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From Equality to Inclusion:

St Mungos Diversity & Inclusion Strategy 2015 2018

Janine La Rosa
Head of Diversity and Inclusion

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Organisation Strategy Overview

From Equality to Inclusion the SMB Diversity and Inclusion


Strategy 2015-2018 aims to build on the achievements of Equality
in Action, the D&I strategy which ended in 2014
Whilst diversity and compliance with the 2010 Equality Act remain
key priorities, we believe that our goal is to be recognised by our
staff, clients and stakeholders as an inclusive organisation where
people from all backgrounds are able to be their best selves
Our ambition now is for diversity and inclusion to be woven into the
fabric of our organisation, supporting our business priorities and
our ethos through our three key diversity objectives:
Diverse representation at all levels that reflects the local demographics
Inclusive and accessible culture
Supporting growth and adding value

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From Equality to Inclusion:
St Mungos Broadway Diversity and Inclusion Strategy 2015-2018

Vision: where staff, clients and volunteers from all backgrounds can be their best selves, bringing together experiences, commitment and
expertise in an inclusive organisation that delivers a personalised recovery approach

Objectives Goals Strategy KPIs

Diverse A clear understanding across the Positive action initiatives to address underrepresentation at senior levels Quarterly reports tracking
Representation at all organisation of our diversity Partnerships with organisations that support this objective representation of BAME,
levels that reflects performance and inclusion ambition Regular diversity reporting at least quarterly shared with appropriate levels of the Women, LGBT and disabled
the local organisation employees
Fair access to opportunities for career
demographic Review recruitment process and hiring manager training to mitigate risk of bias Comparison to ONS data
and personal development Reflecting the demographics of our clients through images and stories
Address underrepresentation at senior
levels of women and BAME
Inclusive attraction and recruitment
activities

Inclusive and Inclusive values and behaviours Regular internal (e.g. The Saint) and external diversity and inclusion related stories that Track frequency of
Accessible Culture High levels of satisfaction from clients dispel myths, challenge stereotypes and educate diversity stories on
of all backgrounds [measure?] Diversity and inclusion woven into all learning and development activities Opendoor
Effective employee and client diversity networks that engage with Outside In, and support Each diversity network to
Better than norm scores in people
the recovery approach complete action plan and
survey Refresh and relaunch EIA process feedback the outcomes
Equal rates of success for clients from Effective reasonable adjustment process in place including IT and wheelchair accessible Record attendance at
all backgrounds buildings diversity and inclusion
Reduction in number of grievances and Diversity Calendar produced annually with supporting information/tools as required training and feedback by
tribunal with a diversity component At least one significant diversity event held per quarter e.g. International Womens Day or demographic
World Day for Cultural Diversity
Ensure that staff and client events are inclusive and accessible as far as possible
Rollout dignity at work programme
Refresh and rollout diversity and inclusion training

Supporting Growth Approach to diversity and inclusion a Include diversity and inclusion performance in bids Positive feedback from bid
and Adding Value key differentiator in bids and new Achieve and/or maintain high profile diversity and inclusion and partnerships e.g. committees
business Stonewall Top 100, Results from external
Assess current levels of staff attrition by demographic benchmarking
Appropriate levels of staff retention
Safe and dignified reconnections through networks, policies and procedures Client reconnections
Add value to clients Identify bespoke service opportunities that meet the diverse needs of our clients recorded and monitored by
Innovating and developing service demographic
models that meet client needs At least one new service
with a diversity focus
launched per year
Monitor staff attrition data
by demographic
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Action Plan 2015-2016
Objectives Actions Timescale Lead

Diverse Devise and implement a new initiative to improve the representation of BAME staff at Head/Area Manager 31 Dec 2015 HR/ BAME Network
Representation at level and above.
all levels that
reflects the local Improve management information and reporting on diversity issues 31 Dec 2015 HR
demographic
CEE Staff and client case studies Ongoing CEE Network

Develop LGBTQ+ strategy 31 December LGBTQ+ Network


2015

Develop BAME Strategy 31 December BAME Network


2015

Inclusive and Review diversity training provision for managers and staff 31 May 2015 HR
Accessible Culture
Review the Diversity & Inclusion Strategy 31 May 2015 Janine, Head of Diversity
and Inclusion

Develop and implement action plan from Stonewall Equality Index report 2014/15 and submit 2015/16 30 June 2015 HR/LGBTQ+ Network
accreditation

Review internal structures for promoting diversity and inclusion 31 May 2015 HR/ D&I Steering Group

GAA subscription Ongoing Irish Network

Working with L&D to ensure that awareness of the Diversity networks is part of Induction 30 June 2015 HRAll networks

Order and distribute rainbow stickers 30 June 2015 LGBTQ+ Network

Training and partnership with external organisations e.g. Roma support group , AIRE, Eves, Gendered Ongoing All networks
Intelligence

Supporting Growth Support for bids relevant to each of the diversity networks Ongoing All networks
and Adding Value
Implement the Allies programme by encouraging practical tasks for staff e.g. adding the LGBTQ Allies 30 June 2015 LGBTQ+ Network
symbol to their email signature, distributing stickers. Allies and group members will be visible in the
organisation.

Metro- new project for Polis h clients Ongoing New Business and CEE
Network

Develop migrants strategy Ongoing CEE Network


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Appendix

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LGBTQ+ Network
Vision: where staff, clients and volunteers from all backgrounds can be their best selves, bringing together experiences, commitment and
expertise in an inclusive organisation that delivers a personalised recovery approach

Objectives Goals Strategy


Diverse To promote awareness of trans Celebrating and participating in Trans events and key dates, building links
Representation at and non-binary identities with Trans organisations. Offering advice, guidance and training in Trans and
all levels that alongside existing LGB work for LGB awareness.
reflects the local Invite network members to meetings to share ideas, success stories and
the next 3 years
demographic comments
To build links with the other
organisational diversity networks
and champions to work more
effectively across the networks.

Inclusive and Ensure that meetings are Book every other meeting at Great Guildford Street or another accessible
Accessible Culture accessible to all venue, investigate conference calling or Skype to allow outer London
Ensure that LGBTQ awareness members to attend
Working with L&D to ensure that awareness of the Diversity networks is
is present throughout the
part of Induction
organisation Order and distribute rainbow stickers

Supporting Growth Rolling out the LGBTQ Allies Implement the Allies programme by encouraging practical tasks for staff e.g.
and Adding Value programme to promote LGBTQ adding the LGBTQ Allies symbol to their email signature, distributing
visibility in the organisation stickers. Allies and group members will be visible in the organisation.
Ensure representation at Client
Festivals and Staff Forums

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Women's Network
Vision: where staff, clients and volunteers from all backgrounds can be their best selves, bringing together experiences, commitment and
expertise in an inclusive organisation that delivers a personalised recovery approach

Objective Goals Strategy Network Actions


s
Diverse A clear understanding across the Positive action initiatives to address underrepresentation at senior levels Seek feedback regarding
Representation at organisation of our diversity Partnerships with organisations that support this objective informal mentoring does it
all levels that performance and inclusion ambition Regular diversity reporting at least quarterly shared with appropriate levels of the already go on? If not, would
reflects the local organisation people like it to?
Fair access to opportunities for career
demographic Review recruitment process and hiring manager training to mitigate risk of bias Promote the existing mentoring
and personal development Reflecting the demographics of our clients through images and stories scheme
Address underrepresentation at Find out if there are any
senior levels of women and BAME females-specific training or
Inclusive attraction and recruitment development needs that need to
activities be fed back to L & D

Inclusive and Inclusive values and behaviours Regular internal (e.g. The Saint) and external diversity and inclusion related stories that Promoting/raising awareness of
Accessible High levels of satisfaction from clients dispel myths, challenge stereotypes and educate Womens Focus Group at team
Culture of all backgrounds [measure?] Diversity and inclusion woven into all learning and development activities meetings
Effective employee and client diversity networks that engage with Outside In, and support Promote the Female Icons
Better than norm scores in people
the recovery approach Calendar
survey Refresh and relaunch EIA process Promote the womens stall
Equal rates of success for clients Effective reasonable adjustment process in place including IT and wheelchair accessible that will be at the Client Festival
from all backgrounds buildings
Reduction in number of grievances Diversity Calendar produced annually with supporting information/tools as required
and tribunal with a diversity At least one significant diversity event held per quarter e.g. International Womens Day or
component World Day for Cultural Diversity
Ensure that staff and client events are inclusive and accessible as far as possible
Rollout dignity at work programme
Refresh and rollout diversity and inclusion training

Supporting Approach to diversity and inclusion a Include diversity and inclusion performance in bids Finding out about,
Growth and key differentiator in bids and new Achieve and/or maintain high profile diversity and inclusion and partnerships e.g. highlighting/publicising and then
Adding Value business Stonewall Top 100, working out how best to build on
Retention programme for groups most at risk of churn any existing links we have with
Appropriate staff retention [set
Safe and dignified reconnections through networks, policies and procedures other organisations that support
measure] saving costs per hire Identify bespoke service opportunities that meet the diverse needs of our clients women with issues that tend to
Add value to clients be more relevant for women,
Innovating and developing service such as domestic violence,
models that meet client needs issues relating to children and
families etc, e.g. EAVES.

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Disability Action Network
Vision: where staff, clients and volunteers from all backgrounds can be their best selves, bringing together experiences, commitment and
expertise in an inclusive organisation that delivers a personalised recovery approach

Objective Goals Strategy Network Actions


s
Diverse A clear understanding across the Positive action initiatives to address underrepresentation at senior levels We inform the clients who are linked into
Representation at organisation of our diversity Partnerships with organisations that support this objective the services we provide of the objectives of
all levels that performance and inclusion ambition Regular diversity reporting at least quarterly shared with appropriate levels of the the DAN
reflects the local organisation
Fair access to opportunities for career
demographic Review recruitment process and hiring manager training to mitigate risk of bias
and personal development Reflecting the demographics of our clients through images and stories
Address underrepresentation at
senior levels of women and BAME
Inclusive attraction and recruitment
activities

Inclusive and Inclusive values and behaviours Regular internal (e.g. The Saint) and external diversity and inclusion related We have set up the meetings until Jan
Accessible High levels of satisfaction from clients stories that dispel myths, challenge stereotypes and educate 16 and we will place notice in the
Culture of all backgrounds [measure?] Diversity and inclusion woven into all learning and development activities bulletin for the upcoming meetings to
Effective employee and client diversity networks that engage with Outside In, and
Better than norm scores in people include staff and in turn clients of the
support the recovery approach
survey Refresh and relaunch EIA process objectives for the next few months.
Equal rates of success for clients Effective reasonable adjustment process in place including IT and wheelchair Holiday in April to Glastonbury
from all backgrounds accessible buildings Diversity and Sensory Awareness Day
Reduction in number of grievances Diversity Calendar produced annually with supporting information/tools as required We will inform comms of all good
and tribunal with a diversity At least one significant diversity event held per quarter e.g. International Womens news stories and all positive
component Day or World Day for Cultural Diversity improvements and hurdles overcome in
Ensure that staff and client events are inclusive and accessible as far as possible
Rollout dignity at work programme
the coming year.
Refresh and rollout diversity and inclusion training DAN story in The Saint

Supporting Approach to diversity and inclusion a Include diversity and inclusion performance in bids
Growth and key differentiator in bids and new Achieve and/or maintain high profile diversity and inclusion and partnerships e.g.
Adding Value business Stonewall Top 100,
Retention programme for groups most at risk of churn
Appropriate staff retention [set
Safe and dignified reconnections through networks, policies and procedures
measure] saving costs per hire Identify bespoke service opportunities that meet the diverse needs of our clients
Add value to clients
Innovating and developing service
models that meet client needs

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Irish Network
Vision: where staff, clients and volunteers from all backgrounds can be their best selves, bringing together experiences, commitment and
expertise in an inclusive organisation that delivers a personalised recovery approach

Objective Goals Strategy Network Actions


s
Diverse A clear understanding across the Positive action initiatives to address underrepresentation at senior levels Develop training course introducing staff to
Representation at organisation of our diversity Partnerships with organisations that support this objective the cultural background and specific support
all levels that performance and inclusion ambition Regular diversity reporting at least quarterly shared with appropriate levels of the needs of Travellers
reflects the local organisation
Fair access to opportunities for career
demographic Review recruitment process and hiring manager training to mitigate risk of bias
and personal development Reflecting the demographics of our clients through images and stories
Address underrepresentation at
senior levels of women and BAME
Inclusive attraction and recruitment
activities

Inclusive and Inclusive values and behaviours Regular internal (e.g. The Saint) and external diversity and inclusion related For clients at Chichester Road service
Accessible High levels of satisfaction from clients stories that dispel myths, challenge stereotypes and educate site, we have subscribed to a
Culture of all backgrounds [measure?] Diversity and inclusion woven into all learning and development activities subscription channel so that they can
Effective employee and client diversity networks that engage with Outside In, and
Better than norm scores in people watch live GAA games.
support the recovery approach
survey Refresh and relaunch EIA process Celebrate key cultural events eg St
Equal rates of success for clients Effective reasonable adjustment process in place including IT and wheelchair Patricks Day
from all backgrounds accessible buildings Actively and effectively promote the
Reduction in number of grievances Diversity Calendar produced annually with supporting information/tools as required next Aisling services home holiday
and tribunal with a diversity At least one significant diversity event held per quarter e.g. International Womens opportunity
component Day or World Day for Cultural Diversity
Ensure that staff and client events are inclusive and accessible as far as possible
Rollout dignity at work programme
Refresh and rollout diversity and inclusion training

Supporting Approach to diversity and inclusion a Include diversity and inclusion performance in bids Ensure that appropriate focus is placed
Growth and key differentiator in bids and new Achieve and/or maintain high profile diversity and inclusion and partnerships e.g. on Equality Impact Assessment as/if any
Adding Value business Stonewall Top 100, austerity measures are taken forward
Retention programme for groups most at risk of churn Support bids for important MH and
Appropriate staff retention [set
Safe and dignified reconnections through networks, policies and procedures substance misuse services in Islington
measure] saving costs per hire Identify bespoke service opportunities that meet the diverse needs of our clients and Haringey, boroughs in which Irish
Add value to clients people are identified as being at
Innovating and developing service increased risk of suffering a number of
models that meet client needs relevant conditions and to be less
positively benefitting from some aspects
of the current treatment and support
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CEE Network
Vision: where staff, clients and volunteers from all backgrounds can be their best selves, bringing together experiences, commitment and
expertise in an inclusive organisation that delivers a personalised recovery approach

Objectives Goals Strategy Network Actions

Diverse A clear understanding across the Positive action initiatives to address underrepresentation at senior levels Liaison with HR re job
Representation at all organisation of our diversity Partnerships with organisations that support this objective description roles for
levels that reflects performance and inclusion ambition Regular diversity reporting at least quarterly shared with appropriate levels of the CEE/migrants workers
the local organisation Case studies
Fair access to opportunities for career
demographic Review recruitment process and hiring manager training to mitigate risk of bias Statistic- gathering data
and personal development Reflecting the demographics of our clients through images and stories Client/staff surveys
Address underrepresentation at senior
levels of women and BAME
Inclusive attraction and recruitment
activities

Inclusive and Inclusive values and behaviours Regular internal (e.g. The Saint) and external diversity and inclusion related stories that Training and partnership
Accessible Culture High levels of satisfaction from clients dispel myths, challenge stereotypes and educate with Roma support group
of all backgrounds [measure?] Diversity and inclusion woven into all learning and development activities Liaison with Outisde In
Effective employee and client diversity networks that engage with Outside In, and support Regular info/positive case
Better than norm scores in people
the recovery approach studies in The Saint
survey Refresh and relaunch EIA process Working partnership with
Equal rates of success for clients from Effective reasonable adjustment process in place including IT and wheelchair accessible AIRE (trainings, the
all backgrounds buildings conference)
Reduction in number of grievances and Diversity Calendar produced annually with supporting information/tools as required Family Advice assistance
tribunal with a diversity component At least one significant diversity event held per quarter e.g. International Womens Day or tools for EEA clients
World Day for Cultural Diversity
Ensure that staff and client events are inclusive and accessible as far as possible
Rollout dignity at work programme
Refresh and rollout diversity and inclusion training

Supporting Growth Approach to diversity and inclusion a Include diversity and inclusion performance in bids METRO new project for
and Adding Value key differentiator in bids and new Achieve and/or maintain high profile diversity and inclusion and partnerships e.g. Polish clients
business Stonewall Top 100, Migrants strategy
Retention programme for groups most at risk of churn Liaison with FLEX (Labour
Appropriate staff retention [set
Safe and dignified reconnections through networks, policies and procedures Exploitation/Human
measure] saving costs per hire Identify bespoke service opportunities that meet the diverse needs of our clients Trafficking advisory group)
Add value to clients
Innovating and developing service
models that meet client needs

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