1 / 63

W e l c o m e

W e l c o m e. WORKPLACE EQUALITY INDEX 2007. Preliminary results 8 November 2006 Stephen Frost Paul Barlow. WORKPLACE EQUALITY INDEX 2007. Workplace Equality Index now in year two of three year structure allowing organisations to improve scores year on year

sylvie
Download Presentation

W e l c o m e

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. W e l c o m e

  2. WORKPLACE EQUALITY INDEX 2007 Preliminary results 8 November 2006 Stephen Frost Paul Barlow

  3. WORKPLACE EQUALITY INDEX 2007 • Workplace Equality Index now in year two of three year structure allowing organisations to improve scores year on year • Integral part of Stonewall’s workplace programmes where we offer solutions as well as challenges

  4. METHODOLOGY • Any organisation can access survey online and 201 organisations returned questionnaires (up from 164 last year) • 172 DCs submitted in 2007, up from 107 in 2006 • 98 DCs submitted in both 2006 and 2007 • Questionnaires returned by 29 September with full evidence – additional evidence still coming in • Three rounds of internal checking by Stonewall workplace team • Follow-up consultant checks and visits now underway to 30 highest scoring organisations • Second Stonewall Workplace Equality Index published 10 January 2007 – top 100 organisations invited to launch

  5. Healthwarning – these results are not final and can change RESULTS

  6. RESULTS

  7. RESULTS: Part one • Written policy barring discrimination based on, and using words referring to, “sexual orientation” promoted to all staff in the UK 2006 2007 Non DCs 95% 96% DCs 100% 99% DCs in both Indexes 100% 100%

  8. FOR EXAMPLE Nacro Sexual Orientation Policy statement: Nacro recognises that lesbians, gay men, bisexuals and transsexuals can face discrimination and harassment in employment and in society generally. Nacro will ensure that lesbians, gay men, bisexuals and transsexuals will have equal opportunities in recruitment, promotion and training and will be entitled to the same benefits as co-workers.

  9. RESULTS: Part one 2 Working group or diversity team covering the UK that includes lesbian, gay and bisexual (LGB) issues 2006 2007 Non DCs 89% 89% DCs 97% 97% DCs in both Indexes 97% 100%

  10. Lloyds TSB FOR EXAMPLE Lloyds TSB has a senior level working group on Diversity Issues that covers LGB issues, and also has a specific workstream on sexual orientation building on research carried out in 2005. Information is on their intranet and progress reported in the staff magazine alongside stories on key events such as the establishment of civil partnerships highlighting two same sex couples within the company.

  11. RESULTS: Part one 3 Diversity lead person for LGB issues in the UK at Board/CEO level 2006 2007 Non DCs 44% 50% DCs 66% 70% DCs in both Indexes 68% 85%

  12. GLA FOR EXAMPLE The Mayor of London is the diversity lead at the Greater London Authority. The Mayor is advised and supported by two policy directors (Equalities and Policing, Public Affairs and Transport). Both directors are members of the Mayor’s Management Board.

  13. RESULTS: Part one • Audited policies and procedures to ensure compliance with legislation Civil Partnership GFS 2006 2007 Non DCs 12% 36% DCs 50% 45% DCs in both Indexes 53% 57%

  14. Sheffield City Council FOR EXAMPLE Sheffield City Council undertakes Equality Impact Assessments on all services and projects on a regular basis. This process doesn’t provide all the answers but ensures equality, and this includes sexual orientation – it’s considered a core part of service or project planning.

  15. RESULTS: Part one • No successful employment tribunal hearing that included a complaint on the basis of sexual orientation in the last 12 months in the UK None of the organisations in the top 100 had a complaint upheld in the last 12 months – but other organisations have…

  16. FOR EXAMPLE Majrowski v Guy’s and St Thomas’ NHS Foundation Trust William Majrowski, a gay audit coordinator, claimed damages for homophobic bullying and harassment.  Commenting on the case Nick Hanning of solicitors Reynolds Williams who represented Mr. Majrowski said “employers must address problems at the root by…awareness raising or encouraging an open culture of communication so that the situation does not arise”. 

  17. RESULTS: Part one

  18. RESULTS: Part two • Automatic survivor pension entitlement to same-sex partners of employees in the UK? 2006 2007 Non DCs 26% 61% DCs 67% 63% DCs in both Indexes 67% 78%

  19. BT FOR EXAMPLE ‘The range of persons to whom a dependant’s pension could be paid might include any individual with whom the BTPS contributing member has an established interdependent relationship. This may include a relationship with a member of the same sex.’

  20. RESULTS: Part two • Equality of benefits offered to married straight couples and same-sex partners in the UK now 2006 2007 Non DCs 84% 89% DCs 92% 98% DCs in both Indexes 92% 100%

  21. Accenture FOR EXAMPLE ‘All of the policies mentioned were revised in 2003 to ensure that they apply to those in same-sex relationships. We do not make any distinction between married, civil partners, unmarried opposite-sex or unregistered same-sex partners.’

  22. RESULTS: Part two

  23. RESULTS: Part three • Officially recognised LGB employee network group based in the UK 2006 2007 Non DCs 37% 46% DCs 74% 67% DCs in both Indexes 76% 86%

  24. West Midlands Police FOR EXAMPLE West Midlands Police have a Lesbian, Gay, Bisexual and Transgender Staff Forum which held a successful conference - Right from the Inside - for LGBT staff and others with a range of workshops and speakers such as the Assistant Chief Constable, Prof. Sir Ronald DeWitt of the Department for Constitutional Affairs and Jan Berry, Chair of the Police Federation.

  25. RESULTS: Part three • Officially recognised LGB employee network group routinely involved in discussions on employment rights, benefits and developments in the UK 2006 2007 Non DCs 25% 36% DCs 59% 58% DCs in both Indexes 60% 81%

  26. Merrill Lynch FOR EXAMPLE In Merrill Lynch the LGBT professional Network is routinely involved in discussions on employment rights, benefits and developments in the company, ensured by the representation of the senior sponsor for the network on the Diversity and Inclusion Panel and involvement of LGBT staff on departmental diversity councils.

  27. RESULTS: Part three • Engaging with LGB staff on sexual orientation issues in the UK in at least three ways eg posters/leaflets, intranet pages, diversity emails, diversity LGB meetings 2006 2007 Non DCs 23% 36% DCs 56% 53% DCs in both Indexes 59% 67%

  28. FOR EXAMPLE JPMorgan

  29. RESULTS: Part three

  30. RESULTS: Part four • Completed compulsory diversity awareness training that specifically mentions or refers to “sexual orientation” for all levels 2006 2007 Non DCs 9% 32% DCs 18% 29% DCs in both Indexes 17% 34%

  31. Credit Suisse FOR EXAMPLE ‘Dignity At Work’ is compulsory for every employee. This training programme covers the importance of treating all our colleagues with dignity and respect and complying with the policies at Credit Suisse. The session also aims to increase awareness of cultural differences, covering issues such as race, sexual orientation and disability.

  32. RESULTS: Part four • Support offered to LGB staff in the UK (other than an LGB staff group) in at least 3 ways eg mentoring, LGB leadership training, counselling 2006 2007 Non DCs 9% 11% DCs 23% 33% DCs in both Indexes 26% 47%

  33. Citigroup FOR EXAMPLE Citigroup have a successful lesbian, gay and bisexual mentor programme co-ordinated by their LGB staff network ‘Pride’ aimed at a range of skills/knowledge areas including ‘coaching for success’, ‘emotional intelligence’, ‘leadership/people management’, ‘managing priorities (work/life balance)’, and ‘political savvy/networking’. Participants complete a detailed questionnaire before joining the scheme.

  34. RESULTS: Part four

  35. RESULTS: Part five • Monitor UK staff sexual orientation at all stages (two or more stages) 2006 2007 Non DCs 2% (11%) 4% (21%) DCs 4% (19%) 15% (36%) DCs in both Indexes 3% (17%) 19% (36%)

  36. Greater Manchester Police FOR EXAMPLE Greater Manchester Police made a commitment to monitor on sexual orientation alongside other categories back in 2004 and now monitor all strands of diversity at the point of police officer recruitment, applications for specialist posts, applications to have or be a mentor, to be an equal opportunities advisor and on leaving the organisation.

  37. RESULTS: Part five • Monitor UK staff sexual orientation at all grades 2006 2007 Non DCs 26% 36% DCs 24% 32% DCs in both Indexes 23% 35%

  38. KPMG FOR EXAMPLE Our diversity monitoring is completed by our employees themselves, online, through the ‘My Profile’ intranet tool. We have now added a new data field for people to answer the question - What is you sexual orientation? The possible responses are: bisexual, gay man, gay woman/lesbian, heterosexual/straight, other (please fill in), prefer not to say.

  39. RESULTS: Part five • Regular comprehensive UK staff attitude survey that specifically asks about sexual orientation 2006 2007 Non DCs 16% 29% DCs 41% 41% DCs in both Indexes 41% 48%

  40. Staffordshire Police FOR EXAMPLE Staffordshire Police conducts a secure online Staff Perception Survey every two years. Staff complete the survey anonymously, and the question on sexual orientation is optional. To examine the state of the working environment, and the ways in which it may impact on the performance of LGB staff.

  41. RESULTS: Part five

  42. RESULTS: Part six • Ask that UK suppliers and contractors fully comply with policies against discrimination on grounds of sexual orientation (and monitor this) 2006 2007 Non DCs 61% (18%) 57% (18%) DCs 68% (19%) 74% (33%) DCs in both Indexes 67% (19%) 77% (37%)

  43. IBM FOR EXAMPLE IBM asks its suppliers to comply with its diversity policies on sexual orientation and monitors this. IBM also has a history of promoting supplier diversity and compliance going back to 1968. Its program expands purchasing opportunities for businesses owned and operated by minorities, women, gay and lesbian people and other groups. IBM invests significantly in its supplier diversity initiatives each year.

  44. RESULTS: Part six

  45. RESULTS: Part seven • Recruit staff or advertise products or services in any UK LGB media (magazine, newspaper, website) 2006 2007 Non DCs 18% 18% DCs 36% 52% DCs in both Indexes 39% 63%

  46. The Royal Navy FOR EXAMPLE

  47. RESULTS: Part seven • Sponsored, or otherwise supported, a UK LGB community organisation or event 2006 2007 Non DCs 33% 61% DCs 70% 69% DCs in both Indexes 70% 81%

  48. Barclays FOR EXAMPLE Barclays sponsor a range of LGB organisations and events but are taking this a step further by examining how their extensive mainstream sponsorship of sports events can be used as leverage to encourage sports organisations to become more sensitive to diversity issues in general and sexual orientation in particular.

  49. RESULTS: Part seven

  50. RESULTS: Part eight • Openly lesbian, gay or bisexual members on UK board of directors/senior management team 2006 2007 Non DCs 30% 36% DCs 34% 37% DCs in both Indexes 36% 41%

More Related