Transport and Public Services
The organisations we work with choose us because they want to become more equitable, diverse and inclusive of all the groups protected under the Equality Act 2010. They also want to become competitive in terms of winning public sector contracts.
Through Investors in Diversity and or Leaders in Diversity our work with them will focus on three key areas:
- Improving workplace cultures.
- Helping them to understand what needs to be done to diversify the workforce.
- Working with them towards influencing good practice in their supply chains.
There is basically a 3-step process to how we are supporting them:
- Conduct an Equality Impact Assessment at the beginning to help them understand their strengths and areas for improvement.
- Offering them support to empower them to own, lead and deliver significant and measureable improvement on EDI.
- Conduct an Equality Impact Assessment at the end of the process to help them understand their strengths and areas for improvement
We are helping them to examine conscious and unconscious bias in all the different layers of their organisations to help them eliminate discriminatory behaviour.
We are also helping them to understand the legal imperatives for EDI (particularly the Equality Act 2010), the business imperatives as well the moral case for EDI with both the public services sector and within their own organisations.
The Investors in Diversity Award is recognised as much more than just a highly prized and prestigious quality mark. It provides an all-encompassing methodology for improving Equality, Diversity and Inclusion (EDI) practices in the workplace. Those that achieve the Investors in Diversity Award have been enabled to take a structured and planned approach to embedding EDI at the heart of what they do. It also provides an excellent framework to bring together all of an organisation’s work around EDI.
We currently offer four specially designed, high-quality e-learning training programmes based around the following topics:
Should you need additional Equality, Diversity and Inclusion (EDI) training within your organisation, our team of expert trainers are on hand to create bespoke programmes for you. Once you have outlined your EDI needs to us, one of our trainers will be in touch to further establish the content of the information required and then deliver a tailor-made training session to your staff at your office base.
This package is designed to help you evaluate the impact of your organisation’s policies, procedures and practices in relation to eliminating discrimination, advancing equality of opportunity and fostering of good relations within your workplace.
The Equality Act 2010 outlines a General Duty, applicable to all organisations providing a service to the public or interacting with the public in their daily activities. The duty states that organisations must have objectives in place that will help them deliver on the three specific aims of the duty.
Today, Equality, diversity and inclusion is a very important part of almost all bids and tenders for public sector funding. Getting it wrong could jeopardise your chances of winning the bid.
You may think that you know all about the project or services that you are delivering i.e. operations, delivery of objectives and targets against the criterion etc.
Our team of highly-trained and experienced consultants are able to work with your organisation should you need support with Equality, Diversity and Inclusion (EDI) matters such as:
How the Public Sector Equality Duty (Section 149 of the Equality Act 2010) impacts public services companies.
The Equality Act 2010 was by far the most expansive equality legislation ever in the UK – bringing together 116 pieces of pre-existing legislation. It contained a new Public Sector Equality Duty (PSED), which brought a previously unparalleled duty to become proactive in terms of how organisations approach equality.
The PSED is made of:
- The 3 aims of the ‘General Duty’, which are summarised below.
- Specific duties to create one or more equality objectives in compliance with the 3 aims paraphrased below and to publish equality information (above 150 staff).
- Eliminating discrimination, harassment, and victimisation for those that share a protected characteristic.
- Advancing equality & opportunity regarding people and groups with a protected characteristic.
- Fostering good relationships between protected & unprotected groups and individuals by tackling prejudice & promoting understanding.
Compliance with the PSED is not just for Public Authorities; private businesses must also comply if they deliver a public function. We are strong in our belief that the PSED is a meaningful stimulus to create real and needed culture change in organisations whatever the sector.
Though the public services companies might not bound by the PSED in all cases we believe that, if they did comply, then they would improve their practices in a proactive way.
So it is our belief that regardless of whether public services companies are bound by the PSED, they should use the 3 aims as the foundation of their equality, diversity and inclusion work.
The EDI Business Case for Public Service companies is an open and shut one.
The business case for EDI for public services companies is clear – if you wish to win public funding or contracts you would have a far greater advantage if you were working to the same framework as the awarding body.
Different government departments are now showing signs that very clearly understood the second aim of advancing equality of opportunity and understand that complying with their duty means using their considerable financial leverage to influence meaningful change in organisations that they fund or tender out.
Arriva Rail North
Why did you start your Investors in Diversity journey?
The business saw the appointment of a new MD who breathed new energy into the business and developed a new vision. It was prudent at this point to make an assessment of how our current EDI policies and practices were embedded into the business. Therefore, we engaged the National Centre for Diversity to undertake a gap analysis. Feedback showed that by creating segregated groups for under represented employees was excluding the majority of the workforce, and the term 'diversity' became a dirty word.
Therefore, with the outputs of the analysis, rebranding EDI as one group 'Working Together', focussing on inclusion rather than diversity, aligning our strategy to the business direction and promoting peer to peer discussions through the Working Together ambassador scheme we transformed our EDI activity and direction with fantastic results.
What benefits have you seen to date from embarking on this journey?
• Improved engagement in the new strategy
• Improved management engagement and understanding in the topic
• Clear direction for the working together ambassadors
Northern were the first train operator to gain the Investors in Diversity accreditation, won Diversity & Inclusion strategy at CIPD awards, working together ambassadors won People category at the Pride of Northern awards, won Diversity and Inclusion and Women in Rail at the Rail Business Awards and won Industry Champion award - Transport & Logistics category at the Everywoman awards
Would you recommend this to other organisations?
Head of HR Support Services,
“The Investors in Diversity model enables us to benchmark ourselves against best practices and to receive advice and guidance from independent experts in the field of Equality, Diversity and Inclusion. The support and reassurance we have received has been really crucial in moving our diversity and inclusion strategy forward.”
- Babcock Rail
- First Great Western
- HCT Group
- Arriva Rail North
- Transport System Catapult
- VINCI Park
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