1 / 23

NATSPEC Conference 16 th May 2012 How to achieve ‘Investors in Diversity’ Solat Chaudhry National Centre for Diversity

NATSPEC Conference 16 th May 2012 How to achieve ‘Investors in Diversity’ Solat Chaudhry National Centre for Diversity Jon Smith Doncaster College for the Deaf. ‘Diverse means different. We are all different, therefore, diversity includes us all.’. The Workshop. Quiz Perception survey

ziya
Download Presentation

NATSPEC Conference 16 th May 2012 How to achieve ‘Investors in Diversity’ Solat Chaudhry National Centre for Diversity

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. NATSPEC Conference 16th May 2012 How to achieve ‘Investors in Diversity’ Solat Chaudhry National Centre for Diversity Jon Smith Doncaster College for the Deaf ‘Diverse means different. We are all different, therefore, diversity includes us all.’

  2. The Workshop • Quiz • Perception survey • Investors in Diversity • The journey so far…. Doncaster • Business Case • Quiz Results 'Diversity includes us all.'

  3. The beginning • The IiD Standards at all three Levels have been developing and evolving through 2004-11 with the input of hundreds of organisations and thousands of people from all three employment sectors. • These include EHRC, LSC, British Chambers of Commerce, CBI, Schools, Colleges, Universities, large businesses, SME’s, micro-businesses, the NCVO, Voluntary and charity sector organisations, housing associations, local authorities, prisons, psychologists, academics etc. • IiD was launched in April 2006 in the House of Commons by the Chief Executive of IBM, the then Environment Secretary, Hilary Benn and by the President of the British Chambers of Commerce. 'Diversity includes us all.'

  4. Where we are now- 2012 • Over 300 clients from across all three sectors • Over 70 Colleges • Investors in Diversity endorsed by SFEDI. • Tens of thousands of people participate every year and the numbers are steadily increasing. • We capture information through our network of IiD Practitioners and our hundreds of organisations. • Continuously developing and improving Investors in Diversity to keep it relevant 'Diversity includes us all.' 'Diversity includes us all.'

  5. Why join Investors in Diversity • Promotes and facilitates paradigm shifts that enable people in organisations to develop principles around EDI which are essential to changing habits and behaviour. • Encourages people in your organisation to understand and internalise EDI principles, empowering them to develop practices and behaviours which promote culture change. • IiD at Stages 2 and above is outcome rich. • It holds up a mirror to your organisation, helping you to see and understand how EDI affects your organisation at every level. • It helps you answer the old academic question of “What don't we know? Why don't we know it?” 'Diversity includes us all.'

  6. Why Join Investors in Diversity continued... It has an “inward-out approach”. We offer a framework to bring all of your equality, diversity and inclusion work together. We support you to evaluate and improve the culture within your organisation. We can help you to have the best possible chance when bidding for contracts. 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. 'Diversity includes us all.'

  7. The Three Stages Of IiD Stage 1: Equality Audit • A health check for your organisation’s equality, diversity and inclusion performance Stage 2: Full Investors in Diversity • Facilitating cultural change with the support of one of our dedicated Advisors Stage 3: Leaders in Diversity • Demonstrating excellence and supporting you to become an ambassador in your field 'Diversity includes us all.'

  8. Stage 1 • Helps you understand where you are as an organisation • How you can further advance equality • Highlights your areas of strength • Fills gaps in equality information • How people feel about your organisation in relation to equality, diversity and inclusion issues • Organisation wide- staff, students and external 'Diversity includes us all.'

  9. Stage 2 • Enables you to identify your equality objectives. • Offers support through a dedicated Investors in Diversity advisor. • Enables you to produce the evidence if challenged. • Helps you to understand and plan what you need to do next. • We help you to deliver compliance and improve and progress. • Embeds a culture of informal learning. • Measures improvement. 'Diversity includes us all.'

  10. Leaders in Diversity • For those who want to be recognised as being amongst the very best. • Has an external as well as an internal focus. • Enables and empowers leaders to practically lead on and champion EDI. • Promotes distributed leadership from within. • Includes succession planning. • Enables you to improve the EDI practices of your supply chain, partners and others in your sphere of influence. 'Diversity includes us all.'

  11. How it works! Online Diagnostic or Gap Analysis Reports produced by NCFD Leaders Induction Stage 2 Induction Flexible Support 3 month Review Stage 2 Achieved at Initial Review Stage 1 Decision made Award valid for 1 year Flexible Support 9 month Full Review 2nd Online Diagnostic Award valid for 2 years upon successful achievement 'Diversity includes us all.'

  12. The Journey So Far……

  13. The Context……. • Delivery of Strategic Priorities. • To be outstanding in all aspects of Equality. • How to be outstanding? • Increase E&D awareness with learners. • Curriculum/Specific events • Refocus the work of E&D committee. • Self assessment and QIP • Ongoing development of workforce. • Equality and Diversity training and awareness (all staff)

  14. Responding to Inspection requirements. • Analysis of Ofsted reports • Changes to Inspecting E&D • Avoiding the pitfalls • Evidence and Data • Research. • What does Outstanding E&D look like • Audit and Self assessment

  15. The Journey • Made contact with National Centre for Diversity. • Spoke to other providers who have gone through IiD • Initial enquiry – What/How/Requirements/Costs • Further information to follow up • Presented findings to SMT for support and buy in

  16. Commit, Learn and Develop • Signed up to Investors in Diversity stage 2. • Appointed an IiD Advisor. • Diagnostic Surveys. • Results of Surveys. • Induction Day. • Action Plan. • June 2012?

  17. Why? • Enables you to identify your equality objectives. • Offers support through a dedicated Investors in Diversity advisor. • Enables you to produce the evidence if challenged. • Helps you to understand and plan what you need to do next. • We help you to deliver compliance and improve and progress. • Embeds a culture of informal learning. • Measures improvement. • As ISC we already undertake a lot of EDI activity!! Have it recognised officially.

  18. Outstanding Ofsted March 2012 “There is a strong determination to develop Equality and Diversity strategies, as the College sees this as integral to the needs of students. The College is currently working to towards an award in Investors in Diversity”

  19. The Business Case 'Diversity includes us all.'

  20. What the case studies show • Reduction in staff turnover • Increased staff participation in training and courses • Reduction in bullying • Increased retention of employees • Improved customer service and satisfaction • Improved the link between employee activities and strategic objectives • Improved performance management processes • Increased share of the market • Increased staff morale • Improved marketing approaches • Product and service development • Improved market position • Reduced recruitment costs 'Diversity includes us all.'

  21. Some of the organisations we are working with: Anglia Care Trust Arch North Staffs Arden College Delos Community Doncaster College for the Deaf Henshaws Hereward College Joseph Rowntree Foundation Lindeth College Linkage Community Trust Remploy Scope Strathmore College Swanswell Treloar Trust Victim Support

  22. Quiz Champion 'Diversity includes us all.'

  23. Thank youAny questions?

More Related