Британськ а Рада в Україні Політика Рівн их можливост...
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Британськ а Рада в Україні Політика Рівн их можливост ей та розмаїття. Політика рівних можливостей та розмаїття. Політика рівних можливостей передбачає захист людей від невиправданої дискримінації та неупереджене ставлення до певних соціальних груп. - PowerPoint PPT PresentationTRANSCRIPT
The development planning conversation
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Equal Opportunity and Diversity Policy in the British
Council
Equal Opportunity & Diversity PolicyEqual opportunity is
focused on legislating against unjustified discrimination and the
fair treatment of specific groups. Its about treating people
fairly, identifying and removing barriers that get in the way of
this and redressing existing imbalances, so that groups which
continue to be disadvantaged gain access to opportunities for full
participation in the workplace and in wider society.Diversity is
focused on making effective use of the differences and similarities
between people. Its about creating working environments that value
a range of differences, believing that understanding and managing
these can lead to organisational and societal benefit.
When we talk about equal opportunity and diversity in the British
Council, we focus on 7 main areas:GenderDisabilityAgeEthnicity /
raceReligion/ BeliefSexual orientationWork-life balance
Equal opportunity and diversity policy :GenderWe can do each others
jobsDisabilityTheres no dis in abilityAgeWe can learn from the
direct experience and example of our elders
When we talk about equal opportunity and diversity in the British
Council, we focus on 7 main areas:Ethnicity / raceWe are united in
diversityReligion / beliefAll religions and beliefs are equally
importantSexual orientation Love is love
Work-life balance Work isnt everything there is in life
The Diversity assessment framework draws on all of our other tools
and is our most comprehensive picture of progress. It helps us
measure the extent equality and diversity is embedded (or
mainstreamed) into all aspects of our work. The DAF is a constant
journey. It also serves as a checklist of best practices. Every two
years we report to the Diversity Unit in UK on the progress and
achievements. The DAF is made up of 2 mandatory levels, the first
of which is called Essential and the second is called Good
Practice. In total there are 10 indicators across these 2 levels.
Submission for these levels is required from all countries every
two years. In addition, there is an optional additional level which
is called Best Practice. It is anticipated that this level will be
attempted when there is a capacity and resources to invest in
EO&D as a priority. The DAF is a journey. It also serves as a
checklist of best practices.
Level 1 - Essential: Recruitment and deployment EO&D has been
routinely built into internal and external recruitment and
selection, including deployment. Induction EO&D has been built
into induction processes for new members of staff both permanent
and temporary Job requirements Job descriptions/role profiles,
performance agreements and learning plans contain EO&D elements
within duties/standards, deliverables and learning objectives
Working environment The working environment communicates a
receptiveness to equality, diversity and inclusion Leadership The
Country Director/Manager demonstrates leadership in the area of
EO&D.
Level 2 Good Practice: Working culture The working culture enables
the promotion of equality, diversity and inclusion Stakeholders
Activity is taking place to engage with external stakeholders
around the EO&D agenda Contracted services EO&D is built
into contracts for the supply of goods and/or services. Equality
monitoring Equality monitoring of staff and/or customers takes
place and a report analysing this in the context of local issues
has been produced and acted upon. Planning and Delivery There are
mechanisms in place to demonstrate that EO&D has been carefully
considered in the planning and delivery of the British Councils
cultural relations work
Equality Monitoring
Statistics of annual equality monitoring 2010-11
Equality monitoring of UK-contracted British Council staff shows a fairly even gender balance, with slightly more women than men. In 2010/11, the percentages were 51% female and 49% male. However, that the profile changes significantly at higher paybands, with just 27.8% women at payband 10 (top management).
Equality monitoring of Ukraine British Council staff: 60% female
and 40% male. Senior Management team: 83% female and 17%
male.
Factors affecting Women career progression in the British Council
ORGANISATIONAL CULTURE History and hierarchies: the past is always
with us .. or at least for a very long time.Working hours culture
and work/life balanceWorking and management stylesPROFESSIONAL
DEVELOPMENT The recruitment processPositive role modelsRole of line
managersCareer development encouragement, advice, coaching and
mentoring
TACOS for local staffEqual pay to staff on all gradesEqual access
to learning and developmentEqual opportunity policy is applied in
recruitment and selection process (Diverse short-listing and
interviewing panel (gender, age, nationality, posts) is a
must)Bullying, harassment and discrimination policy
TACOS for local staff37,5 working hours per weekMaternity leave and
paternity leavePaternity leave (10 days)Special or study
leaveFlexible working hours/ Part time job/ decreased number of
working days per weekInvolvement of colleagues' children to certain
staff events (Children day in the office)Sanatorium vouchersMedical
insurance for staff and their family membersInterest-free loans for
staff
British Council UkraineOur target: DAF Level 2 rating for the
country by Feb 2012 and aspire to reach level 3 by 2013.