good Practice Guidance
  • Always let trans people decide which toilet is
    the most appropriate for them to use. Legally,
    they are allowed to.
  • Dont make assumptions about how trans people
    view gender listen carefully to what they
    actually tell you about their gender identity.
  • Dont make assumptions about the sexual
    orientation of a trans person or their partner,
    they could be gay/lesbian, bisexual or straight.

35
Ten steps to begin workplace trans inclusion
  • Include transgender equality as an equality
    strand in general equality policies.
  • Ensure that transphobic bullying and harassment
    is included in your workplace bullying and
    harassment policy.
  • Set up a staff LGBT support network and ensure
    that transgender support info is available to
    staff.
  • Create a name and gender change procedural
    guidance note to enable records to be quickly
    updated upon request.
  • Ensure your workplace absence management policy
    includes allowing time off for gender
    reassignment medical assessments and treatments.

36
Ten steps to begin workplace trans inclusion
  • Be proactive in supporting the right of trans
    people to use workplace toilets in safety.
  • Identify a senior member of staff to champion
    transgender equality.
  • Include transgender issues within your staff
    diversity training programme.
  • Carry out a staff attitudes survey including
    questions on attitudes towards transgender
    people.
  • State commitment to transgender equality in
    recruitment advertising and by advertising in
    LGBT media.

37
Further assistance
  • James Morton - Project Coordinator
  • SCOTTISH TRANSGENDER ALLIANCE
  • www.scottishtrans.org
  • info_at_scottishtrans.org
  • EQUALITY NETWORK
  • 30 Bernard Street, Edinburgh, EH6 6PR
  • Office 07020 933 952 Fax 07020 933 954
  • Mobile 07840 570 202

38
Legal UpdateWhere Are We Now?
  • Chris Phillips
  • 11 February 2009

39
This Session
  • Sexual Orientation Cases
  • Transgender Cases
  • Legislative Developments
  • Case Study Workshops

40
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

41
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 Ls
    religion or belief at a particular disadvantage?
  • If so, could it be objectively justified?
  • Islington LBC v Ladele Liberty (Intervener)

42
Interplay with Religion/Belief Regs
  • 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

43
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

44
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

45
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

46
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

47
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

48
Questions
49
Chris Phillips, Partner ? 0131 228 7140 ?
Chris.Phillips_at_mms.co.ukwww.mms.co.uk/epb
50
  • Key Note Address
  • Chris McCoy
  • Equality and Diversity Manager,
  • Visit Scotland

51
  • Scottish Workplace Award
  • 2009

52
BT Kaleidoscope focus groupStonewall Scotland
Making LGBT Networking a success
Robert Cole Chair, BT Kaleidoscope 11 February
2009
53
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
    Stonewalls Workplace Equality Index for Employee
    Network of the year 2009 and BT came joint 25th
    in top 100 index of gay-friendly employers.

54
Not just LGBT - Effortless Inclusion
  • Attracting and retaining talent
  • Developing our people
  • Flexible Working
  • Career/life planning
  • Lifestyle-friendly
  • Well-being
  • Across the strands

55
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

56
The importance of leadership
Key players in the lines of business
A dedicated centre of expertise
BT people networks
Diversity Champion
Line of business
Diversity strand
Global Equality Diversity Forum
Diversity Steering Group
Diversity Ambassador
57
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

58
Offer Personal Development
  • Being out in the workplace
  • Education
  • Visibility
  • Role Models
  • Network roles
  • Training programmes
  • Mentoring

59
Organisational support for LGBT
  • Board level
  • Champion-People Policy Network
  • Equal treatment, benefits and opportunities
  • Pastoral Care counselling
  • Transgender
  • International

60
Networking
  • Virtual and physical
  • Website and forum site
  • Website btkaleidoscope.co.uk
  • UK satellites
  • Global plans
  • Other BT networks
  • Inter-organisation networking

61
Creativity
62
Join Forces
  • BT and Stonewall and other organisations
  • Inter-organisation LGBT networking
  • Scotland Programme launched Autumn 2008
  • Promote in your organisation

63
  • Grass roots then time
  • Not just LGBT
  • Business Case
  • Leadership
  • Clarity of objectives
  • Personal support
  • Organisational support for LGBT
  • Networking
  • Creativity

64
www.bt.com www.bt.kaleidoscope.co.uk
65
Positive Action LGBT Mentoring
  • Mary Evans Jo Barringer
  • Brighton and Hove City Council.

66
Background - why
  • Organisational Fora
  • Diversity Mentoring
  • Development Days
  • Commitment to Equalities Diversity
  • LGBT Buddying
  • History Month Social Events

67
Objectives
  • Increase commitment and retention
  • Address isolation
  • Encourage networking and cross organisational
    support
  • Enabling career development
  • Develop new competence and understanding

68
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

69
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

70
Michelle Fullerton, Manager Workplace Programmes
71
WORKPLACE EQUALITY INDEX 2009 PARTICIPATION
  • 317 organisations entered this year
  • up from 241 entries in 2008
  • 23 different sectors in the entries
  • 6,500 responses to staff survey returned from
    244 organisations

72
WORKPLACE EQUALITY INDEX 2009 SECTORS
REPRESENTED IN TOP 100
Others
Police
Law
Local authority
Fire Rescue
Housing
Investment Banks
Professional services
Financial retail
Third Sector
Government
73
WORKPLACE EQUALITY INDEX 2009 HIGHEST PERFORMING
SECTORS
Professional Services
Police
Investment banking
Financial retail
Government
Average sector score
74
WORKPLACE EQUALITY INDEX 2009 KEY FEATURES OF
THE TOP 100POLICY AND PRACTICE
  • have a strategy linking LGB equality to wider
    organisational aims
  • 86

93
have a senior Champion at Board level
33
of Board Champions are very active advocates
75
WORKPLACE EQUALITY INDEX 2009 KEY FEATURES OF
THE TOP 100NETWORK GROUPS
  • 93 work with Human Resources on policy and
    practices
  • 74 advise on service delivery and business
    development issues

76
WORKPLACE EQUALITY INDEX 2009 KEY FEATURES OF
THE TOP 100TRAINING AND DEVELOPMENT
  • 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

77
WORKPLACE EQUALITY INDEX 2009 KEY FEATURES OF
THE TOP 100MONITORING
98
  • monitor sexual orientation at the job application
  • stage, in staff attitude surveys or both

monitor at every stage of the employment cycle
34
50
monitor sexual orientation representation across
the workforce
78
WORKPLACE EQUALITY INDEX 2009 DECLARATION OF
SEXUAL ORIENTATION
of organisations with 90 or more staff
declaring their sexual orientation
Top 25
26 - 50
51 - 100
Out of top 100
79
WORKPLACE EQUALITY INDEX 2009 KEY FEATURES OF
THE TOP 100SUPPLIER DIVERSITY
  • 74 ensure that their suppliers have policies
    inclusive of sexual orientation
  • 3 employers received
    full marks in this area

80
WORKPLACE EQUALITY INDEX 2009 KEY FEATURES OF
THE TOP 100COMMUNITY INVOLVEMENT
  • 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

81
WORKPLACE EQUALITY INDEX 2009 KEY FEATURES OF
THE TOP 100PINK PLATEAU
  • 95
  • have an out senior person in at least one of the
    top 3 tiers
  • This figure drops to 50
    for the top tier

82
WORKPLACE EQUALITY INDEX 2009 STAFF SURVEY
RESULTS
negative responses
positive responses
Commitment to equality
Recommend employer to other LGB people
Confident reporting anti-gay bullying
LGB-friendly workplace culture
Supportive line managers
Easy being out at work
Supportive senior management
Straight colleagues well informed
83
WORKPLACE EQUALITY INDEX 2009 EASY TO BE OUT?
agree
strongly agree
69
68
65
65
66
61
50
16-24
25-34
35-44
45
Gay men
Lesbians
Bisexuals
84
WORKPLACE EQUALITY INDEX 2009 STAFF SURVEY
RESULTS BY RANK
satisfaction level
76
75
70
67
65
Top 25
26-50
51-100
101-150
151
85
WORKPLACE EQUALITY INDEX 2009
  • 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

86
WORKPLACE EQUALITY INDEX 2009 AROUND THE NATIONS
  • 28 Scottish organisations entered
  • 2 made it into the Top 100
  • 11 Welsh organisations entered
  • 5 Welsh employers made it into the Top 100

87
WORKPLACE EQUALITY INDEX 2009 AROUND THE NATIONS
- SCORES
  • The average Scottish organisation scored 39
  • The average Welsh organisation scored 43
  • The average English organisation scored 49

88
WORKPLACE EQUALITY INDEX 2009 SCOTTISH
ORGANISATIONS
  • 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

89
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

90
STAFF FEEDBACK QUESTIONAIRE - SCOTLAND
  • 145 responses from LGB people in Scotland
  • 62 Gay Men
  • 66 Gay Women/Lesbian
  • 14 Bisexual
  • 3 didnt declare

91
STAFF FEEDBACK QUESTIONAIRE
92
STAFF FEEDBACK QUESTIONAIRE SCOTLANDHOMOPHOBIA
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.
93
STAFF FEEDBACK QUESTIONAIRE SCOTLANDBEYOND 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
94
STAFF FEEDBACK QUESTIONAIRE SCOTLANDEMPLOYERS
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.
95
DIVERSITY CHAMPIONS SCOTLAND
People perform better when they can be themselves
www.stonewallscotland.org.uk/workplace workplace_at_s
tonewallscotland.org.uk 0131 557 3679
96
  • Stonewall Scotland Workplace Conference
  • Panel Discussion

97
  • Slides from Tackling Bullying and Harassment
    workshop
  • Kim Hunter, The Scottish Government

98
KIM HUNTERDIVERSITY ADVISER
  • DIGNITY AT WORK
  • MAKING A DIFFERENCE

99
WHY ARE WE DOING IT?
  • CONTINOUS IMPROVEMENT
  • CORPORATE CHANGES
  • UNION AND MANAGEMENT FEEDBACK
  • HAVE EXEMPLAR POLICIES

100
HOW DID WE DO IT?
  • PROJECT TEAM
  • STAKEHOLDERS
  • UNIONS
  • EVIDENCE
  • RESEARCH
  • IMPLEMENTATION

101
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?

102
WHATS CHANGED?
  • INVESTIGATING/DECIDING ROLES
  • MEDIATION
  • IMPACT V INTENTION
  • LGBT BULLYING
  • NAME CHANGE
  • INCLUSIVE OF ALL POLICIES

103
  • Slides from Making Your Equality Scheme Work for
    Your LGBT Staff workshop
  • Wlad Mejka, NHS 24 and
  • Gillian Miller, Stonewall Scotland

104
Making your equality scheme work for your LGBT
staff
  • Wlad Mejka Gillian Miller
  • NHS 24 Stonewall Scotland

105
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

106
Introduction to topic Scene Setting
  • Ultimate goal
  • How do we wrap it up
  • What is stopping us?
  • When it goes right and wrong

107
Introduction to topic What is stopping us?
  • Is it even a good idea?
  • Too much to do
  • Dont know how to structure it
  • Dont have enough knowledge
  • Dont know whose responsibility it is
  • Dont have any gay people to ask
  • How do I gather data and monitor it?

108
Introduction to topic Scene Setting
  • 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

109
Introduction to topic Scene Setting
  • When it goes wrong
  • Its a really bad analogy, but its like theyve
    got the icing on the cake. Theyve forgotten all
    the eggs and the flour in the cake itself. Its
    more about image, rather than because they see
    the benefit
  • Justine, Private Sector

110
Introduction to topic About NHS 24 Sexual
Orientation Scheme
111
How to achieve the goal Ongoing Process
AWARENESS
DELIVERY
MEASUREMENT
  • Challenging prejudice
  • Education
  • Practices
  • Mainstreaming
  • Processes
  • Communication
  • Systems
  • Performance management

Baseline Targets Rates of change Inhibitors and
accelerators Audit /survey improvements
Feedback Complaints Changing social
context Increased visibility PR/news Leadership
KNOWLEDGE
COMMUNICATION
  • Vision
  • Values
  • Benefits
  • Individual
  • Group
  • Social
  • Expectations
  • Recruitment and retention

Research Case studies Staff journey Staff
engagement
112
How to achieve the goal 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

113
How to achieve the goal The Cycle
114
How to achieve the goal The 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?  

115
How to achieve the goal The cycle
  • Equality Impact Assessment (EQIA)
  • The purpose of the EQIA
  • Potential difficulties
  • Third party reporting example

116
How to achieve the goal The cycle EQIA Good
Practice
  • Step 1 Define the aims of your policy
  • Step 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?

117
How to achieve the goal 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

118
How to achieve the goal Voice
  • How did NHS 24 consult and involve?

119
How to achieve the goal Reporting
  • How do we know we made a difference?

120
Making your equality scheme work for your LGBT
staff
  • Questions

121
Making your equality scheme work for your LGBT
staff
  • Contacts
  • Wladyslaw Mejka
  • Equality Diversity Manager
  • NHS24
  • Caledonia House
  • Cardonald Park
  • Glasgow  G51 4ED  
  • Tel 0141 337 4545
  • e-mail
  • Wlad.Mejka_at_nhs24.scot.nhs.uk
  • Gillian Miller
  • Policy Manager
  • Stonewall Scotland
  • 9 Howe Street
  • Edinburgh
  • EH3 6TE
  • Tel 0131 557 8188
  • e-mail
  • Gillian.miller_at_stonewallscotland.org.uk
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