DIVERSITY CHAMPIONS SCOTLAND 24 th March 2009

1. DIVERSITY CHAMPIONS SCOTLAND24th March 2009 Good Practice from the Workplace Equality Index

2. Welcome Alastair MacKenzie Barclays Wealth

3. Schedule 2.00pm Registration and coffee 2.30pm Welcome from Alastair MacKenzie, Barclays Wealth 2.35pm Introduction and Good Practice overview, Calum Irving, Stonewall Scotland 2.50pm Kim Hunter, Scottish Government 3.05pm Tricia Cochrane, Lothian and Borders Police 3.20pm Craig Jones, Barclays Wealth 3.35pm Questions and discussions 4.00pm Close and refreshments

4. WEI: Good Practice • The WEI itself: a useful benchmarking tool • Focus on two or three critical areas for change • WEI 2010 due very shortly • Good Practice requests from members in progress • Lesley Crozier here to help • Most of all: don’t be disheartened • Rome wasn’t built in a day!

5. WEI: Good Practice • Scottish strengths; • Equality plans with SO clear but could milestones / outcomes be clearer? • Some good monitoring exercises but communication of purpose and results could be better • Most have an internal LGB ‘Champion’ but what are they actually doing?

6. WEI: Good Practice • Two challenging areas: one easy – one not easy! • The easy one; what do you do with your champion? • Some ideas; • Supporting network group: review and support • Voice of staff comms on LGB diversity • Boost profile of issue; to organisational leaders, to local community (LGB and in general), to other employers especially suppliers • Mentoring for change

7. WEI: Good Practice • The ‘less’ easy one, procurement; • Some prequalification questions but little ongoing monitoring • Not enough specific SO objectives • Joint training plans that meet E&D objectives • Monitoring arrangements to suit but regular reporting locked in • Covering; service delivery, employment and their own contracting

8. WEI: Good Practice • Think about relevance – EQIA might help, e.g. Very public facing roles, are you sure contractors meet your standards? • Complaints – are yours or contractors monitored by diversity strand? • The WEI!....encourage them to have a go • However, work to be done – room for innovation? • SWS Policy Manager in discussion with SG

9. WEI: Good Practice • The sales job! • Support for progress can be a challenge • Best to pick areas with the best chance of progress • Learn from others: how to overcome barriers • Can learn from top performers; Scottish Government, Lothian and Borders Police and Barclays

10. KIM HUNTER DIVERSITY ADVISER

11. Employee Network Bullying and Harassment

12. .

13. Where Did It All Start? • Other Networks • Senior Management “Buy In” • Cabinet Office • Policy Sounding Board • EQIA • Launch Dec 2003…….

14. How Is It Run? • Roles • Diversity Champion/Perm Secretary • Diversity Team • Committee • Responsibilities • Aims and Objectives • Resources • Membership

15. Publicising Our Network • Website • Saltire • Newsletter • Minutes • Speakers • Confidential Mailbox • Events • Friends of LGBT

16. OK So What’s a Meeting Like? • Joining • When and Where? • Speaker • Venue • Committee Lead • Saltire • Buddy System

17. What Have They Been Doing? • Policy Development/EQIA • Mentoring Scheme • Networking Internal/External • Stonewall Scotland • History Month • Events – Room 101 • And much much more….

18. Dignity at Work Making It Work For All!

19. Policy Statement …We believe that all of our employees should be treated with respect, regardless of sex, marital/civil partnership status, age, race, ethnic origin, sexual orientation, gender identity, disability, religion or any other irrelevant difference, e.g. social background, working pattern or trade union activity.

20. Why Change? • Continuous Improvement • Corporate Changes • Union and Management Feedback • Have Exemplar Policies

21. How Did We Do It? • Impact Assessment • Who was Involved? • How do we involve them? • What other evidence did we have?

22. Evidence • Cases • Staff network • Confidential feedback • Employee survey

23. What’s Changed? • Investigating deciding/roles • Mediation • Impact V intention • LGBT bullying • Name change • Inclusive of all policies

24. What additional support? • Dignity at work events • LGBT counsellors • Secure mailbox • Training

25. Thanks for listeningAny Questions? kim.hunter@scotland.gsi.gov.uk

26. Best Practice Examples Tricia Cochrane

27. Areas • Support groups • Leadership • Monitoring

28. Support groups • GPA • LGBT steering group

29. Leadership • Internally • Nationally

30. Monitoring • Why • How • What • Future

31. What the index has done for us • Focused • Assisted • Promoted • Evaluated

32. Thank you Any questions?

33. Barclays and LGBT Diversity Craig Jones MBE Head of Diversity Barclays Wealth Glasgow 24th March 2009

34. LGBT Staff and Clients – do they really matter ? • Poll of 1100 Gay Times readers established gay men earn £10k more than the national average – dedicated, talented people. • According to the treasury 6% of the population are gay - 3 million people (considered conservative assessment by many) • Estimated value of pink pound is at least £70BN

35. The Gay Times ReaderGay Times is the largest distribution gay magazine in the UK with a global reputation spanning 25 years. Its reader is a client most companies wish to have either buying their products or working for the company • 25-44 and well educated • Managerial or senior positions - earnings well above national average • Living in privately owned accommodation alone or with a partner. 50% are in a long-term relationship with average term of 9 years • Confident, independent, politically aware, brand-loyal. • Spends disposable income on leisure, travel and home entertainment.

36. Great Campaigns Can Make a Difference • Great campaigns in the niche LGB market can have strong returns if carefully marketed. • LGB advertising campaigns from household name brands still attract wider press in the UK and sometimes overseas. • Being confident in your marketing approach to LGB can send a strong message about your values and win exceptional brand loyalty. • Getting it wrong can be front page news and a faltering response to an ‘event’ can make a company look cynical, dithering and duplicitous.

39. But not being sure of the relationship between your brand and your values can be damaging Expect success – prepare for disaster Think it through - cold feet can become front page news…….

40. WEI Benchmarking 2009 – What Went Well • Barclays Spectrum • Global, Nationally, Regional • Appropriately resourced • Professional, adding value to business + befriending/networking • Gives Barclays confidence in LGBT equality • Top Level Sponsor – Antony Jenkins – CEO Barclaycard • Brand Association Initiatives – Stonewall, Albert Kennedy Trust • Communicating our position as a ‘Top 100’ Diversity Champions Employer – good for clients, prospects and employees. Diversity Champions marque.

41. WEI Benchmarking 2009 – What Went Well • Being clear about our values and having the expertise to be confident in the LGBT space – involving our LGBT staff is essential here - In a corporate sense Sexual Orientation is not a private matter – sex is! • Discrete customer initiatives • Being aware of our market – specialist research • Being aware of our employees – Employee Opinion Survey • Terms of Employment - getting the content and language right

42. Barclays and LGBT Diversity Craig Jones MBE Head of Diversity Barclays Wealth Glasgow 24th March 2009

43. Questions and discussions