Developing your Inclusion Strategy
Julie Dennis
Head of Diversity
Land Registry
LGBT&Allies Network
• LGBT Network has existed for around 8 years
• Straight Allies Network was created in 2013
• The groups merged in 2015 to create the LGBT&Allies Network because:
the LGBT Network was small; there weren’t enough of us to do all the tasks we wanted or needed to do
we were severely under-represented by female members
we wanted to increase visibility of our role and achievements
we wanted to improve interaction between all the Diversity
network groups due to ‘multiple membership’
First Steps
• Where do you want to be
– What does your business strategy say
– What does good look like
– External drivers
• What's the culture in your business
– What do your people say
• What data have to already got in relation to inclusion
– Workforce profile
– Monitoring data
– Engagement scores
Bite size chunks
Equality Objectives 2016-2018
6
Initiative Objective Measure
(Target) Strategic
theme
People
Strategy
link • Establish and maintain
economic active
population statistics in
strategic locations
• Ensure inclusive
language in all job
descriptions and adverts
• Pilot alternative
approaches to
recruitment panels
• Develop diversity profiles
for job blog
• Generate pool of
recruitment
ambassadors
• Identify barriers through
statistical analysis of
recruitment campaigns
• Sign up to the social
mobility compact
Address
longer term
workforce
demographic
pressures and
under-
representation
by some
diversity
groups
Attraction and
appointment
rates for
candidates
applying for roles
within LR to be
representative of
the minority
ethnic profile of
the local labour
population where
the recruitment
takes place.
We will increase
and extend the
assurance and
compliance
provided to the
market
1. We give
assurance
We will assure
the future
success of the
organisation
through
workforce and
resource
planning
1. We give
assurance
Equality Objectives 2016-2018
7
Initiative Objective Measure
(Target)
Strategic
theme
People
Strategy
link
• Implement
recommendations from
the disability research
project
• Undertake detailed
analysis of performance
and age, and produce
overview report and
recommendations
To challenge the perceived or actual inequalities within performance management
Distribution of
markings for
2016-17
performance year
(awarded April
2017) to show an
improvement on
2015-16 results
for disability, age
and working
patterns
We will drive
efficiency and
provide services
online
2. We have
integrity
Integrity is key to
the way we
manage and
communicate
with our
workforce
2. We have
integrity
Equality Objectives 2016-2018
8
Initiative Objective Measure
(Target)
Strategic
theme
People
Strategy
link
To enhance
the professional capability of our people through a greater application of diversity and inclusion approaches
1. Improvement
in inclusion and
fair treatment
People Survey
results from
minority groups.
2. People survey
leadership
behaviour and
culture scores
from minority
groups are
comparable with
LR average
• Deliver inclusive
leadership training with
SLN
• Introduce diversity
objective for SLN
• Delivery diversity
awareness campaigns
including history months
and coffee mornings
• Deliver mental health
awareness training to
diversity champions
• Integrate diversity into
corporate induction
programme
• Deliver pathways
workshops to under-rep
groups
• Review mentoring
programme for under-rep
groups
3. Reduction in
harassment and
bullying People
Survey scores
We will optimise
our
organisational
capability
4. We are
Professional
Our workforce
will increasingly
consist of
professional
knowledge
workers
4. We are
Professional
Christine Rivers, Head of Equality and Human
Rights
Oxleas NHS Foundation Trust
Inclusion Strategy
A good strategy….
… is built with as many different perspectives as possible (for
example, it involves both straight allies and LGBT people)
A good strategy….
….links with other drivers, strategies and plans
A good strategy….
….has drive and momentum
A good strategy….
…………is realistic and practical
A good strategy….
…is small enough to be realistic but big enough to have an impact
A good strategy….
…has clear goals and milestones
Think collaboratively – who do you need to talk to?
Vision: Where do you want to end up?
“There is only one thing in life worse than being talked about, and
that is not being talked about”
Oscar Wilde
Insight: What are the gaps and what are the drivers?
- What can you learn from others?
Starting Points
….Share ideas and develop them together
….monitor progress and review
….and treat as a ‘live’ document
A few of our LGBT Network challenges, and how we
overcame them…
Challenge Solution
LGBT led from Equality role Elected a Chair for the LGBT Network
Using a wide Network of LGBT staff to take actions forward
Developed an LGBT Executive for action, with the wider LGBT network for consultation and speakers
Limited numbers of LGBT people and so limited impact
Developed a straight allies Network and opened LGBT Network meetings and the Executive to allies
Limited knowledge of LGBT lives amongst staff and senior managers
Invited Directors and senior managers to meet with the Network LGBT Champion on the Board Subsequent invites to management, PEG and other meetings
Increasing the impact of the LGBT Network
Collaboration between Networks – shared goals and working together Leadership development for Network Executives Meeting with the Governors
Increasing LGBT visibility Communication campaigns, including give-aways
Goal Actions
Improve WEI Collate information from the Stonewall feedback meeting
Set up meetings throughout the year
Contact others in the index for collaboration
Meet with key people – learning, NED, Procurement
HEE Bid
Develop separate Action plan
Organise a LGBT User Event/consultation Meet with the Metro
Discuss with PEGs
Discuss within existing feedback routes
Identify an area for consultation (forensic, LD, mental
health)
Develop the LGBT Executive e-mail to Network and e- mail to Straight Allies
circulate Champion specification
Leadership development
Increase LGBT Network visibility on intranet and internet Identify a Comms lead
Ask members of the Network for stories and to start
discussions on forums
Mystery shopper exercise
LGBT Network: Greater impact and reach Meet with the Governors
Meet with staffside
Meet with Network chairs
Invite Directors to Network meetings