DIVERSITY CHAMPIONS SCOTLAND 4 th June 2009 A Public Sector Duty.

DIVERSITY CHAMPIONS SCOTLAND4th June 2009

A Public Sector Duty

Schedule12.45pm Registration and lunch

2.00pm Welcome, Calum Irving, Director, Stonewall Scotland

2.10pm Scotland, LGBT and the Equality Bill, Derek Munn, Director of Public Affairs, Stonewall GB

2.30pm Fairness for LGBT people, Gillian Miller, Policy Manager, Stonewall Scotland

2.50pm Success factors and good practice, Lesley Crozier, Scottish Workplace Officer, Stonewall Scotland

3.10pm Questions and discussion

3.30pm Networking and coffee

Scotland, LGBT and the Equality Bill

Derek MunnDirector of Public Affairs

Stonewall

Who are Stonewall?

• Britain-wide campaign organisation for lesbian, gay and bisexual equality

• Founded in 1989 in the wake of Section 28• Record of Parliamentary lobbying for legal

change• Focussed increasingly on employers and

schools• Research, policy, information, good practice,

youth involvement

LGB people

• No-one knows how many people are gay• But estimate by Treasury Actuaries reflects

most reputable research• This suggests around 6% of the population –

3.6m people in the UK, 300,000 in Scotland• Legacy of criminalisation and discrimination• Now substantive legal equality but

discrimination continues

The Equality Bill

A single equality duty Positive action in employment Positive action in political representation Procurement to take account of equality Genuine occupational requirements Widened definition of gender

reassignment

The Equality Bill

Discrimination by association Private clubs Wider recommendations by Tribunals Ending the insurance exemption ? Multiple discrimination ? Class actions

And what about Scotland?

• Bill applies to Scotland except for part 1 – socioeconomic duty

• Some aspects e.g. employment tribunals are reserved

• Key area of potential difference is the power of Scottish ministers to put requirements on devolved services

A Single Duty

• Stephen Lawrence & MacPherson

• The three existing duties

• General and specific duties

• Making it real: outcome focus

• Envisioning the LGB and T friendly public service

Any Questions?

08000 50 20 20

[email protected]

Fairness for LGBT people The public duty

Gillian MillerPolicy Manager

Stonewall Scotland

Why we need the Equality Bill

6 in 10 lesbian and gay

schoolchildren experience homophobic bullying and many contemplate suicide as a result

7 in 10 have had a public servant

assumed they were straight

Almost 9 in 10Thought it was either ‘very difficult’ or ‘quite

difficult’ to be out in a rural area

CASE STUDY

Why we need the Equality Bill

• Why we need to be doing this work

• What it means to someone when you get it right

• Hints about how to get it right– Training– Ownership– Leadership

What fairness means for the public sectorEquality duty on public bodies – The

duty will mean public bodies need to think about the needs of everyone who uses their services.

Only 16% of LGBT people think that public services consider their needs when delivering services*

Stonewall Scotland – ‘Service with a Smile?’

What fairness means for the public sector

Public sector duty will also require that

• Prejudice is tackled • Understanding is

promoted

Example of measurable changes that an organisation can make:

A school could adapt its anti bulling strategy to explicitly address bullying of gay, lesbian and bisexual school children.

At school I was being bullied because of my sexuality and the teachers did nothing

What fairness means for the public sector

The housing department has not helped with my problem with homophobic abuse

Under proposed legislation the housing department would need to

• eliminate the harassment/ victimisation

• Remove or minimise disadvantage

• Meet specific needs of people who are protected (LGBT)

Procurement I should be able to say “I don’t want to look

after that client because they are being homophobic”; and that’s where I think my organisation wouldn’t be supportive – or wouldn’t know how to be supportive

The bill makes it clear that public bodies can use public policy to drive forward equality and private companies carrying out a public function are also included.

Procurement

Transport for London is a good case study:• “The Supplier Relationship Management pilot

has provided a vehicle for us to engage positively with suppliers. It has enabled us to explain to suppliers that equality and diversity is an asset to be cultivated rather than a burden to be put aside. As a result suppliers have embraced the agenda and have been bold and inventive in their approach.”

Clive Saunders, E&I Delivery Manager

All of you are doing some of it, some of you are doing all

of itWorking to best practiceMove away from just focusing on employeesSingle Equality SchemesWorking towards benchmarkingMonitoring employee sexual orientationConsidering monitoring service user

Next steps

Keep an eye out for more Stonewall guides, research and online resources

Tell us what you needUtilise existing material and help already

available (e.g. Diversity Champions, Good Practice Programme and WEI)

Leadership, Equality Impact Leadership, Equality Impact Assessment, Community Assessment, Community

Engagement & Monitoring Engagement & Monitoring

Success factors & good practice examples

Leadership, Equality Impact Assessment, Community Engagement, & Leadership, Equality Impact Assessment, Community Engagement, & Monitoring Monitoring

Leadership – success factors

Ongoing top-level commitment & willingness to commit resources to achieving LGBT equality, fairness & dignity

Developing a shared understanding and vision of what LGBT equality will look like for the organisation, which links directly to organisational objectives

Board/Management Team-level leadership & accountability

Senior management support & accountability

Specialist staff to steer the process & support staff capacity


Leadership – example of good practice

Lloyds TSB (WEI winner 2009) demonstrated:

A strong strategy which linked LGBT equality & diversity to wider organisational aims

Progress is measured & reported to the Board every 6 months

Ongoing sexual orientation work is discussed at a monthly meeting between the Head of Diversity & the Depute Group CEO

All LGBT work is business underpinned & is communicated well to all employees


Community Engagement – success factors

Identify LGBT groupings in your area and ask them how current policies & practices affect them – do they feel included or excluded, are they fair, is their dignity maintained, etc.

Involve LGBT people at the service planning stage as well as in matters of service delivery

Encourage membership & involvement in staff LGBT network groups as well as resourcing these groups

Consult with LGBT people to take account of relevant information in order to determine LGBT equality objectives


Community Engagement – example of good practice

When Manchester City Council reviews HR policies it consults with the LGBT Employee Group to ensure that all policies are inclusive of LGBT staff

The LGBT Employee Group also offers support to departments in developing & delivering their equality action plans

Newcastle City Council has an LGBT Issues Network made up from workers across the city. Members of the network have responsibility for consulting with LGBT people in the community


Equality Impact Assessment (EqIA) – success factors

Develop staff understanding of equality & skills in analysing the impact of policies

Build equality standards & objectives into routine organisational procedures such as policy & budget approval documentation, organisational & departmental targets and objectives, & individual job descriptions, objectives, & appraisals

Mandatory use of corporate EqIA from start of project, policy planning, etc.


Equality Impact Assessment (EqIA) – examples of good practice

At Ernst & Young (EY) both the central Diversity & Inclusiveness Team and the EY Gay, Lesbian & Bisexual Network leadership regularly check policies to ensure LGBT inclusion

SPECTRUM, the Home Office LGBT network group, has been working to change the culture inside the Home Office’s service to the public, by ensuring that none of its policies adversely affects lesbian, gay and bisexual people.

Leadership, Equality Impact Assessment, Community Engagement, & Leadership, Equality Impact Assessment, Community Engagement, & MonitoringMonitoring

Monitoring – success factors

Introduce good systems for disaggregating new & existing data

Incorporating LGBT targets/outcomes into the organisation’s performance management system, and into the business plans of departments

Having regular (quarterly) progress updates reported to top management boards/teams in addition to six month/annual progress reports

Setting up Board-level Steering Groups as well as corporate monitoring groups


Monitoring – examples of good practice

● 98% of the Top 100 in the 2009 WEI monitor sexual orientation at job application and/or in staff attitude surveys

● 93% of the Top 100 in the 2009 WEI have in place a strategy/strategies that link LGBT equality to wider organisational aims

● 74% of the Top 100 in the 2009 WEI monitor their supplier organisation's people policies to ensure that they are inclusive of sexual orientation


And finally….And finally….

Success factors and good practice examples used in this Success factors and good practice examples used in this presentation are not exhaustive – you may already have some – presentation are not exhaustive – you may already have some – but you need to present them effectivelybut you need to present them effectively

Participation in the 2010 WEI will help you in the writing of your Participation in the 2010 WEI will help you in the writing of your equality scheme/(s) and progress reportsequality scheme/(s) and progress reports

Further advice, support & guidance is available to Diversity Further advice, support & guidance is available to Diversity Champions by contacting the Scottish Workplace Officer at Champions by contacting the Scottish Workplace Officer at Stonewall Scotland, 9 Howe Street, EDINBURGH, EH3 6TE Stonewall Scotland, 9 Howe Street, EDINBURGH, EH3 6TE Tel: Tel: 0131 557 3628 Email: [email protected] 557 3628 Email: [email protected]

Questions and discussion

DIVERSITY CHAMPIONS SCOTLAND 4 th June 2009 A Public Sector Duty.

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