Transport for London Supplier Diversity Stonewall Presentation Clive Saunders Equality & Inclusion Delivery Manager

1. Transport for LondonSupplier Diversity Stonewall PresentationClive SaundersEquality & Inclusion Delivery Manager

2. Background • London – a diverse city • Women constitute more than half the population (50.5%) • Disabled people make up about 20% of London’s 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

3. TfL’s 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

4. TfL’s 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

5. 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 5

6. TfL’s approach to supplier diversity • Supplier diversity sits under the banner of responsibleprocurement within TfL • TfL’s 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

7. 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

8. 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

9. 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

10. 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

11. 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/KPI’s) – what will success look like

12. How is the process applied? • Suppliers are provided with the E&D 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 12

13. 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

14. 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

15. 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

16. Questions and close

17. Contact • Clive Saunders E&I Delivery Manager clivesaunders@tfl.gov.uk Tel. 020 7126 4908