Transport for London Supplier Diversity Stonewall Presentation Clive Saunders Equality

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Transport for LondonSupplier Diversity
Stonewall PresentationClive SaundersEquality
Inclusion Delivery Manager
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Background

• London a diverse city
• Women constitute more than half the population
  (50.5)
• Disabled people make up about 20 of Londons
  population
• In 2006 BAME made up 33 of London Population
• Age diversity is a major feature
• 14 faiths are represented in the capital
• It is estimated that up to 10 of the LGBT
  population live in London
• High level commitment and leadership
• Recognition that supplier diversity is is good
  for business
• It is a legislative imperative

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TfLs Values

• TfL has four values
• Leadership
• Operational Excellence
• Humanity
• Service
• These are built into the core competencies for
  all TfL staff
• Equality and diversity is a core competence for
  all staff

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TfLs vision and priorities

• TfL's vision is to create a A world class
  transport system that delivers the safe, reliable
  and efficient movement of people and goods that
  enhances London's economy, environment and social
  inclusion (T2025)
• The key strategic objectives identified to
  deliver the vision are
• Supporting economic development
• Improving social inclusion
• Tackling climate change

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Key drivers for supplier diversity

• UK Sustainable Procurement Strategy
• High level commitment and leadership
• GLA Group Responsible Procurement Policy
• TfL Supplier Diversity Framework
• Legislative base

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TfLs approach to supplier diversity

• Supplier diversity sits under the banner of
  responsible procurement within TfL
• TfLs framework for supplier diversity covers
  four key areas that suppliers bidding for a
  contract are required to address
• Equality Policy (Strategic Plan)
• Diversity Training Plan
• Supplier Diversity Plan
• Communications Plan
• Sexual orientation is one of the six key areas
  covered by our approach

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Equality Policy (Strategic Plan)

• Suppliers are required to prepare and submit to
  TfL a strategic plan for their organisations.
• This should cover
• Equality Policy
• Arrangements for monitoring and reviewing policy
  and its effectiveness
• Steps taken to ensure suppliers apply similar
  policy
• Alignment to legislation and codes of practice
• Recruitment policies, procedures and practices
• Arrangements with employment agencies etc.
• Harassment and bullying policy and practice

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Diversity Training Plan

• The plan should
• Set out the strategy and actions to be taken to
  ensure employees and contractors are trained in
  and understand equality and diversity issues
• Sets out the training/learning and development
  that will be offered, to whom and when
• Ensures sufficient resource and skill exists to
  develop required level of competence to deliver
  policy
• Consider the training of local people and
  offering of work experience to those in education

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Supplier Diversity Plan

• This is a plan that explains how the supplier
  will optimise supplier diversity and the
  participation of diverse suppliers in the supply
  chain. It should include
• Awareness of the diverse suppliers available to
  undertake the relevant work
• Plan for how subcontractors will provide supplier
  diversity data
• A commitment to conduct activity that will ensure
  diverse supplier involvement in works
• Conduct of equality impact assessments on
  contracting arrangements
• Identifying and engaging local suppliers
• Ensuring diverse subcontractors are aware of
  opportunities

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Communications Plan

• This is a plan which outlines the suppliers
  approach to managing internal and external
  relations and communications with local
  communities and relevant stakeholders
• It should consider
• Proposed communication channels
• Consultation with different community sectors
• How feedback to local communities will be managed
• Resources to be utilised to implement the plan
• Methods for measuring and evaluating the
  effectiveness of communication activity

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Key elements of a SMART plan

• Equality and diversity objective what is the
  supplier seeking to achieve
• What progress has been made to date (baseline
  position)
• Action/task what action is the supplier going
  to do to ensure that objectives are met
• When will this action happen it is not enough
  to say that actions are ongoing
• Person responsible who will be responsible for
  this action
• Resource - the resources (in whatever form)
  needed to take action and deliver outcome
• Measure of success (outcome/KPIs) what will
  success look like

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How is the process applied?

• Suppliers are provided with the ED framework
  encapsulating the points made earlier in this
  presentation
• Suppliers develop their action plan and submit
• Suppliers submit action plan which is assessed on
  a pass/fail basis
• Action plan becomes a part of the contract with
  successful bidder
• Once supplier is selected
• Performance is reviewed on a regular basis as a
  part of contract management arrangements
• There is at least annual review of performance

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Progress to date

• Supplier diversity has been integrated into
  contracts valued at over 2 billion to date
• The agenda has been spreading nationally
• Our suppliers are themselves becoming leaders

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Obstacles and challenges

• We have not found a single supplier that have
  refused to participate in our approach
• However there have been obstacles and challenges
  such as
• Suppliers who agree but are reluctant to commit
  to concrete action
• Getting suppliers to monitor sexual orientation
  and faith/belief
• Getting commitment to real outcomes rather than
  more process

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The future

• A continued commitment to the agenda from TfL
• Continuing the roll out of the programme to new
  contracts
• More legislative pressure for change
• Development of more systematic measures of
  excellence

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Questions and close
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Contact

• Clive Saunders
• EI Delivery Manager
• clivesaunders_at_tfl.gov.uk
• Tel. [phone]