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TRANSCRIPT
Investors in Diversity
Solat Choudhry– CEO, National Centre fro Diversity
Sarah Dawes – CEO, Bath Spa Students Union
Claire Marsland – HR Consultant, NUS
Session Overview
• Learn more about the work of the National Centre for Diversity, the accreditations they award and the benefits of achieving them
• Hear about Bath Spa SU’s experience of working towards Investors In Diversity Leaders standard.
• Consider the impact of IiD accreditation for different stakeholder groups
Why consider external accreditation?
Why consider external accreditation?
• Gives you a proven structure and process to work to
• Benchmarking - confidence in the standard achieved
• Good PR
• Employer brand – attractive to prospective employees
• Improves conditions for your employees
• Distinguishes you from your competitors
• Better customer experience
• It the right thing to do from a values/ethical perspective
• It builds and supports a positive organisational culture
• Can be transformational
National Centre for Diversity
Solat Choudhry, CEO
Solat Chaudhry, CEO, National Centre for Diversity
‘Think different. Change the world. Make it better.‘Think different. Change the world. Make it better.
• Cuts to funding – do more, spend less
• Champion your members whatever their background
• Engage a diverse range of students politically and socially
• Ensure equality, inclusion and fairness for all students
• Effectively engage staff and manage diversity
• Model of excellence in EDI and promote best practice
• Demonstrate that your policies and practices can withstand scrutiny
• Provide support and address all issues of discrimination
• Gather evidence and resources to make culture change possible
• Comply with equalities legislation
Challenges for Student Unions
‘Think different. Change the world. Make it better.‘Think different. Change the world. Make it better.
Pain or possibility for SU’s?
• EDI is a key issue – it underpins and impacts all you
do
• Political imperatives
• EDI is a key issue
• EDI - golden threads
• EDI is a key issue
HOWEVER…
EDI creates conflict in our brains
‘Think different. Change the world. Make it better.‘Think different. Change the world. Make it better.
Diversity is a natural reality
• It will never go away
• EDI is business critical to SU’s… you have to deal
with it and get good at it.
• EDI are the golden threads that connect all the
challenges SU’s face
• All your members and staff are unique
• Your personal commitment – help or hindrance?
• Strong social, political and commercial imperatives
• Diversity = THREAT
‘Think different. Change the world. Make it better.
Neuro-equality and SU’s
• Neuro-science has found that the brain is in perpetual
conflict.
• Strives for threats and rewards
• Strives for equal opportunities as a minimum.
• Detects a lack of this as a threat.
• Sees inclusion as part of survival .
• Sees unfairness as an attack
• Seeks similarity and certainty, and fears diversity
• We are all different so diversity is a reality
• Needs to be well managed and led.
‘Think different. Change the world. Make it better.
How we will help you seize the
opportunities
‘Think different. Change the world. Make it better.
Investors in Diversity & Leaders in
Diversity – how does it work?
Cultural evaluation at the beginning
Magic in the middle
Cultural evaluation at the end
‘Think different. Change the world. Make it better.
Your Union has achieved…
• You are more inclusive
• A reduction in unfair treatment
• Staff more competent and confident about diversity
• You will have a commercial advantage
• More attractive to the right talent pool
• More able to sustain a diverse workforce
• Increase diverse student activity
• Strong endorsement by Investors in Diversity
• See the link between diversity, innovation and reach
‘Think different. Change the world. Make it better.
What Investors in Diversity says about
your Union…
• Highlights your commitment to EDI
• Good EDI practice in your Union
• It tells us that you care about fairness for all
• Shows you are a good employer
• Shows you have integrity
• Shows you are safe to engage with
• It tells us all that your EDI work has reached a good -
excellent standard
‘Think different. Change the world. Make it better.
The proof…
• 81.3% of 32 organisations analysed showed an
improvement overall
• 58% of 26 organisations saw a decrease in the
numbers of those reporting bullying and harassment
• 89% of 26 organisation saw a decrease in the
numbers of those reporting they were less favourably
treated on the grounds of protected characteristic
‘Think different. Change the world. Make it better.
Why IiD is the UK’s favourite diversity
accreditation?
• It works - its not marmite
• It grew from a grass roots movement
• The Government initiatives of the time missed the point
• We have personally felt the pain and anxiety of discrimination
• The principles haven’t changed
• 11 years of practice
• 100,000’s of hours of sweat and toil
• Diversity includes us all
‘Think different. Change the world. Make it better.
Why IiD is the UK’s favourite diversity
accreditation?
• More than just ticking a box
• Captures hearts and minds
• People-centred not just compliance based
• About beliefs, behaviours, attitudes and conduct
• Practices, Policies, Procedures
‘Think different. Change the world. Make it better.
The Three Outcomes of IiD
1. Creates significant improvements in
behaviours, attitudes and beliefs
2. Enables organisations to achieve culture
shift
3. Enables organisations to achieve culture
change where needed
‘Think different. Change the world. Make it better.
About NCFD and IiD
• Over 600 clients from across all three sectors
• We work with 7 Student’s Unions
• Our diagnostics have been completed over 2
million times
• Constantly developing and improving Investors in
Diversity to keep it relevant
• Since July 2012 we have had a 100% success rate
‘Think different. Change the world. Make it better.
Investors in Diversity
• Is a framework to bring all of your EDI work together
• Helps evaluate and improve the culture within your
organisation
• We can support you to be sure you are compliant with
the law
• We give you recognition for the hard work you have put
in
• It helps you answer the old academic questions: “What
don't we know? And Why don't we know it?”
‘Think different. Change the world. Make it better.
The Three Stages of IiD
Stage 1:
Entry level Equality Impact Assessment across all protected
characteristics and more
Stage 2:
Full Investors in Diversity – making magic happen -
transformation of behaviours and culture change
Stage 3:
Leaders in Diversity- is all about creating high quality leaders
Masters in Diversity:
World class leadership in 12 months
‘Think different. Change the world. Make it better.
How it works
Online Diagnostic or Gap Analysis
Reports produced by NCFD
Leaders
Induction
Stage 1
Decision made
Award valid for 1 year
Stage 2
Induction
Flexible Support
3 month Review, Stage 2 Achieved at Conditional Review
Flexible Support
9 month Full Review
2nd Online Diagnostic
Award valid for 2 years from Conditional Review upon successful achievement
‘Think different. Change the world. Make it better.
Committing
LearningAdvancing
Developing
Stage 2 – The Standards
‘Think different. Change the world. Make it better.
Senior
Leadership
External
Leadership
Distributed
Leadership
Succession
Planning
Stage 3 – The Standards
‘Think different. Change the world. Make it better.
Who we work with
‘Think different. Change the world. Make it better.
Thank you
www.nationalcentrefordiversity.com
0113 388 0145
If you don’t have ‘Investors in
Diversity', how does anyone know
you care?
Case Study: Bath Spa Students’ Union
Sarah Dawes, CEO
Sarah Dawes
Chief Executive
7,400 students – 10,000 by 2020 University focus on creativity, education & enterpriseMultiple campuses – and ambitious70% female17% disclose a disability30% commuting studentsGrowth in international students from 3% - 20% (2012-2020) and increasing opportunities for students to study abroad (10% by 2020)Union embracing and driving change
2012/13 new Strategic Plan with a central commitment to equalities
External challenge - essential to start with an honest picture
Familiar format - structured approach to improvement / action planning
Built around a framework but tailored around our needs
Supportive relationship with expert assessor at the heart of the process
Senior team involvement – CEO & VP Welfare at helm and Board buy in
Recognised the value of being relevant to all members as core part of organisational transformation
Initial benchmarking surveys December 2013
Facilitated workshop > action plan
Steering group – staff, Officers, Reps
Reported progress to Trustee Board all the way through
Full assessment March 2014
Focus on mental health – Time to Change pledge, Nightline, Student Minds Staff induction revised – message delivered by CEO Revised policies – Equalities, Harassment, Whistleblowing, Social Media Revised EDI training - mandatory part of probation for all staff Visible Lib Rep presence at Welcome events Equality impact standard consideration on Board reports Events and activities – This Girl Can, Pride, Comedy .... Worked with University WP team to revise information for new students –
especially mature students Clubs / Society training and handbooks have strong EDI element Clear commitment to equalities in recruitment information Candidate & participant monitoring Revised/redesigned website and online information Bespoke mental health training
First Diagnostic 2013 Second Diagnostic 2014
Do you think that the people you work with
are accepting of other people whatever their
background?
32% Said yes they are, 68% said I think most
are
52% said yes, 33% said I think most are
Are staff aware of EDI related topics and
events
28% in Agreement 68% in Agreement
Staff: I could describe how my organisation
tries to foster good relations between
different groups of people
66% agree 76% agree
Students: I am aware of what the SU is doing
to make sure everyone knows how important
EDI is important to them?
50% in Agreement, said 18% said they
disagreed
68% in Agreement, 12% said they disagreed
Staff response regarding the business case for
EDI:
13% agree 57% agree
Staff responses to Union’s support for flexible
working
61.9% said yes, 33.3% said I think so 100% said Yes
Students’ responses to the question of
fairness in the SU?
35.5% in agreement, 48.6% said I think so 57.14%in agreement, 36.73 % said I think so
Named in National centre’s Top 100 organisations in UK University and Union signed the Time to Change Pledge Mindful employer charter signatory Influencing recent work with the University in sustainability
strategy development Equal partners at University equality steering group –
officers with confidence and clout! Joint work over mental health policy and projects, GP
referral scheme, safeguarding ... Candidates at elections – 37.5% in 2015 and 54.54% in
2016 identified as having a disability
“We are constantly updated and learning about each years’ students and what they need. Nothing stays the same, and we are committed to addressing through engagement with students how to improve”
“It is a very caring sort of place to work; I feel personally supported and have never experienced any issues about bullying. It’s made clear that the SU doesn’t tolerate that sort of thing”
“We are more conscious of using our data now as an organisation and monitoring data around the PC groups. This happens on an annual basis and is a part of our key performance with the University”
“The SU team have done some amazing work over the last year and really encouraged and promoted equality across the campus. They have really showcased the diversity and changing face of our student population and are really working well with the wider University to address issues that students have raised. They are doing a fantastic job as members led organisation”. (External University partner)
“Many Voices, One Union” – now an organisational value
Equality of experience and opportunity thread throughout the new strategic plan 2016-20
Just beginning re-accreditation and work towards becoming Leaders in Diversity
Questions or Comments
Session Overview
• Learn more about the work of the National Centre for Diversity, the accreditations they award and the benefits of achieving them
• Hear about Bath Spa SU’s experience of working towards Investors In Diversity Leaders standard.
• Consider the impact of IiD accreditation for different stakeholder groups
Closing Comments
• Thank you very much for your interest and contribution in our session
• Any final questions for Solat, Sarah or me?
• Remember the HR Hub on NUS Connect for information and resources
• Talk to me at the HR Support Unit [email protected]