investors in diversity - amazon s3€¦ · • staff more competent and confident about diversity...

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


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


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.


How we will help you seize the

opportunities


Investors in Diversity & Leaders in

Diversity – how does it work?

Cultural evaluation at the beginning

Magic in the middle

Cultural evaluation at the end


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


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


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


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


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


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


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


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?”


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


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


Committing

LearningAdvancing

Developing

Stage 2 – The Standards


Senior

Leadership

External

Leadership

Distributed

Leadership

Succession

Planning

Stage 3 – The Standards


Who we work with


Thank you

www.nationalcentrefordiversity.com

0113 388 0145

[email protected]

If you don’t have ‘Investors in

Diversity', how does anyone know

you care?

http://www.nationalcentrefordiversity.com/

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

[email protected]

www.bathspasu.co.uk

mailto:[email protected]

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]

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