Developing your Inclusion Strategy

Julie Dennis

Head of Diversity

Land Registry

LGBT&Allies Network

• LGBT Network has existed for around 8 years

• Straight Allies Network was created in 2013

• The groups merged in 2015 to create the LGBT&Allies Network because:

the LGBT Network was small; there weren’t enough of us to do all the tasks we wanted or needed to do

we were severely under-represented by female members

we wanted to increase visibility of our role and achievements

we wanted to improve interaction between all the Diversity

network groups due to ‘multiple membership’

First Steps

• Where do you want to be

– What does your business strategy say

– What does good look like

– External drivers

• What's the culture in your business

– What do your people say

• What data have to already got in relation to inclusion

– Workforce profile

– Monitoring data

– Engagement scores

Bite size chunks

Equality Objectives 2016-2018

6

Initiative Objective Measure

(Target) Strategic

theme

People

Strategy

link • Establish and maintain

economic active

population statistics in

strategic locations

• Ensure inclusive

language in all job

descriptions and adverts

• Pilot alternative

approaches to

recruitment panels

• Develop diversity profiles

for job blog

• Generate pool of

recruitment

ambassadors

• Identify barriers through

statistical analysis of

recruitment campaigns

• Sign up to the social

mobility compact

Address

longer term

workforce

demographic

pressures and

under-

representation

by some

diversity

groups

Attraction and

appointment

rates for

candidates

applying for roles

within LR to be

representative of

the minority

ethnic profile of

the local labour

population where

the recruitment

takes place.

We will increase

and extend the

assurance and

compliance

provided to the

market

1. We give

assurance

We will assure

the future

success of the

organisation

through

workforce and

resource

planning

1. We give

assurance

Equality Objectives 2016-2018

7

Initiative Objective Measure

(Target)

Strategic

theme

People

Strategy

link

• Implement

recommendations from

the disability research

project

• Undertake detailed

analysis of performance

and age, and produce

overview report and

recommendations

To challenge the perceived or actual inequalities within performance management

Distribution of

markings for

2016-17

performance year

(awarded April

2017) to show an

improvement on

2015-16 results

for disability, age

and working

patterns

We will drive

efficiency and

provide services

online

2. We have

integrity

Integrity is key to

the way we

manage and

communicate

with our

workforce

2. We have

integrity

Equality Objectives 2016-2018

8

Initiative Objective Measure

(Target)

Strategic

theme

People

Strategy

link

To enhance

the professional capability of our people through a greater application of diversity and inclusion approaches

1. Improvement

in inclusion and

fair treatment

People Survey

results from

minority groups.

2. People survey

leadership

behaviour and

culture scores

from minority

groups are

comparable with

LR average

• Deliver inclusive

leadership training with

SLN

• Introduce diversity

objective for SLN

• Delivery diversity

awareness campaigns

including history months

and coffee mornings

• Deliver mental health

awareness training to

diversity champions

• Integrate diversity into

corporate induction

programme

• Deliver pathways

workshops to under-rep

groups

• Review mentoring

programme for under-rep

groups

3. Reduction in

harassment and

bullying People

Survey scores

We will optimise

our

organisational

capability

4. We are

Professional

Our workforce

will increasingly

consist of

professional

knowledge

workers

4. We are

Professional

Christine Rivers, Head of Equality and Human

Rights

Oxleas NHS Foundation Trust

Inclusion Strategy

A good strategy….

… is built with as many different perspectives as possible (for

example, it involves both straight allies and LGBT people)

A good strategy….

….links with other drivers, strategies and plans

A good strategy….

….has drive and momentum

A good strategy….

…………is realistic and practical

A good strategy….

…is small enough to be realistic but big enough to have an impact

A good strategy….

…has clear goals and milestones

Think collaboratively – who do you need to talk to?

Vision: Where do you want to end up?

“There is only one thing in life worse than being talked about, and

that is not being talked about”

Oscar Wilde

Insight: What are the gaps and what are the drivers?

- What can you learn from others?

Starting Points

….Share ideas and develop them together

….monitor progress and review

….and treat as a ‘live’ document

A few of our LGBT Network challenges, and how we

overcame them…

Challenge Solution

LGBT led from Equality role Elected a Chair for the LGBT Network

Using a wide Network of LGBT staff to take actions forward

Developed an LGBT Executive for action, with the wider LGBT network for consultation and speakers

Limited numbers of LGBT people and so limited impact

Developed a straight allies Network and opened LGBT Network meetings and the Executive to allies

Limited knowledge of LGBT lives amongst staff and senior managers

Invited Directors and senior managers to meet with the Network LGBT Champion on the Board Subsequent invites to management, PEG and other meetings

Increasing the impact of the LGBT Network

Collaboration between Networks – shared goals and working together Leadership development for Network Executives Meeting with the Governors

Increasing LGBT visibility Communication campaigns, including give-aways

Goal Actions

Improve WEI Collate information from the Stonewall feedback meeting

Set up meetings throughout the year

Contact others in the index for collaboration

Meet with key people – learning, NED, Procurement

HEE Bid

Develop separate Action plan

Organise a LGBT User Event/consultation Meet with the Metro

Discuss with PEGs

Discuss within existing feedback routes

Identify an area for consultation (forensic, LD, mental

health)

Develop the LGBT Executive e-mail to Network and e- mail to Straight Allies

circulate Champion specification

Leadership development

Increase LGBT Network visibility on intranet and internet Identify a Comms lead

Ask members of the Network for stories and to start

discussions on forums

Mystery shopper exercise

LGBT Network: Greater impact and reach Meet with the Governors

Meet with staffside

Meet with Network chairs

Invite Directors to Network meetings

Thankyou

Christine.rivers@oxleas.nhs.uk