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					APPENDIX 2

INTEGRATED EQUALITY SCHEME ACTION PLAN – UPDATED DECEMBER 2009 Key to abbreviations used in action plan BC DAF DAP DU DWG EB EO&D GWG HEI IES GDN HR RWG TUS SMT British Council Diversity Assessment Framework Disability Advisory Panel Diversity Unit Disability Working Group Executive Board Equal Opportunities and Diversity Gender Working Group Higher Education Institution Integrated Equality Scheme Global Diversity Network Human Resources Race Working Group Trade Union Side Senior Management Team

DUTIES: The following codes are used in the first column of the action plan to indicate which duty or duties the action will help meet. Some of the actions relate to meeting the Duties overall, and this is indicated by the word ‘All’. RGD RGD (i) RGD (ii) RGD (iii) Race General Duty eliminate unlawful racial discrimination promote equality of opportunity promote good race relations between people of different racial groups Disability General Duty promote equality of opportunity between disabled persons and other persons eliminate discrimination that is unlawful under the Act eliminate harassment of disabled persons that is related to their disabilities promote positive attitudes towards disabled persons encourage participation by disabled persons in public life take steps to take account of disabled persons’ disabilities, even where that involves treating disabled people more favourably than other persons The Disability Discrimination Act 1995 (as modified by Schedule 8 thereof for application in Northern Ireland) Gender General Duty to eliminate unlawful [gender] discrimination and harassment to promote equality of opportunity between men and women

DGD DGD (i) DGD (ii) DGD (iii) DGD (iv) DGD (v) DGD (vi)

DDA NI

GGD GGD (i) GGD (ii)

1 1

1.
Duty ALL

INVOLVEMENT IN THE DEVELOPMENT OF THE INTEGRATED EQUALITY SCHEME
Action To continue consultation with internal and external colleagues and contacts about all parts of the Integrated Equality Scheme. Progress The Integrated Equality Scheme has been communicated via the website, the Annual Report, intranet site, the Global Diversity Network mailing list, Diversity Working Groups (Race, Gender, Disability), Disability Advisory Panel, workshops and e-learning, and senior management. Links have been made from 98% of country or regional websites. The IES has been made widely available through the British Council’s website and several country offices sent the Executive Summary to their diversity contacts. Date Action by Achieved  Plan for action in IES 2010 - 2012 Ensure consultation in development of IES.

Ongoing DU GDN

ALL

Consultation with stakeholders.

Ongoing DU 

Communicate IES to staff and external contacts. More feedback from contacts could be aimed for during the timescale of IES 2010 – 2012.

2 2

RACE
Duty Action RGD Consultation with Race Working Group. Progress Meetings took place with the RWG. Consideration is now being given to the future amalgamation of the RWG with other equality strands. This happened via the various actions of the RWG and via the DU. Date Action by Achieved  Plan for action in IES 2010 - 2012 Consider how the staff working groups including the RWG, are developed.

Ongoing DU RWG

RGD Consultation with employees.

Ongoing DU 

As above.

DISABILITY
Duty Action Progress Date Action by Achieved Plan for action in IES 2010 - 2012 Consider further development of the DWG and the Disability Advisory Panel.

DGD

Consultation with and involvement of Disability Working Group and wider group of disabled people to inform development of IES and specific points address within finalised IES.

Regular meetings with the DWG were held. IES action points were allocated to individual members. Wider group was involved particularly via the Diversity Advisory Panel, see next action point.

Ongoing

DU and relevant departments



3 3

Duty

Action

Progress

Date

Action by

Achieved

Plan for action in IES 2010 - 2012

DGD

Regular meetings with Disability Advisory Panel to inform development, progress and review of IES. Meeting to be set up in 2007 to involve members of Stepping Stone Project for young disabled people in contributing ideas for the implementation of the IES.

Regular meetings (two per Ongoing year) of the DAP have taken place. A number of British Council staff have been invited by the DAP to give presentations about their work. Panel members have provided feedback and made suggestions, for example in relation to staff training and communications. Points raised are taken into account by the staff. Regular reports are provided on progress on the IES. Consideration is being given to the development of more DAPs in overseas, further to the Egypt office setting up their DAP (see IES Year Two report for details). Meeting was held with Stepping Stone Project and representatives are active members of the DAP.

DU 

Build on success of DAP as source of advice and guidance.

4 4

Duty

Action

Progress

Date

Action by

Achieved

Plan for action in IES 2010 - 2012 Build on success of DWG.

DGD

Consultation with employees.

This is happening via the various actions of the DWG and via the DU.

Ongoing

DU 

DGD

Consultation with stakeholders.

The DAP, who are key Ongoing stakeholders, receive reports on progress in their regular meetings and advise on action points. The Diversity Unit have regular contact with the Employers’ Forum on Disability about issues related to the IES. A draft Disability Action Plan To be 2007/08 is on the British finalised Council Northern Ireland 2008. website. A final plan has been lodged with the Equality Commission.

DU 

Build on success of DAP. Continue active membership of Employer’s Forum on Disability.

DDA NI

Produce a Northern Ireland action plan addressing the positive duties on Disability in DDA NI.

British Council Northern Ireland



Ensure Disability Action Plan for Northern Ireland is produced as a separate document and published if required.

GENDER
Duty Action Progress Date Action by Achieved Plan for action in IES 2010 - 2012 Consider how the

GGD

Consultation with

Meetings took place with

Ongoing

DU

5 5

Duty

Action

Progress

Date

Action by

Achieved 

Plan for action in IES 2010 - 2012 staff working groups, including the GWG, are developed.

Gender Working Group.

GGD

Consultation with employees.

the GWG. Consideration is now being given to the future amalgamation of the GWG with other equality strands. This happened via the various actions of the GWG and via the DU.

Ongoing

DU 

As above.

6 6

2.
Duty ALL

PLANS FOR THE PUBLICATION OF THE INTEGRATED EQUALITY SCHEME
Action Make IES available on web and intranet in a range of formats. Include summary in BC Annual Report. Include IES in BC publications scheme. Progress Date Action by
Communications and DU

Achieved 

ALL

Overseas offices to translate IES, or the Executive Summary, into relevant languages as appropriate.

IES is on the BC web and Ongoing intranet sites. The publications scheme was replaced with a charter commitment to openness. In line with this commitment, IES progress reports and other documents related to the IES are made available on the Diversity pages of the British Council website and 98% of country and regional offices have a link to the IES from their websites. Venezuela office translated Ongoing the IES into Spanish and made it available to other Spanish-speaking countries. Brazil translated the summary into Portuguese and a number of offices explained the policy in the local language (Greece; Bulgaria).
7 7

Plan for action in IES 2010 - 2012 Publish IES on BC website. Include summary in internal and external publications.

GDN members 

Overseas office to publish and to translate Executive Summary as required.

China office translated the IES summary into Chinese and put it on their website. The Pakistan office held a discussion session with staff in the local language to ensure that the IES was understood.

3.
Duty ALL

ACCESSIBILITY AND COMMUNICATIONS; PUBLIC ACCESS TO INFORMATION ABOUT SERVICES
Action Ensure wide access to British Council information. Progress Date Action by Actioned  Plan for action in IES 2010 - 2012 Continue to use diverse forms of communication to publish BC work.

We have taken several steps Ongoing DU; all to enhance access to departments information about the organisation. These have included: a Plain English campaign the use of a range of formats and various media to communicate with different customers, such as email, mobile phone alerts (used for Exam scores in some places), and increasing use of video-conferences.

8 8

RACE
Duty RGD Action Ensure appropriate inclusion of minority ethnic groups in British Council initiatives and activities. Develop British Council minority ethnic consultation and engagement plan. Progress Addressed in the Anti-Racist Guidance which has been drafted. We have developed a Guide to Mainstreaming E&D into Project Development and Delivery with members of our Global Diversity Network. This integrates into project planning and development consideration of diversity, including race and ethnic diversity, of project partners, contributors and participants. Date 2009 Action by DU, RWG  Actioned Plan for action in IES 2010 - 2012 Finalise and disseminate AntiRacist guidance. Monitor use of the guide to mainstreaming E&D into Project Development and Delivery.

RGD

Revise and update Race section of the Diversity website to support representation of the UK’s racial/ethnic cultural diversity.

Updated information and link to statistical ethnicity and identity profile of the UK has been loaded onto the website. This is kept under review.

DU 

9 9

DISABILITY
Duty DGD (i) Action BC staff kept informed of ongoing work on access to all British Council buildings. Recommendations made during DDA audit of Bridgewater House and Spring Gardens to be implemented. Progress Bridgewater House and Spring Gardens are compliant with the DDA. Work was undertaken to improve access in Edinburgh office, including installation of lift. Access issues being taken into account in other forthcoming moves, for example the Cardiff team are due to move to new premises in Autumn 2009 and measures have been taken to ensure that the building to which they are moving is DDA compliant. Procedures are in place in the Manchester and London offices – a discussion takes place between Estates and the disabled individual as required. Date Ongoing Action by UK Estates  Actioned Plan for action in IES 2010 - 2012

DGD (i)

Review access and exit of all staff and visitors in BC offices worldwide. Personal Emergency Evacuation Plans to be drawn up as appropriate. BC premises overseas reviewed on a case by case

2006/07 and ongoing

Global Estates and all staff with responsibility for premises.



DGD (i) DGD

Access audits are an indicator in the DAF and in 2009 40% of our offices had carried out

Global Estates. All overseas offices



Continue to review BC premises overseas – access

10 10

Duty (ii)

Action basis by the country director and the Global Estates team. Communicate to Landlords of British Council UK buildings what adjustments are required to be in line with the DDA. Ensure British Council intranet contains information and advice for staff who require a reasonable adjustment. Include link to the intranet page in the new starter pack.

Progress some kind of access audit in the past three years. Has been done in Manchester and Edinburgh, which are both tenanted buildings. DDA adjustments were made by the landlords of the Northern Ireland office in 2005.

Date

Action by

Actioned

Plan for action in IES 2010 - 2012 audits are a DAF indicator.

DGD (ii)

December 2005 and ongoing

UK Estates 

DGD (i)

Information on intranet. In addition, Employers Forum for Disability have provided a reasonable adjustment policy which the DWG have considered as a model. The relevant senior manager has responded favourably and is currently considering adopting this process, taking into consideration the cases that have arisen during the past year.

ongoing

DWG and Head of Pay and Employment Relations



11 11

Duty ALL DGD

Action Involvement of disabled people and promoters of disability equality in development of guide to support disability equality in the range of BC activities. Finalise guide and communicate widely.

Progress

Date

Action by DU GDN All relevant staff and offices

Actioned 

Finalised The Guide to Promoting and Disability Equality was with launched input from a wide range of staff in 2009 and stakeholders including members of the Disability Advisory Panel. The Guide was launched on 5th October 2009.

Plan for action in IES 2010 - 2012 Ensure wide dissemination of the Guide to Promoting Disability Equality. Monitor usage.

DGD (i) DGD (v)

Consider how to integrate disability issues into British Council activities and services.

Several countries have Ongoing provided information about their work on disability in their activities and services. BC China had a major Young People’s Advocacy programme linked to the 2008 Paralympics. Appendix 1 contains examples of our work globally on disability equality in our programmes and services. The European Voluntary Service programme addresses

All British Council staff



12 12

Duty

Action

Progress access and inclusion of young people with disabilities. Since 2004, the Global Xchange project has hosted exchanges in nearly 20 countries. This year for the first time volunteers from the UK and Nepal form the first alldeaf exchange group. The partner organisations are the British Council, VSO and Deafway, a charity based in Preston, England. Our Guide to Mainstreaming E&D into Project Development integrates consideration of diversity into project planning and development. That includes considering how to represent disabled project partners, contributors and participants.

Date

Action by

Actioned

Plan for action in IES 2010 - 2012

DGD (ii)

Ensure disability issues are addressed with suppliers or other organisations we

Clause in contract for suppliers April 2007 refers to our EO Policy and and their need to comply with it. ongoing Arrangement is in place with

All staff involved in contracting services from a third party.



Monitor usage of Adept-UK.

13 13

Duty

Action work with and that they are compliant with all relevant equality requirements. Include contractual requirement to provide materials in an accessible format where appropriate. Liaise with partners, third-party suppliers and other organisations we work with or on behalf of (e.g. Exam Boards, Award and Scholarship bodies) to ensure access and facilities for disabled people are appropriate.

Progress Adept-UK who provide any material in alternative formats.

Date

Action by

Actioned

Plan for action in IES 2010 - 2012

DGD (i)

A central pool of money has been made available for the Chevening Scholarship programme to assist with the provision of care for disabled scholars who need additional funding due to disability. A number of offices have worked with exams board to ensure that arrangements for disabled candidates can be provided. British Council Greece have worked with the University of Cambridge to offer special arrangements to candidates with special needs taking ESOL examinations; British Council China have

Ongoing

All staff who deal with outside organisations, such as Examination Boards, Award Schemes, etc.



Ensure continuation of our equality and diversity work influencing other organisations including third party suppliers.

14 14

Duty

Action

Progress

Date

Action by

Actioned

Plan for action in IES 2010 - 2012

DGD (ii)

DGD (i)

Ensure all British Council information is made available in accessible formats on request. Internal advice to be made available to staff who wish to produce specific materials in a range of accessible formats. Web access issues managed centrally, via the Obtree content management

worked with partners for exams services to offer special arrangements for candidates with special needs; and British Council Pakistan also have an agreement with the University of Cambridge to ensure that facilities and special provisions are made available for disabled people. This applies to IELTS as well as GCE exams. Arrangements in place with Ongoing Adept-UK.

Our ongoing arrangement with Adept-UK who can provide materials in accessible formats.

Ongoing

Design Team; Global IS and Web team, Marketing and Communications. HR and DU





DGD (i)

Members of the DWG have liaised with the webteam to ensure access is improved. We have upgraded our

Ongoing

Web Team and Global IS Intranet team All staff on

part

Ensure ‘AA’ achieved in the new intranet site.

15 15

Duty

Action system, to be improved. BC to obtain ‘AA’ rating.

Progress Internet browsers to Internet Explorer 7 (IE7). One of the business reasons for this was to improve accessibility to online content via the use of IE7’s zoom tool that allows users (both staff and customers) to magnify all of a web page’s content. The style sheets used to control the look and feel of the corporate intranet (BC World) were changed to allow staff to easily resize text. The font colours used in hyperlinks were also changed so they were easier to view for visually impaired staff. Internally, the corporate intranet pages have been improved and further enhancements are planned with AA compliance guaranteed in the new intranet site. We have adopted a policy across the organisation that

Date

Action by WebMatters mailing list

Actioned

Plan for action in IES 2010 - 2012

16 16

Duty

Action

Progress we will use a minimum of Arial 12 font in all communications, wherever local scripts allow, including emails, word and the internet. To facilitate this, the default Word template and Outlook are now in Arial font 12. This is in order to promote disability equality, ensure that we follow good practice issues by a number of equality bodies, including the Office for Disability Issues and the RNIB, and to help prevent eye-strain.

Date

Action by

Actioned

Plan for action in IES 2010 - 2012

DGD (i)

Enhance accessibility of telephony systems.

The Information Centre is looking at a strategic unified telephony and contact centre system and they have asked about text phone integration. As this facility does not come as standard, suppliers are investigating likely costs. Once the relevant information is available consideration will be given to either integrating that facility into the new system or purchasing an updated stand alone textphone.

2009

Information Centre

X

Continue looking into access and telephony system.

17 17

Duty DGD (iv)

Action Ensure consistent inclusion of positive images of disabled people in marketing materials, including website.

Progress DAP has raised this issue with Communications Director who subsequently requested greater inclusion of positive messages re disability in the organisational annual report. British Council China commissioned a photographer to take a range of photos to update their image bank and these are now available. A BC photographer visited Stepping Stones in Sheffield, which works with young people with learning differences, in order to take photos for use in publicity and educational materials and these are now available for use by British Council staff in their publicity and educational materials worldwide. Staff working in the communications team attended a training course on Accessible Publicity and Marketing run by Shape Arts.

Date Ongoing

Action by Design, Web and Intranet teams, WebMatters list, Marketing and Customer Services.

Actioned 

Plan for action in IES 2010 - 2012

18 18

Duty DGD (iv)

Action Showcase some BC projects with a disability aspect – for example, the Global Schools Partnership project, which has an element focusing on linking special schools.

Progress Projects with a disability element are showcased on several regional websites, for example China, Israel, Bulgaria. As part of the Skills for Social Entrepreneurs project, British Council China have profiled a number of initiatives on their website including One Plus One, an organisation which promotes innovation and practices for disabled people in professional skills, information access and social development; a second is the first flower shop run by mentally disabled people in Beijing. Applicants for Awards declare their disability in medical consent form which then triggers further questions to assess and respond to needs. International Student Support Unit developed disability policy.

Date Ongoing

Action by All BC staff involved in projects or programmes with disability element

Actioned 

Plan for action in IES 2010 - 2012

DGD (i) DGD (ii)

Ensure early opportunity for applicants to Award schemes or exchange programmes to declare any disability, then follow up

Done

Relevant staff in BC offices, Contracts and Projects



19 19

Duty

Action investigation of needs can take place. Medical forms to be issued early in the process wherever possible.

Progress

Date

Action by

Actioned

Plan for action in IES 2010 - 2012

DGD (i)

Consider producing a guidance note for international students on disability, outlining rights under DDA, and details of how to access information from HEIs about the support they can expect.

Research which has been undertaken has found that UKCOSA and SKILL both produce relevant notes. International Student Support Unit (ISSU) have professional expertise in this area. ISSU have agreed a policy (November 2007) which makes recommendations that disabled students have a period of orientation and familiarisation prior to the start of their studies and that funding should be made available for personal care support.

December 2008

ISSU 

20 20

Duty DGD (i)

Action Improve access to events for people with disabilities taking into account physical access and different learning needs etc.

Progress Events Unit have created guidelines for planning of events to take into consideration diversity issues. Events Unit ensure that venues have disabled access in order to respond to requests from wheelchair users. Feedback from a disabled scholar on a Chevening Scholarship reflects his positive experience of the British Council welfare office enabling him to live more independently. BC Brazil have included sign language interpretation in their Café Scientifiques.

Date Ongoing

Action by Events Unit plus all staff involved in organising British Council events

Actioned 

Plan for action in IES 2010 - 2012

21 21

3.

POLICIES AND FUNCTIONS

Duty ALL

Action To review all the policies, functions and practices of the British Council according to our duty to promote race, disability, and gender equality and assess their level of relevance to equality and diversity.

Progress A list of organisational policies (c. 200) had already been prepared (April 2006), and their relevance in relation to equality and diversity assessed. We have since developed a structured approach to carrying out equality screening and impact assessments of our policies, functions and practices. A standard format and accompanying guidance notes are available on our intranet site. Training has been integrated into our equality and diversity updates and specific training on equality screening and impact assessments carried out for equal opportunity contacts in each department. The equality screening and impact assessments which we have carried out during 2007-2009 are listed in

Date Ongoing

Action by All Managers

Actioned 

Plan for action in IES 2010 - 2012 Finalise the ESIA evaluation work and implement recommendations.

ALL

Carry out equality screening and impact assessment of policies,

2007 - 2009

All policy owners, supported by DU, EO&D process owners



22 22

Duty

Action functions and practices. Consider ways of including views from disabled people, a range of ethnic groups, and women and men in policy impact assessment exercises.

Progress Appendix 1 of this Action Plan. Asked members of the DAP for expressions of interest in participating in impact assessment process in Nov 2006. Diversity Working Group members have been alerted and have been involved in a number of impact assessment exercises.

Date

Action by

Actioned

Plan for action in IES 2010 - 2012

ALL

Ongoing

DU, Managers and policy developers, DWGs



Consider extending range of external people able to be drawn on for relevant ESIAs.

ALL

RGD (ii) DGD (i) GGD

Arrange for publication of results of assessments, consultations and monitoring. Seek to influence encouragement of applications for Chevening Scholars and other

Staff from diverse backgrounds, in particular ethnic origin, gender and disability, have been members of ESIA panels. Reports of equality screening December and impact assessments are 2007 and published on the diversity ongoing intranet site.

DU 

Consider development of summary report format for publication on website.

An audit of scholarship and other programme documentation has been carried out; recommendations to

July 2008 and ongoing

Director UKD working with external colleagues



23 23

Duty (ii)

Action educational programmes from groups who may be currently underrepresented. Data collation required.

Progress increase access/inclusivity being followed up. Several of the experiences of our disabled Chevening Scholars have been interviewed and written up and these are available on our internet site.

Date

Action by

Actioned

Plan for action in IES 2010 - 2012

RGD (ii) DGD (iv) GGD (ii)

Data is collated regarding disabled Chevening Scholars or Ford Foundation Fellows. Seek to encourage There is open recruitment to Ongoing representation from the BC Board, including and March disabled people advertising in the national 2008 and minority ethnic press and the disability people, and a mix press. In April 2008 national of women and men advertising took place as part in the BC sector of recruiting for four new specific Board members. The notice committees. appeared in a number of publications and was also sent out to members of the Disability Advisory Panel and wider contacts. Monitoring of the restructured board and sector specific committees was carried out and data

Corporate Affairs  Secretariat

Continue encouraging representation of disabled people on Board, Country and Sector Advisory Committees.

24 24

Duty

Action

Progress

Date

Action by

Actioned

Plan for action in IES 2010 - 2012

ALL

Develop a plan to extend our equality monitoring to customers, partners and stakeholders in order to develop insights into the profile of those with whom we engage.

included in the 2008/09 equality monitoring report. A note to all staff has been June 2009 circulated in the Office Bulletin asking interested colleagues to join a working group managed by Diversity Unit. Some monitoring is now taking place – for example of the Global Xchange project. We have prepared a guidance note on equality monitoring of audiences, participants and customers (drafted August 2009). Data will be collected via DAF 2010 (indicator 3.5) and guidance will be included on the intranet site.

DU 

25 25

RACE
Duty Action RDG (ii) RDG (iii) RDG (ii) RDG (iii) Include data on ethnicity in briefings, reports and regional visits. Develop policy on links and outreach to minority ethnic groups globally. Progress Date Action by RWG  Actioned Plan for action in IES 2010 - 2012

Inclusion of information on Dec 2008 equality and diversity in and ongoing visitors’ notes is a requirement of the DAF. We have developed a Ongoing Guide to Mainstreaming E&D into Project Development and Delivery with members of our Global Diversity Network. This integrates into project planning and development consideration of diversity, including race and ethnic diversity, of project partners, contributors and participants. Plan to extend the diversity of stakeholders is included in the DAF. As mentioned above, our Guide to Mainstreaming E&D into Project Development and Delivery integrates into project planning and development consideration of diversity, December 2008 and ongoing

RWG 

RDG (ii) RDG (iii)

Research to determine whether groups who may be vulnerable to racial discrimination or disadvantage have access to BC offices

RWG 

26 26

and services; appropriate action taken if gaps are identified.

including race and ethnic diversity, of project partners, contributors and participants. Diversity-themed research is a DAF indicator.

RDG (ii) RDG (iii)

Ensure the creativity and artistic expression of marginalised minority ethnic and racial groups in each BC country are given a platform by BC to exhibit their talents alongside those from the UK.

Arts Department are working with a partner organisation in the black community in the UK to explore this further. Work with schools has been a way of accessing minority groups. The Global Schools Partnership programme in Nigeria has been successfully expanded to include schools in rural areas including nomadic communities. The Brazil office have worked with private and state schools and, by selecting this mix, have brought together pupils of all colours, to work together on an art programme and education programme.

December 2008

RWG and Arts 

27 27

DISABILITY
Duty DGD (vi) Action Develop a system of co-ordinating, monitoring and reporting on requests for making adjustments for staff with disabilities. Progress System under consideration – along with action point to provide information and advice on reasonable adjustments. There are named contacts in HR (Human Resources) and GIS (Global Information Services) look after teams and serve as first point of contact for requests. Equality and diversity of consultants has been discussed in Contracts and Projects and a draft form to collect equality monitoring data was prepared. However, with organisation re-structuring the Consultancy Management Information System has been re-located to Education, Science and Society. Equality and diversity in the recruitment and selection of consultants Dec 2007 and ongoing Head of Contracts and Projects Finalise the approach to equality monitoring of consultants. Date ongoing Action by HR Services, CIT and Estates DWG Actioned Plan for action in IES 2010 - 2012 Link with action point on providing information and advice on reasonable adjustments.

X

DGD (v)

Ensure that a note of disabled consultants is maintained, separately from and in addition to their inclusion on lists of consultants generally. This aims to provide a resource for projects that focus on disability. Explore question of sub-contracting

X

28 28

Duty

Action and selection of disabled consultants further.

Progress is a key component of the new system and equality monitoring is under consideration Hard copy version is available and updated electronic version is on intranet.

Date

Action by

Actioned

Plan for action in IES 2010 - 2012

DGD (ii)

DGD (i) DGD (iv)

Publicise joint BC/DFID/FCO policy on HIV/AIDS on BC intranet. Ensure hard copies have been distributed globally. A globally applicable definition of disability will be prepared and posted on the intranet site. It will be based on a human rights model and include physical, mental, learning and sensory disabilities in its scope.

Done

Head of Pay and Employment Relations



Discussions on this were started at the GDN workshop in Beijing in January 2007. The DWG and DAP have reviewed definitions and a globally applicable definition is included in the British Council’s Guide to Promoting Disability Equality.

Sept 2008

DU GDN DWG DAP



29 29

Duty DGD (vi)

Action Act on the recommendations in the DWG paper ‘Double-tick – Positive about Disabled People’, finalise application and achieve Disability Symbol. Implement usage of this in recruitment exercises and other relevant publications.

Progress Double tick status – the disability symbol, has been approved for the British Council.

Date Done

Action by HR Recruitment team DWG

Actioned 

Plan for action in IES 2010 - 2012

30 30

5.
Duty ALL

STAFF RESPONSIBILITIES AND TRAINING
Action Brief Executive Board on the IES. Progress The Head of Equal Opportunities and Diversity briefed the SMT on the IES at a meeting in January 2007. The SMT has been re-structured and is now an Executive Board and they have been briefed on the IES, as has the Board of Trustees. Date Done Action by Head of EO and Diversity Actioned  Plan for action in IES 2010 - 2012 Brief Executive Board on the IES 20102012.

ALL

EO&D training to be reviewed to incorporate IES (to include race, disability and gender).

IES included in the EO&D training and briefings for the EO&D process owners has been started, with the first seminar run in October 2008.

Done

Head of Learning and Development



Update the equal opportunities and diversity training as required with information regarding the IES 2010-2012.

ALL

Requirement for UK EO&D refresher training (including approach – i.e. whether face-toface or online) to be defined and costed.

EO&D refresher training is now being run (from 2008 onwards).

Done

Head of Learning and Development



31 31

Duty ALL

Action Proposal for delivering training on equality screening and impact assessment to be developed.

Progress Following on from the training provided to the DWG and HR staff, the GDN received training in January 2007 and again in May 2009. In September 2007 a training/briefing session was run for EO&D process owners, and action has been taken further to their feedback. An amended briefing for EO&D process owners was run in October 2008 and ESIA training is included in EO&D workshops overseas and refreshers in the UK.

Date Done

Action by Head of Learning and Development, Equality and HR Consultant Northern Ireland; and Corporate Planning DU

Actioned 

Plan for action in IES 2010 - 2012 Consider provision of ESIA training, identifying who this is required by and how often it needs to be provided.

ALL

Develop guidance and training for EO&D Business Risk Management Process Owners.

Guidance and pointers are on diversity intranet site.

Done

DU Learning and
Development



ALL

Revise briefing pack On intranet. for managers on how to address EO&D within the Business Risk Management Framework.

Done

DU 

32 32

Duty ALL

Action Approach and resourcing to be agreed for equality and diversity review of training and development activities including online training courses.

Progress Two equality screening and impact assessments have been carried out relating to learning and development. These were the corporate Learning and Development framework and the Learning and Development plan for staff in Contracts and Projects. Equality and Diversity issues were incorporated in the face to face performance management training materials that were designed to accompany the new performance management process.

Date Ongoing

Action by Learning and Development

Actioned

Plan for action in IES 2010 - 2012 Approach and resourcing to be agreed for equality and diversity review of training and development activities including online training courses.

X

RGD (ii) DGD (i) GGD (ii)

Continue to monitor take up of career development advice through CareerCheck, by race, disability and gender.

Ongoing. A member of the Ongoing DWG has checked the data, due to previous lower takeup of facility by disability, and take-up now appears to have increased for disabled staff. This is monitored annually.

Learning and
Development



33 33

Duty

Action

Progress

Date

Action by

Actioned

Plan for action in IES 2010 - 2012

RGD (ii) DGD (i)

Encourage take-up of the mentoring scheme by minority ethnic staff and disabled staff.

Evaluation report prepared from initial year of scheme and data on take-up included in annual equality monitoring reports.

Ongoing

Learning and
Development



34 34

RACE
Duty RGD (i) (ii) (iii) Action Review and action recommendations from the report ‘Career Aspirations and Opportunities for Progression’, 2004, and the Race Equality Draft working paper 2006. This includes  developing a mechanism for dialogue between SMT and minority ethnic staff  including requirement to manage cultural diversity in teams within managers’ job descriptions and job plans and  encouraging, through training programmes Progress Inter-cultural competence is a requirement of all jobs in the British Council. There are four levels of competence and all, but particularly the higher levels required of managers should provide the behaviour and skills required to manage culturally diverse teams. Further development of positive attitudes to working in a culturally diverse workforce will be supported by our cultural relations leadership initiative being developed as part of the organisation’s Scale of Ambition programme. Date Ongoing Action by Race Working Group Actioned  Plan for action in IES 2010 - 2012

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Duty

Action and guidance, positive attitudes to working in a culturally diverse workforce.

Progress

Date

Action by

Actioned

Plan for action in IES 2010 - 2012

RGD (ii)

Monitor access to overseas experience and experience outside own department. Research length of time in post by ethnic origin, to identify differentials in terms of progression/gaining wider experience in the BC.

Monitoring of UK staff who had access to opportunities outside the UK took place for the reporting period 2008/09. This showed an ethnic mix, however numbers are too small to draw any conclusions. Plans are to include this item in the regular equality monitoring in order to identify and report any trends. With the current HR system it is not possible to produce a report for length of time in specific post by ethnicity. This has been requested to be built into the new HR Management Information System.

September 2009

Race Working Group and HR



Plan to monitor length of time in post and relate that to equality strands once the new HR Management Information System is in place. Include in future equality monitoring a report of temporary promotion and location.

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Duty RGD (ii)

Action

Progress

Date May 2009

Action by Race Working Group, GDN and DU

Actioned X

Develop guidance Anti-racist guidance drafted on how to mainstream race equality within British Council work.

Plan for action in IES 2010 - 2012 Guidance to be finalised and distributed.

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DISABILITY
Duty DGD (i) DGD (iii) Action Proposal to build on the disability workshops that have been run to date. Consider ways to increase attendance and to address different learning needs. Disability training should be broad and include training on HIV/Aids awareness. Progress Disability issues are covered through face to face full day and refresher Equal Opportunity and Diversity workshops which are essential training for all staff in the UK. Disability is also covered in our Equal Opportunity and Diversity elearning programme that is available for staff not based in the UK. We also recently launched an equal opportunity and diversity toolkit which provides learning resources on our seven diversity dimensions, including disability. Face to face disability training has been run in China, Egypt, Jordan and Sri Lanka. DGD (i) Raise awareness of different learning needs (i.e. accessibility for people with Information about the range of different learning and development options are Included in Learning and Ongoing Learning and Development  Date Ongoing Action by Learning and
Development

Actioned 

Plan for action in IES 2010 - 2012 Continue the equal opportunities and diversity training, including covering disability equality, with new starters; update training for existing staff; and within the ESIA training.

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Duty

Action disabilities (e.g. sight, hearing, physical and learning differences) and people with different learning requirements (language, learning styles, delivery preferences, IT skills, IT access)) and provide guidance to trainers, staff development planners, commissioners and suppliers on accommodating diversity of learning needs. Review accessibility of online training courses – font sizes and adjustability, descriptions of graphics, media to enable screen readers for sight impaired people, etc.

Progress Development framework located on the intranet site. This is included in the DAF indicator on access to training.

Date

Action by

Actioned

Plan for action in IES 2010 - 2012

DGD (i)

We have at present three online courses – Equal Opportunities and Diversity, Recruitment and Selection, and Performance Management. All of these can be accessed in large font. Text versions of the modules are available for any staff who cannot access them for disability, IT

Undertaken as part of ongoing maintenance and development of online materials.

Learning and
Development



39 39

Duty

Action

Progress access and ability reasons. The Equal Opportunities and Diversity module has audio that can be switched on and off.

Date

Action by

Actioned

Plan for action in IES 2010 - 2012

GENDER
Duty Obje ctive. Action To define policy guidance on equality for transgender people. Progress Our Equal Opportunities Policy includes a commitment to equality for transgender people. We have developed an information resource, adapted from a civil service pack, called ‘Exploring gender and transgender’. This covers terminology, legal aspects and provides links to web-based resources as well as details of films and DVDs. Date Action by Actioned  Plan for action in IES 2010 - 2012

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6.
Duty ALL

EMPLOYMENT DUTIES
Action Conduct annual analysis of UK equality monitoring data. Progress Analysis has been carried out annually since March 2002, with the most recent report produced for 2008/09. This report meets all the legal requirements on ethnicity, gender and disability and also includes age, religion or belief, sexual orientation and flexible working. Date Ongoing Action by DU HR E&E Actioned  Plan for action in IES 2010 - 2012 Conduct regular equality monitoring.

ALL

Consider and take action on recommendations from the annual analysis of UK equality monitoring data. Extend UK equality monitoring to include religion or belief and sexual orientation.

Action has been taken each year on the recommendations of the equality monitoring report.

Ongoing

UK Departmental Managers



Consider and take action as appropriate on recommendations from the annual analysis of UK equality monitoring data.

ALL

Launched in December 2006 and results included in the 2006/07 annual equality monitoring report and thereafter.

Done

DU, HR, TUS, Diversity Champion



41 41

Duty ALL

Action Global monitoring to be considered and developed as locally relevant, leading to targetsetting for underrepresented groups as identified and as appropriate. Diversity Assessment Framework to be completed in all offices.

Progress Pilot global monitoring has been run in China and Central and South Asia regions. In 2009 gender data for all staff globally was available for the first time.

Date Ongoing

Action by DU, GDN, HR, EB

Actioned 

Plan for action in IES 2010 - 2012 Build on the equality monitoring data for staff globally.

ALL

ALL

All Directorates were asked Annually to submit a scorecard based on the Diversity Assessment Framework. The 2008 exercise rose from 50% participation rate from countries in 2007 to 86% in 2008 and reached 100% participation in 2009. Ensure continued The temporary staff agency Ongoing provision of equality provides regular equality monitoring data, in monitoring reports. the format required, from the temporary recruitment agency. Take action on the analysis of the data.

Regional Directors, GDN, UK Department heads



Human Resources



42 42

RACE
Duty Action Progress Data Action by HR and UK department heads Actioned Plan for action in IES 2010 - 2012

RGD(ii) Ensure RGD(iii) recommendations in 2005/06 analysis of UK equality monitoring data report are reviewed to inform actions. This should also be done for the 2006/07 and 2007/08 report recommendations. RGD(i) Look at RGD(ii) representation of minority ethnic staff in individual departments, to identify underrepresentation and/or grouping at the lower paybands. Take appropriate action to address any imbalances.

Action has been taken and Annually reported on the recommendations on the annual equality monitoring reports up to and including 2007/08, with plans in place to take action on the most recent report, for 2008/09.



Several restructuring Ongoing exercises have meant that data by department is not easily comparable with the previous year. However, the data has been produced annually, including take-up of training and development opportunities by department, and this is provided to the department for consideration.

Race Working Group, UK Departmental heads

X

Carry out equality monitoring after organisational restructuring and check for representation of minority ethnic staff in range of departments.

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DISABILITY
Duty DGD(i) Action Ensure recommendations in 2005/06 analysis of UK equality monitoring data report are reviewed to inform actions to improve the representation of disabled people in the organisation. This should also be done for the 2006/07 and 2007/08 report recommendations. Progress Action has been taken and reported on the recommendations on the annual equality monitoring reports up to and including 2007/08, with plans in place to take action on the most recent report, for 2008/09. Data Action by HR and UK departmental heads Actioned  Plan for action in IES 2010 - 2012

DGD(i)

Develop a comprehensive section on both the web and intranet sites about the definition of disability and

DWG members have all be asked to review the definition on the intranet site and to send suggestions for improvement to the DU. Disability section of the site

Done

DWG DU



44 44

Duty

Action

Progress has been updated.

Data

Action by

Actioned

Plan for action in IES 2010 - 2012

expand on some specific impairments such as cancer, HIV/AIDS, and specific learning differences such as dyslexia/dyspraxia etc. DGD(i) Wording around DGD(vi) the Guaranteed Interview Scheme to be amended to show that we recognise that disability can be physical, mental, learning or sensory. DGD(i) Explore the low application rate of people with disabilities (physical, sensory, mental, or learning differences) for permanent and temporary posts.

Done

Done

DWG and HR Recruitment team



This is included in the action plan for the DWG and a member of the DWG has been allocated responsibility for this. The Guide to Promoting Disability Equality should also contribute to addressing this issue.

Ongoing

DWG, HR and Temporary agency



Undertake a ‘customer journey’ exercise for temporary recruitment. Take action on recommendations from the ‘customer journey’ regarding

45 45

Duty

Action Take action to address this underrepresentation, including working with the temporary employment agency.

Progress A ‘customer journey’ was undertaken by a member of the Disability Advisory Panel to ascertain how disability-friendly the recruitment process is for disabled people. This led to several recommendations regarding the provision of application documentation, particularly for visually impaired people, and the competency-based system. The Disability Advisory Panel discussed the findings with the Head of Resources and Learning who is now implementing several of the recommendations. A second Panel Member will be undertaking a ‘customer journey’ for a temporary application.

Data

Action by

Actioned

Plan for action in IES 2010 - 2012 permanent recruitment.

46 46

Duty DGD(i)

Action Look at representation of disabled staff in individual departments; identify underrepresentation and/or grouping at the lower paybands. Take action to address any imbalances. Review recruitment tests, for any potential negative impact on disabled people. Review to include guidance sent to recruiting managers/test administrators. Investigate opportunities to distribute information about the British Council to disabled people’s

Progress

Data

Action by DWG members with Departments Learning and Development

Actioned 

DGD(ii)

Several restructuring Ongoing exercises have meant that data by department is not easily comparable with the previous year. However, the data has been produced annually, including take-up of training and development opportunities by department, and this is provided to the department for consideration. The previous recruitment Ongoing tests about which there had been some concern are no longer being used. HR are looking to replace the tests with electronic offshelf, industry-tested numeracy and written skills tests. Articles about British Council in Remploy publication and about British Council approach to disability in Equal Opportunities Review (November 2007, pp.17 – Done

Plan for action in IES 2010 - 2012 Carry out equality monitoring after organisational restructuring and check for representation of disabled staff in range of departments.

DWG plus relevant expertise

X

Review/assess any newly selected recruitment tests.

DGD(v)

HR and DU 

47 47

Duty

Action organisations. Explore attending recruitment fairs targeted specifically at prospective disabled employees.

Progress

Data

Action by

Actioned

Plan for action in IES 2010 - 2012

DGD(i) Consider the DGD(iv) Pakistan office working attachment initiative, the potential for learning from that, and developing tailored initiatives of this type in other locations. Could include internships.

21). Several members of the DAP are drawn from disabled people’s organisations and organisations working on disability equality. The development of Disability Advisory Panels globally will contribute to expanding the contacts with disabled people’s organisations. Work placements for Ongoing disabled people have taken place in Manchester, London, China, Hong Kong and Armenia, with the most recent example being a one-month work placement in the Athens office in Greece.

All UK departments and country offices.



Continue work placement initiatives for disabled people.

48 48

GENDER
Duty GGD(i) GGD(ii) Action Ensure recommendations in 2005/06 analysis of UK equality monitoring data report are reviewed to inform actions. This should also be done for the 2006/07 and 2007/08 report recommendations. Continue regular review of equal pay policy, including measures to address promotion, development and occupational segregation. Progress Action has been taken and reported on the recommendations on the annual equality monitoring reports up to and including 2007/08, with plans in place to take action on the most recent report, for 2008/09. Data Ongoing Action by HR  Actioned Plan for action in IES 2010 - 2012

GGD(i) GGD(ii)

Regular Equal Pay Audits are carried out, the most recent being for 2008/09.

Ongoing

HR Equal Pay Analyst



Carry out regular equal pay audits.

49 49

7.
Duty ALL

MONITORING AND REVIEW OF INTEGRATED EQUALITY SCHEME
Action Implementation of IES will be assessed and reported on annually. Progress Data Annually Action by DU, Country and UK department managers Actioned  Plan for action in IES 2010 - 2012

ALL

ALL

Report on Year One published December 2007. Report on Year Two published December 2008. Report on Year Three, including overall report on the three year IES, published December 2009. Any external Reported on in the IES complaints about annual reports. compliance with our duties will be monitored and information included in our report. The Scheme will Scheme reviewed in be reviewed December 2009. every 3 years. The 2009 review will report on equality screening and impact assessments carried out over the 3-year period.

Annually

DU 

every 3 years, first review December 2009

DU 

50 50

ACTION PLAN - ANNEX 1 List of equality screening and impact assessments undertaken during the period of the Integrated Equality Scheme 2006 – 2009 2007 De-diplomatisation policy Decision to withdraw free car parking for UK staff Changes to teacher recruitment Learning and development strategy (Contracts and Projects) 2008 Anti-fraud and corruption policy Arts group restructuring Learning and development plan for staff in C&P Religion and belief guide Performance management Acceptable use of IT policy Teaching Centre standards New shift rota for FABS service desk Rapid gap fill project Payband 9 autumn recruitment Leadership development frameworks Strategy for leaders Learning and performance management process for teachers UK pay review School fees as timebound non-contractual benefit for EYE middle managers in tiers MM2a and MM2b Cyprus – recognised public holidays and compulsory leave Egypt policy for receiving visitors to BC Offices Japan –flexitime working system Libya – practice of non payment of chaperones for female staff travelling Qatar Ramadan office timings Turkey learning and development policy Turkey Chevening programme scholarships and fellowships Turkey emergency policy 2009 Resourcing large-scale products English and Exams Job Family Teacher Recruitment Pilot Evaluation of personal circumstances Fraud Response Plan C&P Redeployment Practice Voluntary Early Retirement Deployment and Redundancy Selection Safeguarding (Child Protection) Policy Smart Working Pilot Project China – Strategy Project, process for recruitment and selection process
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China – posts review process China Strategy – 2008-2011 Cyprus – Call Centre Denmark – Environment policy Jordan – Policy for staff religious practice in office Kazakhstan – closing library and opening information and learning centre Pakistan Ramadan office timings Poland training and development policy Romania - VER Romania – changing the front desk furniture in Bulgaria office Saudi – New procedure for the registration period for both men’s and women’s centres Spain – Mutua services

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