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  • 2015 EiDA Nominee – The Co-operative Group

    Respect is the Co-operative Group’s inclusive lesbian, gay, bisexual and transgender network which is made up of a dedicated LGBT Steering Group from across the organisation’s family of businesses. The network provides voluntary support to raise awareness of LGBT community initiatives, local pride events and charities such as the George House Trust and Albert Kennedy Trust. In previous years, the co-operative featured in stonewalls top five employers and was listed as the most gay friendly retailer across the UK – the only retailer to feature in the Top 100 and the first to make it into the Top 10. The network is impressively the largest LGBT network in the UK with over 8,500 ‘Friends of Respect’; Over 1,300 of these are employees. Since the group established 5 years ago, they have achieved an extraordinary amount – not only supporting colleagues internally but supporting over 80 pride events such as Manchester Pride and Sparkle. Respect is also the most followed UK LGBT Network on twitter with over 9,000 followers.

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  • 2015 EiDA Nominee – Greater Manchester Police

    Greater Manchester Police has shown outstanding contribution to harnessing diversity within their workforce, actively taking the lead to highlight the business case for inclusion within the police service. In recent years, Greater Manchester Police have taken robust measures to increase the diversity of their workforce, successfully doing so in the process. The force has resourced a new operation, ‘Operation Peel’ to increase the diversity of staff recruitment, and to tackle issues internally last year GMP established a Hate Incident Governance Group to have organisational oversight of all hate cases involving discrimination within their police force. Having such a group enables GMP to have an understanding of the volume of cases and the type of issues staff experience when concerned about fairness. GMP have seen astonishing results from initiatives that they have implemented in response to their employees needs and diversity related issues, and continue to make improvements across many areas internally and externally.

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  • 2015 EiDA Nominee – Victim Support

    Victim Support is the independent charity for victims and witnesses of crime in England and Wales. They were set up 40 years ago and have grown to become the oldest and largest victims’ organisation in the world, taking pride in being a diverse organisation enriched by the participation of all individuals and communities. Their services are free and available to everyone, whether or not the crime has been reported and regardless of when it happened. To achieve this, Victim Support ensure non-discriminatory practices are in effect in both employment and service delivery. Their policy is to ensure that no victim, witness, employee, volunteer, trustee, or job applicant receives less favourable treatment. Selection criteria and procedures are regularly reviewed to make sure that individuals are selected on the basis of their relevant merits and abilities. Victim Support’s Equality, Diversity and Inclusion Committee is dedicated to a programme of action to make this policy effective and bring it to the attention of all employees.

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  • Gentoo

    Gentoo Group is a social business whose ambition is to improve the lives of the people, communities and the environment in which they operate by investing in people, the planet and property, what they call ‘the Art of Living’. As a ‘profit for purpose’ organisation, they use any profits from their commercial activity to reinvest back in towards achieving this. Gentoo has obtained recognition from a number of sources for its work and commitment to equality and diversity and clearly puts a phenomenal amount of effort into this area. Their dedication is outstanding and quality evidence showcased the number of initiatives and projects put place to encourage and embrace diversity internally and externally. Gentoo make it their business to champion causes to eradicate inequality, drive change and challenge conventions, promoting diversity and inclusion across so many spheres. This extraordinary housing association clearly demonstrate to employees and residents why inclusion it is integral within their corporate vision and values.

    www.gentoogroup.com/for-customers

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  • 2015 EiDA Nominee – Housing Diversity Network

    Housing Diversity Network is a social enterprise and incredible diversity resource that supports organisations to improve how they address inequality, get the most from their staff and meet the needs of the communities they work with. HDN provides a wide range of exceptional services including training, consultancy, independent assessment, accreditation and guidance. There are two areas in particular that make them unique, distinctive and worthy of being featured in this shortlist. These are their Staff Mentoring programme and their network of regional Equality and Diversity Practitioner Groups. Their dynamic mentoring programme has directly benefitted an immeasurable amount of individuals and organisations. Their practitioner groups provide ongoing practical support to countless equality, diversity and inclusion staff. As a network HDN are a catalyst for sharing advice and expertise across the sector, and there is no doubt that their activity has a great impact on their clients and wider sector organisations.

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  • Asda

    Diversity and inclusion sits at the heart of Asda. They place great emphasis on creating a working environment that truly promotes this, not just because it is the right thing to do, but to make them representative of the customers they serve and local communities they work in. Exceptional evidence highlights why inclusion is important to their business, and diversity is seen as more than just a policy, but plays a central role in everything they do. As part of their commitment to addressing key issues, they have created dedicated Network Groups to focus on all protected characteristics. Asda recognise they still have a long way to go, but should be extremely proud of their ongoing development across all aspects of diversity. They have shown outstanding commitment to continue reviewing their diversity strategy; ensuring they are working towards a truly inclusive environment for all diverse segments in their employee make up, and continue to step change their programmes to be best in class for diversity policies.

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  • 2015 EiDA Nominee – The City of Liverpool College

    The City of Liverpool College is a bold and exciting national leader that is the largest college of further education in Liverpool. Their inclusive approach highlights the great strengths the college goes to in order to create an environment that upholds respect and removes all barriers to achievement. The college is committed to promoting equality and diversity throughout its practices for both students and staff which is evident through quality evidence. As a College, they serve some of the most deprived areas of the country and also some of the most diverse; they recognise not only the relevant Equality legislation but also the most basic principle of fairness and the importance of creating a College where everyone has equal opportunity and access. Whilst their data and statistics are positive, City of Liverpool College continues to consider ways to improve the diversity of their workforce across all aspects of diversity, and are working tirelessly to be a true representation of the community they operate in.

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  • 2015 EiDA Nominee – Oxfam

    Oxfam

    Oxfam is a globally renowned aid and development charity working and campaigning with partners in over 90 countries worldwide. With over 70 years experience, Oxfam GB is a champion of equal opportunities in all of their work, internally and externally. Their international development work and crisis response always seeks to equally distribute resources and ensure all genders, ethnicities, age groups, cultures and sexualities have their voices heard. Their community projects excel in creating lasting change through initiatives such as health promotion, agriculture support and WASH initiatives. Impact is astonishing; internationally, 4.3 million people have been reached by health promotion activities, 700,000 have benefitted from agricultural support and 2.6 million from improved sanitation facilities. The outcome of such work aids many minorities worldwide with a variety of different issues – therefore, ensuring a strong diversity pedigree, which has been earned through Oxfam’s desire to include those who need help most.

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  • Is Finding Equality Just as Difficult for Boys in the Current Climate?

    WWM Blog Pic

    Working for an organisation set up to help our boys and young men seems to elicit the strangest of responses. People often make assumptions about our purpose. They may think we are fanatical about men’s rights or are pushing a “pro-male” agenda. If we mention the m-word, “masculinity“, they expect special pleading about how hard all men and boys have it, regardless of male privilege.

    Such sceptics are often amazed when they get a closer look at our evidence based work supporting boys and young men in less affluent areas in living the life they aspire to and making a positive contribution to their own future and to the community.

    I point out to those who are suspicious of an organisation set up specifically to help young men that this is the other side of the equation to all the great work being done to empower our young women. We understand that work is crucial and we believe ours is just as vital particularly with many young men searching for a sense of purpose and significance in wider society.

     I have two boys and two girls and, it was the experience of being the father of a young woman first which led me to observe how we sometimes view young men. I am very proud of my oldest daughter, a quick-witted 28 year old, never afraid to help others or speak out against injustice. I remember the changing reactions the outside world had to her as she became a teenager. Fathers will know what I mean. Walking down the street, I noticed that where once men used to smile at her, now they looked her up and down, or just plain stared. It is a look I understand only too well and I felt very protective.

    But what I didn’t expect was that I would experience just as strong a reaction as my boys became teenagers. As far as the outside world is concerned, they seemed to have changed. But unlike my daughter, the perception seems to be that they’re now a threat.

    As they grow beyond six foot, the looks they attract are generally a mix of fear and apprehension even on the local streets where they grew up. Sometimes it’s aggression. Yet these are two studious and well-mannered young men still young enough to think it is fun to play pass the parcel along with their 4 year old sister. We have to think carefully about the messages we are sending to young men. If we show them that we only think negatively about them, we risk alienating them at just the time when they face the pressures of growing up. Our charity works with hundreds of young men and we see how vulnerable they are to being corralled into a direction they don’t want to go. In a society which already thinks they are a problem and seeks to deal with them in a punitive manner, they can become scared and frustrated in the search for who they should be and where they fit in.

    Some might say this is part of growing up. But unfortunately coping alone with these emotional pressures can come out as aggression. And they often feel threatened themselves.

    A study we conducted with young men across nine London boroughs after the 2011 disturbances found that the two things they fear most are the police and other young men of their own age… Has much changed?. I ask this in a time where according to the last Crime Survey for England and Wales young men are still most likely to be the victims of violent crime across the UK, and where according to recent research by the Institute for Fiscal Studies, men and young people are hit hardest by the shrinking of wages following the financial crisis.

    And, alarmingly, as Nick Clegg unveils a ‘zero suicide’ policy in the run up to the elections, boys under ten are nearly twice as likely to suffer from mental health disorders as girls and boys are still three times more likely to be permanently excluded from school. That makes it no surprise that amongst the young, 80% of suicides are male.

    If we demonize boys, or fail to protect them we miss a valuable opportunity to encourage them to choose a well-informed path into adolescence. Telling boys to “man up” sends them the wrong message especially when it is usually used as an indication that they need to be tougher. It encourages them to feel they need to skip childhood, become a man quickly but also be ready to use force to defend themselves and detach themselves from what they are feeling. This risks pushing them into alliances with people who are known for being able to “take care of themselves” and even to extremist views and actions (in some cases), as they search for a sense of purpose and belonging.

    We talk constantly about role models as if they are the answer to all our problems but that approach by itself is a cop-out.

    It allows us to shirk our shared responsibility to boys and young men in general. We also allow ourselves to be seduced by the idea of inner city gangs when constant tales of gang warfare just feed the idea of young men in particular as violent and out of control. The real hidden issues here are poverty, discrimination and generations of young men without some of the historical routes to opportunity, self-efficacy and self-worth. Change starts with acknowledging that providing targeted help for young men and considering the facts at hand is the right thing to do morally, socially and even economically.

    As I look at my own boys playing party games with their sister on her birthday, I am reminded that they are still just children. We need to try to protect that childhood for all children particularly from impoverished backgrounds whatever their gender. We have to realise that it is “ok” to look after our boys too and help them on their journey in becoming our future men. They need us.

    Follow Shane Ryan on Twitter: www.twitter.com/shaneryan1

  • The Excellence in Diversity Awards Announce 2015 Shortlist

    Shortlist PicDiversity Champions and Inclusive Employers Shortlisted for Pioneering Diversity Awards

    J.P. Morgan are just one of the brands supporting a sky fall of inclusive talent – Diversity champions, inclusive employers and pioneering campaigns from all aspects of diversity have been shortlisted for this year’s ceremony.

    An overwhelming amount of nominations were received paying tribute to inspirational individuals and diverse companies nationwide that have showcased their incredible achievements to the equality agenda

    Diversity leaders and talent will gather at The Midland Hotel, Manchester on May 14th 2015 to celebrate the tremendous feats of employees and organisations.

    The exclusive awards ceremony will applaud the extraordinary contributions of those that have gone above and beyond their corporate social responsibility, tackling issues internally and externally to influence change in the field of diversity & inclusion.

    Baroness Campbell of Surbiton, who has continuously campaigned for disability rights most notably against the legalisation of assisted suicide, said, “If we do not champion people’s diversity in Britain, whether that be in employment, education or full access to public life, then we cannot call ourselves progressive, inclusive and successful human beings. I cannot think of anyone who would want that, but sometimes we need role models to help show us the way.

    These awards will help society to understand and learn what it means to genuinely include all diverse people in our communities. To be part of that process is very important to me“.

    The event is definitely one to mark down on your calendar and provides recognition for excellence regardless of age, disability, gender identity, sexual orientation, race, faith, religion and culture.

    Business journalist & broadcaster Steph McGovern will take to the stage to host the evening, stating “I am delighted to be hosting the Excellence in Diversity Awards to celebrate the great work of organisations and people who are leading the way in making our country a great and inclusive place to work”

    Thomson Reuters, CIPD and Action for Children are amongst those supporting the campaign to reward organisations that operate across all aspects of diversity.

    A panel of judges including Andy woodfield PwC, Miranda Wayland ITV, and Dianah Worman OBE gathered to finalise the widely anticipated shortlist.

    Shortlist Pic copyThe full list of nominees are as follows:

    Diverse Company Charity

    Oxfam, Victim Support, Creative Support, Mind, St Giles Trust

    Diverse Company Education

    The City of Liverpool College, University of Sunderland, University of Manchester, University of Sheffield, The Open University

    Diverse Company Housing

    Liverpool Mutual Homes, mhs homes, Gentoo, Great Places Housing Group, Gateway Housing Association

    Diverse Company Private

    Microlink PC, Mouchel, TSSA, Asda, BAE Systems

    Diverse Company Public

    Greater Manchester Police, Transport for London, Centro, Lancashire Police, UK Office of National Statistics

    Diversity Champion Charity

    Michael McGrath – The Muscle Help Foundation, Helen Keeling-Marston – Support through Sport UK, Rev. Fred Annin – ActionPlus Foundation, Angela Murphy – Tomorrow’s Women Wirral, Bisi Alimi – Human Rights Activist

    Diversity Champion Education

    Shaun Dellenty – Inclusion for All, Jiten Patel – The Open University, Joanne Tedds – City & Islington College, Colin Dean – Special iApps, David Bolt – Hope University

    Diversity Champion Housing

    Robert Kerse – Circle Housing, Cam Kinsella – Merlin Housing Society, Sharon Thomas – Riverside, Bob Green – Stonewall Housing, Rohini Sharma Joshi – Trust Housing Association

    Diversity Champion Private

    Jane Hatton – Evenbreak, Heather Melville – RBS, Funke Abimbola -Roche UK, Sue Gardener – IBM, Geoffrey Williams – Thomson Reuters

    Diversity Champion Public

    Mark MacKenzie MBE – Transport for London, Jacqui Gavin – civil service, Lindsey Ambrose- St Andrew’s Healthcare , Joan Pons Laplana – NHS Employers, Jeanette Gagg – UK HM Prison Service

    Head of Diversity & Inclusion

    Jen Smith – Circle Housing, Sarah Churchman – PwC, Ricky Somal – Southern Health NHS Foundation Trust, Bruce Campion-Smith – East Kent Hospitals University Foundation NHS Trust, Fiona Bartels-Ellis – British Council

    Employee of the Year

    Jeanette Gagg – UK HM Prison Service, Damian Kitson – Asda, Apsana Begum – Tower Hamlets Homes, Andrew Barratt – Ogilvy, Graeme Whippy – Lloyds Banking Group

    Diverse Marketing Campaign of the Year

    BBC Local Apprenticeship Scheme, gfsn Rainbow Laces Campaign, Pride in London – Freedom too, West Midlands Police, Youth Media Agency #Press4changeYouth

    Best Diversity Resource

    Black British Academics, Housing Diversity Network, Special iApps, Common Purpose, English Federation of Disability Sport

    Outstanding Diversity Network

    HSBC – Balance Network, The Cooperative Group – Respect Network, Lloyds International – Diversity & Inclusion Network, RBS – Focussed Women Network, Ernst & young – Sikh Network

    Lifetime Achiever

    John Campbell, Nasser Siabi OBE, Dawn Milman-Hurst, Julie Charles, Rev. John Butcher

    Winners will be announced at The Midland Hotel Manchester on May 14th 2015.

    Table bookings for the Excellence in Diversity Awards are available here