Category: Latest Blog

  • NDA15 Shortlisted Nominee: Tunji Akintokun

    Tunji AkintokunFounder and co-director of the innovative social enterprise Your Future, Your Ambition, Tunji Akintokun inspires children and young adults from ethnically diverse backgrounds into studying STEM related subjects and pursuing careers in STEM-based industries, touching over 3000 school children and students since 2012. Growing up an orphan in the East End of London, it wasn’t until IBM visited Tunji’s school for a career fair that he was inspired to pursue a career in technology. Understanding the importance of what encouraged him at a young age to reach for his dreams, Tunji’s passion for mentoring young people from disadvantaged backgrounds has been truly phenomenal. This sustainable initiative continues to evolve to reach thousands of young people; Over the last 2 years YFYA has taken place at the Emirates Stadium with an average of nearly 700 children attending.

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  • The Open University: Diverse Company for Education

    Open UniWe caught up with Jiten Patel, Acting Head of Equality, Diversity and Information Rights at The Open University to catch his thoughts on seeing his University reign as The Diverse Company for Education at The Excellence in Diversity Awards 2015, here’s what Jiten had to say:

    The whole table erupted! It was the second win on our table that evening!! How fabulous to see the expressions of delight of the faces of my friends and colleagues; this award was truly about the part played the many individuals from across the University who work ceaselessly to bring alive the University’s mission and core values. I would like to thank the staff and students at The Open University; it is humbling to work with such amazing people who made it possible for us to win the award.

    How did you feel about the other shortlisted nominees within your category?

    I felt it was a great privilege to be amongst organisations striving to make equality, diversity and inclusion an integral part of the way the organisation operates. I know, personally, people from two of the other shortlisted nominees and had no doubts whatsoever about their commitment and dedication. In particular, I have worked with Patrick Johnson, University of Manchester, for at least the last 10 years and have respect for his work, so it was an honour to be in the same shortlisted category as these colleagues.

    Where are you going to go from here with your work?

    Well, our journey continues from strength to strength; we’ve just been awarded the Carer’s Scotland Kite Mark, the first Higher Education Institution in Scotland to have achieved this accolade. Currently we are refreshing our equality scheme for 2016-2020 and it’s really great that we have so many senior people who are willing to push forward changes to really bring alive our mission of social justice. Even more impressive is the fact that our new Vice-Chancellor, Peter Horrocks CBE, has taken on the mantle of being sponsor of Equality Diversity and Inclusion and he will be appointing Champions for the Protected Characteristics from amongst his direct reports. The campaign for Equality is being led from the top of the University.

    The Open University WinningWhat does Diversity & Inclusion mean to The Open University?

    Equality, diversity and inclusion are inherent in The Open University’s mission and core values. Winning this award just reaffirms our commitment to social justice and inclusion; to make higher education accessible to all people, especially those who were not able to study at this level previously. People studying part-time and working at the same time demonstrate that they are overcoming barriers to be more successful and fulfilled. This is why we are so keen to ensure that our students are not adversely affected by proposed changes to funding structures. We are passionate that Part Time Matters! Please support #PartTimeMatters on Twitter

    Where does this rank within your Diversity & Inclusion achievements?

    This university has done amazing things! This award ranks alongside our awards for Athena Swan (awarded by the Equality Challenge Unit) and Project Juno (awarded by the Institute of Physics) specifically looking at the development of women in STEM subjects. We are working across the range of protected characteristics including the setting up of highly successful positive action programmes for minority ethnic and disabled staff to advising Government on LGBT issues. In achieving this award there is public recognition for the University’s to address and reduce inequalities. We would be the first ones to recognise that we still need to do much more and it is that spirit which drives our innovation.

    What were your thoughts on the awards, did you enjoy it?

    Everyone on our table, without exception, loved the event and was, of course delighted to be there on the night. It was an opportunity to celebrate the vast array of people and organisations working exceptionally hard to make this world better for everyone. Our thanks to Paul and his great team for paying attention to every little detail. In particular, I could see that you had acted on feedback from previous events to make this night even more spectacular. The blend of formal (awards presentations) and informal (music, dance, etc) aspects meant that everyone was engaged throughout the evening; even after a hard day at work, everyone was full of energy and enthusiasm. It was inspiring!

     

     

  • STRONGER TOGETHER PART 2

    Give Em HopeCivil Participation, Civic Engagement & Beyond.

    DAVID E WATTERS

    Gardens, scholars say, are the first sign of commitment to a community. When people plant corn they are saying, let’s stay here. And by their connection to the land, they are connected to one another. – Anne Raver

    Over the course of this series of articles, it is my intention to explore the concepts of Leadership and Active Citizenship; how these can be differently defined; the limiting perception of “real” activists as opposed to the supposed “slacktivists” and the unintentional exclusion and devaluing of certain types of people who fail to meet our definitions.

    Part One, Reflections on Collective Responsibility, can be found here:

    www.diversitygroup.co.uk/stronger-together-reflections-on-collective-political-and-social-responsibility

    In this second part, Civil Participation, Civic Engagement and Beyond, we will look at various views regarding what it means to be an ‘active citizen’, and explore some of the lessons that we can learn from each other.

    In the final part of this series, Collective Cross-Cause Collaboration, we will consider how anti-oppression initiatives can be part of our everyday lives; how we can nurture a broader range of strategies to allow for wider participation and finally how we can learn from each other so that collective cross-cause collaboration can accelerate social progress.

    I feel my heart break to see a nation ripped apart by its own greatest strength – its diversity. – Melissa Etheridge

    Active Citizenship

    What it means to be an ‘active citizen’, from Civil Participation to Civic Engagement and beyond.

    There are various perspectives about what it means to be an ‘active citizen’ and differing views on what active citizenship might actually mean.

    If we are agreed that Citizens are members of a state or a nation, with a growing number viewing themselves as World Citizens, and that Citizenship involves playing an active part in society to enhance and improve it for the greater good, then Active Citizenship is when we develop and utilise our knowledge and skills to understand, challenge and engage with the primary structures of society, namely political, economic and legal structures, to enhance society, in its broadest terms, and affect significant social and political change.

    The following 3-part typology developed by Westheimer

    and Kahne (2004) in relation to citizenship and citizenship education is worthy of reflection and may prompt some contemplation about how your own social and political engagement may be defined.

    Are you a ‘personally responsible citizen’, whose awareness of individual rights and responsibilities is heightened and who identifies as both a ‘voter’ and ‘volunteer’ or a ‘participatory citizen’, who additionally possesses knowledge of the rights of individuals, the participatory structures available and an individual within a group or groups, actively participating in existing structures to engage in opportunities for positive participation?

    You may well be a ‘justice-orientated citizen’ for whom citizenship is born of a heightened level of social awareness regarding wider collective rights and a deeper sense of collective political and social responsibility, and a desire to actively engage through the participation in a group or groups, with a view to challenging inequality, achieving social justice and fostering social solidarity and community cohesion.

    You may differently define your relationship with civic involvement and your level of engagement with your community and wider society but you will be engaged to some extent in Civil Participation and/or Civil Engagement, whether you fully realise this or not.

    Civil Participation and Civic Engagement

    Two vital forums for active citizens to participate in are Civil Participation and Civic Engagement, where Civil participation is generally seen as when individuals become involved with others to pursue their own specific goals and particular interests; anything from involvement in faith groups, school governance and residents associations to participation in broader political and non-political groups to further the advancement of their objectives and where Civic engagement is when individuals and groups, who see themselves as part of a more substantial social fabric, work towards making a difference in the civic life of their communities through public participation in the process of governance.

    Perspectives on Active Citizenship

    The European Commission says that Active Citizenship is:

    ‘Participation in civil society, community and/or political life, characterised by mutual respect and non-violence and in accordance with human rights and democracy’ (Hoskins 2006).

    This statement is fairly narrow but nevertheless, as a starting point, we can aim to make this a reality. We can all become more effective citizens and we can all encourage others to do the same.

    Active citizenship is concerned with more than learning ‘the rules of the game’, and how to participate within existing models and structures. Active citizenship should be defined more broadly to encompass active learning for political literacy and empowerment, addressing structures and relations of power and working to change these, where necessary, in the pursuit of social inclusion and social justice agendas (Lister 1997).

    In order for our initiatives to achieve their intended impact and for social and political structures to shift significantly in favour of all citizens, we must become empowered and educated ourselves before we can nurture and develop proactive and politically empowered young people who understand how things operate and who are confident free-thinkers refusing to accept the status quo.

    “To solve social problems and improve society, citizens must question, debate and change established systems and structures that reproduce patterns of injustice over time”

    It’s about making the connections between individuals’ learning and the potential for collective social goals. We are clear that these outcomes depend on the underpinning values, principles and approach of any learning – whether as part of a programme, part of action research or part of a collective experience. It is about ‘working both sides of the equation’ to build ‘a more active and engaged civil society and a more responsive and effective state that can deliver needed public services’ (Gaventa 2004 27)

    There are, arguably, four categories of Active Citizenship. The first two categories, Maintenance and Individualised Self‐Help are consensual forms of community development. As such, Active Citizenship may simply serve to maintain or reproduce existing social circumstances – i.e. conserve without challenging or transforming the structural basis of the status quo.

    The last two categories, Defensive Opposition and Visionary, are more ‘conflictual’.

    Defensive Opposition, is reactive in nature. It is about reacting defensively to change and opposing that which poses a threat to something valued; education, healthcare, employment, for example or even a way of life, such as gentrification, or social-cleansing if you prefer.

    Finally, Active Citizenship can be Visionary; that is to say it can, and often is, proactive in its approach to dreaming up and realising new futures; forging a previously untrodden path.

    The global surge towards embracing Marriage Equality was and is about dreaming up new futures, new ways of doing things.

    Resistance to this dramatically transformational movement has been universally challenged by the conservative right and dramatically overcome, with the most recent Supreme Court ruling being a pivotal point in human progress.

    To an outsider, this ground-breaking social shift superficially appears to have happened in the blink of an eye but for those involved in the movement the progress has been slow and beset by disheartening setbacks.

    For this level of Active Citizenship to succeed, those involved have had to be tenacious, tireless and resilient; they have had to unite and harness lessons learned from the past, from previous initiatives in other parts of the world and gather knowledge and strategies to present their case(s) in a framework which defies argument.

    Marriage Equality advocates, activists and altruistic allies had begun to frame their cause in terms of being under the Human Rights umbrella, and powerfully labelled as a primary objective within the New Civil Rights Movement.

    The considered use of language became a significantly powerful tool in breaking through preconceptions and invalidating the misconceptions of those who were in opposition.

    When any group allows a label to persist, especially a label which limits and dehumanises, they are unlikely to succeed in obtaining equal rights.

    The Equal Love Campaign in the United Kingdom captured the requirement to highlight and promote the human desire to honour and celebrate the love of couples who share a committed and loving life, regardless of the gender of those within these relationships.

    As a Human Rights issue, the campaign received far more media coverage, opened up wider social debate and made headway at a much quicker pace than may have been the case had it merely been a Gay Rights issue.

    Evan Wolfson, founder and Executive Director of Freedom to Marry, explains that the demand for marriage equality is a question of civil rights—and it is important for America.

    “At its core, the freedom to marry movement is about the same thing every civil rights struggle has been about, taking seriously our country’s promise to be a nation its citizens can make better—its promise to be a place where people don’t have to give up their differences or hide them in order to be treated equally.”

    Why Marriage Matters: America, Equality, and Gay People’s Right to Marry by Evan Wolfson

    Above all, if we are to be proactive visionary citizens, dreaming up new futures, creating a transformational alternative path and destination for society, we must not be constrained by the pre‐existing political institutions or mechanisms and should create our own institutions, mechanisms and spaces, from which we can derive considerable strength, and our priority must be firstly to liberate ourselves and others from the shackles of socially, culturally or self-imposed mental slavery and, wherever possible, aim to reach a level of personal growth which enables us to altruistically empower others.

    We can all participate in promoting social solidarity and community cohesion.

    We can all assist in empowering individuals and in strengthening civil society.

    The cost is too great if we don’t.

    We are #StrongerTogether.

    DAVID E WATTERS

    National Diversity Award Winner, David E. Watters, is a teacher, motivational speaker and writer; a passionate equality advocate, committed to enhancing the lives of young people and adults who may feel marginalised or limited by labels.

    As a teacher, he is committed to developing the whole person through creatively challenging students to embrace their unique value, and that of others, to encourage them to fulfil their full potential. He was nominated for an Excellence in Diversity Award 2015, for his contribution to enhancing the diversity agenda within education.

    Since graduating from The Institute of Education, University of London, David has gone on to train as a mediator, and is a qualified facilitator for The Pacific Institute.

    As Director of NBI Associates, David devises and delivers engaging, enjoyable and interactive Diversity and Cultural Enhancement workshops utilizing Cognitive Behavioural and Performing Arts strategies for individual, corporate and academic clients.

    Watters is also the founder and coordinator of the inclusive, inspirational and international Give ’em Hope Campaign; an online initiative which utilises all available social networks to encourage and uplift those who doubt their validity, feel isolated or limited by labels, through the sharing of written and video testimonies. The campaign was honoured at the National Diversity Awards 2014 when it won the Community Organisation Award (Multi-Strand).

    Watters was a key player in the Equal Love Campaign UK; taking the British Government to the European Court of Human Rights in 2010 and successfully achieving Marriage Equality for same-sex couples in the United Kingdom.

    His passion for equality advocacy and commitment to celebrating diversity has brought many opportunities to write and speak on social change and his book, NEVER BLEND IN, brings together this wealth of experience and the voices of those whom he has met along the way.

    CONTACT INFORMATION

    EMAIL: DavidWatters@nbiassociates.co.uk

    MOBILE: 07800813189 SKYPE: never.blend.in WEBSITE: www.nbiassociates.co.uk

    BOOK WEBPAGE: http://www.nbiassociates.co.uk/Never-Blend-In.html

    GIVE ‘EM HOPE CAMPAIGN: http://www.nbiassociates.co.uk/Give–em-Hope-Campaign.html

  • The National Diversity Awards Announce 2015 Shortlist

    NDA Shortlist ImageDiversity Heroes shortlisted for UK’s Largest Diversity Awards

    Charities and Role Models from across the UK will gather at the breathtaking Anglican Cathedral on September 18th 2015 for The National Diversity Awards.

    The Best of British Diversity will flock to Liverpool to celebrate the outstanding achievements of those who have demonstrated their devotion to enhancing equality, diversity and inclusion in today’s society.

    Over 20,000 nominations and votes were received this year, paying tribute to grass root communities nationwide.

    The full list of shortlisted nominees are as follows:

    Positive Role Models for Age

    Adnan Davod Bilal Awan Elly Barnes Jake Watts
    Nadia Clarke Louise Liddle-McGhee Rebecca Parkin Tunji Akintokun

    Positive Role Models for Disability

    Jonathan Andrews Monique Craine Oliver Hellowell Suzie Jones
    Simon Green Sam Cleasby Nicola Miles-Wildin Christopher Malpas

    Positive Role Models for Gender

    Polly Harrar Debra Searle MBE Natasha Goldthorpe Shane Ryan
    Sonia Bate Cindy Edwards Placida Acheru Funke Abimbola

    Positive Role Models for LGBT

    Kathy Caton Megan Key Phil Forder Samantha Truelove
    Jake Graf Sanjay Sood-Smith Gary Zetter Jude Woods

    Positive Role Models for Race, Religion & Faith

    Mike Chappell Fred Suadwa Indy Hothi Phillip Leong
    Myira Khan Nathaniel Peat Vicky Beeching Naheed Nazir

    Entrepreneurs of Excellence

    Byron Cole – The BLC Group Lina Naima – FACE4MUSIC Justin Edgar – 104 Films Limited Amar Latif – Traveleyes
    Luke Rodgers – Foster Focus Stephanie Wright – Sefton & Liverpool Women in Business Craig Grimes – Experience Community CIC Mavis Amankwah – Rich Vision

    Community Organisations for Age

    ACE Aspiration Creation Elevation Active Impact Include Me Too Diversity Role Models
    Crosshill School Young Identity North City Play Tylers Trust

    Community Organisations for Disability

    Focus Liverpool St Andrews Healthcare CASPA ChAPS
    Disability Rocks FND Hope Anna Kennedy Online Havering Dementia Action Alliance

    Community Organisations for Gender

    Asian Women Mean Business Nyasa Daughters of Nottingham Cervical Cancer Support Group Saheli
    Ladies Fighting Breast Cancer Aurora New Dawn Asian Women Mean Business JAN Trust Muslim Womens Network UK

    Community Organisations for LGBT

    Broken Rainbow Foyle Pride Trans Men Support & Advice UK No Going Back
    Planet London Mermaids Manchester Lesbian & Gay Chorus Out & Proud Diamond Group

    Community Organisations for Race, Religion & Faith

    Ujima Radio 3FF Three Faiths Forum Polish Expats Merseyside Network for Change
    Nubian Jak Hikmat Devon ArtsEkta UK Lesbian and Gay Immigration Group

    Community Organisations for Multi-Strand

    Leeds Beckett SU Liverpool Homeless FC BCfm Darlington Independent Advice Group
    Result CIC Buddy Buddy Scheme BollyGOOD SELF

    Diverse Companies

    British Transport Police Calico Victim Support West Midlands Police
    Contracts IT Royal Navy Steve Biko Housing Association Staffordshire & West Midlands CRC
    Circle Housing Office for National Statistics

    Lifetime Achievers

    Dr Neville Brown Sally Carr Jenny Sealey MBE Marion Aslan
    Carol Steele Dr Nasser Siabi OBE Caron Drucker Liz Kelly

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

    Microsoft will be just one of the brands supporting a skyfall of diversity talent alongside Barclays, The Army, Financial Ombudsman Service, Liverpool City Council, Penna, Mouchel, MI5, PwC, ThoughtWorks, Transport for London and The Open University.

    Barclays commented ‘We understand the commercial relevance of diversity and are therefore proud to sponsor the National Diversity Awards as the spirit of these awards aligns with the way we do business. We would like to congratulate all of the nominees and winners this year and wish them every success.’

    TV personality Brian Dowling also expressed his delight in returning to host the ceremony, He said: ‘I am so excited to host The National Diversity Awards again! I have witnessed the awards go from strength to strength since its formation and I am always truly taken back by the humbling and uplifting stories of all the nominees and award winners. I can’t wait to get on stage for what is sure to be another extraordinary evening!’

    Designed to highlight the country’s most inspirational and selfless people, the NDA’s are supported by the likes of Brian Blessed, Adam Hills and Ade Adepitan amongst many

    Comedian and actor Stephen Fry said, ‘Four years on and The National Diversity Awards are continuing to have a positive impact across the whole of the UK. The awards have grown, and with it, so has the vast array of unsung diversity heroes being recognised nationwide.

    It is crucial that we challenge discrimination head on, and the NDA’s unite those that dedicate their lives to the cause. Long may this continue’. He added.

    Previous winners include Huddersfield based Disability Theatre Group Shabang!, Freedom Fighting Refugee Aderonke Apata, and domestic violence campaigner Karen Ingala Smith.

    Winners will be announced at The National Diversity Awards 2015

    TABLE BOOKINGS ARE NOW AVAILABLE HERE

  • Ahmadiyya Muslim Youth Association (AMYA) Charity Hike for the Royal British Legion Poppy Appeal

    Ahmadiyya Muslim Youth Association copyBavarian Alps 20th – 24th July 2015

    TWENTY FIVE young people are reaching new heights in their fundraising efforts this month – by hiking across the Wetterstein Mountains in Bavarian Alps.

    The Ahmadiyya Muslim Youth Association’s Hiking Club is fundraising for The Royal British Legion by sending 20 hikers on the five-day expedition.

    Working alongside The Legion, the young people are hiking across the Bavarian Alps from July 20 to 24 in aid of the Poppy Appeal.

    National AMYA President, Mirza Waqas Ahmad, said:

    “Loyalty to one’s country and serving humanity is part of Islam, so we have been happy to support Royal British Legion for several years. Our youth are always ready to sacrifice their time for charitable initiatives and raise money for much needed causes.”

    Deborah Armantrading, North West London Community Fundraiser, said the AMYA has been a great supporter of The Legion’s Poppy Appeal.

    “The association has been crucial in raising funds for the Royal British Legion’s Poppy Appeal for several years participating in mass collections all over the UK, providing us with a significant number of volunteer collectors and raising amazing totals.

    “The Legion is extremely pleased with the enthusiasm and commitment from all of the volunteers. We enjoy working with AMYA as they are dedicated and passionate about their charity work, and the Poppy Appeal would not be the same without their help.”

    The hikers will be camping in the mountains for three nights and will attempt three peaks in this time including the highest mountain in Germany: Zugspitze (2962m above sea level).

    The hikers say they are keen to highlight the positive contribution being made by British Muslim Youth every single day in the UK and abroad.

    This event falls under the Mercy4Mankind Charity Challenge which also includes 2 separate 10k run events and a Paris to London bikeathon.

  • Why Proud2Be is not a ‘gay’ organisation

     

    Proud2Be copy

    Collins English Dictionary describes ‘inclusivity’ as “the fact or policy of not excluding members or participants on the grounds of gender, race, class, sexuality, disability, etc.”

    Over the last four years, we have heard many refer to the lesbian, gay, bisexual and/or trans+ (LGBT+) community as the ‘gay’ community. Although gay is an accurate label for how we both personally identify, it is not fit for purpose when describing a diverse group of people, many of whom do not identify as gay.

    One of the reasons we set up Proud2Be, is to influence change in a society that continues to exclude certain of its members by the messages it sends out to them.

    We found, through personal experience, that these messages, however subtle they may seem, can be detrimental to a person’s view of themselves and their place in the world.

    When ‘gay’ is used as an umbrella term, the message that is sent out is that those in the community who do not identify as gay are not included.

    LGBT is not a new term and has been in use since the 1990’s. Bisexual and trans people were at the forefront of the LGBT+ rights movement.

    Brenda Howard was a bisexual rights activist and is known as the “Mother of Pride” for her work in coordinating a rally and then the Christopher Street Liberation Day March to commemorate the first anniversary of the Stonewall riots. Brenda also originated the idea of a week-long series of events around Pride Day, which inspired the annual LGBT+ Pride celebrations that are now held around the world every year.

    The iconic Stonewall riots of 1969 were dominated by trans people. “It was mostly a trans riot” says long-standing trans activist Roz Kaveney. However, trans people would find themselves often driven out of the movement.

    We admit that language can be limiting. Many in our community do not identify as LGBT. It is for this reason that we add the +. It is our way of including those who do not identify as LGBT, but do consider themselves part of the community.

    Inclusivity does not begin and end with the words we use but the actions that follow. From the very beginning of Proud2Be’s story, we were keen to ensure that we did not just pay ‘lip service’ but that we walked the walk. Honestly, Jon and I were scared that we did not know it all. We were scared of getting it wrong, saying the wrong thing and misrepresenting our community.

    With time, we have come to accept that we will never know it all and are always learning. We are experts of our own experience and no one else’s.

    We have worked hard to ensure that there is diverse representation within all aspects of Proud2Be, but we are not there yet. It is our responsibility to ensure that all of our community feel included in what we are doing and feel safe to participate. And we will continue to do what we can to make sure this is a reality for Proud2Be.

    Straight people are also part of our community. According to the National Transgender Discrimination Survey, conducted jointly by the Task Force and the NationalCenter for Transgender Equality, 23%, of trans survey respondents identified as straight.

    We also know that Proud2Be and the wider LGBT+ rights movement would not be where it is today without the support from people who identify as both straight and cisgender. Our Mum has been our greatest supporter and ally. Many of our volunteers, who identify as straight and cisgender, work tirelessly to support Proud2Be’s vision. Failing to acknowledge their place in our community would to us be utterly disrespectful and completely unforgivable.

    There have been several occasions where there has been pressure for us to justify our fully inclusive stance. Our response has become more confident over time and now aims to shift the onus of responsibility onto those groups, organisations and activists who continue to exclude certain members of our community based on who they are.

    In the weeks leading up to Proud2Be’s fourth anniversary, naturally, we have both been reminded of why we founded the organisation and our vision for the future.

    In the years to come, Proud2Be will become even more inclusive and representational of the whole of our community. Not for any other reason but because both history and our hearts tell us so.

    For more information about Proud2Be and the terms we use please visit the website at www.proud2beproject.org

    Written by Mat Price

    Ends

    Saturday 27th June 2015, will mark exactly four years since gay identical twins, Mat and Jon Price, founded Proud2Be Project, by recording a short video, explaining why they are both “proud to be gay”. Since then a number of high profile LGBT+ figures have contributed to the international campaign.

    Along with endorsements from some of the world’s leading LGBT+ public figures Proud2Be holds a number of well-attended social events in South Devon and hosts a yearly Pride event in Totnes, the latest of which saw around 1000 people attending.

    Earlier this year, Proud2Be launched a campaign to gain approval to install a permanent rainbow crossing in Totnes, to celebrate diversity and raise awareness about the issues still faced by the LGBT+ community. If approved, this will be the first of its kind in Europe.

    In 2014, Proud2Be announced details of further high profile support, when they named Peter Tatchell, Christine Burns MBE, Aderonke Apata and Andrew Solomon as their patrons.

    Mat and Jon said: “Through Proud2Be, both of our lives are richer and more fulfilled than we could have ever imagined possible. Over the last four years we have experienced countless life changing moments and have had the privilege of meeting some amazing people. We are as passionate now as when we started the project in our mum’s spare room. We would like to thank all our friends, family, volunteers and supporters. It has been a joy to share the last four years with you.”

    For more information or to request an interview:

    Please contact Mat Price on info@proud2beproject.org or call 07583 482592

  • HSBC Balance: Outstanding Diversity Network

    hsbc bALANCEWe caught up with Layla Mullins, Co-Chair of HSBC Balance UK to catch her feelings after winning the Outstanding Diversity Network Award at the Excellence in Diversity Awards 2015! Here’s what Layla had to say:

    I think we were all a little bit shocked but also really happy that the work all the volunteers do was recognised in such a way and that it is valued by our members.

    How did you feel about the other shortlisted nominees within your category?

    Having read all of the nominees from the different categories a lot of their stories were very humbling and achievements life changing, so we were blown away to think that our achievements matched up. However within our category it was about more about what we have achieved as a network and having gone from one small branch in 2010 to over 30 worldwide, we have made a huge advancement, making a difference to the gender diversity agenda across our global business.

    Where are you going to go from here with your work?

    We will continue to build on the network, delivering educational events and pushing forward opportunities for women in the workplace. We are driving conversations with senior leaders and HR about assisting with policy changes using our expertise in the field.

    And for Balance UK we have a strategy day booked to look at how we can work even more closely with the different strands of our business to help them to build a more diverse, and inclusive organisation.

    HSBC WinningWhat does Diversity & Inclusion mean to HSBC Balance?

    Knowing that everybody has got a fair crack at the whip and opportunities are open to everyone. Being able to highlight and demonstrate the benefits of a diverse organisation and what a diverse, inclusive and supportive organisation looks like and feels like to work for.

    Where does this rank within your Diversity & Inclusion achievements?

    It’s one of our top achievements and I think it’s a great help to emphasise the importance of the work our committee of volunteers does. It has given us some genuine leverage to be at the table for some really important conversations. It has definitely lifted up our profile.

    What were yours and your colleague’s thoughts on the awards?

    It was really well run, really well put together and the staff were lovely. It was a real celebration of diversity, equality & inclusion.

     

  • Jiten Patel: Diversity Champion for Education

    Jiten PatelWe spoke to Jiten Patel, Head of Diversity & Inclusion at The Open University to catch his feelings on winning The Diversity Champion Award for The Education Sector.

    I felt honoured and very pleased. Thinking about it further, I felt vindicated in terms of what I do:- I consciously took a decision to work freelance in 2001 and made the education sector a specific focus because I felt that, if we can get it right here, then that should be the starting point of a domino effect into the workplace and into the work of customer service.

    How did you feel about the other shortlisted nominees within your category?

    Whilst I didn’t really know much about them before the event, since then, I’ve gotten to know some of the shortlisted nominees.

    What I found and appreciated was that a couple of them came and congratulated me, what a great level of support; I think this is the part of what Diversity & Inclusion is all about – sharing the successes and celebrating diversity. Every one of the nominees and especially those who were shortlisted are winners; they have made a difference in their communities.

    Where are you going to go from here with your work?

    There’s still a long way to go, I don’t see my work being done in this lifetime but in fairness I think it’s about ratcheting up what has been done so far and bringing it into business as usual someday, one day! Also I am writing a book Demystifying Diversity which is all about taking away some of the fog that surrounds the topic and making it easier for everyone to understand. Watch this space…

    What does Diversity & Inclusion mean to you?

    Before we look at Diversity, I think that, firstly it is important to consider equality. Equality: has to be about removing the taint and injustice endured by so many people whose characteristics were outside what has historically been perceived as ‘normal’. It is about creating that proverbial playing field where each team or individual does not have an unfair advantage.

    Diversity for me is very much about moving away from mere compliance with the law to recognising the value that a diversity of people are able to bring to an organisation in terms of creating, innovating and performance. The latest ‘Diversity Matters’ report from McKinsey (February 2015), clearly points to a strong link between gender and ethnic diversity on a Board and higher performance.

    I have summed up the progression from equality and diversity to inclusion in the following matrix

    Equality: Creates an environment that is free from unlawful discrimination/unfairness in employment and customer service.

    Diversity: Recognises, encourages and accommodates differences, valuing the contribution such difference brings to the business.

    Inclusion: Recognises every individual’s right to be treated equitably, and to be accorded services and opportunities in a suitable and bespoke manner that is cost effective to the business and valued by customers.

    Jiten Patel winningIn my opinion, inclusion is not really a possiblility until basic equality and diversity issues have been first addressed.

    Where does this rank within your Diversity & Inclusion achievements?

    I would say, this year, at the top! In fairness I’m very proud to have received this award; my real award was the fact that there were people that wanted to nominate me and if I’m making a difference in people’s lives then, at the end of the day, that’s what matters most to me. My other great award this year is knowing that I am working in an institution where the new Vice Chancellor, Peter Horrocks (much like his predecessor) is very much engaged in further Equality, Diversity and Inclusion for all stakeholders.

    What were your thoughts on the Awards?

    I thought it was extremely well organised, energising, motivating, and great to be in the company of like minded people. It was an honour and privilege to be able to celebrate the achievements of so many people and organisations. Paul and his team made the whole event memorable. A lot of thought has gone into making the event interesting and engaging. The breaks allowed people to get up from their table to talk to others and the entertainment was excellent.

    I particularly enjoyed the after party and the opportunity to speak to more people than would have been possible during the formal event. The venue was great and I would not hesitate to recommend others to come along if they have the chance.

     

  • Julie Charles: Lifetime Achiever

    Julie CharlesWe spoke to Julie Charles, Director of Equalities National Council and Winner of The Lifetime Achiever Award at The Excellence in Diversity Awards 2015 to catch her thoughts after winning this prestigious award.

    My legs nearly went under me; it was only at the end that I realised it was me. It was an Oh my god moment! I meant that, I felt elated but overwhelmed because as soon as he said my name people stood up straight away, and the ovation just went on and on and on and I was so humbled by this, I do what I do because I love it and it was just humbling.

    How did you feel about the other shortlisted nominees within your category?

    I had a chance to say good morning shortly to John Butcher and he was lovely, he congratulated me, I didn’t really have a chance to meet with the other nominees because I didn’t know where they were. Most people boogying on the dance floor were coming up to me congratulating me winning this award.

    They were still winners in their own way.

    Where are you going to go from here with your work?

    I’ve got Mark Shrimpton as a mentor for me and also Linda Allen from the Home Office. Linda and I are going to meet every two weeks as is Mark.

    What does Diversity & Inclusion mean to you?

    Diversity & Inclusion means so much to me, it’s a way of existence, it impacts on peoples human rights, and it’s to do with people coming together and being one.

    Where does this rank within your Diversity & Inclusion achievements?

    I’ve had four LA awards and I think this tops them all. Reason being because it was around Diversity & Inclusion valuing people and it wasn’t about race and so that’s why I feel very strongly about the award that I got. It was about Diversity & Inclusion.

    Julie Charles winningWhat were you thoughts on the awards, did you enjoy it?

    Well when the doors opened, my carer came down the stairs to get something while I was getting ready. He said it’s heaving down there. I got dressed went downstairs, saw the lady with the sax, and I thought oh my god, this is serious. When I went into the actual awards ceremony, the whole room was so immaculately done, so tasteful; this could have been done for a wedding and was even better. The certificates were excellent. Jody Cundy even gave me the gold envelope that had my name in as the winner. I have very proud parents at the moment. I was astounded at the end, the whole thing was wicked.

     

  • Damian Kitson: Employee of the Year

    Damian KitsonWe caught up with Damian Kitson, Head of Record to Report at ASDA to catch his thoughts on winning The Employee of The Year Award at The Excellence in Diversity Awards 2015. Here’s what Damian had to say:

    When my name was read out on the evening I was shocked and a little scared to have to go up on stage in front of so many fantastic ambassadors. It was a huge honour to win the award, particularly in Mental Health awareness week. I have been open about suffering from Mental Illness earlier in my career and to be able to share the evening with those colleagues, friends and my wife who supported me in getting back to my best, was truly special. It will be an evening I will never forget.

    How did you feel about the other shortlisted nominees within your category?

    The nominees have achieved some remarkable things. To be considered alongside individuals who have been leading on this subject for over 25 years is very special.

    The passion for fairness and equality shines through in all the nominations. Work in the private, public and community sectors just shows that this subject is now far reaching and creating real momentum.

    I would like to congratulate all the nominees and thank them for their continued efforts on treating difference fairly. Together we can make a real difference.

    Where are you going to go from here with your work?

    IMG_2119This award has done two things. It has given me the confidence to know what we are doing is right. It has also been a positive momentum within Asda and will be a real spring board to further drive the difference we are making in the space of Disability, both visible and invisible.

    2015 will see our Mental Wellbeing campaign alongside charity SANE, extend across our organisation. We will continue to reach out to build our support for colleagues who suffer in silence due to the stigma of Mental Illness. This is not a specific issue to Asda, but one which is a challenge for society. If as an organisation we lead on this agenda and work to break down the stigma, it will make a huge difference.

    What does Diversity & Inclusion mean to you?

    I like to look at this very simply. If we all appreciate our individual uniqueness and at the same time allow and appreciate the difference of others, we will create an environment for people to be at their best.

    The core value of fairness, if consistently applied, results in inclusion.

    Where does this rank within your Diversity & Inclusion achievements?

    In the words of Tina Turner, “Simply the Best”. Seriously, I have been lucky to work with people who give up their time to make a huge difference for others. I can honestly say that I haven’t achieved anything by myself, ever. As such, I accepted this award on behalf of the great work the Disability Steering group has delivered in Asda. I am just privileged to be able to chair this forum and guide a fantastic group of colleagues.

    What were yours and your colleague’s thoughts on the awards?

    IMG_2186The awards were a great opportunity to celebrate the work being done by organisations and individuals across the diversity spectrum. My colleagues who attended were buzzing to be part of the evening and I know have continued to share the experience back in the office.

    What has been amazing is the number of people who have congratulated me and Asda. Colleagues that I worked with many years ago have seen the media feeds and contacted me to congratulate and celebrate the award.