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  1. WORKPLACE EQUALITY INDEX 2007BENCHMARKING THE FHE SECTOR Lorenzo Di Silvio Coordinator, Diversity Champions programme 18 June 2007

  2. INPUTS, OUTPUTS & OUTCOMES Inputs 5 staff, 17 projects including Workplace Equality Index, Recruitment Guide Outputs Competitive benchmarking amongst major employers Outcomes people perform better when they can be themselves

  3. DIVERSITY CHAMPIONS PROGRAMMEINPUTSOUTPUTSOUTCOMES

  4. THIS IS STONEWALL Reputation Respected and trusted national LGB leader Reach Work with over 300 organisations across all sectors Access to key opinion formers and decision makers Authority Only national organisation reflecting gay and lesbian viewpoint

  5. LEGISLATIVE ENVIRONMENT 2000 EU Equal Treatment Directive required all member states to ban discrimination based on sexual orientation by 2003 UK Employment Equality (Sexual Orientation) Regulations followed in 2003 Recent tribunals show the law is working: Rob Whitfield v. Cleanaway (January 2005) – first case to be tried under the new legislation Whitehead v. Brighton Palace Pier (January 2005) – landmark ruling outlawing use of homophobic language in the workplace Gismondi v. Durham CC (May 2005) – city council found in breach of new employment regulations for failure to respond to months of bullying and harassment of a gay employee

  6. LEGISLATIVE ENVIRONMENT, continued 2005 Civil Partnership Act became law in November 2004 and came into effect on 5 December 2005. The Civil Partnership Registration Scheme is for adult same-sex couples who are not in an existing registered partnership or marriage and are not closely related. Couples who register have legal status as ‘registered civil partners’ and acquire a package of rights and responsibilities in the same way as married couples. Rights and responsibilities include: • Joint treatment for income-related benefits • Joint state pension benefits • Ability to gain parental responsibility for each other’s children • Recognition for immigration purposes • Exemption from testifying against each other in court April 2007 Equality Act—protection via Goods, Facilities and Services

  7. BUSINESS CASE Reputation • Build your brand, enhance reputation for leadership, communicate commitment – CSR • Pride, strong interpersonal relations, solidarity key in differentiating top UK producers • 74% gay and 42% straight consumers less likely to buy products from companies that hold negative views of lesbians and gay men Recruitment • Become an employer of choice– 5% unemployment means qualified gay employees can take their talent to the most inclusive work environments • Lower turnover – 36% will change careers if discrimination is continued Productivity • Retain motivated workforce – increase efficiency and loyalty, lower recruitment and retraining costs • 1/3 gay staff conceal their sexual orientation from their employers and co-workers yet ‘out’ employees in safe environments earn 50% more than their closeted peers • At least 55% gay employees facing discrimination report direct negative work impact • Employee satisfaction = Customer satisfaction = Revenue A 3% rise in staff satisfaction translates to 1% increase in client satisfaction Risk aversion • Tribunals cost £35,000 upwards and employee replacement costs circa £50,000 • Approximately 20% of gay employees facing discrimination will consider suicide

  8. STONEWALL’S WORKPLACE PROGRAMMES • Diversity Champions programme • Awareness raising • Workplace Conference • Workplace Equality Index • Recruitment guide • Workplace guides series • Leadership programme • Training package • Masterclass programme www.stonewall.org.uk/workplace

  9. DIVERSITY CHAMPIONS PROGRAMME • An employer good practice programme covering the whole of the UK (and beyond) • 300+ member organisations • Public, private and third sector represented • Successful application requires a specific commitment to improving gay equality in the workplace • Only one university was a member of the programme in 2004; there were three in 2005 and nine in 2006 • Today, there are 20 FHE organisations in the Diversity Champions programme, include four FE colleges, the Centre for Excellence in Leadership and six members of the Russell Group

  10. WORKPLACE EQUALITY INDEX • The definitive national benchmarking exercise showcasing Britain’s top employers for gay staff • Growing participation: 101 organisations took part in 2005; 164 in 2006; and over 200 in 2007 • Increasing competition: in 2006, the minimum score needed to make it into the Top 100 was 50%; in 2007 that score rose to 63% • No FHE organisations took part in 2006; in 2007, however, 16 entered the Index

  11. DIVERSITY CHAMPIONS PROGRAMME INPUTSOUTPUTSOUTCOMES

  12. DIVERSITY CHAMPIONS PROGRAMME • Private sector – Manchester City Football Club, Ford, Accenture, JPMorgan, Coca-Cola, National Grid, Barclays, BT, Time Warner • Public sector – Manchester City Council, Royal Navy, London Fire Brigade, the Conservative Party, the Labour Party, UCL • Third sector – Barnardo’s, St Mungo’s, Victim Support, Mencap, Nacro, British Red Cross, Shaw Trust

  13. DIVERSITY CHAMPIONS PROGRAMME

  14. WORKPLACE EQUALITY INDEX • Only three FHE organisations featured in this year’s Top 100: Rank Score Centre for Excellence in Leadership 47th 73% Newham College of Further Education 58th 71% University of Sunderland 92nd 64% • The average for the FHE sector was 51%, 12 points below the minimum score needed to make it into the Top 100 in 2007 • By comparison, the average for the Top 100 in the Index was 74% • What follows is an analysis of the FHE sector vs. the Top 100

  15. WORKPLACE EQUALITY INDEX • Written policy FHE Sector average 5 Top 100 average 5 Difference 0

  16. WORKPLACE EQUALITY INDEX 2 Diversity team FHE Sector average 5 Top 100 average 5 Difference 0

  17. WORKPLACE EQUALITY INDEX 3 Lead person FHE Sector average 4 Top 100 average 5 Difference (1)

  18. WORKPLACE EQUALITY INDEX • Audited policies FHE Sector average 2 Top 100 average 4 Difference (2)

  19. WORKPLACE EQUALITY INDEX • Employment tribunal FHE Sector average 0 Top 100 average 0 Difference 0

  20. WORKPLACE EQUALITY INDEX • Equal pensions FHE Sector average 3 Top 100 average 4 Difference (1)

  21. WORKPLACE EQUALITY INDEX • Equal benefits FHE Sector average 6 Top 100 average 6 Difference 0

  22. WORKPLACE EQUALITY INDEX • Network group FHE Sector average 4 Top 100 average 5 Difference (1)

  23. WORKPLACE EQUALITY INDEX • Network consulted FHE Sector average 2 Top 100 average 3 Difference (1)

  24. WORKPLACE EQUALITY INDEX • Staff engagement FHE Sector average 5 Top 100 average 7 Difference (2)

  25. WORKPLACE EQUALITY INDEX • Diversity training FHE Sector average 5 Top 100 average 5 Difference 0

  26. WORKPLACE EQUALITY INDEX • Staff support FHE Sector average 1 Top 100 average 4 Difference (3)

  27. WORKPLACE EQUALITY INDEX • Monitoring - stages FHE Sector average 1 Top 100 average 2 Difference (1)

  28. WORKPLACE EQUALITY INDEX • Monitoring – grades FHE Sector average 1 Top 100 average 2 Difference (1)

  29. WORKPLACE EQUALITY INDEX • Attitude survey FHE Sector average 1 Top 100 average 3 Difference (2)

  30. WORKPLACE EQUALITY INDEX • Supplier policies FHE Sector average 2 Top 100 average 3 Difference (1)

  31. WORKPLACE EQUALITY INDEX • Advertising FHE Sector average 2 Top 100 average 4 Difference (2)

  32. WORKPLACE EQUALITY INDEX • Sponsorship FHE Sector average 3 Top 100 average 5 Difference (2)

  33. WORKPLACE EQUALITY INDEX • Pink plateau FHE Sector average 1 Top 100 average 2 Difference (1)

  34. RESULTS

  35. WORKPLACE EQUALITY INDEX

  36. DIVERSITY CHAMPIONS PROGRAMME INPUTSOUTPUTSOUTCOMES

  37. Monday, 21 February 2005 Royal Navy to promote gay rights The Royal Navy has become the first section of the British armed forces to join a scheme protecting gay rights. It has signed up to equal rights charity Stonewall's Diversity Champions programme to promote fair treatment of lesbian, gay and bisexual recruits.

  38. "The Royal Navy's goal is to be a world class Navy, ready to fight and win.  I am committed to ensuring that the Royal Navy has a culture in which all our people are valued for themselves and are thus able to give 100 per cent to their jobs.  Our engagement with Stonewall is an important part of making this happen and we strongly support this excellent initiative.” Vice Admiral A J Johns CBE ADC, Second Sea Lord and Commander in Chief, Naval Home Command

  39. DIVERSITY CHAMPIONS PROGRAMME people perform better when they can be themselves™ www.stonewall.org.uk/workplace

  40. TEN KEY BENEFITS OF MEMBERSHIP • EXCLUSIVE NETWORKING with over 300 organisations across all sectors, ranging from IBM to Barclays and from Barnardo’s to Manchester City Council and the Royal Navy • BEST PRACTICE SEMINARS detailed online so you can plan ahead, with top 10 tips and presentations for you to download after each seminar • DEDICATED POINT OF CONTACT available to you at any time by telephone or email with the opportunity for a tailored meeting each year and advice anytime • TAILORED BENCHMARKING to help in the Stonewall Workplace Equality Index – just give us a call and we can sit down with you and identify some quick wins and longer term goals • DEDICATED ONLINE ACCESS to Stonewall Diversity Champions Members Only pages plus regular updates by e-bulletin • IN-HOUSE TRAINING from Stonewall Masterclasses to Stonewall's DVD training package - both available at discount for Diversity Champions organisations • STARTING OUT RECRUITMENT GUIDE free and exclusive entry – this is distributed to every university in the country, plus discounted recruitment advertising available • JOINT BRANDING including free and exclusive use of the Stonewall ‘Diversity Champion’ logo for internal and external communications plus recruitment advertising and sponsorship opportunities • DISCOUNTED REGISTRATION AND PRIORITY BOOKING for Stonewall Workplace Conference and Stonewall Leadership programme • DEFINITIVE WORKPLACE GUIDES including Guidelines for Employers, Network Groups, Monitoring, our small business guide plus Stonewall's latest research on media, health and education