Your organisation may not fit into the categories we have identified on our website so we have created a special one for you
The National Centre for Diversity is currently working with some forward-looking public services companies.
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. Some of them also want to become competitive in terms of winning public sector contracts.
Our national equality standards such as the Investors in Diversity Award and the Leaders in Diversity Award enable organisations to 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 within their own organisations.
The Investors in Diversity Award is recognised as much more than just a highly prized and prestigious national equality standard. 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.
As with the Investors in Diversity Award, the Investors in Diversity for Small Businesses Award is a national equality standard which provides an Equality, Diversity and Inclusion (EDI) framework designed to help schools review their current EDI approaches and plan further development and embedding.
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 providers 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.
The GEO Group UK Limited
Many thanks too to everyone involved in our reassessment process. I've completed the survey with added comments but wanted to say again how impressed I've been by the professional and informative way all of the IiD staff have been on this journey.”
Joanna Evans,Director of HR
Financial Ombudsman Service
“Although we have a strong values-based culture and a robust equality standard in place we wanted to test ourselves further to be the best that we can and should be. We started our Investors in Diversity journey to help us take a fresh look at our approach and enable our organisation to get underneath what equality and diversity really means.”
- Babcock International
- Buckinghamshire County Council
- C&K Careers
- Eaton Production
- Equal Approach (CHH)
- Financial Ombudsman Service
- G4S – Children Services – Rebound
- Gatwick Immigration Removal Centre
- Hamara Healthy Living Centre
- Hill Dickinson
- Interserve Developments (advantage healthcare, working futures)
- Leeds Building Society
- Marine Management Organisation
- Mott McDonald
- Mouchel Infrastructure Services
- Moving On Pru
- NG Bailey
- Phil Edwards PRU
- Red Rose Sports Club
- Shine Business Centre
- Sport England
- The Lowry
- Tilmanstone Salads (Bakkavör Group Ltd)
- Victoria House PRU
- Advantage Healthcare
- City Health Care Partnership
- NHS National Waiting Times Centre Board (Golden Jubilee National Hospital)
- Sefton Carers Centre
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