By Siobhán Lloyd

June 2008
First they came for the Communists,
and I didn’t speak up,
because I wasn’t a Communist.
Then they came for the Jews,
and I didn’t speak up,
because I wasn’t a Jew.
Then they came for the Catholics,
and I didn’t speak up,
because I was a Protestant.
Then they came for me,
and by that time there was no one
left to speak up for me.
by Pastor Martin Niemöller, 1945
4
Foreword 5
Acknowledgements 6
Introduction 7
Part One
SectionOne 13
Defnitions
SectionTwo 19
TheCaseforEqualityandDiversity
SectionThree 23
Knowingwhereyouareandwhereyouwanttobe
1. ConductinganEqualityAudit 23
2. AnActionPlan 26
3. AssessmentandReview 27
4. LVSCCaseStudy 28
SectionFour 35
Howdoweknowwhatwedoisgoodorgettingbetter?
1. Benchmarking 35
2. DataCollection 38
3. EqualitiesMonitoring 39
4. Outcomes 45
5. EqualityStandards 47
6. OtherStandards 52
7. SelfassessmentTools 53
Part Two
SectionOne 63
HumanRights
SectionTwo 67
ThePublicSectorDuties
SectionThree 71
TheEqualityStrands
1. GenderandGenderIdentity 72
2. SexualOrientation 88
3. Age 97
4. Disability 106
5. Race 124
6. ReligionandBelief 137
Part Three
SectionOne 145
Glossary
SectionTwo 149
Organisationsandresources
C
O
n
T
E
n
T
S
5
Olmec is Presentation’s community investment foundation which delivers
programmes that have a positive impact on society. We are driven by the
principlesofself-help,empowermentandsocialjustice.
WearepleasedtobeabletopresenttheGuidetoEqualitiesandDiversityin
theThirdSectorwhichhasbeenproducedfollowingconsultationwithrelevant
stakeholdersinthefeld.WhenOlmecundertookthischallenge18months
ago,wewantedtoanalysewhetherthirdsectororganisationwereeffectively
measuring,monitoringandsettingperformancetargetsaroundequalityand
diversity. As a result of this research we put together this Guide detailing
backgroundinformation,legislation,toolkitsandotherresourcesthatwould
helpusallincorporatebetterpractices.TheGuiderefectstheareasthatthe
participantsidentifedaspriority.
In the process we gained very valuable information about the sector, their
aspirations,ambitionsaswellassomeoftheconstrainingfactorsthatstillact
asbarriersinfullyimplementinggoodpracticeinequalitiesanddiversity.Ihave
tosaythatwewerealsotouchedbytheincredibleresponsethatweobtained
fromvariousorganisationsandbytheoverwhelmingcommitmenttoequalityof
outcomesthatcharacterisesourdailyefforts.Thishasinspiredustotakethis
projecttowherewearenowandhasgivenustheconfdencethatthesectoris
willingtotakethestepstowardsbestpractice.
WehopethatbyproducinganddisseminatingthisGuide,Olmechasplayeda
partinsupportingthethirdsectorinmainstreamingequalityanddiversity.This
Guide,asastartingpoint,willenableusalltotakeourcollectiveresponsibility
tomakingsocietyabetterplaceforeveryonetoliveandwork.Webelievethat
thatthisjourneymustbeginwiththefundamentalvaluesthatdrivethesector:
thevaluesofinclusiveness,fairnessandrespectforall.Weneedtotranslate
thesevaluestocommitmentandactionsthatwilldeliverthebestoutcomes
forthepeoplethatwearesetuptoserveandforthepeopleweengageas
volunteersandstaff.
Pam Brown
Chair
Presentation Group
Foreword
6
Olmecwouldliketothankallourcolleaguesandorganisationsthathavehad
aninputintothisGuide.
Wewouldparticularlyliketothanktheadvisorygroupforthisprojectwhich
comprised of Jake Elliott (the Performance Hub); Tim Brogden (London
VoluntaryServiceCouncil);CliveAttenboroughandCarolMack(Association
ofCharitableFoundations);LindaBellos(DiversitySolutions);andJillWalsh
(CapacityBuilders).Withouttheirpatiencecommentsandguidancewewould
nothavebeenabletocompletethisGuide.
TheinputofYasminJenningsforresearchingresourcesfortheGuideand
LindaBellosforeditingithasbeeninvaluable.
Thefollowingcontributedbyreadingandcorrectingchaptersrelevanttothe
workoftheirorganisation:IsabelHudson(Women’sResourceCentre);Tim
Brogden(LondonVoluntaryServiceCouncil);GrahamJordan(FaithRegen
Foundation);TracyDean,(PressforChange);DinahCox(RaceontheAgenda)
andLizSayce(Radar).
Wewouldalsoliketothankthefollowingorganisationswhoprovideduswith
extrainformation,ideas,adviceorcasestudies:LondonVoluntaryService
Council;GroundworkUK;MantonCommunityAlliance;RipponCVS;Volunteer
CentreTameside;MerseyDisabilityFederationandNeurosupport;Together
forPeace;OxfamUKPovertyProgramme;AgeConcernLondon;theNational
CentreforDiversity;andCommittedtoEquality.
Finally,wewouldliketothankLloydsTSB,PresentationandAwardsforAllfor
providinguswiththefundingtobeabletoproducethisGuide.
Acknowledgements
7
TheUKisadiverseandmulticulturalsociety.Peopleofdifferentreligionsor
beliefs,sexualorientation,race,age,gender,economicresourcesanddisability
livesidebyside.Yetinequalitypersistsinoursociety.
Equalityanddiversityisanaturalagendaformanythirdsectororganisations
setuptomakesocietyabetterplacetoliveandwork.Thethirdsectorhasbeen
vociferousinitscampaigningforequalityandjustice.Wellknownexamples
includeLiberty,whichpromotescivilliberties,Stonewall,whichhasactively
pushedforaccesstorightsforthelesbian,gayandbisexualcommunity;and
RaceontheAgendawhichhaschampionedraceequalityinLondon.
The legal context
Overthepastfortyyearstherehavebeenmovestotacklediscriminationand
endemicinequalitythroughlegislation.Inthe1970s,Britainimplementeda
rangeofequalitylaws,includingtheEqualPayAct1970,theSexDiscrimination
Act1975andtheRaceRelationsAct1976.ThefrstDisabilityDiscrimination
Actcameintoeffectin1995.However,theselawsdidnotleadtorapidchange
thatresultedinequalityforeveryone.Inpart,thiswasbecausefewpeople
understoodhowtobringabouteffectivechangethatwouldeliminateunlawful
discrimination.
Amendments to equality legislation have helped to increase the impact of
Britain’sequalitylaws.Statutorygeneralandspecifcdutiesrequireover43,000
UKpublicbodiesandsomethirdsectororganisationstoactivelypromoterace,
disabilityandgenderequality.
Legislationhascontinuedtoevolveandaddressareaspreviouslynotcovered.
Forexample,Parts2and3oftheEqualityAct2006cameintoforce,which
prohibitorganisationsfromunlawfuldiscriminationongroundsofreligionand
belief,andsexualorientation,whenprovidinggoods,facilitiesandservices.
Mostrecently,theGovernmentisproposingaSingleEqualitiesActforGreat
Britainwhichithopeswillproduceamorestreamlinedlegislativeframework.
Thisshouldresultingreaterclarityandbetteroutcomesforthoseexperiencing
discrimination.Thethirdsectorhasplayedanactivepartintheconsultationon
theDiscriminationLawReview,theGovernment’sconsultationthatwilllead
tothecreationofaSingleEqualityBill.Thirdsectororganisationshavecome
togethertoensurethattheprovisionsintheproposedActarestrongerthan
thoseproposedintheDiscriminationLawReview.
The equalities landscape has further changed since the setting up of the
EqualityandHumanRightsCommission(EHRC)in2007.Thiscommission
replacestheworkofthelegacyCommissions(CommissionforRacialEquality,
Equal Opportunities Commission and the Disability Rights Commission)
and has responsibility for the other equality areas of human rights, sexual
orientation,age,religionandbelief.Thethirdsectorshouldmakefulluseof
Introduction
8
theEqualityandHumanRightsCommission’sextensiveonlineresources.The
sectorshouldalsorespondtoallconsultation,involvement,grant-makingand
otheropportunitiesofferedbytheCommission.
Equality and diversity in the third sector
Alongsidethistherehavebeensomeexcitingdevelopmentsinequalitiesand
diversitywithinthethirdsectoritself.TheNationalEqualityPartnership1was
awardedfundingbyCapacitybuilderstodelivertheNationalSupportService
inEqualities.Itaimstoimprovesupporttofrontlineequalityorganisations,run
bypeoplewhoexperiencediscriminationandabuse,bysupportingequality
networks and increasing collaboration between equalities and generalist
supportproviders.Theyalsointendtoimprovesupportproviders’abilitiesto
supportallfrontlineorganisationsonequality,diversityandhumanrights.Their
aimistogiveequalitiesorganisationsahigherproflewithinthethirdsector.
Withthepolitical,legalandsocialcontextrelevanttotheequalitiesanddiversity
agendacontinuallychanging,thirdsectororganisationsarechallengedwith
therequirementtokeepupwiththesechangesandtoensurethattheyare
deliveringbestpractice.Thereisnoshortageoftoolkitsandresourcesthatcan
assistthesectorinembeddinganddeliveringbestpracticeinequalitiesand
diversity.However,organisationswillneedtoinvestaconsiderableamountof
timetoaccesstheplethoraofinformationavailable.
InOlmec’sresearchTotalEqualitiesSystemResearchReport(Lloyd&Ahmed,
2008)wefoundahighlevelofcommitmenttoequalitiesanddiversityinthe
sector.However,thekeybarrierstoimplementinggoodpracticeweretimeand
resources.Theresearchfoundthatorganisationsdidnotwanttheproductionof
anymoretoolkits,noranyotherqualitystandardsonequality.Whatwasmore
importanttoorganisationswasassistanceinselectingthemostappropriate
standard and toolkits for their areas of work. Organisations also required
assistanceindefningwhatequalitiesmeanforthemandhowtosetequalities
targetsandperformancemeasurementframeworks.Thesectorwantsbetter
signpostingtotheavailabletraining,supportandresourcesonequalitiesand
diversitythataremostrelevanttothem.
The purpose of the Guide
This Guide has been produced as a direct result of the research and
recommendationsfromtheresearchconductedbyOlmec.Itaimstoaddress
thetimeandresourceconstraintsidentifedbythesector.Itsmainpurposeisto:
provideaneasytousereferenceresourceforthethirdsector:
enablethirdsectororganisationstoaccessrelevantavailablesupport;
ensurethatresourcesavailableforthesectorareeasytofnd;
assistthesectorinimprovingitsperformanceonequalitiesanddiversity;
ensurethatpromotingdiversityremainsanachievableambitionofthesector.
1. Thepartnershipis
comprisedofthe
Women’sResource
Centre(WRC),
Voice4Change
England(V4CE),
theConsortium
ofLesbian,Gay,
Bisexualand
Transgender
Voluntaryand
Community
Organisations(the
Consortium)andthe
NationalAssociation
forVoluntary
andCommunity
Action(NAVCA)
http://www.
improvingsupport.
org.uk/equality/
partners.html
9
How to use the Guide
TheGuidehaspulledtogetheravailableinformationonequalityanddiversity
as well as toolkits, publication, resources, quality standards, relevant
organisations,websites,trainingandsupport.Themajorityofresourcesare
relevanttoorganisationsirrespectiveoftheirsize,althoughsomeresources
maybemorerelevantandappropriatetoorganisationsofparticularsizesand
types. In producing this Guide we have focused on the areas specifed by
theorganisationstakingpartinOlmec’sresearch.Eachsectionincludesan
introductiontothetopic,alistofresources,andwhererelevantcasestudies
andexamplesofgoodpractice.
By listing the resources in this Guide, Olmec is not endorsing them but
merelymakingthemknowntoorganisations.ThroughouttheGuidewemake
referencestolegislation.TheinformationonlegislationisintendedasaGuide
ratherthancomprehensivelegaladvice.Ifyouareconcernedthatyouarenot
meetingalegalrequirement,youshouldalwaysseekappropriatelegaladvice.
Whilstwehavetriedtobeascomprehensiveaspossible,therewillinevitably
be resources which we have omitted and organisations that are not listed.
Wealsoappreciatethattheevolvingnatureofthisfeldofworkwillmeanthat
informationwillbecomeoutdatedatsomepoint.Aswefndoutaboutmore
resources,wewillupdateourwebsite.If,inthecourseofyourwork,youfnd
otherresourcesthatmaybeofusetoothers,pleasegetintouchwithusand
wecanaddittothewebsiteresourcelist.
TheGuideisdividedinto3parts.Thefrstparthasfoursections.Ittakesan
organisationthroughhowtoimplementbetterpracticeinequalityanddiversity
within their organisation. The second part has three sections which cover
humanrights,thepublicsectordutiesandthesixequalitystrands.Section3
providesaglossaryandacompletelistoforganisationsandresources.
TheGuideisafexibleresource.ThereadercanusethewholeGuideorjust
thesectionsmostrelevanttotheirwork.
Part One
SectionOne:Providesdefnitionsofequalityanddiversity
SectionTwo:Makesthecaseforequalityanddiversity
SectionThree:Providesinformationonhowtoconductanequalityaudit,
deviseanactionplantoimprovepracticeandcarryoutanassessment
andreviewofyourwork
SectionFour:Isdedicatedtobenchmarkingandequalitystandardsand
givesinformationontoolkitsthatmaybeofusetoorganisations
Part Two
Section One: A Human Rights Based Approach to Equalities and
Diversity
SectionTwo:ThePublicSectorDuties
SectionThree: GenderandGenderIdentity
SexualOrientation
Age
Disability
Race
ReligionandBelief
Part Three
SectionOne:Glossary
SectionTwo:OrganisationsandResources
10
This part of the guide takes you through implementing better equality and
diversity practices within an organisation. It includes: definitions; a moral,
businessandlegalcaseforimplementingbetterequalityanddiversitypractices;
informationonhowtoconductanequalityaudit,writeanactionplanandcarry
outanassessmentandreview;informationonbenchmarking;informationon
standards;andfnallyalistoftoolkitsthatcanhelporganisationsimplement
betterpractices.
You can take information from this section to suit your organisation or go
throughonestageatatime.
P
A
R
T

O
n
E
Stage1 DefnewhatequalityanddiversitymeanforyourOrganisation.
Stage2 Developamoral,businessandlegalcaseforwhyyourorganisation
shouldbeimplementingbetterpracticeinequalityanddiversity.
Stage3 Presentyourcasetoseniormanagementandyourboardoftrustees
togettheirbuyinandownershipforthenextstages.
Stage4 Conductanequalityauditofyourorganisationusingtheopinions
of staff, volunteers, service users and other stakeholders about
diversityandequalitywithinyourorganisation.
Stage5 Writeareportonyourfndings.
Stage6 Deviseanactionplantomakeimprovementsbasedonyourfndings.
Stage7 Implementyouractionplan.
Stage8 Carryoutanassessmentandreviewayearorsoafteryouhave
donethefrstaudittoseeiftheactionsyouimplementedhavehad
animpact.
Stage9 Benchmarkyourorganisationagainstothersimilarorganisationsor
againstyourownprogressovertime.
11
12
13
Olmec’s Director, Tanzeem Ahmed, presenting Olmec’s vision at the organisation’s launch
event September 2005.
Society is complex and made up of people from different socio-economic
backgrounds, countries, ethnic groups, different sexual orientations, ages,
gender,disabilities,religionsandbeliefsystems.“Equality”and“diversity”are
twotermsthatareoftenusedinmanagementandwithinorganisations.Butitis
importanttothinkaboutwhatwemeanbythetermsandhowtheycanhelpto
improveanorganisationandsocietyingeneral.
In essence, diversity is about people, and equality is about the equality of
outcomes experienced by individuals and groups in diverse communities.
Equalityofoutcomesisarequirementofequalitylaw.
The scope of equality and diversity varies according to the nature of an
organisation’sworkandtheneedsofitsserviceusers.Anorganisationwill
needtosetoutwhatequalityanddiversitymeansforitself.Thiswillnormally
becrystallisedinastatementthatdemonstratesitscommitmenttoequalityand
diversity.Informulatingsuchastatement,ausefulstartingpointisto:
haveacleargraspofthediversitywithinandbetweenindividualsand
communities;and
decidehowtheorganisationcanrespondto,refect,embed,promote
andmeasureequalityofoutcomesforthisdiversity.
Organisationsoftenassumethattheirequalopportunitiesstatementandpolicy
suffcientlycoverstheirequalityanddiversityrequirements.Olmec’sresearch
SectionONE
Defnitions
Diverse means
different. We are
all different and
therefore, diversity
is about us all.
NationalCentrefor
Diversity
14
(Lloyd&Ahmed,2008)foundthatforthemajorityoforganisations,anequal
opportunities policy covers recruitment and service provision. It is usually
focusedonthesixequalitystrandsofage,gender,disability,sexualorientation,
gender,religionandbelief,andrace.Historically,equalopportunitiespolicies
havearisenfromtheneedtotackleworkplacediscriminationandovertime
haveexpandedtocoverserviceprovision.Theunderlyingbasisofsuchpolicies
istoeliminateanyformofdiscriminationsothatthereisafairnessandequityin
thewaythatpeoplearetreated.
Anorganisationwishingtodelivergoodequalitypracticewouldalsoembedthe
following:
have commitment to diversity at the most senior levels of an
organisation;
demonstratethatdiversityisembeddedthroughouttheorganisation
andisexplicitintheorganisation’smissionstatement,aims,strategic
objectives,values,policiesandthewayitcommunicatesaboutitself;
recognisethateveryoneisdifferentinavarietyofvisibleandnon-visible
ways;
have a culture and practices that recognise, respect and value these haveacultureandpracticesthatrecognise,respectandvaluethese
differences;
havepoliciesandpracticesinplacewhichallowthediverseneedsof
serviceuserstobemetwithinaframeworkofrespect,fexibilityand
dignity;
recognise the capacity and capability of people who work in the
organisationandprovideanenvironmentwhichfacilitateslearningand
developmentsothatpeoplecanreachtheirpotential;
recogniseandencouragetalentandensureitisappropriatelyusedto
meettheambitionsoftheorganisation;
ensurepeoplewhoarepartoftheorganisationfeelthattheirviews,
inputandsuggestionsarevalued,consideredandtakenintoaccount
appropriately;
recruitandretainstaffandvolunteersfromthediversitythatismost
appropriatetothenatureofitswork;
ensurethatallstaffandvolunteershaveagoodlevelofunderstanding
andawarenessofdiversityandareclearontheirroleinthedelivery,
monitoringandreportingondiversity;and
regularly refect on the outcomes of your work and commit to good
practice.
AusefulstartingpointistolookattheDiversity Wheel below.Thecentreofthe
wheelillustrateswhatcouldbedescribedastheprimarydimensionsofdiversityor
thesixstrands.Someone’sethnicorigin,sexualorientation,age,gender,religion
andbeliefsystemanddisabilitiesarecoretothem.Youmaybebornintoafamily
withaparticularreligiousbeliefbutyoumaydecidetoconverttoanotherreligion
orsimplychoosenottofollowthatreligionanymore.Someaspectschangeover
Together for Peace
replacedtheir
diversitystatement
withacorevalues
statementas
follows:
Together for Peace
is committed to
embracing the rich
variety of peoples
and cultures in
Leeds. We seek to
embody sensitive,
respectful and
inclusive ways
of working and
relating with all; and
on that basis, we
aim to encourage a
culture of openness
and dialogue in
which we are all
able to be enriched,
grow with one
another, learn from
one another’s work
and life practices,
and constructively
and creatively work
with difference.
time.Forexample,everyonegetsolderandapersonmaybetreateddifferently
atdifferentstagesintheirlifebecauseoftheirage.Otheraspectscannotbe
changed.Forexample,wecannotchangeourethnicorigin.
Thesecondcircleillustrateslifeexperiencesorthesecondarydimensionsthat
makeeachandeveryoneofusdifferent.Anyonepersonisacombinationof
thesedimensionsandthesedifferencesmakeoursocietyrich.Organisations
thatcelebratethisdiversityanddeliverequalitygetthefullpotentialofeach
member of staff they employ and deliver fair services to everyone who is
entitledtoreceivethem.
Wehavenotnecessarilyincludedallthedimensionstodiversity.Youcantailor
thewheeltosuittheneedsofyourorganisation.
16
2. TheEqualities
ReviewTeam
(2007)Fairness
andFreedom:the
FinalReportofthe
EqualitiesReview
and(CabinetOffce:
London).
http://archive.
cabinetoffce.gov.
uk/equalitiesreview/
TherecentlyconductedEqualitiesReview
2
givesthefollowingten
defnitionsofdiversity:
• Longevity,includingavoidingprematuremortality;
• Physical security,includingfreedomfromviolenceandphysical
andsexualabuse;
• Health, including both well-being and access to high quality
healthcare;
• Education,includingbothbeingabletobecreative,toacquire
skillsandqualifcationsandhavingaccesstotrainingandlife-
longlearning;
• Standard of living,includingbeingabletolivewithindependence
andsecurity;andcoveringnutrition,clothing,housing,warmth,
utilities,socialservicesandtransport;
• Productive and valued activities, such as access to
employment,apositiveexperienceintheworkplace,work/life
balance,andbeingabletocareforothers;
• Individual, family and social life,includingself-development,
havingindependenceandequalityinrelationshipsandmarriage;
• Participation, infuence and voice,includingparticipationin
decision-makinganddemocraticlife;
• Identity, expression and self-respect, including freedom of
beliefandreligion;
• Legal security,includingequalityandnon-discriminationbefore
thelawandequaltreatmentwithinthecriminaljusticesystem.
Resources
Burchardt,T&Vizrard,P(2007)Defnition of Equality and Framework for
Measurement: Final Recommendations of the Equalities Review Steering
Group(Communities:Norwich)
TheCentrefortheAnalysisofSocialExclusionproducedrecommendationson
thedefnitionofequalitiesthatwasusedfortheEqualitiesReview’sdefnitionof
equality.Tocomeupwiththefnaldefnitionitlookedintointernationalhuman
rightsinstruments.
http://archive.cabinetoffice.gov.uk/equalitiesreview/upload/assets/www.
theequalitiesreview.org.uk/paper1equality.pdf
17
Source: NDP Gender and Equality Unit, Department of Justice Equality and Law Reform Ireland
3
.
Itisimportanttoidentifythedifferentdimensiontodiversitybecauseithelpsus
gainabetterunderstandingofthereasonswhycertaingroupsarepersistently
discriminated against. Looking at social and economic inequality may also
explainwhysomepeoplearesuccessfulevenwheretheyostensibly“belong”
toagroupwhichhastraditionallybeendiscriminatedagainst.
Thedifferentdimensionsofdiversitycanalsomakeusthinkaboutwhatwould
makeasocietymoreequal.Thiswouldbeonewhichlooksbeyondpeople’s
lifeexperiencesandphysicalappearancesandtreatspeoplewiththedignity
andrespectthattheydeservesimplyforbeinghuman.
TheEqualities
Reviewattempted
tobringtogether
differentdefnitions
todefneanequal
societyasfollows:
An equal society
protects and
promotes equal,
real freedom
and substantive
opportunities to
live in the ways
people value and
would chose, so
that everyone can
flourish.
An equal society
recognises
people’s different
needs, situations
and goals and
removes the
barriers that limit
what people can do
and can be
4
.
3. http://www.
ndpgenderequality.
ie/publications/
publications_05.html
4. Fairnessand
Freedom:the
FinalReportofthe
EqualitiesReview
Team,p.6
18
19
Olmec’sresearch(Lloyd&Ahmed2008)foundthatwhilstmanyorganisations
operatedwithanequalopportunitiespolicyandmadeexplicittheircommitment
todiversityintheirmissionstatementandaims,therewasstillsomeworktodo
toensurethatdiversitywasembeddedinallaspectsoforganisations’work.Key
tothiswasfordiversitytobedrivenbythemostseniorpeopleintheorganisation.
Thecasefordiversityiscompellingandcanbebrokendownintothethreeareas:
moral,businessandlegal.
The moral case
Thereisastrongmoralcasefororganisationstoexcelintheirequalityand
diversitypractices.Aninclusivesocietywhereeveryoneistreatedwithdignity
andrespectwouldbeasocietywithlessconfictandinsecurity.Asocietywhere
diversityiscelebratedwouldencourageactiveparticipationfromall,where
everyonewoulddemonstratetheirsocialandmoralresponsibilityfromabasis
ofsharedvalues.
Thethirdsectorismadeupofmanydifferenttypesoforganisationsthathave
differentmissionsandaims.However,onethingthatunitesallorganisations
isthattheytakeprideandpublicisethemselvesonthebasisthattheywantto
makesocietyabetterplaceforeveryonetolive.Societycannotimprovewhile
peoplearetreatedunfairlybecauseoftheirrace,gender,sexualorientation,
age,religionorbelief,orbecausetheyaredisabled.
Aspecifcdiversityfocusthatsetsouttoachieveequalityofoutcomescanhelp
allorganisationstoengagewithcommunitiesthattheyhavehadlittleorno
impactonbefore.Excellenceindiversitygivesorganisationsthemeanstomeet
andexceedsocialobligations.Meetingthesedemandswillnotonlybeneft
organisationsbutwillalsohelpdevelopgreatersocialcohesion,tolerance,
stabilityandprosperityinthewidersociety.
The business case
Thereisalsoanexcellentbusinesscaseforanyorganisationtoseektoexcel
initsequalitypoliciesandpractice.Thefollowingareexampleswhy:
Anorganisationismorelikelytoattractpeoplefromawiderpoolof
talentifitisexplicitinitscommitmenttodiversityandisdemonstrating
thisthroughhowitoperates.
Staffandvolunteersaremorelikelytoperformwell,feelmotivatedand
SectionTWO
Thecasefor
equalityand
diversity
Thereisnowstrong
evidencethatamore
equalsocietybenefts
usall.Amoreequal
societydoesnot
constraingrowthand
prosperity.Onthe
contrary,byfocusing
onthosegroupswho
experiencepersistent
disadvantagebecause
offactorsbeyond
theircontrol,amore
equalsocietyuses
scarceresourcesmore
effciently,increases
thelevelandquality
ofhumancapital,and
createsmorestability,
allnecessaryfor
growthandprosperity.
5
5. Ibid,p.19
20
committedandthereforeberetainediftheyfeelvaluedandrespected
intheirworkingenvironment.
Similarly,peoplearemorelikelytousetheservicesprovidedbyathird
sectororganisationiftheybelievethattheywillbetreatedwithdignity
andrespect.
Goodequalityanddiversitypracticeavoidswastingresourcesproviding
servicesthatpeopledonotwantorneedorareinappropriate.
Publicbodiesareincreasinglyawardingcontractstoprivatecompanies
and third sector organisations to deliver public services. Their
procurementteamsshouldrequiregooddiversityandequalitypractice
intheorganisationtheycommission.Byexcellingintheirdiversityand
equalitypracticesandpoliciesthirdsectorprovidersmaystandabetter
chanceofsecuringcontracts.
Anorganisationdemonstratinggoodequalityanddiversitypracticeis
alsoattractivetootherfundersdrivenbysocialvaluesofinclusiveness.
TheWomeninWorkCommissionestimatesthatremovingbarriersto
womenworkinginoccupationstraditionallydonebymen,andincreasing
women’sparticipationinthelabourmarket,couldbeworthbetween£15
billionand£23billionor1.3to2.0percentofGDP.
6
The legal case
Itisunlawfulfororganisationstodiscriminateonthegroundsofgender,gender
identity,race,religionandbelief,sexualorientationanddisabilityinemployment
andtrainingandtheprovisionofgoods,facilitiesandservices,exceptinverylimited
circumstances.Protectionfromdiscriminationonthegroundsofagecurrently
coversemploymentonlyanddoesnotyetcovertheprovisionofgoods,facilitiesor
services.Somethirdsectororganisationsmayalsohaveapositivedutytopromote
gender,disabilityandraceequality(seethesectionontheEqualityDuties).
Itmakessensethereforefororganisationstoimplementbestpracticetoensure
thattheyarecompliantwithexistinglegislation.
Thecostsassociatedwithbadpracticeonequalitiesfaroutweighthecostsof
implementinggoodpractice.ResearchbytheCharteredInstituteofPersonnel
and Development (CIPD) shows that the average cost to an employer
associatedwithanemployeesuccessfullybringingacasetoanemployment
tribunalis£7,484,notincludingmanagers’time,andanEmploymentTribunal
casetakesanaverageof16.4daystoprepare.
7

ThereisnolimitontheamountofcompensationthatanEmploymentTribunal
can award to claimants in cases of race, disability and sex discrimination.
However,thefguresbelowgiveagoodindicationofhowmuchacasecould
cost an organisation. In 2006-2007, the maximum compensation awarded
by an Employment Tribunal for disability discrimination was £138,648 and
theaverageawardwas£15,059;inracediscriminationcases,themaximum
compensationawardwas£123,898andtheaverageawardwas£14,049;and
insexdiscriminationcases,themaximumcompensationawardedwas£64,862
andtheaverageawardwas£10,052.
8
6. p.viiWomenandWork
Commission(2006)
Shaping a Fairer Future
http://www.equalities.
gov.uk/women_work_
commission/index.htm
7. ACAS(2006)
Employment Tribunal:
You’ll Wish You
Weren’t Herewww.
gnn.gov.uk/content/
detail.asp?ReleaseID
=18601&NewsAreaID2
8. Employment
TribunalandEAT
Statistics(GB)1April
2006to31March
2007,http://www.
employmenttribunals.
gov.uk/publications/
documents/annual_
reports/ETSAS06-
07.pdf
21
Thereisafurtherreasontoimplementgoodpracticeparticularlyinthissector.
AnarticleinThird Sectorin2006reportedthattherewasanecdotalevidence
thatthirdsectoremployeesaremorelikelythanemployeesofothersectorsto
taketheirformeremployerstocourtwheretheyfeeltheyhavebeenunfairlyor
constructivelydismissed.
9
The case for your organisation
Themoral,businessandlegalcasethatwehavepresentedabovearejusta
fewofthemanyreasonsthattherearetoexcelindiversitypractices.Youcan
adapttheworkwehavedoneheretocreateyourowncompellingcasefor
goodpracticeinyourorganisation.
Resources
TheEqualitiesReviewTeam(2007) Fairness and Freedom: The Final Report
of the Equalities Review(CabinetOffce:London)
The Equalities Review was commissioned by the Government to carry out
aninvestigationintothecausesofpersistentdiscriminationandinequalityin
society. The Review was chaired by Sir Trevor Phillips and the report was
publishedinFebruary2007.Anumberofreportswereproducedtoinformthe
reviewandtheycanbedownloadedfromthesitebelow.
http://archive.cabinetoffice.gov.uk/equalitiesreview/
European Commission (2005) The Business Case for Diversity: Good
Practices in the Work Place(EuropeanCommission:Brussels)
This report analyses the responses of a questionnaire sent to leading
businessesacrosstheEuropeanUnion.Itusestheresponsestodemonstrate
that by investing in diversity organisations are likely to improve and have
greaterproftreturns.Itgivesaseriesofcasestudiesonhowbusinesseshave
improvedduetobetterdiversityandequalitypolicies.
http://ec.europa.eu/employment_social/fundamental_rights/pdf/events/
busicase_en.pdf
Organisations
Equality and Human Rights Commission (EHRC)
The Equality and Human Rights Commission is working to eliminate
discrimination, reduce inequality, protect human rights and to build good
relations,ensuringthateveryonehasafairchancetoparticipateinsociety.
TheCommissionisbuildingonthelegacyoftheCommissionforRacialEquality,
theDisabilityRightsCommissionandtheEqualOpportunitiesCommission
toachievechangetobeneftsomeofthemostdisadvantagedandvoiceless
peopleinoursociety.
9. KerrDavies
(2006)“Tribunal
Tribulations”inThird
Sector17
th
May
2006.
22
The Commission acts not only for the disadvantaged, but for everyone
in society, and can use its new enforcement powers where necessary to
guaranteepeople’sequality.Italsohasamandatetopromoteunderstandingof
theHumanRightsAct.
www.equalityhumanrights.com
Equality and Diversity Forum (EDF)
Anationalnetworkoforganisationspromotingco-operationacrosstheequality
andhumanrightsstrands.Theirwebsitecontainsreportsandinformationon
legislationinadditiontoanextensivedatabaseofnot-for-proft,secondtierand
statutoryorganisations.
Equality & Diversity Forum
207-221PentonvilleRoad
London,N19UZ
Tel:02078431597
Fax:02078431599
Email:info@edf.org.uk
www.edf.org.uk
23
An Equality Audit
Anequalityauditisagoodplacetostarttoassesswhetheryourorganisation
reallyismainstreamingequalityanddiversity.Itcanhelpfndoutwhetherthe
organisationisimplementinglegislationproperly,whatemployees,volunteers
andserviceusersthinkofitsperformanceonequalityanddiversityandwhether
theyhavesuggestionsonhowtomakeitbetter.Anequalityauditcanalsolook
atthereachandimpactofanorganisationandhowitengageswithequalities
groups.Theresultsofanauditcanguideanorganisationtocreatestrategies
onhowtoimprovetheirpolicies,procedures,productsandservices.
Theauditcouldbeaswide-rangingasyouwouldlikeittobe.Itcouldsimply
lookinternallyonspecifcareasoftheorganisationsuchasrecruitmentand
staff and their opinions, it could concentrate externally on service users,
stakeholdersandfundersoritcouldconcentrateonspecifcequalitystrands
suchasraceequality.
Ifdoneonaregularbasis,anequalityauditcanbeusedasabenchmarkforan
organisationtomeasureperformanceagainstitself.TheTradeUnionCongress,
forexample,conducteditsfrstEqualityAuditin2003andthenrepeatedthe
processin2005and2007.Thishasenabledittoestablishwhichareasthey
haveprogressedwellinandinwhichareasthereisstillworktobedone.
Why do an audit?
Anauditcanenableanorganisationtoachievethefollowing:
assesswhereyourorganisationisat,ontheareasthatyouwantthe
audittocover;
fndoutthecommitment,awarenessandperceptionsonequalitiesthat
existinternally;
find out the perceptions, experiences and impact of your work
externally;
identifywhatyoudowellandwhatyoucandobetter;
developanactionplanthatdirectlyrelatestothefndingsofyouraudit;
SectionTHREE
Knowingwhere
yourorganisation
isatandwhereyou
wanttobe
createacommitmenttoregularlyreviewyourworkandreportonwhat
progressyouhavemade.
Where to start
A successful audit will involve key people both inside and outside of your
organisation.Itwillhavethebackingandinterestofseniormanagementand
theboardoftrustees.Thisisimportantbecauseaspartofyouraudityoushould
identifyareaswhereyouneedtoimprove.Ifseniormanagementandtheboard
oftrusteesareengagedfromthebeginningthentheyaremorelikelytosupport
changestheorganisationmayneedtoimplementasresultoftheauditata
laterdate.
Youmaywanttostartyourauditbyfrstfndingoutwhatthecommitmentand
awarenessofequalityanddiversityisintheorganisation.Thiscantakethe
formofasimplequestionnairethatratesthisonascaleof1to5.
What methods should be used to conduct the audit
Depending on what you wish the audit to cover you can use the following
methodstogather,analyseandreportonyouraudit:
Collate all the information your organisation collects and produces.
Thiswillincludemonitoringinformation,publicityandcommunication
material, information on your service users, partners and external
bodiesthatyourorganisationisengagedin.
Bring together all the information about your organisation. This will
includeyourstatementofpurpose,businessplan,strategydocuments,
plans,policiesandprocedures.
Collectinformationonthepopulationfromwhichyoudrawyourservice
users. This may be geographically defined, defined by a particular
equalitiesgrouporifyouareasecondtierorganisationitwouldbe
informationonthesectorinwhichyouoperate.
Conductinterviewswithkeypeopleyouhaveidentifedforyourauditto
gatheropinions,experiencesandqualitativedata.Thesepeoplewould
typicallyincludeboard,management,staff,volunteers,serviceusers
andotherstakeholders;
Analyseandassesstheinformationyouhavegathered.Itisimportant
thattheinformationyoucollectisanalysedtogiveyourorganisation
data that you can use to develop an action plan. Simply gathering
togetheryourpoliciesdoesnotgiveyouinformationofwhethertheyare
ftforpurpose,inlinewithcurrentlegislationorgoodpractice.Itisthe
analysisofthefeedbackyoureceiveinternallyandexternallyandthe
assessmentofthisagainstcurrentlegislationandgoodpracticethat
willprovideyouthisinformation.Youmayadditionallywishtoassess
the information against the quality standards most relevant to your
organisation.Seesectiononbenchmarkingandqualitystandards.
Theheadingsinthefollowingtablegivesexamplesofsomeofthequestions
youmaybeaskingtoguideyouinyourcollationofinformation.
10. TheBigLottery
Fundasks
organisationsthat
applyforfunding
withthemtomake
theintended
outcomesspecifc,
measurable,
achievable,realistic
andtime-bound
(SMART)
24
1.Boardrepresentation
2.Policiesonequality
3.Stakeholder
engagement
4.Knowledgeof
populationfromwhich
serviceusersaredrawn
5.Serviceusersrefect
profleofpopulation
6.Delivering
appropriateservices
(fore.g.areservices
providedindirect
responsetowhat
peoplehavesaidthey
want/need)
7.Staffandvolunteer
representationof
serviceuserpopulation
8.Communicationtools
andmethodsused
9.Engagementof
seniormanagement
andtheboard
10.Monitoring&
reportingonequalities
Makinganassessmentofwhereyourorganisationisatinitsworkonequalityandwhereitwouldliketo
beinthenext12months.PleasemakeyourassessmentSpecifc,Measurable,Achievable,Realistic,
TimeBound,EvaluatedandReviewed(SMARTER)
10
Where would the
organisation like to be in
12 months
Area What has your
organisation done to
deliver equality & diversity
in the last 12 months
Where the organisation
is at now
25
26
What Next?
An Action Plan
Afteryouhaveconductedyourequalityaudit,haveanalysedtheresultsand
foundareasfordevelopment,youwillwanttodevelopanActionPlan.The
Action Plan will cover the key areas in which your organisation wishes to
improveperformance.
Youmaywishtospecifythenumberofactionsthatyouwilltakeundereach
areatogetyouclosertowhereyouwanttobe
Whendevisingyouractionplan,youmayalsowanttothinkaboutthereasons
whyyouwanttoengagewiththeseactions.Forexample,ifyouhaveidentifed
thatyourboardisnotrepresentativeofthedifferentcommunitiesthatlivein
theareathatyourorganisationdeliversservicesto,youmaywanttodevisean
actionplanwhichsetsouthowyouadvertisevacanciesontheboard,orhow
youencouragepeopletoapply.
Youmayalsowanttobackupyouractionswithreasonswhythisissomething
thattheorganisationshouldbedoing.Usingthesameexample,amorediverse
boardwillhaveabetterunderstandingofthelocalcommunityandcanhelp
change the culture of the organisation so that it is more responsive to the
communitywhenitdeliversitsservices.
Area of
improvement
Where we
want to be in
12 months
Actions Who will own
this action
How will this
be monitored
How will this
be reported
By when Date of next
review
27
What difference did it all make?
The Assessment & Review
After your action plan has been implemented you will want to conduct an
assessment and review of the changes you have implemented to assess
whetherwhatyoudeliveredhasbeeneffectiveinmainstreamingequality.You
willneedtoleaveenoughtimefortheactionstohavehadanimpact.Between
twelvemonthstotwoyearsmaybesuffcient.
Youmaywishtorepeatyourauditusingthesamemethodologybutadapting
itslightlytotakeintoaccountanychangesthatmayhavearisen.Comparing
theresultsofthefrstequalityauditwiththeresultofthesecondequalityaudit
willhelpyoutoidentifytheareasinwhichyouhavemadeanimpactandwhich
areasyouneedtoimproveuponorchange.
Resources
How to do a Diversity Audit(DiversityWorksforLondon)
Thewebsitecontainsdetailedinformationonhowtoconductadiversityaudit
includingpracticalstep-by-stepguidanceandcasestudies.
http://www.diversityworksforlondon.com/server/show/nav.00600b003
Equality Audit(TradeUnionCongress)
TheTradeUnionCongresspublishestheresultsofitsbiennialequalityaudits.
Theinformationandfndingscontainedintheirreportonthismaybeusefulto
supportserviceorganisations.
http://www.tuc.org.uk/equality/index.cfm?mins=440
Developing and Implementing an Equal Opportunities Policy (LVSC)
Thisdocumentincludesinformationonthelawaroundequalopportunitiesfor
employers,goodpractice,developinganequalopportunitiesactionplanwith
informationonimplementation,amodelpolicyandalistofresources.
http://www.lvsc.org.uk/shared_asp_files/GFSR.asp?NodeID=96040
Tackling Discrimination and Promoting Equality (ACAS)
TheAdvisoryandConciliationandAdviceServicehascreatedthisadvisory
booklettohelpemployersandemployeesandrepresentativesonequality.
Itcoversmonitoringandcreatinganactionplanonhowtocombatinequality
withinanorganisation.
http://www.acas.org.uk/CHttpHandler.ashx?id=318&p=0
28
LondonVoluntaryServiceCouncil(LVSC)bringstogetherLondon’svoluntary
andcommunitysector(VCS)organisationstolearnandsharebestpractice,
andtocreateaco-ordinatedvoicetoinfuencepolicymakers.
LVSChostsandservices4networksincludingThirdSectorAlliance,Voluntary
SectorForum,SecondTierAdvisorsNetworkandCascade.
It is from the networks that LVSC’s policy work is driven. LVSC produces
monthlypolicyemailbulletinsandbriefngsonregionalpolicydevelopmentsas
wellasworkingonmanyareasofpolicypertainingtotheLondonVCS.
LVSCalsoprovideshumanresources(HR)relatedservicessuchasPEACe
(thePersonnelEmploymentAdviceandConciliationservice)andtheBAMER
(Black,Asian,MinorityEthnicandRefugees)OutreachHRAdviceandSupport
Project.LVSCprovidesup-to-dateinformationonorganisationalmanagement
and funding, advice and support for voluntary and community groups, an
informationserviceandshortcoursesforthoseworkinginthesector.
Why conduct an audit?
LVSC is a learning organisation and it is this principle that has guided the
developmentofthisEqualitiesAudit.Wehadafeelingthatwewere‘doing
equalities’ but we did not have much real evidence as to what extent our
workwashavinganimpactuponequalitiesgroups.Itisnotoriouslydiffcultto
quantifytheimpactthatsecondandthirdtierorganisationshaveonfrontline
organisations.Wewantedtomeasurehowwewereworkingwithequalities
groupsandtheimpactandreachofourservicesandnetworks.
LVSCcallsitselfthe‘NetworkofNetworks’forLondon’sVCS.Wewerekeento
fndouttowhatextentwerefectedourconstituentsandthehugediversityof
communitiesthatexistinLondonandintheLondonVCS.Gapshadpreviously
beenidentifedinsecondtiersupportwithregardtoLGBT,disabilityandreligion
andbelief.
ItwasalsoimportantforustomeasuretheengagementthatLVSChaswith
secondtierequalitiesorganisationsandtheextenttowhichweunderstandthe
issuesandchallengesthatfaceLondon’sequalitiescommunities.
Case Study of LVSC Equalities Audit
By Tim Brogden, Policy and Networks Development Officer, LVSC.
28
29
Purpose of the Audit
EssentiallythepurposeoftheEqualitiesAuditwastolookatboththeinternal
and the external issues that impact on LVSC and affect the way that we
areperceived,thereachofourservicesandourclaimtobethe‘Networkof
Networks’. In effect this was an equalities proofng of LVSC as well as an
assessmentoftheimpactofitsequalities’policies.Theoutcomewouldbeto
identifythestrengthsandweaknessesofLVSC’sworkwithequalitiesgroups
anditsengagementwiththem,andtoidentifybarriersaswellasgoodpractice,
toseewhatitisthatwedowellandwhatwecandobetter.Thepurposeofthis
workistoputequalitiesattheheartofeverythingthatwedo.
TheinternalauditlookedatthewayLVSC:
monitorsandevaluatesitswork;
developsrecruitmentanddiversitypolicies;
treatsitscustomers;
treatsitsstaff;
assessesthediversityofsuppliers;
implements learning and development both for staff and for the
organisation;
integratesequalitiesissuesthroughoutdeliverye.g.intraining,specialist
posts,policyetc.
Theexternalinvestigationlookedprimarilyattherangeoforganisationswith
whichLVSCworksandattemptedtoanswerthefollowingquestions:
Whoourcustomers/audience/serviceusersare?
Dowereachorganisationsrepresentingeachoftheequalitystrands
equally?
Doweproactivelyengagewithsecondtierequalitiesagencies?
Dowerefectequalitiesissuesinourexternalwork?
Doweunderstandtheissuesandchallengesthatequalitiesgroupsand
communitiesface?
Both the external and the internal investigation consisted of face-to-face
interviewswithstaff,representativesfromfrstandsecondtiervoluntaryand
communitysectororganisationsineachoftheequalitiesstrandsandfunders.
Methodology
AllmembersofstaffinterviewedwereaskedaseriesofquestionsrelatingtoLVSC
generallyandtheirexperienceoftheorganisationasanemployerandasaservice
29
30 30
provider.Themajorityofthestaffinterviewswereconductedwithstaffmembers
withexternalfacingrolessuchasdirectserviceprovisionandnetworkco-ordinators.
Theexternalagenciesinterviewedwereasked(amongstotherquestions)about
theirperceptionsofLVSC,howLVSCengagedwiththem,howtheyexperienced
LVSCeventsandthechallengesthatfacetheircommunitiesandorganisations.
Interviews
11internalinterviewscompleted.
18externalinterviewscompleted.
1LVSCBoardinterviewcompleted.
A step-by-step guide to the process
Drawupaproposal
Defneaclearpurpose
Establishorganisationalownershipoftheauditandcommitmenttoequalities
Conductdeskresearch(includeequalitiesaudits,impactassessmentsand
equalopportunitiespoliciesaswellasequalitiespolicyandlegislation)
Designtheinterviewquestions
Carryouttheinterviews
Transcribetheinterviews
Analysethedataanddrawconclusions
Writereportandmakerecommendations
Implementtherecommendationsby:
1)makinganactionplan
2)gettingtheorganisationtoimplementtherecommendations
3)implementation
Reviewthewholeprocess
Conductanassessmentandevaluation
Carryoutfurtherresearchandstartprocessagain
Reporting the Audit
Introductionandpurpose
31
Policycontext
Method
Baselineposition
Analysisofinternalaudit
Analysisofexternalaudit
PlanningforChange-Whatcouldbedonebetter?
Evaluation-Whathavewelearnedfromdoingtheaudit?
ConclusionsandRecommendations
Bibliography,resourcesandsignposts
Some fndings
ThisaudithasbeendevelopingabaselineofwhereLVSCisatinrelationto
equalitiesandengagementwithequalitiesorganisations.Outreachworkhas
beenveryvaluableintryingtounderstandtheissuesandchallengesfacing
differentequalitiessectorsandorganisationsworkingwithconstituentsineachof
theequalitiessectors.
TheauditidentifedkeyareaswhereLVSCwasfoundtobedeliveringvery
goodservicesaswellaskeychallengesforLVSC.Thereweresomecommon
misapprehensionssuchasgroupsbelievingLVSCownstheResourceCentre.
ThereweresomemisunderstandingsaboutwhatitisthatLVSCdoesandwho
beneftsfromourservices.Anecdotally,atleast,itwasindicatedthatLVSCis
perceivedquitewidelyasawhiteorganisationthatdoesn’tprovideservicesfor
specialistgroups.Assuchwewillhavetodeviseanactionplanwhichhasa
focusonmarketingandpromotiontoaddressthisissue.
Italsocameupagainandagainthatourworkwiththereligionandbeliefsector
isverylimitedandthisissomethingthatwewanttoaddress.Otherissuesthat
aroseincludedtheneedtodosomeworkaroundclassasanequalityissue,
workingonreachingouttotheinvisibledisabledandenhancingourworkwith
groupssupportingpeoplewithmentalhealthissues.
ThemajorityofstaffthoughtthatLVSCisagood,supportiveemployerwith
robustpoliciesandproceduresinplace.Someofthesewillbeamendedor
updatedasaresultofthisaudit.Staffinterviewedhadnotexperiencedany
discriminationorprejudiceonanygroundspertainingtotheircharacteristics
andoneparticipantsaid:
“IthasneverbeenthecasenorhaveIeverconsideredthatmyskincolourhashad
anyimpactonthewaythatIhavebeentreated,whichIhavetosayisunusual”
TheinternalauditshowedthatLVSChasadiversestaffteamthatisnotalways
refectedexternally.ThisisdependentuponwhoisgoingoutfromLVSCand
whopeoplecomeintocontactwith,workwithandknow.
31
32 32
What worked well?
Thefrstthingthatwasverypositivewasthattheenergyandcommitmentto
theprojectwasevidentfromthestart.Engagingthewholeorganisationand
Boardintheprojectwasavitalelementinstartingit.Hearingpositivefeedback
fromequalitiesgroupsandfromparticipantsthatthiswasausefulpieceof
workhelpedmoveitforward.
The interviews were carefully prepared, conducted and followed up. Each
participantwassentthetranscriptforapprovalaftertheinterview.
Theinitialstagesofdeskresearchweretimeconsumingbutinterestingand
important.TheauditwaswellsupportedbyOlmecasweexchangedideasand
resourcesandworkedontheTotalEqualitiesSystem.
Lessons learned – what would we do if we were to do it again
Engagemorehelp,maybebydevelopinganinternshipprogramme-for
thedeskresearchstageoftheprojectandforthedevelopmentofthe
mechanismsfordatacollectionaswellasattheinterviewstageandthe
collationofthedata.
Scaledownthebreadthoftheprojectandbelessambitious.
Allowenoughtimeinwhichtodotheaudit.
Sendoutpreparatoryquestionnairestointervieweespriortotheinterview.
Thinkaboutconfdentialityandanonymity.
Includetheinterviewerinthelistofparticipants.
What will be done with the results?
Publish the report
TheLVSCauditwillbepublishedasareportdetailingthepolicycontextinwhich
theauditisset,themethodology,thedataanalysisandrecommendations.At
thetimeofwritingthereareover60possiblerecommendationsthathavecome
directlyfromcarryingoutthisaudit.
Set up working groups
Themostimportantthingwewanttodoistoensurethattherecommendations
areimplementedsowewillbesettingupaworkinggrouptotakethework
forwardandtodevelopanactionplan.
Improve our policies
Wehaveaverygoodsetofpoliciesandproceduresthatrelatespecifcallyto
33
equalities.Weallknowthattheyarenotworththepapertheyarewrittenon
unlesstheyareimplemented.Duringthisauditwehavereviewedourpolicies
andproceduresandwillbemodifyingandimprovingthemaccordingly.Specifc
policiestobeamendedinclude:
Vision,missionandvalues–toincludeastatementofinclusion;
Equalopportunitiesanddiversitypolicy;
Recruitmentpolicyandprocedure;
Harassmentatworkpolicy–toincludebullying;
The induction process – to include a commitment to equality and
diversityandstudyofthepoliciesandproceduresinplace;
Therecruitmentprocess–maylookattargetedadvertising.
Provide equalities training for our staff
Wewillbelookingatprovidingtrainingtostaffinallareasofequalitiesand
diversity.Wewillalsobeadoptingastatementofinclusionaspartofourvalues.
Outreach to groups in all equalities areas
Withregardtoworkingwithequalitiesgroupsandcommunitieswewillcontinue
todooutreachworktogroupsworkinginallequalitiessectorsinaneffortto
understandtheissuesandchallengesthattheyface.Importantly,wewillalso
conduct targeted outreach work to communities that we do not at present
engagewithmuch(religionandbelief,class,theinvisibledisabled).
Raising the voice of equalities groups
Wewillberaisingthevoiceofequalitiesgroupsineverywaythatwecan;
by working in partnership with equalities organisations on specific issues,
byfeedingintoimportantconsultationssuchastheCommunitiesandLocal
GovernmentconsultationonitsguidanceonSingleGroupfunding.Wewill
alsobebuildingonourworkwithHumanity,EqualitiesandRights(HEARthe
equalitiesandhumanrightssub-groupofChangeUp)andwiththeLondon
voluntaryandcommunitysectorEqualityandHumanRightspolicygroup.We
willalsobefollowingupworkontheSingleEqualityBillonceitispublishedand
lobbyingtheEqualitiesandHumanRightsCommission.
Signpost to equalities resources and experts
PartofLVSC’sremitistodosignpostingworkandhaveknowledgeaboutwhatis
beingdoneinLondon–wewillbelookingtoprovidepeoplewithinformationabout
equalitiesexpertsandsignposttotheseexpertsratherthaneveryoneduplicating
work.Wewillbuildupaportfolioofcasestudiesandgoodequalitiespractice.
33
34 34
Conduct regular reviews
Wewillcertainlybereviewingthewholeprocessandmeasuringthechanges
thatwemakewhilstcarryingoutfurtherresearchtoinformafutureaudit.We
areplanningtodoasecondauditinayear’stime.
Celebrate our diversity
Thelastwordgoestooneoftheinternalparticipants;“There is a lot that we can
learn from each other. I would like us to have an annual equality and diversity
day and ensure that everyone gets involved – I would like to see everyone aware
and trained in equalities. Primarily I would like us to celebrate our diversity.”
PleasecontactTimBrogden,PolicyandNetworksDevelopmentOffceratLVSCwith
anyqueryabouttheLVSCEqualitiesAuditorforanyfurtherinformationaboutit.
LVSC
TheResourceCentre
356,HollowayRoad
London,N76PA
Tel:02077008115
tim@lvsc.org.uk
www.lvsc.org.uk
Participating Organisations

AgeConcernLondon
BexleyandBromleyAdvocacy
BlackGayMen’sAdvisoryGroup
BritishHumanistAssociation
Capacitybuilders
ChineseCommunityCentre
CommunitiesandLocalGovernment
DisabilityLawService
EavesHousingforWomen
GovernmentOffceforLondon
InterlinkFoundation
KairosinSoho
LondonCouncils
LondonDevelopmentAgency
LVSCStaff
MigrantandRefugeeCommunitiesForum
MiNetatROTA
SexualViolenceActionandAwarenessNetworkatEavesHousing
35
Introduction
Organisationsshouldstrivetodemonstratethattheyarefollowingbestpractice
intheirfeldandthattheyarecontinuallyimprovingthroughself-assessment.
Therearetwomainwaysthatanorganisationcandemonstratethis.Firstlyan
organisationcanbenchmarkitsperformanceagainstotherorganisationsorits
ownperformanceovertimeandsecondlyanorganisationcanapplyappropriate
bestpracticeorqualitystandardsthatmaybeexternallyverifedoraccredited.
Benchmarking
What is benchmarking?
Benchmarking is a systematic process which an organisation can use to
implementbestorbetterpractices.Youcancompareyourorganisationeither
against a particular standard or other organisations or against your own
performanceovertime.
What should be benchmarked?
An organisation can choose which of its processes it wishes to benchmark
andwhatdataandinformationwillberelevantforitsbenchmarking.Equalities
benchmarkingcaninclude:governance,recruitmentprocesses,accessibility
ofservices,strategy,organisationalculture,diversityawareness,workingwith
customers,stakeholderinvolvement,stafftraining,datacollectionandmonitoring,
performancemeasurement,communication,marketingandreporting.
How can benchmarking be useful?
Helpsyoutoworktowardsbestpracticeinyourfeldofwork.
Promptsyoutocollectkeymonitoringandperformancedata.
Helps you determine the data sets that you need to compare your
performance.
Enablesyoutobeaccountabletoyourstakeholders.
SectionFOUR
Howdowe
knowwhatwedo
isgoodorgettingbetter?
Benchmarking
involves comparing
the practices,
procedures and
performance of one
organisation with
those of another. It
can provide a great
opportunity to share
good practice
and solutions to
common issues or
problems, helping
you to avoid ‘re-
inventing the wheel’
and move quickly
to an effective
solution.
11
11.Rudkin,S(2008)
Benchmarking
MadeSimple:a
step-by-stepguide
(PerformanceHub:
London)p.2
36
Helps you know how your performance compares against other
organisation.
Enablesyoutocompareyourownperformanceovertime.
Givesyouanalysisofdataintermsofwhatisworkingwellandwhat
needsimprovement.
Enablesyoutodetermineyourpriorityareas.
Providesyouwiththeinformationneededtoprepareanactionplan.
Resources
Gamble, A (2008) Benchmarking in the Third Sector (Performance Hub:
London)
Thisreportevaluatesbenchmarkinginthesector.
http://www.ces-vol.org.uk/downloads/benchmarkinginthethirdsector-230-237.pdf
Rudkin, S (2008) Benchmarking Made Simple: a step-by-step guide
(PerformanceHub:London)
Thisguidetakesorganisationsthroughthebenchmarkingprocess.Itgives
ideasabouthoworganisationscanworkwithotherstobenchmarktheirwork
andlearnfromoneanother.Thisincludesacodeofconduct.
http://www.ces-vol.org.uk/downloads/benchmarkingmadesimple-231-238.pdf
Benchmarking organisations
Where organisations are benchmarking their organisation’s performance
against that of other organisations this is usually through membership or
subscriptiontoaresourcethathascollatedinformationonarangeofrelevant
organisations.Theseresourcesarenormallycostlyanddiffculttoaccessby
smallerorganisationsinthethirdsector.
Thefollowingareexamplesofresourcesavailableonbenchmarking:
Disability: The Disability Standard
TheDisabilityStandardisaprocesswhichenablestheorganisationtakingpart
tomeasuretheirperformanceondisability.Itismainlydirectedatpublicand
privatesectororganisationsbutmaybeusefultothirdsectororganisationsas
well.Organisationsthattakepartaregivenabenchmarksurveytocomplete,
whichincludesinformationonhowtoimplementanactionplan.Theyarealso
givenadirectorythattheycanusetoimplementbetterpoliciesandpractices.
Theorganisationhastwomonthsinwhichtocompleteabenchmarksurvey.
Attheendofthisprocessitisgivenadiagnosticreport,whichinterpretsthe
37
resultsoftheorganisation’sperformanceandbenchmarksitagainsttheother
organisationsparticipatingintheprocess.Italsobenchmarkstheorganisation
againstotherorganisationsinthesamesector.
www.disabilitystandard.com
The Disability Standard 2007 Benchmark Report
In2005theEmployersForumonDisabilityinviteditsmemberstoembarkupon
a benchmarking exercise. Employers were asked to respond to questions
and were required to give evidence on how they treat disability within the
organisationandhowtheytakeintoaccountandincludedisabledmembersof
staffandcustomers.Theexercisewasrepeatedin2007when116publicand
privatesectororganisationsemployingapproximately2millionpeoplewere
involved.
Thefnalreportdemonstrateswhybenchmarkingissuchausefulexerciseas
itenablesorganisationstocomparethemselvestoothersandfndoutwhat
aspectsoftheirworkneedstobeimproved.The2007reportgivesalistof
recommendationsonwhatorganisationscandotoimprovetheirperformance
ondisabilityequality.
http://www.employers-forum.co.uk/www/standard/brochures/2005-summary.pdf
http://www.employers-forum.co.uk/www/downloads/disability-standard-
benchmark-report-2007.pdf
Age and all the strands: E-Quality
This benchmarking tool has been devised by the Employers’ Forum on
Age.Itencompassesallthestrandssohelpsorganisationstoanalysetheir
performanceacrossdifferentequalitystrands.
Organisations are asked to complete an online survey and have three
monthstocompleteit.Theycanasktocomparethemselvestootherthird
sector organisations. Once it has been completed the frst time then the
organisationcanreturntoitandupdatetheanswersandhavetheirwork
reassessed.Aftercompletingthesurvey,theorganisationwillbehandeda
reportgivingitagold,silverorbronzeaward,benchmarkingitagainstother
organisationsandgivingitaseriesofrecommendationsonhowtoimprove
itsperformance.
Oncetheorganisationhascompletedtheonlinesurveyareportisgiventothe
organisationthatisdesignedtohelpitdeliverbetterperformanceondiversity.
Thepackagecosts£1,500fornon-membersoftheEmployer’sForumonAge.
www.efa.org.uk/equality
38
Gender: Opportunity Now
OpportunityNowisasimilarbenchmarkingtoolastheDisabilityStandardfor
gender. Organisations are given a series of questions that they answer on
genderequalityanddiversityandattheendtheyareaskedtocompleteaprofle
oftheorganisationintermsofthegenderbalance.Participatingorganisations
arethengivenascorethatiscomparedwithabenchmarksetbyOpportunity
Now.Italsocomparesyoutootherorganisationsinthethirdsector.
www.opportunitynow.org.uk/benchmarking/index.html
Sexual Orientation: Workplace Equality Index
TheWorkplaceEqualityIndexisanannualbenchmarkingexerciseconducted
by the campaigning organisation Stonewall. Organisations from the public,
privateandthethirdsectorareinvitedtocompleteanonlinequestionnaire
abouttheirorganisation’sperformanceonequalityanddiversitywithregardsto
sexualorientation.
241organisationstookpartintheexercisein2008andthetoponehundred
appear in the Workplace Equality Index. To even feature in the Index the
organisationhastohaveawrittenpolicyonsexualorientationandhaveparity
ofpensionentitlementsandbeneftsbetweenallmembersofstaffregardlessof
theirsexualorientation.
www.stonewall.org.uk/workplace/1477.asp
Adocumentcontainingallthequestionsthatwereaskedtoorganisationscan
alsobefoundatthesamelink.Thisisareallyusefulresourcetoseewhat
wouldbeexpectedofagoodpracticeorganisationonsexualorientation.
Race: Race for Opportunity
BusinessintheCommunityhasdevelopedtheRaceforOpportunitynetwork,
whichisanetworkofprivate,publicsectorandsomethirdsectororganisations
workingtopromotethebusinesscaseforraceequality.TheRaceforOpportunity
annualbenchmarkingexercisegivesorganisationsthechancetoseehowthey
compare on race equality against a standard and in comparison with other
organisations.
Members are asked to complete an online survey that looks at five key
componentsoftheorganisation’swork:leadershipandthebusinesscase;people
andemployees;customers,clientsandserviceusers;communityinvolvement;
andsupplierdiversity.
www.bitc.org.uk/take_action/in_the_workplace/diversity/race/measuring.html
Data collection
Whatinformationyoucollect,howyoucollectinformationandwhatyoudowith
thedataisveryimportantforanybenchmarkingtobesuccessful.
39
Anydatacollectionsystemwillstemfromanorganisationalrequirement.The
purposeofthedatacollectionshouldcomefromanexplicitcommitmentto
improveequalitiespracticeandpolicyofanorganisation.Thiscommitmentwill
thenneedtobeunderpinnedbyanactionplan.Theactionplanwillsetspecifc
targetsthatwillneedtobemet.
Theorganisationwillthenneedtodevelopamethodtomeasuretheirperformance
againstthesetargetsandreportonthisperformanceonaregularbasis.These
areusuallydefnedasanorganisation’sKeyPerformanceIndicators(KPIs).
BenchmarkingusuallycomparestheKPIsofdifferentorganisation.
Theinformationcollectedwillneedtobereviewedandassessedsothattargets
continuetoremainrelevanttothepurposeoftheorganisationandtheneedsof
theirconstituencies.
Itistheinformationsystemsthatwillbecrucialinanyselfassessmentand
external assessment. The monitoring data provides useful information on
progressagainsttargets.
Equalities monitoring
Equalitiesmonitoringiskeyperformanceinformationthatcanbeusedaspartofa
tenderingprocess,anequalityauditorasabenchmarkingtool.Equalitiesmonitoring
dataisusedtofndoutifanorganisationisdeliveringfairemploymentandservices
toalleligiblepeople.Itisusedtoseewhetheranorganisationisattractingallgroups
ofserviceusersitistryingtoreach.Forexample,ifyouprovideanadviceservice
inanareawithalargeminorityethnicpopulation,monitoringtheethnicity,gender,
disabilityandageprofleofserviceuserscanhelptoanalyseifyourserviceisbeing
takenupbyvariousminorityethniccommunities,andgroupswithinthecommunities
suchaswomen,youngerorolderpeople,anddisabledpeople.
Equalitiesmonitoringcanalsohelptoidentifymajorityethnicgroupsthatmay
needtargetedservices,suchasdisadvantagedwhiteworkingclassboys.
Equalitiesmonitoringalsohelpsorganisationstoplanwhattheyneedtodo
inthefuture.Ifyourstatisticstellyouthatyouarenotdeliveringservicesto
thecommunitiesorgroupsthatareentitledtoreceivethem,thenyoushould
implementprogrammessuchasoutreachintotargetedcommunities.
Nowadays,mostorganisationshaveanequalitiesmonitoringquestionnaire
thatincludesquestionsongender,disabilityandethnicity.Someaskfurther
questionsongenderidentity,age,religionorbelief,andsexualorientation.
Itisrelativelyeasytostartequalitiesmonitoring.Allittakesisaformwhere
peoplecanticktheboxesrelevanttothemwhentheyapplyforavoluntaryor
paidvacancyorwhentheyuseaservice.
However,fourthingsareessentialtodoingeffectiveequalitiesmonitoring.All
peopleengagedinapaidorunpaidcapacitymust:
understandwhytheorganisationisdoingequalitiesmonitoring;
understandhowtocomplywithconfdentialityrequirementsincluding
thoseoftheDataProtectionAct;
40
betrainedhowtoaskserviceusersandothersinappropriatewaysfor
theirpersonalandsensitiveinformation;and
betrainedonhowtoanalyseand/orusethemonitoringinformation.
Ifthesefouressentialtasksarenotdone,themonitoringprogrammeislikelyto
beineffective.
It is important to make it clear what the purpose of this monitoring is and
explain:
whoyouaremonitoring;
whyyouaremonitoringthem;and
whatyouintendtodowiththestatistics.
Peopledonotalwayscompletemonitoringformsbecausetheydonotknow
thepurposebehindthequestions.Youneedtoprovideinformationonhow
themonitoringispartofyourpolicytoimproveyourequalitiesperformance.
Peopleneedtoknowhowyouaregoingtostoreandreportontheinformation
collected.
You should also have a strategy about what you intend to do with the
information.Forexample,ifyourorganisationislocatedinanareawithalarge
MuslimpopulationandtherearenoMuslimserviceusers,whatwouldyoudo
totryandtargetthatgroup?Monitoringdataneedstobeanalysedasessential
performancedataandreportedtoboardsandmanagementteamsonaregular
basistoidentifytrends.Itshouldalsobeincludedinannualreports.
When conducting employment equalities monitoring, it is also important to
monitoremployeesbythepositiontheyoccupywithintheorganisations,such
asstaffgrade.Organisationsmay,forexample,havegoodgenderequality
policies.However,actualemploymentpracticemayresultinsexdiscrimination,
withwomeninsecretarialrolesandmeninmiddleandseniormanagement
roles.
Equalitiesmonitoring,coupledwithgoodequalitiespoliciesandpractice,helps
youtoidentifyandeliminateunlawfuldiscrimination.
Whilstmonitoring,usingtickboxescanbeagoodwayofgettingpeopletofll
informsquickly,itcanalsobelimiting.Askinghowsomeonedescribestheir
sexualorientationdoesnotcoverissuessuchashowtheyaremadetofeelin
theworkplace.Moreextensivequestionsmaybeneededtoestablishthis.
41
Ethnicity
EthnicmonitoringcategoriesshouldbethoseusedintheNational
CensusforEngland,Wales,ScotlandandNorthernIreland.The
OffceforNationalStatistics(www.ons.gov.uk)andtheEquality
and Human Rights Commission recommend the use of the
NationalCensuscategoriessothatorganisationscancompare
andbenchmarktheirraceequalityactivity.
Depending on your location you may want to expand the main
ethnicgroupcategories.Forexample,insouth-eastLondonthereis
alargeLatinAmericancommunity.Manyorganisationsthatprovide
servicesinthislocalityadd‘LatinAmerican’asaseparateethnic
monitoringcategory.
If sub-categories are used to reflect local conditions, these
shouldalsobeaggregatedintothemainCensuscategoriesfor
benchmarkingandcomparisonpurposes.
What should be included?
Gender
MaleorFemale
Gender Identity
This should come under a separate heading to gender. Equal
opportunitymonitoringformsoftenhaveasectionaskingpeople
whethertheyhaveobtainedaGenderRecognitionCertifcate.This
willonlycaptureinformationonalimitednumberoftranspeople.
PressforChangerecommendsthefollowingmonitoringquestions:
1) Isyourgenderthesameasyouwereassignedatbirth?
Yes/No
2) Doyouliveandworkfull-timeinthegenderroleyouwere
assignedatbirth?
Yes/No
3) Do you feel able to discuss your gender identity with
colleaguesatwork?
Yes/No/Withsomepeoplenotall
Trans Equality Monitoring(PressforChange)
Hasinformationabouttransequalitymonitoring
http://www.pfc.org.uk/node/1408
Important point:Whereanorganisationhasasmallnumber
ofstafforserviceusers,thetranslobbyinggroup,Pressfor
Change,advisesnottomonitorthisaspeoplecanbeeasily
identifableandmaynotwishtodisclosesuchpersonaldata.
42
Disability
Thereisnolongerarequirementtobe‘registereddisabled’.Ask
peopleiftheyconsiderthemselvestobedisabled.
Communication and other access needs
Youshouldintroducequestionsonaccessbysaying,forexample,
thatyourorganisationwantstomakesureitisaccessibletopeople
fromallcommunitiesandtoalldisabledpeople.
Monitoring and other forms should ask employees, service
usersandothersiftheyhaveanyneedsthatwouldmakeyour
organisation’s employment, facilities, meetings or services
accessibletothem.
Yourorganisationhasalegaldutytomakereasonableadjustments
that remove the barriers faced by disabled people. Monitoring
and other forms should ask disabled people if they need any
reasonableadjustmentstomakeyourorganisation’semployment,
facilities,meetingsorservicesaccessibletothem.
Forexample,youmaydecidetoaskpeoplethefollowing:
Doyouneedaninterpreter?Ifso,pleasesaywhatlanguage.
Doyouneedinformationtranslatedintoalanguageotherthan
English?Ifso,pleasesaywhichlanguage.
Doyouhaveanyotheraccessneeds?Ifyes,pleasesay
whattheyare.
Whenpeopleanswerthe‘accessneeds’question,whichisabout
reasonableadjustments,youmustmakesurethatyouactonthe
informationtheyprovide.Youshoulddevelopmonitoringsystems
thatensurethishappens.
Forexample,reasonableadjustmentsmaybeneededtomake
surethatdisabledpeoplewiththerequiredskillsandcompetencies
havethesamefairaccesstoemploymentopportunitiesasnon-
disabled people. If the reasonable adjustments question is not
asked,ortheinformationsuppliedisnotactedupon,youmaydeny
equalopportunitiestodisabledjobapplicantsandserviceusers.
Failure to ask the reasonable adjustments question may result
inaclaimofindirectdiscrimination.Failuretoactuponarequest
for reasonable adjustments may result in a claim of direct
discrimination.
43
Religion or Belief
Including,forexample:Agnostic,Atheist,Bahai,Buddhist,Sikh,
Muslim,Pagan,Christian,Humanist,Hindu,Jewish,NoReligion,
Other.
Guidance on new measures to outlaw discrimination on
grounds of religion or belief in the provision of goods, facilities
and services (Part 2, Equality Act 2006)
(DepartmentforCommunitiesandLocalGovernment(DCLG)).
In2007,Part2oftheEqualityAct2006cameintoforce,prohibiting
organisationsfromunlawfuldiscriminationongroundsofreligion
andbeliefwhenprovidinggoods,facilitiesandservices.
DCLGhasproducedtheguidancebelowonimplementingthese
requirements.Theguidancehelpsorganisationstodecidewhat
aspectsoftheirservicestheymustmonitorinordertoshowthey
arenotdiscriminatingonthesegrounds.
http://www.communities.gov.uk/communities/racecohesionfaith/
faith/stoppingreligiousdiscrimination/guidancenew
Age
Thiscanbebrokendownaccordingtoageranges.
Guidance on age and the workplace: a guide for employers
(ACAS)
TheAdvisory,ConciliationandArbitrationServicehasproduced
guidance on implementing the Employment Equality (Age)
Regulation2006.Thisincludesagemonitoringguidance.
http://www.acas.org.uk/CHttpHandler.ashx?id=588&p=0
44
Sexual Orientation
Thiscanincludethefollowing:
Bisexual
Gayman
Lesbian/Gaywoman
Heterosexual/straight
Other
Monitoring: How to monitor sexual orientation in the
workplace(Stonewall)
http://www.stonewall.org.uk/workplace/1473.asp
Guidance on New Measures to Outlaw Discrimination on
Grounds of Sexual Orientation in the Provision of Goods,
Facilities and Services: Equality Act (Sexual Orientation)
Regulations 2007(DCLG)
In2007,Part3oftheEqualityAct2006cameintoforce,prohibiting
organisationsfromunlawfuldiscriminationongroundsofsexual
orientationwhenprovidinggoods,facilitiesandservices.
DCLGhasproducedtheguidancebelowonimplementingthese
requirements.Theguidancehelpsorganisationstodecidewhat
aspectsoftheirservicestheymustmonitorinordertoshowthey
arenotdiscriminatingonthesegrounds.
http://www.communities.gov.uk/publications/communities/
guidancenew
In general
Allsectionsshouldhaveaboxwherepeoplecansaythatthey
wouldprefernottosay.
45
Outcomes & impact
Organisationsthathavesetouttheircommitmenttoimproveequalitieswill
needtodemonstratehowtheiractionplanshaveledtorealoutcomesthat
showimprovementsinequalityinternallyandexternally.
As many third sector organisations are established to improve aspects of
society,monitoringoutcomesisfundamentaliforganisationswanttoknowif
theyhaveachievedthatimpact.Outcomesarethechangesthathaveoccurred
asaresultoftheworkthatyourorganisationhasundertaken.
Increasingly,funderswantorganisationstheyfundtodemonstratethedifference
madewiththeirgrant,i.e.whatoutcomeshavebeenachieved.
Itisrelativelymorediffcultforanorganisationtomeasureoutcomesbecause
theyarenotnecessarilyastangibleasinputsandoutputs.However,therecan
bemanybeneftsofdoingthis.Measuringoutcomesenablesanorganisationto:
provideasharedunderstandingofwhatchangesareexpected;
help staff see evidence of their work and service users to see
progress;
knowoutcomeswhichcanassistintheeffectiveplanninganddeliveryof
work;and
showfundersandotherstakeholdersthattheorganisationisalearning
onethatseekstodevelopandimprovefromitsexperience.
13
Defnitions
Inputs: all the resources put into the project to enable the
organisation to deliver its outputs (e.g. money, time and
premises).
Outputs:alltheproductsandservicesyoudeliveraspartofyour
work.(e.g.trainingcoursesandworkplacements).
Outcomes: thechangesoccurringasadirectresultoftheproject’s
outputs.
12
12.Cupitt,S.&Ellis,J.
(2007)Your Project
and Its Outcomes
(CharitiesEvaluation
Service:London).
13.Cupitt,S.&Ellis,J.
(2003)Your Project
and Its Outcomes
(CommunityFund:
London),p.18
46
Black on Board
Olmec’sBlackonBoardprojectwassetupfollowingresearchthat
showedanunder-representationofpeoplefromminoritycommunities
on boards of trustees of housing associations operating in South
London.Theprojectaimedtoencouragemorepeoplefromminority
communitiestotakeupboardpositionsbyprovidingabespoketraining
andmentoringprogramme.Thetrainingtookparticipantsthroughthe
keyareasofknowledgerequiredtobeaneffectiveboardmember.
In order to know whether the project is successful Olmec monitors
itsprocesses,outputsandoutcomes.Theprocesses willcoverhow
peoplearerecruitedontotheprogramme(includingtheoutreachand
publicityused)andthedeliveryoftrainingandmentoringsupport.The
organisation’soutputsarethenumberofpeoplethatapplyforthe
course,thenumberofpeoplethatattendandcompletethecourse
andthenumberofpeoplethatareassistedontoboardpositions.The
outcomes are the difference that is made to the way that boards
operatebecauseoftheirdiversity,thedifferencethisexperiencehas
madetotheindividualtakingpart,and,mostimportantly,thedifference
theirexperienceofdiversitybringstotheservicesdelivered.
The monitoring of outcomes allows Olmec to assess whether its
processes are working well or need to be modified. Information
on outputs enables Olmec to analyse trends and to address any
imbalances in the take up, retention and achievement of board
positions.FeedbackandanalysisaftereachcourseallowsOlmecto
continuouslyreviewthedeliveryoftheprogrammetakingintoaccount
thefeedbackreceived.
http://www.olmec-ec.org.uk/projects/black-on-board
Resources
Cupitt, S and Ellis, J (2007) Your Project and its Outcomes (Charities
EvaluationService:London)
Burns, S and Cupitt, S (2003) Managing Outcomes: a Guide for
HomelessnessOrganisations(CharitiesEvaluationService:London)
http://www.ces-vol.org.uk/downloads/managingoutcomes-16-22.pdf
A BIG Guide to using an Outcomes Approach(TheBigLotteryFund)
TheBigLotteryFunddescribesitselfasanoutcomesfunder.Itswebsitehasinformation
fororganisationsintendingtoapplyforfundswiththemaboutwhatoutcomesareand
howyoucandefnethem,measureprogressandlearnfromyouroutcomes.
http://www.biglotteryfund.org.uk/index/apply-uk/qa_explaining_difference.htm
47
Outcomes online (CharitiesEvaluationService)
The Charities Evaluation Service has created this web based resource to help
organisations set and monitor the changes and benefts that have resulted from
their work.
http://www.ces-vol.org.uk/index.cfm?pg=116
External verifcation or accreditation
Theselfassessmentprocessessetupbytheorganisationshouldbeableto
verify the outcomes that an organisation has achieved. Organisations with
additionalresourcescangofurtherandhavetheirself-assessmentsvalidated
throughexternalassessment.Thisusuallyleadstoaqualitymarkorsome
recognitionofthisvalidation.
Quality Standards
Many organisations seek to have the quality of their work analysed and
accreditedbyexternalbodiestodemonstratethattheworktheydoistothe
highest standard. The most well known accredited standard is Investors in
Peoplewhichiswidelyusedbythepublic,privateandthirdsectors.
Manyofthequalitystandardslookattheworkofanorganisationasawhole.
However,recentlytwostandardshavebeendevelopedwhichfocusspecifcally
onequalityanddiversity:InvestorsinDiversityandCommittedtoEquality.
Investors in Diversity (IiD)
InvestorsinDiversityisastandardwhichhelpsorganisationsadoptanddevelop
asetofcharacteristicsandbehaviours,whichifembraced,canleadtorealand
sustainablegainsthroughculturemovement.Italsoenablesorganisationsto
measuretheirprogressaswellandberecognisedforachievements.
Investors in Diversity - Aim:
To support and enable organisations to adopt, develop and benchmark
behaviours and practices, which promote inclusion, equality, diversity and
achievement.
Investors in Diversity – Objectives:
1. Supportcandidateorganisationsthatarecommittedtoinclusion.
2. Assistcandidateorganisationstolearnabouttheirstakeholders.
3. Supportcandidateorganisationstodevelopandsustainaninclusive
andadaptiveorganisationalcultureandenvironment.
4. Helpcandidateorganisationstomeasuretheirsuccess.
5. Provideaccreditationtoachievingcandidateorganisations.
48
IiDoffersauser-friendlyroutemaptoanorganisation,tohigherachievementin
equalities.Itsupportsorganisationstowardsinclusionofallstakeholdersviaan
informedandself-determinedorganisationalcultureshift.Itmeasuresdistance
travelledagainstacross-sectoralnationalstandardanditoffersrecognitionfor
successes.
Investors in Diversity isbasedattheNationalCentreforDiversityatLeeds
TrinityandAllSaints.An‘InvestorsinDiversity’(IiD)advisortrainedbythe
NationalCentreforDiversityisallocatedtoorganisationsthatformallybegin
workingtowardstheIiDstandardandprocess.
Any organisation, no matter how many members of staff it has, can work
towardsaccreditation.InvestorsinDiversityprovidesanoutlineastohowthe
organisationcandevelopitssystems,processesandbehaviourstobeable
toachievethestandardandbecomeaccredited.Eachorganisationreceives
a minimum of two days support as part of the advice phase. This includes
aninductionday,duringwhichanactivityplanwillbeproduced.Thiswillbe
followedbytheconsultationprocessandanactionplan.
Theseconddayincludesasharedreviewtodetermineiftheorganisationcan
goforwardtotheformalassessment.CentraltothewholeIiDprocessisthe
360º stakeholder consultation process by which the organisation is able to
identifyitsstrengthsandareasforimprovement.Allstaff(andanappropriate
selectionofwiderstakeholdergroups)needtobeconsulted.
TheIiD‘journey’cantakebetween12and18monthstoensurethatdiversity
andequalitypractices,processesandbehavioursbecomeembeddedandare
alsosustainable.Theorganisationneedstoidentifyadiversityleadperson
anddiversitychampiontoleadtheprocess.Thispersonneedstobepartof
theseniormanagementteam.Howeveritisimportantthateachpersoninthe
organisationisinformedabouttheprocesssothatthereisawarenessamong
alltheemployees.
Thecostisdeterminedbythenumberofstaffineachorganisation.Thereisa
fatregistrationcostanddaysarechargedat£550perIiDadvisor.
Investors in Diversity at the National Centre for Diversity
NationalCentreforDiversity
C/oTrinityAllSaints
BrownberrieLane
Leeds,LS185HD
Tel:01132837100
Fax:01132837200
Email: miriam@nationalcentrefordiversity.com
www.nationalcentrefordiversity.com
49
Case Study - Groundwork UK
Groundworksupportscommunitiesinneed,workingwithpartnerstohelpimprove
thequalityofpeople’slives,theirprospectsandpotentialandtheplaceswhere
theylive,workandplay.GroundworkUKexiststosupportthecharitableobjectives
oftheFederationofGroundworkTrustsandtoprovidenationalleadershipand
strategicdevelopmentandsupporttoallGroundworkTrustsandregionaloffces.
GroundworkUKemploys169employeesacrossitsnationaloffceand9regional
offces.OffciallyitstartedtoworkontheIiDprocessinSeptember2007although
therehasbeensomeinternalresearchgoingbacktoearly2007.
Why Groundwork UK sought to become
accredited by Investors in Diversity
Itprovidesaframeworkforustoorganiseourselvesandastructureforus
tofollow.Forsomeofusintheoffcetheaccreditationisbytheby.Wesee
theInvestorsinDiversitystandardasameanstoanend,nottheenditself.
Althoughweacknowledgethatthebeneftsofbeingabletodemonstrateour
commitmenttoimprovingdiversitytoourstakeholdersareinvaluable.
The process so far
Atthetimeofgoingtopress,wehadbeenworkingwiththeNationalCentrefor
Diversityforsevenmonthsalthoughwehadbeendoingourownin-depthwork
onequalitiesforoverayear.AnadvisorfromtheNationalCentreforDiversity
cametousandhadaninitialscopingmeeting.
Adiversitysteeringgroupwassetupwithintheorganisationtocarryourwork
forward.Thesteeringgroupiscomprisedofthehumanresourcesdirector,
theconsultantfromtheNationalCentreforDiversityandmembersofallthe
departments. The steering group has been instrumental in disseminating
informationtomembersoftheirteamsacrossGroundworkUK.Membershave
alsocontributedheavilytodesigningthestaffandboardsurvey.
Issues and challenges faced
Everyonehaswelcomedthework.Themainchallengehasbeenthatthereisso
muchworktodoandkeepingtabsonprogressisalsodiffcult.Wehavehadto
conductalotofresearchintolocalpopulationstatisticstoenableustobenchmark
ourselveswiththelocalpopulation.Thishasinvolvedcommittingextratime.
49
50
What Groundwork UK has found out so far
Byfocussingourenergyonanalysingourpoliciesinlinewithbestpractice,it
bringsdiversitytotheforefrontofeverythingwearedoing.Itdriveschangeand
everyoneexpectsfortheretobechangesinoutcomesbytheendoftheprocess.
Wealsoneedtomovebeyondseeingequalitiesasahumanresourcesissue
andmainstreamitwithintheorganisation.Wealsogaveaquestionnairetoour
boardwhichlookedathowtheymanageddiversitywithintheorganisationand
howdiversetheboardwas.Wefoundthatthefederationboardwasextremely
diverseintermsofitsbreadthofknowledge,skillandindustryexperienceand
whatitcanoffertheorganisationasawhole.Wehavenotyethadananalysisof
thestaffsurveybutthisshouldinformusabouthowwellwehavebeendoingin
equalitiesandwhataspectsofourworkthestafffeelweneedtoimprove.
The changes that have been implemented
as a result of the IiD Process
AsaresultofworkingwiththeNationalCentreforDiversity,GroundworkUK
hasimplementednewsystems.Forexample,ourfnancialregulationshave
beenoverhauledsothatwhenweissuetendersforcontracts,organisations
andcompaniesthatmakebidsforthemhavetodemonstratetheircommitment
todiversitytobeconsidered. .
Ourpoliciesarebeingreviewedinlinewithequalityanddiversityandarebeing
mademorerobust.Thishasincludedplacingmoreemphasisonequalityand
diversityintorecruitmentandselectionprocess,beingmoreproactiveinthe
waywerecruit,completelychangingtheperformancemanagementsystem
sothatdiversityhasexplicitlybeenbroughtintothepeerreviewprocessand
introducingbetterequalityanddiversityinductiontraining.
Wehavealsoadaptedourstaffsurveytoplaceaheavieremphasisonequality
anddiversity.Theresultsofthestaffsurveyhavenotyetbeenanalysedbutonce
theyhavethiswillgiveGroundworkUKaclearerindicationofhowourstaffview
ourperformanceonequalityanddiversity.Asimilarsurveyhasbeengiventothe
boardoftrusteeswhichwillalsohelpusseethevalidityofourpolicies.
Accreditation
Weseethisasalongprocess.Weareintheprocessofchanginglotsofourwork
sowearehopingtoputourselvesforwardforaccreditationattheendof2009.
Groundwork UK
Lockside
5ScotlandStreet
Birmingham
B12RR
Tel:01212368565
Fax:01212367356
Email:info@groundwork.org.uk
www.groundwork.org.uk
50
51
Committed to Equality
Committed to Equality Diversity Assured is an accredited standard that
organisationscangaintoconfrmanddemonstratetheirequalityanddiversity
policiesandpractices.Ifanorganisationwantstobecomeaccrediteditcan
register online. Once the organisation has registered then it can use the
members’areaonthewebsiteandwillhaveaccesstooneofthe120advisors
thatworkforCommittedtoEquality.
TheDiversityAssuredprogrammecoversallsixequalitystrandsaswellas
other equality areas. It also looks at recruitment, retention, promotion, the
suppliers and service users. The Diversity Assured programme includes
aselfassessment,withadvisorsupportavailableattheendofatelephone
throughtheprogramme,becauseitisbelievedthattheorganisationshould
takeownershipoftheprocess.Theorganisationhastoelectsomeonetobe
responsibleforcarryingouttheselfassessmentandworkassociatedwiththe
programme.
Eachweektheorganisationisaskedtoupdateprogressontheequalityand
diversityselfassessmentquestions.Thishelpstheadvisortotailorandplanthe
actionsneededfortheorganisationtoimproveitspractices.Advisorsupportis
availablethroughtheprogrammetohelptheorganisation.Theendgoalisfor
theorganisationtoansweryestothealltheselfassessmentquestions.
Theprogrammetakes15hoursoftimetocompleteoverasixweekperiod.Itis
thereforeexpectedthattheemployerwilldedicatethreehoursaweek.When
theorganisationisjudgedreadytobeaudited,anadvisorwillarrangetogo
onsitetoauditandassesstheorganisation’spoliciesandpractices.Theauditor
discusseswithmanagementthedifferentpolicies,practicesandprocedures
inplaceandhowtheycanbeimproved.Ingeneral85%ofbusinessesand
organisationstakingpartbecomeaccreditedafterthesixweeksareup.
Aftersixmonthsamentorre-contactstheorganisationtoseewhatprogress
hasbeenmadeandtoarrangethere-audit.Organisationsarereassessed
annually.TheDiversityAssuredstandardhelpstoensurethattheorganisation
hasgoodpracticesinplaceandbecomesanemployerofchoice.
Partoftheworklooksatthewaythatanorganisationcaninfuenceitssuppliers.
CommittedtoEqualityhasworkedwithanumberoflocalauthoritiestolook
at,forexample,thewaytheymanagecontractswithsuppliersandfocuson
keepingequalityanddiversityattheheartoftheagenda.Aswellasfocussing
onthesixequalitystrands,CommittedtoEqualityalsointroduceworkaround
othergroupsthatfaceexclusionsuchasex-offenders.
Thewholeprocesscosts£750fororganisationsthathave50membersofstaff
orless.Onaverageitcosts£2.00foreachadditionalmemberofstaffinthe
organisation.
CommittedtoEquality
AngelHouse
PortlandSquare
Bakewell,DE451HB
Tel:01629815777
Email: diversityassured@c2e.co.uk
www.c2e.co.uk
52
Non-Diversity Specifc Standards
Investors in People
The Investors in People standard has been awarded to many third sector
organisations.Itisagenericstandardwhichaimstoimprovetheperformance
of organisations through their people management and development. The
standardisexternallyassessedresultinginaqualitymarkwhichisvalidfor
threeyears.
Equalityanddiversityarecoveredintheprogramme.Pleaseviewthefollowing
linkformoreinformation:
http://www.investorsinpeople.co.uk/Standard/Developingthestandard/
EqualityDiversity/Pages/Diversity.aspx
InvestorsinPeople
7-10ChandosStreet
London,W1G9DQ
Tel:02074671900
Fax:02076362386
www.investorsinpeople.co.uk/
Matrix Standard
TheMatrixStandardisanevidence-basedapproachtoself-assessmentof
policies,proceduresandpractices.Thesystemaimstoassistorganisations
with identifying areas for improvement and development in their service
delivery.ThestagesofthestandardincludethedevelopmentofaContinuous
ImprovementPlan.Thestandardcanbeappliedtointernalservices,external
servicesorboth,andasaresultisfexibleinapproach.
EMQCLtd
PentagonHouse
ThirdFloorSouthWing
SirFrankWhittleRoad
PentagonIsland
Derby,DE214XA
Tel: 01332866902
Email:bookings@emqc.co.uk
www.matrixstandard.com
Investing in Volunteers
Investing in Volunteers was created to help organisations that work with
volunteerstoimprovethewayitdoesthis.Atoolkitcanbedownloadedfrom
theirwebsite.
53
A substantial amount of work that needs to be done to obtain the quality
standardisbasedontakingstepstorecruitvolunteersthatarerepresentative
ofthelocalcommunity.Oneofthewaysinwhichtheyaskorganisationsto
provethisisbyprovidingdemographicinformation.
VolunteeringEngland
RegentsWharf
8AllSaintsStreet
LondonN19RL
UnitedKingdom
Tel: +44(0)8453056979
Fax: +44(0)2075208910
Email:iiv@volunteeringengland.org
www.investinginvolunteers.org.uk
Self Assessment
Selfassessmentisanotherwayinwhichyoucanassessyourorganisation’s
workonequalityanddiversity.Therearemanyqualityassurancesystemsand
toolkitsinthedomainthatcanhelpyoudothis.
Quality Assurance Systems
Thirdsectororganisationswanttoprovidethebestqualityofservicestotheir
serviceusersandotherstakeholders-thosepeopleandgroupsthathavean
interestinwhattheorganisationdoes,beitfunders,serviceusersorother
interestedparties.
Aqualityassurancesystemisaformalmanagementsystemthatcanbeusedto
strengthenanorganisation,raisethestandardofworktomakesureeverything
is done consistently and to set out expectations that a quality organisation
shouldmeet
14
.Aqualityassurancesystemaddsvaluetoanorganisationthat
seekstoimproveitsservices.
Therehasbeenanincreasedinterestfromthethirdsectorinqualitysystems
andstandards.Thedemandhasbeendrivenpartlybyfundersandpartlyby
thesectoritselfinitsdesiretodemonstratethatitisprovidingqualityservices
bothtoitsserviceusersandotherstakeholders
15
.Mostorganisationsusesome
formofqualityassurancesystemtoanalysetheirperformance,identifyingwhat
theydowellandwheretheycandobetter.
Therearemanyqualitysystemsfromwhichorganisationscanchose.Someof
thesecoverthebasicfunctionsofanorganisationandothersfocusonparticular
aspectsofanorganisation’swork.Anumberofagencieshavealsodeveloped
systemsforthirdsectororganisationsthatworkwithinparticularfelds.Here
wepresentanumberofthemostcommonlyusedqualityassurancesystems
andexplainhowtheycanbeusedtohelpimprovethequalityofyourworkon
equalityanddiversity.
14. Charities
Evaluation
Service(2002)
First Steps in
Quality (CES:
London).
15. Ibid.
54
Quality First
QualityFirstwasdesignedbytheBirminghamVoluntaryServiceCounciltohelp
smallvoluntaryorganisationsimprovethewaytheyoperate.Itisspecifcally
designedtohelpimproveorganisationsrunentirelybyvolunteers.Itbreaks
down the work of the organisation into separate quality areas and a whole
sectionisdedicatedto“promotingequalityandfairness”.
Levelonerequiresevidencetoshoworganisationshave:
anequalopportunitiesplanandpolicy;
amanagingbodyandvolunteersrepresentativeofthecommunity;and
monitoredservicesforethnicity,genderanddisability.
Leveltworequiresevidencetoshoworganisationshave:
providedaccesstotrainingonequalopportunityissuesformanagement,
committeemembersandvolunteers;
monitoredandreviewedtheplan;
includedequalopportunityissuesinserviceplanning;and
offeredservicestoawiderangeofpeople.
Quality First can be purchased from the Birmingham Voluntary Services
Council.
Itcosts£30excludingpostageandpackaging
QualityFirst
138DigbethHighStreet
Birmingham,B56DR
Tel:01216434343
Fax:01216434541
Email:claudiap@bvsc.org.uk
www.bvsc.org.uk
PQASSO
ThePracticalQualityAssuranceSystemforSmallOrganisations(PQASSO)is
amongthemostwellusedqualityassurancesystemsinthethirdsector.Itaims
togetorganisationstoincludeeveryoneintheorganisationtoself-assessand
thinkaboutwhattheyaredoingrightandwhattheycanbedoingbetter.Itcan
beusedwithsmall,mediumandlargesizedorganisations,orprojectswithin
verylargeorganisations.
PQASSOisbrokendowninto12qualityareaswhichlookatseparateareas
of an organisation’s work, including governance and management. Equal
opportunitiesandvaluingdiversityisoneofPQASSO’ssixguidingprinciples
andvalues.Henceequalityanddiversityisanintegralthemewithinallthe
qualityareasandisrefectedinmanyoftheindicators.
55
OrganisationscanchoosetoimplementPQASSOatlevels1,2or3,depending
ontheirsizeandexperience.Level1setsthefoundationsforequalityand
diversity, for example, an indicator in the Leadership and management
qualityarea,requiresorganisationstomeetalllegalobligations.Itsuggests
knowledgeand compliance with health and safety, equal opportunities and andcompliancewithhealthandsafety,equalopportunitiesand
disabilitydiscriminationlegistlationasevidencetodemonstratethisas.Level2
ismorestrategicinrelationtoequalityanddiversity,forexample,anindicator
intheResultsqualityareaasksthatorganisations’userprofleisconsistent
with identified needs and relevant demographic information, and suggests
equalopportunitiesmonitoringinformationasevidencetodemonstratethis.By
level3organisationsareexpectedtohaveimplementedaningrainedcultureof
equalityanddiversity.
The benefts of using PQASSO is the way it makes organisations address
equalityanddiversityinalmosteveryareaofitsworkaspartofawiderremitof
improvingtheirperformanceonquality.
ThePQASSOQualityMarkisanexternallyassessed‘kitemark’toshowthat
organisationhavemetthePQASSOstandards.Theexternalassessmentsare
donebypeerreviewerswhocomefromdifferentorganisationswithinthethird
sector.Ifapeerreviewindicatesthatyouhavemetthestandardsthenyouwill
receivethePQASSOQualityMarklogo.ThePQASSOQualityMarkisvalidfor
3years.
PQASSOcosts£95.00(excludingpostageandpackaging).The chargefora
PQASSOQualityMarkpeerreviewiscurrentlybetween£1,055and£1,755
plusexpensesandVATdependingonthesizeoftheorganisationandthelevel
atwhichitwantstobereviewed.
PQASSOcanbeobtainedfromCharitiesEvaluationService
http://www.ces-vol.org.uk/index.cfm?pg=42
CharitiesEvaluationService
4ColdbathSquare
London,EC1R5HL
Tel:02077135722
Fax:02077135692
Email:enquiries@ces-vol.org.uk
www.ces-vol.org.uk
Diversity Excellence Model
TheNationalSchoolforGovernmenthasadaptedtheEuropeanFoundationfor
QualityManagement(EFQM)modeltocreatetheEFQMDiversityExcellence
Modelwhichusesselfassessmentthatcanbeappliedspecifcallytoaddress
diversityinallaspectsofanorganisation’swork.
Thecentrebelievesthatnooneknowsanorganisationbetterthanthepeople
thatactuallyworkinit.Themodelenablesorganisationstomeasureprogress
andidentifyareasforimprovement,placingemphasisonmainstreamingof
equalityanddiversity.Itraisesawarenessaboutdiversityissues,andhelps
organisationsidentifyweaknessesandstrengthswithintheirwork.
56
Organisationsaregivenaguideandassessmenttoolwhichtheycanuseto
implementthemodel.Theyarealsoabletohavetheirworkonequalityand
diversitybenchmarked.
nationalSchoolforGovernment
SunningdalePark
LarchAvenue
Ascot,SL50QE
Tel:01344634000
DisabledPersonsOffcer:01344634283/Fax:01344634233
http://www.nationalschool.gov.uk/organisational_development/Diversity/
diversity_excellence_model/index.asp
Toolkits
Toolkitsarealsoanextremelyusefulresourceforanalysingyourownequality
anddiversitypolicies.Theyoftencontaininstructionsonhowtoimplementbetter
practicethatcanleadtochangeandcontaincasestudieswhichareusefulto
getideasfrom.Theyareaninvaluableresourceforsmallerorganisationsas
theyareoftenfreeorrelativelycheap.
Somegeneralequalityanddiversitytoolkitsaswellasstrandspecifconesare
listedbelow:
Making Diversity Happen! A guide for voluntary organisations (National
Council for Voluntary Organisations (NCVO))
Thisisapracticalguidefordevelopingdiversitypoliciesandstrategies.The
guide uses an approach that is based on defining diversity and involving
theconceptintheorganisation’smissionandaims.Theguidealsolooksat
howtoinvolvevolunteers,serviceusersandemployeesindevelopingand
implementingadiversitystrategy.Itincludescasestudiesandachecklist.
ThepublicationcanbepurchasedfromNCVOfor£15or£10.50formembers.
nCVO
Regent’sWharf
8AllSaintsStreet
London,N19RL
Tel:02077136161
Fax:02077136300
Email:ncvo@ncvo-vol.org.uk
http://www.ncvo-vol.org.uk/publications/showall.asp?id=1468
Development through Diversity (BASSAC)
BASSAC’s toolkit comprises of a range of practical ideas for community
organisations to use as a starting point in developing a diversity strategy.
57
The toolkit presents a series of ten steps, with a focus on understanding
theprinciplesofdiversity,involvingthewholeorganisation,undertakingself
assessmentandaddressingbarriers.
Thetoolkitisintendedasreferencematerial,allowingforanon-proscriptive,
fexibleapproach.Itisfullofcasestudiesandideasonhoworganisationscan
implementbetterpractice.
Thetoolkitcanbeaccompaniedbyabookofeightcasestudiesdocumenting
the ways in which community organisations undertook steps to promote
diversityaspartofBASSAC’sgrantprogramme.
Thetoolkitcosts£10andthebookofcasestudies£5,or£12.50forboth
http://www.bassac.org.uk/uploads/File/diversity%20order%20form.pdf
BASSAC
33CorshamStreet
London,N16DR
Tel:02073369417
Fax:08452410376
Email:info@bassac.org.uk
www.bassac.org.uk
http://www.bassac.org.uk/pages/other_publications.html#dtdcasestudies
Measuring Effectiveness
Thisisaself-evaluationtoolkitdesignedbytheCharitiesEvaluationServices
and the National Association of Councils for Voluntary Service (NACVS).
Althoughthisisnotatoolkitthatlooksspecifcallyatequalityanddiversity,it
isusefulbecauseitisdesignedtohelporganisationsimprovetheirmonitoring
andevaluationactivities.
Thetoolkitcontainsaframeworkforself-evaluation,astep-by-stepprocessby
whichorganisationscanidentifywhattheywanttoevaluate.Itcanbeusedfor
differentareasoftheorganisation’sworkincludingtraining.Itcontainsinformation
onusingdifferentmethodsforgatheringdataandguidanceonwritingevaluation
reports.
MeasuringEffectivenesscanbedownloadedfromtheNationalAssociationfor
VoluntaryandCommunityAction’s(NAVCA)website.
nAVCA
TheTower
2FurnivalSquare
Sheffeld,S14QL
Tel:01142786636
Fax:01142787004
Textphone:01142787025
Email:navca@navca.org.uk
http://www.navca.org.uk/publications/meseffect/
58
Diversity Works for London
ThiswebsiteisfundedbytheLondonDevelopmentAgency.Thepurposeofthe
siteistopromotethebusinesscasefordiversityandtohaveitmainstreamed
intoeveryaspectofbusinessinLondon.Thewebsitecontainsanenormous
amountofinformationonimplementingdiversitypoliciesandpractices.This
includeshowtocreateadiversitystrategy,deviseadiversitypolicyandhowto
conductanequalityaudit.Therearecasestudiesthatexemplifygoodpractice.
Thewebsitealsohasadiagnostictoolwhereyoucananswerquestionsand
fnd out how well your organisation is doing on equality and diversity. The
websiteisafreeresource:
www.diversityworksforlondon.com
The Cornwall Diversity toolkit (Cornwall Infrastructure Partnership)
ThetoolkitwasoriginallywrittenfororganisationsbasedinCornwall.Although
itcontainsinformationthatisspecifctoCornwallitissuitableforallthirdsector
organisationspursuingexcellenceinequalityanddiversity.Theresourcecovers
defnitions,analysisofattitudesandperceptions,selfassessmentframework,
goodpracticeguides,casestudiesandinformationonlegislation.
Thetoolkitcanbedownloadedfrom: http://www.voluntaryskills.com/resources/
downloads/equality/?PHPSESSID=3ea03a01857c9dc54
The Complete Equality and Diversity Training Toolkit (Geriproject)
TheGenderEqualityandRaceInclusionProjecthasproducedthistoolkiton
aCD-ROM.Thetrainingconsistsofeightmodulesdesignedtobedelivered
internally to develop the knowledge, awareness and skills needed for
participantstoincorporateequalityanddiversityintotheireverydaywork.The
toolkitincludesatrainingneedsanalysistool.
ThetoolkitCD-ROMcosts£110andcanbepurchasedfrom:
http://www.geriproject.org/equality_and_diversity_
services/1169137247.173/1165250930.657/
GERIProjectLtd
POBox7421
Annan,DG126WW
www.geriproject.org
Equalities and Communities: Challenge, Choice and Change
(Community Development Foundation)
This is a book for community organisations. It gives a common framework
for combating inequality and discrimination in a way which empowers the
communitiesandindividualsthattheorganisationsreadingitworkwith.The
bookcosts£9.95andcanbepurchasedfromthefollowingwebsite.
http://www.nsfund.org.uk/pooled/articles/BF_DOCART/view.asp?Q=BF_DOCART_291761
59
CommunityDevelopmentFoundation
Unit5,AngelGate
320–326CityRoad
London,EC1V2PT
www.cdf.org.uk
Diversity Driver (Fairplay Partnership Yorkshire and Humber)
Thepartnershipworkstomainstreamequalityanddiversityintheworkplace.
Theirselfassessmenttoolallowsorganisationstobenchmarktheirdiversity
management,providingabaselineforimprovementandhelpsdeterminewhatan
organisation’sdiversityprioritiesshouldbe.ItisbasedontheEFQMExcellence
model.Thetoolkitisintendedtobeusedbyorganisationsofanysizeorsector.
ThetoolkitisfreefororganisationsthatworkintheYorkshireandHumberside
Region.Forotherorganisationsasmallchargeismade.
FairplayPartnershipYorkshireandHumber
TheGatehouse
MansionGate
ChapelAllerton
Leeds,LS74RF
Tel:01132622789
http://www.fairplaypartnership.org.uk/diversitydriver.html
Directories
Equalities Resources (NAVCA)
This is a listing of publications and websites available from the National
AssociationforVoluntaryandCommunityAction.
www.navca.org.uk/localvs/equalities
Runnymede Trust
TheRunnymedeTrusthasapageonitswebsitewithlinkstoequalityand
diversityagenciesintheUK.
http://www.runnymedetrust.org/resources/links.html
Housing Diversity Network
TheHousingDiversityNetworkhasdatabaseoforganisationsrepresentingand
workingwithdiversegroups.
http://www.housingdiversitynetwork.co.uk/resources/directory.asp
60
Equality and Diversity Forum (EDF)
The EDF has an extensive database of website links for third sector and
statutoryorganisations.Agenciescanbesearchedbyname,location,sector
andequalitystrand.
http://www.edf.org.uk/orgsearch/orgsearch.aspx
Libraries
Directory of Social Change Library Service
GuidestogoodpracticeinallstrandsofequalitycanbefoundintheHumanResources
sectionofthelibrary.Thelibraryholdsmanypublicationsonrecruitmentandselection,
legalrequirementsandqualitystandards.Thereferenceandreportssectionalso
containspublicationsonculturaldiversity.Afullcataloguecanbefoundat
http://www.dsc.org.uk/charitybooks/library_service.html
The Runnymede Collection at Middlesex University Library
Thislibraryholdsacollectionofbooks,pamphlets,researchreports,presscuttings
andbulletinsconcerningequalityanddiversityissues.Subjectsincluderaceand
racism,immigration,citizenship,socialservices,housing,health,prisons,education,
populationtrendsandhumanrights.Theonlinecataloguecanbefoundat
http://www.mdx.ac.uk/runnymede/books.htm
Housing Diversity Network
TheHousingDiversityNetworkhasanonlinelibraryofpublicationscovering
bestpracticeguidesandcommunitycohesion.
http://www.housingdiversitynetwork.co.uk/resources/library.asp
Websites
Voluntary Matters 3
VoluntaryMatter3isamediatrustthatspecialisesinaidingcommunication
betweencharities.ThewebsitecontainsdiversitycasestudiesfromtheTV
programmeandotherresourcesspecifcallyforthoseworkingwithvolunteers.
Itincludesascenariotestrelatingtodiverseinterviewees,aquiz,adiscussion
forum,publicationsandlinkstootherresources.
www.voluntarymatters3.org/diversity/introduction/index.html
Biznet, Yorkshire and Humber Race Equality Toolkit
Thiswebsiteprovidesinformationonequalityforbusinessesworkinginthe
YorkshireandHumberregion,althoughitcanbeofusetootherorganisations.It
containsnewsupdates,informationonlegislation,guidanceandcasestudies.
www.biznet.org.uk
61
P
A
R
T

T
W
O
This part of the guide looks
at Human Rights,
the Public Sector Duties
and the Equality Strands.
61
62
63
TheHumanRightsAct1998isperhapsthesinglemostimportantpieceof
legislationforequalityanddiversityintheUnitedKingdom.TheHumanRights
Actallowspeopletoraisecaseswheretheybelievethatapublicauthorityhas
breachedoneoftheirhumanrightsprotectedbytheAct.
Thenotionofhumanrightsisbasedaroundtheconceptsoffairness,equality,
respect, dignity and autonomy and this gives us a new paradigm through
whichtoseepeople.
16
Itallowsustothinkabouteveryoneashavingacertain
minimumsimplybecausetheyarehumanbeings.
ImaginativeuseoftheHumanRightsActhasbeeninstrumentalinpushing
forwardprotectionforpeoplethatdonotftneatlyintofxedcategoriesorwhere
Parliamenthasyettolegislateonanequalitiesarea.Forexample,theHouse
ofLordsextendedtenancyrightstosamesexpartnershipsbeforeParliament
votedtocreateCivilPartnerships.ThiswasbasedonArticle8:therightto
respectforprivateandfamilylife.
SectionONE
Human
Rights
Relevant rights protected in the Act include:
Article 2 Therighttolife
Article 3 The right to freedom from torture, inhumane and
degradingtreatment
Article 5 Therighttolibertyandsecurity
Article 6 Therighttoafairtrial
Article 8 Therighttorespectforprivateandfamilylife
Article 9 The right to the freedom of thought, conscience and
religion
Article 10Therighttofreedomofexpression
Article 11 Therighttothefreedomofassemblyandassociation
Article 14 Therighttofreedomfromdiscriminationonthegrounds
ofsex,race,colour,language,religion,politicalorother
opinion, national or social origin, association with a
nationalminority,property,birthorotherstatus
16.www.bihr.org.uk
64
Resources
Ministry of Justice
TheMinistryofJustice’swebsitecontainsadviceandguidanceontheHuman
RightsAct.
http://www.justice.gov.uk/guidance/humanrights.htm
www.justice.gov.uk
Directgov
Gives basic introductory information about rights and responsibilities of
individuals,humanrightsandwheretheycomefrom:
http://www.direct.gov.uk/en/Rightsandresponsibilities/index.
htm?cids=Google_PPC&cre=Rights_and_Responsibilities
ItalsohasinformationontheHumanRightsAct
http://www.direct.gov.uk/en/RightsAndResponsibilities/DG_4002951
Your Human Rights (BIHR)
ThisisaseriesoffourguideswrittenbytheBritishInstituteofHumanRights
whichfocusonthepracticalrelevanceofhumanrights.Theyarewrittendirectly
forpeoplelivingwithmentalhealthproblems,disabledpeople,olderpeople
andrefugeesandasylumseekers.
http://www.bihr.org/information/guides.html
Organisations
Equality and Human Rights Commission (EHRC)
Part of the EHRC’s remit is to promote new understanding of equality and
humanrightsculture.Itwillbeprovidingtrainingandotherservicesonthis.
Thewebsitecontainsspecifcinformationonhumanrights.
http://www.equalityhumanrights.com/en/yourrights/humanrights/Pages/
HumanRights.aspx
65
Equality and Human Rights Commission
Manchester
ArndaleHouse,TheArndaleCentre
Manchester,M43AQ
Tel:01618298100
Fax:01925884000
London
3MoreLondon,RiversideTooleyStreet,London,SE12RG
Tel:02031170235
Fax:02074077557
info@equalityhumanrights.com
www.equalityhumanrights.com
British Institute of Human Rights
TheBIHRisacampaigningorganisationthatprovidestrainingtoorganisations
thatwanttoemployahumanrightsbasedapproachtotheirwork.Theirwebsite
hasawealthofinformationandpublicationsonhumanrights,legislationand
otherissues.Aswellasresources,briefngsandguides,BIHRprovidestraining
aroundhumanrights.
British Institute of Human Rights
SchoolofLaw
King’sCollegeLondon
26-29DruryLane
London,WC2B5RL
Tel:02078481818
Fax:02078481814
Email:info@bihr.org.uk
www.bihr.org.uk
Amnesty International UK
Internationally, Amnesty is one of the most renowned human rights
organisations.ItcampaignstoimprovehumanrightsintheUKandacrossthe
globe.
Amnesty International UK
TheHumanRightsActionCentre
17-25NewInnYard
London,EC2A3EATel:02070331500
Fax:02070331503
Textphone+44(0)2070331664
Emailsct@amnesty.org.uk
www.amnesty.org.uk
66
Liberty
Liberty is a civil liberties campaigning organisation. It has a website which
explainsvariousarticlesintheHumanRightsAct1998.
http://www.yourrights.org.uk/
Ittakesonasmallnumberofcaseswhereitbelievesthatthereisapointoflaw
thatneedstobedecidedon.
Itswebsitehasasectionspecifcallydesignedforthirdsectororganisations
andwhattheycandotohelpadvancehumanrights.
www.yourrights.org.uk/vas
Itrunsatelephonehelplinedesignedspecifcallyforthirdsectororganisations
forquestionsonhumanrightsissues:0845 122 8621
ThehelplineisopenMonday14:30-16:30andTuesdaysandThursdays10-12.
Liberty
21TabardStreet
London,SE14LA
Tel:02074033888
www.liberty-human-rights.org.uk
67
Public bodies have greater responsibilities under discrimination law than
privateorthirdsectororganisations.TheRaceEqualityDutycameintolaw
throughtheRaceRelations(Amendment)Act2000andplacesapositiveduty
onpublicauthoritiestopromoteraceequality.TheDisabilityEqualityDuty
whichcameintoeffectinDecember2006throughtheDisabilityDiscrimination
Act2005andtheGenderEqualityDuty(April2007)whichwasbroughtinto
lawthoughtheEqualityAct2006,placedutiesonpublicauthoritiestopromote
disabilityandgenderequalityrespectively.
Thissectionlooksatwhatthesedutiesmeantothirdsectororganisations.The
Dutiesmayaffectanorganisation:
whereitisconsideredtobeapublicauthority;
whereitprovidesaservicetoapublicauthority;and
forcampaigningpurposes.
Asaresultofamendedequalitylaw,organisationsinthethirdsectorthatdeliver
servicesofapublicnatureundercontracttopublicbodiesmustbeprepared
to comply with the general statutory duties to promote race, disability and
genderequality.Thisisbecausepublicbodiesthatcontractouttheirservices
remainsubjecttothegeneralduties.Forexample,apublicbodycanimpose
tenderspecifcations,contractconditionsandmonitoringrequirementsonits
contractorstoensurethattheauthoritycontinuestomeetitsstatutorygeneral
dutiestopromoterace,disabilityandgenderequality.Anexampleofthiscould
bewhereaHousingAssociationprovideshousingtoahomelesspersonon
behalfofalocalauthority.
Inthesecircumstances,itwouldbeconsideredtobeapublicbodyonlywhere
itisprovidingtheserviceofpublicnatureandnot,forexample,whereitwas
providingaccommodationtootherresidentsonacommercialbasis.However,
all housing providers must comply with the Statutory Code of Practice on
Racial Equality in HousingwhichcameintoeffectinOctober2006.Thecodeis
availablefromtheEqualityandHumanRightsCommission.
Publicauthoritieshaveapurchasingpowerof£125billion
17
.Therefore,ifyour
organisationisbiddingforacontracttoprovideaserviceonbehalfofalocal
authority,youmayhavetoprovethatyourequalitystandardsarehighand
thatyouareproactiveinensuringthistobethecaseasthismaybeoneofthe
conditionsofthecontract.
SectionTWO
ThePublic
SectorDuties
17.Carvel,J(2008)
“Firmsshouldcut
genderpaycapor
lose£125bndeals,
saysMPs”the
Guardianp.189
th

February2008.
68
If you think that you may provide a service of a public nature, you should
considersafeguardingyourpositionandtakestepstoimplementthepractices
fromtheEqualityDuties.Evenifyourorganisationwouldnevertenderforpublic
sectorcontracts,theEqualityDutiescouldbeseenasatemplatetobeusedby
organisationsthatseektoexcelintheirequalitypractices.
Equality Impact Assessments
Thirdsectororganisationsareoftenaskedtocommentupon,orcontributeto
equalityimpactassessments(EIAs)thatareundertakenbypublicbodiessuch
aslocalauthorities.AspecifcdutyoftheRaceRelations(Amendment)Act
2000,DisabilityDiscriminationAct2005andtheamendedSexDiscrimination
Act1975requiresmostpublicauthoritiestoassessandconsultonthelikely
impactoftheirnewandrevisedpoliciesonthecommunitiesaffectedbythem.
Thismeanstheauthoritiesmustshowthattheyhaveconsultedwidelywith
communitiesandindividuals.Formalconsultationarrangementsareoftenset
withthecommunityandthirdsectorgroupsinordertoheartheviewsoftheir
members.
Itisimportant,therefore,forthirdsectororganisationstounderstandwhyand
howequalityimpactassessmentsshouldbedone.Bydoingthis,thirdsector
organisationswillbeinastrongpositiontoholdpublicauthoritiestoaccountfor
thewaystheydevelopandimplementtheirpolicies.
Trainingshouldbegiventothoseinvolvedsothattheyfullyunderstandwhat
theyarerequiredtodo.Theshortguidebelowillustrateshowtoactasan
effective advisor to a public authority when consulted on equality impact
assessments.
What is an equality impact assessment?
An equality impact assessment is a systematic process that shows what
impactapolicyislikelytohaveonthecommunitiesaffectedbyit.Theword
‘policies’includes:writtenpolicies,practices,projects,guidance,strategiesand
procedures.Policiesmayaffectdifferentcommunitiesinpositiveoradverse
ways.Todeterminetheequalityimpacts,publicbodiesalsohaveastatutory
dutytoconsultwithallcommunitieslikelytobeaffectedbythepolicy.
Evidence of consultation by public bodies
Thirdsectororganisationsshouldlookforevidencethataneworrevisedpublic
sectorpolicyrefectstheviewsofthoselikelytobeaffectedbyit.Doesitshowyou
whowasconsultedandwhenandhowtheywereconsulted?Ifnot,askthereport
writerorsenioroffcerthesequestionstosatisfyyourselfthatproperconsultation
wasdone.
Do not accept that there was no time to ask people likely to be affected for
theirviews.Sometimes,onlystaffandoffcersrepresentingminoritygroupsare
consulted.
69
However, you also need to see evidence that external organisations
representingallminoritygroupsaffectedbythepolicyarealsoconsultedonthe
policiesorpractices.
Organisationscanthenmakesurethattheviewsofcommunitiesaffectedby
publicsectorpolicyareappropriatelysoughtandincorporated:thatthefnal
policyisftforpurpose;andthatitsoutcomesareproperlymonitoredtoensure
itstaysftforpurpose.
Organisations
The Public Law Project
The Public Law Project aims to improve access to public law remedies for
peoplewhowouldnototherwisehaveaccesstothemduetopovertyorother
disadvantages.Ifanindividualweretoraiseacaseagainstapublicauthority
fornothavingimplementedtheEqualitiesDutiesproperly,theywouldhaveto
raisetheircasethroughpubliclawavenues.Theorganisationtakesoncases
suchasthese.
Public Law Project
150CaledonianRoad
London,N19RD
Tel:02076972190
Fax:02078377048
e-mail:admin@publiclawproject.org.uk
www.publiclawproject.org.uk
Resources
Equality and Human Rights Commission
Thewebsitegivesasubstantialamountofinformationonthemeaningofa
publicauthorityandhowthisaffectsthirdsectororganisations.Italsoprovides
asubstantialamountofinformationontheequalitiesduties.
http://www.equalityhumanrights.com/en/forbusinessesandorganisation/
publicauthorities/Pages/BusinessesorganisationsPublicBodies.aspx
Italsodescribeswhatisconsideredtobeaserviceprovider:
http://www.equalityhumanrights.com/en/forbusinessesandorganisation/
serviceproviders/pages/whatisthedefinitionofaserviceprovider.aspx
Libertyhasproducedadocumentonhowtodeterminewhetheranorganisation
isapublicauthorityornot.
http://www.yourrights.org.uk/vas/the-human-rights-act/determining-what-is-a-
public-authority.doc
70
71
Introduction
Theequalitystrandsare:
Gender(includinggenderidentity)
SexualOrientation
Age
Disability
Race(includingrefugees,asylumseekersandGypsiesandTravellers)
Religionandbelief(includingpeoplewhohavenoreligionorbelief)
Thereisscopetoincludeotherequalitystrandsforexample,carersandthe
deaf community (that is people who are profoundly genetically deaf who
describethemselvesnotasdisabledbutaspartofaculturalminority).The
fluidity of the strands is something very positive that recognises diversity,
allowsfordifferenceandseeksequalityofoutcomeforall.Thesedimensionsof
equalityanddiversitycanbeincorporatedbypublicbodieswhentheyconduct
equalityimpactassessments,anapproachrecommendedbytheEqualityand
HumanRightsCommission.
Traditionally,theequalitystrandshavebeendealtwithasseparateselfcontained
entities.However,muchworkhasbeendonetobringthemtogetherinawaywhich
givesscopetocombatingmultiplediscrimination.Recentlytworeviewshavebeen
conducted:theEqualitiesReview,whichinvestigatedthecausesofpersistent
discriminationandinequalityinBritishsociety;andtheDiscriminationLawReview
whichlookedatcurrentanti-discriminationlegislationwiththeviewtosimplifying
andharmonisingthelaw.TheresultshouldbeaSingleEqualityAct.
Thispartoftheguidepresentstheseparateequalitiesstrandsinindividual
sections.Eachsectioncontainsthefollowing:
Introduction
Currentlegalresponsibilities
Whereapplicable,informationonthepublicsectorduties
Furtherresources
Contactdetailsfororganisationsdealingspecifcallywiththisissue
SectionTHREE
TheEquality
Strands
18
18.Olmecwouldliketo
thanktheLondon
VoluntaryService
Councilfortheir
helpinwritingthis
section.
72
Gender
Grossinequalitystillpersistsbetweenmenandwomeninoursociety.Women
tendtosuffermorethanmenfromdiscriminationonthegroundsofgender.
Thisisstronglydemonstratedbywagesandsalaries.Forexample,onaverage
awomanwhoworksfulltimeearns17%lessthanamanwhoworksfulltime,
womenwhoworkpart-timeonaverageearn38%lessthanmeninfull-time
employmentfortheequivalentnumberofhours.Womenoccupyfewerofthe
toppositionsinsociety,forexample,only20%ofMPsarewomen
20
.Yetmen
canalsobevictimsofgenderdiscrimination.
Tacklinginequalityandpayingattentiontodifferencesbetweenwomenand
menbeneftseverybody.Forexample,genderequalityreducesthepowerof
rigidgenderstereotypesofwhatitmeanstobea‘realman’,givingmenand
boysmorechoicesintheirlives.
Legislation
Over the past thirty years much legislation has been introduced to combat
discrimination on the grounds of gender and gender identity. Below is an
outlineoftheActsofParliamentandmeasuresintroducedbytheEuropean
Communitywhichprotectpeoplefromdiscrimination:
Equal Pay Act 1970
Obligesemployerstopaythesamewageorsalarytowomendoingasimilar
roletoamaleinthesameorganisationorcompany.
Sex Discrimination Act 1975
TheSexDiscriminationAct1975asamendedmakesitunlawfultodiscriminate
onthegroundsofsexormaritalstatusinemployment,education,advertising
forjobs,housingandtheprovisionofgoods,facilitiesandservices.Italso
Defnitions
Sex: referstothebiologicaldifferencesbetweenmenandwomen,
whichareuniversaland can only change in certain circumstances
(seethesectionongenderidentity)
Gender: referstosocialattributesthatarelearnedoracquired
duringsocialisationasamemberofagivencommunity.Because
theseattributesarelearnedbehaviourstheycananddochange
over time (with increasing rapidity as the rate of technological
changeintensifes)andvariesacrosscultures
19
.
19. FromdeOteyza
(2006)Genderin
theCity:Gender
andCommunity
EngagementTools
andprocesses
(GEMproject:
Manchester).
20. www.fawcettsociety.
org.uk/index.
asp?PageID=347
73
prohibitsharassmentinemployment.TheActallowsorganisationstoadvertise
singlesexpostswherethereisagenuineoccupationalrequirement(GOR).For
example,anorganisationwhichprovidessupportforfemalevictimsofdomestic
violencewouldbeabletoemploywomenonly.
TheSexDiscriminationActprovideslegalprotectiononmanygroundsincluding:
ongroundsofsex(i.e.maleorfemale);and
ongroundsofgenderreassignment(seesectiononGenderIdentity).
Employment Act 2002 (Flexible Working Regulations)
Introducestherightofemployeestorequestfexibleworking.
Part-time Workers Regulations 2000
It is unlawful to treat part-time workers less favourably than their full-time
equivalentsunlessitisobjectivelyjustifable.However,theregulationsdonot
createarightforwomentoaccesspart-timework.
Consolidated Equal Treatment Directive 2006/54
Thereshouldbenodiscriminationonthegroundsofgender,eitherdirectlyor
indirectly,norbyreferencetomaritalorfamilystatus,inaccessingemployment,
training,workingconditions,promotionordismissal.
Social Security Directive
Requires equal treatment of men and women in statutory schemes. It
providesprotectionagainstsickness,invalidity,oldage,accidentsatworkand
occupationaldiseasesandunemployment.Itdoesnotrequireequalisationof
pensionages.
Equal Pay Directive
Paydiscriminationonthegroundsofsexshouldbeeradicated.
Gender Equality Duty
TheGenderEqualityDutycameintoeffectinApril2007.Thedutywasbrought
inbecauseafternearly40yearsoflegislation,discriminationisstillwidespread.
The Gender Equality Duty requires public authorities to promote gender
equality.Itismorewide-rangingthanpreviouslegislationbecauseitrequires
thosebodiesaffectedtobeproactiveratherthanreactive.
74
Thirdsectororganisationsshouldbeawareofthedutybecauseitmayaffect
theminthefollowingways:
21

1) Procurement. Third sector organisations are increasingly providing
services on behalf of public bodies. Public bodies may insist that
organisations conform to the highest gender equality standards at the
riskoflosingcontractsorbeingineligibleforfuturecontracts.TheEqual
OpportunitiesCommissionrecommendedthatpublicauthoritiesplacea
clauseinthetermsandconditionsofcontracts:
You will ensure that you do not discriminate against anyone unlawfully, or
treat anyone unfairly, on the grounds of their sex, gender identity, marital,
family or part-time status. You will also make sure that anyone acting on
your behalf, your employees and sub-contractors involved in the Contract
do not do so either, and that those involved in the management or operation
of the Contract receive appropriate training on equal opportunities
legislation and associated good practice.
Anorganisationwhichisknownforitsgenderequalitypracticesismore
likelytobecommissionedtoprovideaserviceonbehalfofapublicbody.
Publicsectorbodiesmayalsorequestthatspecifcdataiscollatedbythe
organisationsothatthepublicauthoritycanproveitsowncompliancewith
thespecifcduties.Itmakessensethereforeforthirdsectororganisations
toseektoexcelontheirgenderequalitypoliciestoappearmoreattractive
topublicsectorfundersandtohavethechancesofeitherrenewingtheir
contractorobtainingoneinthefrstplaceincreased.
2) Good Practice. Legislationcurrentlyonlyrequirescertainbodies“to
promotegenderequality”butsomeofthemethodsprescribedcouldbe
employed by other organisations to help promote gender equality even
wheretheyarenotobligedto.Theycouldinsertsimilarclausesastheone
aboveintotheircontractswithotherthirdsectororganisationsorcompanies
thataresupplyinggoodsandservices.Thisputspressureontheirown
supplierstoimplementgoodequalitiespractices.
3) Campaigning. organisationscanholdpublicauthoritiestoaccountifthey
arenotimplementingtheGenderEqualityDutyproperly.
4) Third sector organisations as public authorities. Someorganisations
canbeconsideredtobepublicauthoritieswheretheyprovideaservice
onbehalfofapublicauthorityandwherethatserviceispublicinnature.
Forexample,HousingAssociationsarenowboundbytheGenderEquality
Duty.
21. Takenfromadvice
giveninGender
Equality Duty: Code
of Practice for
England and Wales
http://83.137.212.42/
sitearchive/
eoc/PDF/GED_
CoP_Draft.
pdf?page=19765
75
Specifc Duties
SomepublicbodiesthatarelistedintheSexDiscriminationAct1975have
specifcdutiesundertheGenderEqualityDutyincluding:
gatheringandanalysinginformation;
consultingstakeholders;
carryingoutgenderequalityimpactassessments;
prioritisingandimplementinggenderequalityobjectives;and
reportingandreviewing.
Moreinformationonequalityimpactassessmentsandtherelevanceforthe
thirdsectorcanbefoundintheEqualitiesDutiessection.
The General Duties
A public sector employer also must pay due regard to eliminating forms of
gender discrimination and harassment in employment. Some third sector
organisationswillalsohavetocomplywiththeseduties(seesectiononthe
EqualitiesDutiesformoreinformation).
ThefollowingaremeasuresprescribedintheEqualOpportunitiesCommission’s
CodeofPracticeasgoodpracticeforallorganisations:
ensuringfairrecruitmentprocesses;
avoidingconcentrationofwomenandmenintoparticularareasofwork
andaddressingitwhereitalreadyexists('occupationalsegregation');
promotingandmanagingfexibleworking;
ensuringhigh-levelpart-timeworkandsupportingpart-timeworkers;
managingleaveforparentsandcarers;
managingpregnancyandreturnfrommaternityleave;
eliminatingharassmentincludingsexualharassment;
eliminatingdiscriminationagainst,andharassmentof,transsexualstaff
andpotentialstaff;
grievanceanddisciplinaryprocedures;
redundancy;
retirement;
equalpay;and
work-basedtrainingopportunities.
22

22. Ibid.
76
Resources
The Gender Equality Duty: Code of Practice for England and Wales(Equal
OpportunitiesCommission)(2006)
http://83.137.212.42/sitearchive/eoc/PDF/GED_CoP_Draft.pdf?page=19765
The Women’s Resource Centre has produced a template for Central
Government Departments on the Gender Equality Duty. This can be
downloadedfromtheirwebsite:www.wrc.org.uk
Enforcing the Gender Equality Duty: a Toolkit for Individuals (TheEquality
andHumanRightsCommission)
TheEHRChasrecentlyproducedatoolkitforindividualstohelpholdpublic
authoritiestoaccountontheirdutiesundertheAct.
http://www.equalityhumanrights.com/en/forbusinessesandorganisation/
publicauthorities/Gender_equality_duty/Pages/EnforcingtheGenderEquality
Duty–AToolkitforIndividuals.aspx
Tools for Change: Public Sector Equality Duties & Violence against
Women(EndViolenceagainstWomen)(October2007)
EndViolenceagainstWomenworkedwiththeEqualOpportunitiesCommission
toproducethistoolkitaimedatreducingviolenceagainstwomen.
http://www.endviolenceagainstwomen.org.uk/documents/Enforcement_toolkit.doc
Best practice
Oneusefultoolthatthirdsectororganisationscoulduseisthinkingabouthow
theirpoliciesmayaffectmenandwomendifferentlyonceimplemented.Itis
worthbearinginmindthattheremaybedifferentreasonswhymenandwomen
takeupservices.Ifmenorwomenarenotusingcertainservicesthenitmaybe
worthfndingoutwhatinhibitsthemfromseekingthemout.Genderstereotypes
mayevenbeagoodplacetostartthinkingaboutthis.
Womenaremorelikelytoworkpart-timethanmen.Ifaserviceisonly
openduringoffcehoursthenmenmaybelesslikelytousetheservice
(ofcourseitwouldalsorestrictwomenwhoworkfull-timefromusingthe
service).Changingtheopeninghoursofaservicesothatbothfull-time
workersandpart-timeworkerscanaccessitmaymakeadifference.
77
Womenarealsomorelikelytohavechildcareresponsibilities.Providing
assistance with childcare or making your service child-friendly may
attractmorefemaleserviceusers.
Thesearejustacoupleofthemanyexamplesofwhereadaptingpractices
couldhelporganisationsworkbetterwithbothgenders.
Of course, there may be many reasons why a third sector organisation
wouldwanttoprovideamale-onlyorfemale-onlyservice.Anexampleoften
citedisarefugeforwomenwhoaresurvivorsofdomesticviolence.Women
aremorelikelytobesubjecttodomesticviolencethanmensoitwouldbe
disproportionateforanorganisationtoprovidethesamenumberofbedsfor
maleusersasfemaleusers.Itisalsounsafeandineffectivetoprovidethese
servicesinamixedenvironment.
Training – ReGender
OxfamGBsetuptheReGenderprojectin2003toimprovegenderoutcomes
inregenerationprocessesacrosstheUK.Inthelastfveyearsithasworked
with community groups, local, regional and national decision-makers, and
regenerationpractitionerstofndbetterwaystoimprovethelivesofwomen
andmenthroughregeneration.
Womenareoftenexcludedorsidelinedduringtheregenerationprocessfora
varietyofreasons,suchaslowornon-existentrepresentationatthedecision-
makinglevels.ReGenderaimstohighlightthesekindsofbarriersandhelpthe
organisationsandstatutoryagenciesinvolvedinregenerationtounderstand
howtheycanimprovetheirworkbyrecognisingthedifferencesinwomen’sand
men’slives.Thiscanincludesimplethingssuchasthinkingaboutthewaysin
whichthedesignofnewhomescanhaveanimpactononegendermorethan
others–andthentakingactiontocorrecttheimbalance.
TheReGenderprojectalsorecognisesthatoutcomesformenarenotalways
as good as they should be. One example of this is that men visit their GP
signifcantlylessthanwomen,whichhasanespeciallynegativeimpactonthe
healthofthosemenwhoarealsoonlowincomesandlackingsupportinother
areasoftheirlives.Theprojectseekstohelporganisationsaddressthesesorts
ofproblemsandtofndpracticalsolutionsforthem.
ReGender has trained and is currently working with 35 regeneration
practitioners who are known as “gender champions”, and are taking their
skills and knowledge about gender issues back into their workplaces and
communities,tothebeneftofmen,women,andregeneration.
Oxfam’sReGenderprojectofferstwotothreedaytrainingcoursesforthird
sectororganisationsandpublicsectorauthoritiesespeciallythoseinvolvedin
regeneration:
Contact:Re:GenderProgramme01618604021
http://www.oxfam.org.uk/resources/ukpoverty/regender.html
Forusefulresources,guidesandtoolkitsongenderandregeneration,visittheOxfam
GBwebsite:http://www.oxfam.org.uk/resources/ukpoverty/resources.html#regen
The Right to Vote
Until the Married Women’s
Property Act 1882, when
a woman got married, all
the property that she had
i nheri ted passed to her
husband.Thisdemonstrated
the gross inequality that
existed at every level of
the law between men and
women. Women wer e
also unable to vote to try
and overturn some of this
legislation. The suffragette
movement was born t o
fight for the right of women
to have the vote. In 1903
EmmelinePankhurstandher
threedaughtersestablished
the Women’s Social and
Political Union (WSPU) in
Manchester.Theircampaign
changed the nature of the
suffragette movement as
they were prepared to use
militant methods to obtain
their goal, including arson,
hungerstrikesonceinprison,
and one suffragette, Emily
WildingDavison,eventhrew
herselfundertheKing’shorse
attheEpsomDerbyin1913
tohighlightthecampaign.
DuringWorldWarI,theWSPU
useditsinfuencetohelpthewar
effortandgetwomenworking
in roles traditionally assigned
tomen.Attheendofthewar,
thiseffortwasrecognisedwhen
in1918theRepresentationof
thePeopleActreceivedRoyal
Assentgivingtherighttovoteto
womenovertheageof30and
whohadreceivedaUniversity
Education,werehouseholders
orthewivesofhouseholdersor
rentedapropertyandhadan
annualincomeover£5.In1928
womenwerefnallyabletovote
onthesametermsasmen.
78
Manton Community Alliance
Mantonisanestateinanex-miningcommunityanditisoneofthe
mostdeprivedareasintheEastMidlands.Itsufferedheavilyfrom
unemployment following the mine closures in the 1990s. Manton
CommunityAllianceisoneoftheNeighbourhoodRenewalPathfnders
andpartoftheirworkistoconsultwiththelocalcommunityonhow
their resources should be spent. Two members of the team went
on training delivered by the ReGender project and realised that
the residents involved in their consultation were not necessarily
representativeoftheestate:mendidnotmakeupasmanyofthe
peopleattendingtheconsultationaswomenontheestate.
The organisation realised that it had to engage more with men in
thelocalcommunityotherwisetheyweregoingtomissoutonvital
information.Effortswerethenmadetochangethestyleinwhichit
operated.Forexample,afterrealisingthatwomenvisitedtheiroffces
moreoftenthanmen,theyvariedthehoursthattheiroffceswere
opensothatthereweresomeeveningandSaturdayopeningtimesto
encouragementocomealong.
WheneverMantonCommunityAlliancecarriesoutconsultationsit
alwaysfollowspracticestoensurethattheygetfairrepresentation
frombothwomenandmeninthelocalcommunity.
www.mantoncommunityalliance.org.uk
Resources
Why Women? (The Women’s Resource Centre) (2006)
Thisreportdiscussesthevalueandbeneftofwomenonlyservices.Itisthe
resultofsomeoftheworkthattheWomen’sResourceCentrehasbeendoing
ongettingwomenonlyservicesontheagenda.
http://www.wrc.org.uk/downloads/WRC%20Why%20Women%20Report.pdf
www.whywomen.org.uk
79
Into the Lion’s Den: a Practical Guide to Including Women in Regeneration
(Oxfam UK Poverty Programme)
Thisisatoolkitfororganisationsinvolvedinregenerationwhichwanttoimprove
femaleinvolvementintheprocess.Someofthestepscanbeusedtoinvolve
menintheprocessaswell.Theguideincludescasestudiesfromorganisations
whichOxfamUKhadworkedwithbeforehand.Theguidecanbedownloaded
fromOxfam’swebsite:
http://www.oxfam.org.uk/resources/ukpoverty/resources.html#lions
Where are Women in Local Strategic Partnerships (The Women’s Resource
Centre in partnership with Oxfam and Urban Forum)
Thedocumentdiscussesissuesthatwomenfaceandcanbedownloadedfrom
theWomen’sResourceCentre’swebsite
http://www.wrc.org.uk/downloads/Policystuff/womenlsps.pdf
See Both Sides: A Practical Guide to Gender Analysis for Quality Service
Delivery (Oxfam)
Thisisaguidetoservicedeliverylookingatpoliciesthroughtoservicesusing
genderanalysis.Itcoversanumberofdifferentactionsandpracticaltoolsthat
organisationscanusetoredressgenderimbalanceinanorganisation.
http://publications.oxfam.org.uk/oxfam/display.asp?K=9780855985370&sf_01=
CTITLE&st_01=See+both+Sides&sort=SORT_DATE/D&x=18&y=5&m=1&dc=1#contents
Gender and the City: Gender and Community Engagement in Manchester:
Tools and Processes (GEM)
This toolkit has been developed by GEM to help organisations across
Manchesterengagewithgenderissues.Althoughithasbeenproducedwith
aspecifcemphasisonthedifferentpopulationsthatmakeupManchester,the
toolkitisrelevanttoorganisationsacrossthecountry,betheyinruralorurban
areas.
Community Audit and Evaluation Centre
ManchesterMetropolitanUniversity
799WilmslowRoad
Didsbury
Manchester,M202RR
Tel:01612472114
Email:caec@mmu.ac.uk
www.ioe.mmu.ac.uk/caec
80
Organisations
The Women and Equality Unit
BasedattheGovernment’sEqualityOffce,itsroleistodeveloppoliciesrelating
togenderequalityandtoensurethatGovernmentpoliciesonequalitiesare
coordinated.Itprovidesinformationrelatingtogenderequalitylegislation.

The Women and Equality Unit
5thFloor,ElandHouse
BressendenPlace
London,SW1E5DU
UnitedKingdom
Tel:02079444400
Email:ministers@dwp.gsi.gov.uk
www.womenandequalityunit.gov.uk
The Women’s National Commission
GivesadvicetoGovernmentonissuesrelatingtowomen’srights.
Women’s National Commission
4/G9ElandHouse
BressendenPlace
London,SW1E5DU
Tel:02079440585/Fax:02079440583
E-mail:wnc@communities.gsi.gov.uk
www.wnc.org.uk
The Fawcett Society
TheFawcettSocietyhasitsrootsinthesuffragettemovementofthe19
th
and
20
th
Centuries.Itisoneoftheleadingcampaigningorganisationsonissuesof
inequalitybetweenmenandwomen.
The Fawcett Society
1-3BerryStreet
London,EC1V0AA
Tel:02072532598
Fax:02072532599
www.fawcettsociety.org.uk
81
The Women’s Resource Centre
Anationalcharitysupportingwomen’sorganisationstobemoreeffectiveand
sustainable.Itprovidesinformationaboutpublicationsandconferencesand
eventsforthewomen’svoluntarysector.Thereareanumberofusefullinksto
awidevarietyofwomen’sorganisations,resources,fundingstreams,charities,
healthcareandGovernmentdepartments.
www.wrc.org.uk/resources/useful_links.htm
The Women’s Resource Centre
33-41DallingtonStreet,
London,EC1V0BB
Tel:02073243030
Fax:02073243050
www.wrc.org.uk
End Violence Against Women Coalition
AcoalitionoforganisationscallingontheGovernment,publicbodiesandothers
totakeconcertedactiontoendviolenceagainstwomen.
End Violence against Women Coalition
17-25NewInnYard
London,EC2A3EA
UnitedKingdom
Email:holly.dustin@amnesty.org.uk
www.endviolenceagainstwomen.org.uk
Oxfam UK Poverty
494WilbrahamRoad
Chorlton
Manchester,M219AS
Tel:01618617251
Fax:01618605600
Email:ukpoverty@oxfam.org.uk
www.oxfam.org.uk/resources/ukpoverty/index.html
82
GenderIdentity
Despiteincreasedlevelsofprotection,transgenderpeoplestillsuffersignifcant
levelsofdiscrimination.Forexample,47%oftransgenderpeopledonotuse
public, social or leisure facilities for fear of being discriminated against.
23

Manytransgenderpeoplesufferwithhousingbecauseofharassmentfrom
neighbours. It is important for all third sector organisations to be aware of
theseissuesbecausetheremaybeanemployeeorfutureemployeewhois
transgenderandtheorganisationmaydeliverservicestotranspeople.
Itisalsoimportantthatorganisationsareawareoftheirlegalobligationsandthe
diffcultiesthatmanypeoplefaceatwork.Aquarteroftranssexualpeoplehave
felttheneedtoseeknewemploymentastheiremployerscannotguarantee
thatanewjobwillbefreefromharassment.
24
Hal and Bengie No.7 Source: Press for Change.
25
23. Whittle,Setal.
(2007)Engendered
Penalties:
Transgender
and Transsexual
People’s
Experience of
Inequality and
Discrimination
(Communitiesand
LocalGovernment:
WestYorkshire)
http://archive.
cabinetoffce.gov.
uk/equalitiesreview/
upload/assets/www.
theequalitiesreview.
org.uk/transgender.
pdf
24. Ibid.
25. http://www.pfc.org.
uk/node/571
83
Legislation
Sex Discrimination Act 1975
TheSexDiscriminationAct1975asamendedprotectspeoplewhointendto
undergo, are undergoing or have undergone gender reassignment against
discrimination and harassment on the grounds of gender reassignment in
employmentandrelatedareasandvocationaltraining(includingfurtherand
highereducation).Thiscoversallaspectsofemployment,includingrecruitment
andselectionprocesses,employmentrelatedbenefts,andfacilities,including
training,careerdevelopmentandreferences.
It is a criminal offence for any employee to disclose information about the
genderidentityofcolleaguesorserviceusersunlessspecifcpermissionis
obtained.Thereareafewexceptionstothis.
Anemployermaybeabletodiscriminatewhere:
Theycanshowthatthereisagenuineoccupationalrequirementwhich
means that the job has to be done by someone of a particular sex,
andthatitisreasonabletopreventsomeonewhowasnotassigned
thatgenderatbirthandwhohasnotacquiredaGenderRecognition
Certifcatetohavetheirchangeofgenderlegallyrecognised.
Defnitions
Gender Dysphoria: Apersonwithgenderdysphoriamayfeelthatthey
haveagenderidentitythatisdifferentfromtheiratomicsex.Asaresult,
theymayexperienceanxiety,uncertaintyorpersistentlyuncomfortable
feelingsabouttheirbirthgender.
26
Gender Reassignment: Aprocesswhichisundertakenundermedical
supervisionforthepurposeofreassigningaperson’ssexbychanging
physiologicalorothercharacteristicsofsex.
27
Transgender: A broad term used to describe a person with gender
dysphoriawhofeelsaconsistentandoverwhelmingdesiretolivetheir
lifeinthegenderthatisoppositetothatassignedtothematbirth.The
termincludespeoplewhohaveundergone,areundergoing,orintendto
goundergofullgenitalreassignmentsurgerybutitalsoencompassesall
peoplewhochoosenottoundergomedicaltreatment.
Transsexual: Apersonwhothroughtheuseofhormonesandsurgery
takesonthecharacteristicsoftheoppositesextothatwhichtheywere
assignedatbirth.Theylivepermanentlyinthegenderroleappropriate
to that sex. They may have undergone, are undergoing or intend to
undergofullgenitalreassignmentsurgery.
Transvestite: Theclinicalnameforacross-dresserorapersonwhodresses
intheclothingoftheoppositesex.Generally,transvestitesdonotwishto
altertheirbodyanddonotnecessarilyexperiencegenderdysphoria.
26.WomenandEquality
Unit(2005)Gender
Reassignment:A
GuideforEmployers
(DTI:London)www.
womenan
dequalityunit.gov.
uk/publications/
gender_
reassignment_
guide05.pdf
27.Ibid.
84
Thejobinvolvesworkinginaprivatehomewheretherewouldbeclose
physical or social contact, or knowledge of the intimate details of a
person’slife,andtheemployercanshowthatpeoplewouldobjectto
beingcaredforbysomeoneofthebirthgenderoftheperson.
28
These exceptions do not apply to someone who has acquired a Gender
RecognitionCertifcate.Theemployerwouldonlybeabletodiscriminateinthe
samewaythatwouldbepermittedtoanemployeewiththesamegender.
www.justice.gov.uk/whatwedo/genderrecognition.htm
Gender Recognition Act 2004
TheGenderRecognitionAct2004givestranssexualpeoplethelegalrightto
liveintheiracquiredgender.Italsoensuresthattheyareaffordedalltherights
andresponsibilitiesappropriatetothatgender.Itallowspeopletoapplyfora
GenderRecognitionCertifcate.
Civil Partnership Act 2005
PeoplewhohaveaGenderRecognitionCertifcateareabletoformaCivil
Partnershipwithsomeoneofthesamegender.
The Gender Equality Duty (Under the Equality Act 2006)
Publicauthoritiesmustpaydueregardtotheneedtoeliminatediscrimination
andharassmentongroundsofgenderreassignmentinthefeldsofemployment
andvocationaltraining.Thisincludesdiscriminationagainsttranssexualpeople
intheactivitiestheyprovide.Employersmusthavedueregardthattranssexual
employeesareadequatelycoveredbyworkplacepolicies.
EC Goods and Services Directive 2004/113/EC
TheDirectivemakesdiscriminationagainsttranspeopleinthedeliveryofgoods,
servicesandpremisesunlawful.ItwasmeanttobebroughtintoUKlawbythe
21stDecember2007buttherehavebeendelays.TheDraftSexDiscrimination
(AmendmentofLegislation)Regulations2008(whichimplement2004/113/EC)
weredebatedinGrandCommitteeoftheHouseofLordsinMarch2008and
itisonlyamatteroftimebeforethiswillbecomelaw.Organisationsshould
ensurethatwhentheyaredoingworkonequalitiesthatemployeeswhoare
makingdecisionsabouttheprovisionofservicestoclientsandserviceusers
areawareoftheseregulations.Employerscanbeheldliablefortheactsof
theiremployees.
28.Takenfromthe
Womanand
EqualityUnitat
DTI’sreportp.9.
85
Resources
Gender Reassignment: a Guide for Employers (Women and Equality Unit)
AguidedesignedbytheWomanandEqualityUnittogiveinformationtoemployers
onhowthelawappliestothemandtohelpthemwithanyissuesthatmayarise
fromsomeoneintheworkplaceundergoinggenderreassignmenttreatment.
http://www.womenandequalityunit.gov.uk/publications/gender_reassignment_
guide05.pdf
Meeting the Gender Duty for Transsexual Staff (Equal Opportunities
Commission)
TheEqualOpportunitiesCommissionpublishedthistoolkitforpublicauthorities
althoughitisalsorelevanttothirdsectororganisationsthatwouldlegallybe
consideredtobepublicauthoritiesandothersthatwanttoimplementgood
practice
http://83.137.212.42/sitearchive/eoc/Default6fe3.html?page=19962
Gender Reassignment: Guidance for Managers and Supervisors (Equal
Opportunities Commission)
Toolkit produced by the Equal Opportunities Commission for managers and
supervisorswhoareworkingwithsomeoneundergoinggenderreassignmentsurgery
http://83.137.212.42/sitearchive/eoc/Defaultcb48.html?page=15397
The Gender Trust: Transsexualism and Gender Reassignment:
Recommendations for Management Guidelines
This publication costs £8.00 including postage and packaging and can be
obtainedfromtheGenderTrust.
http://www.gendertrust.org.uk/htm/workplace.htm
Engendered Penalties: Transgender and Transsexual People’s Experience of
Inequality and Discrimination
ThisreportwascommissionedaspartoftheEqualitiesReview.
http://archive.cabinetoffice.gov.uk/equalitiesreview/upload/assets/www.
theequalitiesreview.org.uk/transgender.pdf
Eonism – the Chevalier
d’Eon
Charles-Genevieve d’Eon
deBeaumont(1728-1810),
a French di pl omat, was
famed for dressing as a
woman.Itisclaimedthatas
achildhismotherdressed
himinfemaleclothinguntil
hewasseven.Asanadult,
he took to crossdressing
agai n when asked t o
represent Louis XV at the
CourtofEmpressElizabeth
ofRussia.Frenchdiplomats
were banned f rom t he
Courtsod’Eonsuccessfully
di sgui sed hi msel f as a
womaninanattempttoget
into the court and spy on
the Empress. Diplomatic
relations were once again
restored between the two
countries.Hewaslatersent
to England to spy on the
Kingandwasonlyreturned
to France on the condition
thathedressedasawoman.
Fol l owi ng t he Fr ench
Revolution,Chevalierspent
the rest of his life living in
London choosing to live
as a woman. People were
so convinced that he was
a woman that they placed
bet s on hi s gender. A
post-mortem examination
confirmed that he was, in
fact,male.
Formoreinformationsee:
www.beaumontsociety.org.
uk/chevalier
86
Organisations
Press for Change
Anorganisationwhichcampaignsforrespectforalltransgenderpeople.Itisrun
entirelybyvolunteersbutholdsasignifcantamountofresourcesandinformation
onitswebsite.Italsoholdstrainingsessionsontransgenderrights.
www.pfc.org.uk
The Beaumont Society
Organisation that provides support and a network for cross-dressers,
transvestitesandtranssexualpeople.Theyalsoprovidetrainingtoorganisations
thatwanttoknowmoreabouttheissues.
The Beaumont Society
27OldGloucesterStreet
London,WC1N3XX
InfoLine(24Hr):01582412220
Helpline07000287878(openTuesdays&Thursdays7-11pm)
Email:enquiries@beaumontsociety.org.uk
www.beaumontsociety.org.uk
FTM Network
Providessupporttofemaletomaletransgenderandtranssexualpeople.Ithas
ahelplineandlinkstootherorganisations.
FTM Network
BMNetwork
London,WC1N3XX
Telhelpline:01614321915(openWednesday8-10.30pm)
www.ftm.org.uk
The Gender Identity Research and Education Society
TheGenderIdentityResearchandEducationSocietyconductsresearchinto
genderidentity.Researchreportscanbeaccessedfromitswebsite.
The Gender Identity Research and Education Society
Melverly;TheWarren;Ashtead
Surrey,KT212SP
Tel:01372801554/Fax:01372272297
Email:admin@girestrust.org.uk
www.gires.org.uk
87
The Gender Trust
ThewebsiteprovidesdetailedinformationonGenderDysphoria.Theyhavea
plethoraoffactsheetsondifferentissues.Theyalsohaveatelephonesupport
lineforanyonewhohasanissuewiththeirowngenderidentityandtheywillalso
sendamemberoftheirteamintoworkplacestohelpwhensomeonetakesthe
decisiontoliveintheoppositegendertothatwhichtheywereassignedatbirth.
The Gender Trust
CommunityBase
113QueensRoad
Brighton,BN13XG
Tel:01273234024
Helpline:08452310505(open10am-10pmMonday–Fridayand1-10pm
SaturdayandSunday)
Email:info@gendertrust.org.uk
www.gendertrust.org.uk
Mermaids
Providessupportforyoungpeopleupto19yearsold,theirparents,schools
andcarerswhoaretryingtocopewithgenderissues.Theyalsodoawareness
raisinginschoolsandotherfacilitiesthatyoungpeopleuse.Thismaybea
usefulresourcefororganisationsprovidingservicestoyoungpeople.
BM Mermaids
London,WC1N3XX
Helpline:07020935066(openMonday-Saturday3-7pm)
www.mermaids.freeuk.com
Gendys Network
Isanetworkforpeoplewhohavegenderidentityissuesandforthepeople
whocareforthem.Theirservicesincludeprofessionalcounsellingandgeneral
informationandadvice.
Gendys Network
BMGendys
London,WC1N3XX
www.gender.org.uk/gendys/index.htm
88
SexualOrientation
AccordingtoGovernmentestimates,lesbian,gayandbisexualpeoplemake
upabout6%oftheUKpopulation
29
.Manypeoplestillsufferfromharassment
anddiscriminationbothintheworkplaceandintheoutsideworldonthebasis
oftheirsexualorientation.
AstudyconductedbytheComparativeOrganisationandEqualityResearch
Centrein2006foundthat18%ofrespondentshadsuffereddiscriminationat
work.23%ofpeoplehadsufferedfromharassmentintheworkplaceasaresult
of their sexual preferences.
30
Positively, 95% of the respondents from third
sectororganisationssaidthattheiremployerwasgayfriendly.Italsofound
thatthefguresondiscriminationandharassmentintheworkplaceweremuch
lowerinthethirdsectorthanintheprivateorpublicsector.
Trans
Manyorganisationsputlesbian,gayandbisexualissueswithtransissues.As
theissuesfacedbytranspeopleareaboutgenderidentityandhavenothing
todowithsexualorientation,wehaveputthisinseparatesection.However,
sometranspeoplearelesbianorgaybutmanymoreareheterosexual
Legislation
Employment Equality (Sexual Orientation) Regulations 2003
The regulations make it unlawful to discriminate on the grounds of sexual
orientationinemploymentortraining.Theyprotectpeoplefromdiscrimination
onthegroundsoftheirsexualorientationtowardspersonsofthe:
samesex;or
oppositesex;and
sameandtheoppositesex.
Specifcally, it is unlawful to discriminate in the following ways because of
someone’ssexualorientation:
refusetoofferthemajob;
offerthemtermsofemploymentthatarebelowthestandardtheywould
haveofferedhadthepersonhadanothersexualorientation;
denythemopportunitiesforpromotion,transfer,trainingandreceiving
otherbenefts;
dismissal;or
29. Colganetal.(2006)
Lesbian, Gay and
Bisexual Workers,
Equality Diversity
and Inclusion in the
Workplace(London
Metropolitan
University:London)
30.Ibid.
89
subjectthemtootherdetrimentaltreatmentsuchasvictimisationor
treatingthemlessfavourablythanotheremployees.
Theregulationsalsoprotectpeopleagainstperceivedsexualorientationsothat
ifanemployerdoesnotappointsomeonetoajobbecausethey‘think’theyare
gayeveniftheyareheterosexualthentheiractwouldbeunlawful.Protection
extendstoassociationsothat,forexample,anemployercouldbefoundguilty
fordiscriminatingagainstanemployeeiftheytreatedthemlessfavourablythan
othersbecausealthoughtheythemselvesarenotalesbian,theyhavelesbian
friends.
31
Employerscanalsobeheldliableiftheydonotstopsomeonebeingvictimised
orharassedbycolleaguesduetotheirsexualorientation.Itisthereforeworth
providing training or ensuring that employees know that harassment and
bullying will not be tolerated. Harassment and bullying can sometimes be
subjectiveandmakingjokesmaybemoreoffensivethansomeonerealises.
Costs of discrimination claims
Thislegislationisstillrelativelynewbuttherehavebeenseveraljudgements
whichindicatehowmuchitwouldcostemployersiftheyoranemployeewere
foundguiltyofdiscrimination.Asdiscussedintheintroduction,theaveragecost
associatedwithbringingacasetoanemploymenttribunalis£7,484.However,
ifanemployerlosesacasethenitcouldcostthemalotmorebothinterms
ofpayoutsandgainingabadreputation.ForexampleinBrooks v. Findlay
Industries UK Ltd anemployeewasawarded£23,000whenhisemployerdid
notinvestigateclaimsofhomophobicbullyingandsubsequentlydemotedand
thensackedtheemployeeforhisabsenteeism,whichhadbeenaresultofthis
workplacebullying.
Exceptions
Thereareseveralexceptionstotheregulations:
Employerscandiscriminatewherethereisagenuineoccupationalrequirement
(GOR). However, this will be a very limited bracket as they have to prove
frstlythatitis“genuine,determiningandproportionate.”Theonusisonthe
employertoprovethatallthreehavebeenmet.Itmaybelawfulifforexample,
anorganisationprovidesacounsellingservicetoalesbian,gayorbisexual
communityanditisarequirementthatthecounsellorisfromthesamegroup.
32

Thereisalsoanexceptionwhereemployment“isforthepurposesoforganised
religion”andthesexualorientationisrequiredtocomply“withthedoctrinesof
thereligion”or“toavoidconfictingwiththestronglyheldreligiousconvictions
ofasignifcantnumberofreligiousfollowers”.TheCatholicChurchcanrefuse
toordainsomeoneasapriestifheweregay.
The circumstances are limited and it is only meant to cover roles such as
ministersofreligionorinvolvingworkforachurch,synagogueormosque.So
forexample,aCatholicnursinghomewouldnotbeabletousethegenuine
occupationalrequirementtodenyemploymenttoagaynurse.Lesbian,gay
andbisexualteachersinfaithschoolsarealsoprotected.Arecentemployment
31. TUC(2006)LGBT
Equalityinthe
Workplacehttp://
www.tuc.org.uk/
equality/tuc-11663-
f0.pdf
32. Ibid.
90
tribunal against the Church of England ruled that the claimant had been
discriminated against on the grounds of sexual orientation by the Hereford
diocesanboardoffnanceafterhisappointmentasayouthworkerwasblocked.
Theclaimantwasawarded£47,000.
33
Positive Action
Theregulationspermitemployerstoencouragepeopleofparticularsexual
orientationtoapplyforjobsortrainingiftheyfeelthattheposttheyapplyfor
wouldhelpredressanimbalance.Itappliesforothertypesofservicesaswell.
Itwouldbeacceptableforahousingassociationtoencouragelesbian,gayand
bisexualtenantstojoinresidentparticipationmeetingswheretherehadbeena
lackofrepresentativesforalongtime.
Positiveaction,asdiscussedinothersectionsofthisguide,isnotthesameas
positivediscriminationanditwouldbeunlawfulforanemployertoemployor
promoteapersonbecausetheywerelesbian,gayorbisexual,exceptwhere
therewasagenuineoccupationalrequirement.
Resources
Sexual Orientation in the Workplace: a Guide for Employers and Employees
(ACAS)
The information booklet also gives a checklist for employers about Civil
Partnerships
http://www.acas.org.uk/media/pdf/e/n/sexual_1.pdf
LGBT Equality in the Workplace (Trade Union Congress)
http://www.tuc.org.uk/equality/tuc-11663-f0.pdf
Sexual Orientation Employer Handbook (Stonewall)
http://www.stonewall.org.uk/workplace/1471.asp
The Equality Act (Sexual Orientation) Regulations 2007
TheRegulationscameintoeffectinApril2007andprohibitthediscrimination
in the provision of goods, facilities and services on the grounds of sexual
orientation.Theyprohibitdiscriminationonthebasisofaperson’s:
33. Seehttp://news.
bbc.co.uk/1/hi/
wales/7234617.
stmandhttp://www.
stonewall.org.
uk/media/current_
releases/2025.asp
91
actualsexualorientation;
thesexualorientationhe/sheisthought to haveand/or;
thesexualorientationofsomeonewithwhomhe/sheisassociated.
The regulations cover both direct and indirect discrimination. Direct
discriminationiswhereaserviceiswithheldfromapersonbecauseoftheir
sexual orientation. Indirect discrimination is where a provision, criterion or
practice, which is applied generally, puts a person of a particular sexual
orientationatadisadvantageandcannotbeshowntobeaproportionatemeans
ofachievingalegitimateaim.Anoft-quotedexampleiswhereaninsurance
companywillnotprovideapackagetopeoplewhohaveundertakenaHIVtest.
Asgaymenaremorelikelytohaveundergoneatestthiscouldbeconstrued
asindirectdiscriminationagainstthem.
Theregulationsareobviouslyimportantforthethirdsectorbecauseoftherole
thatthesectorplaysinservicedelivery.Itmeansthatorganisationshaveto
ensurethattheyarenotdiscriminatingwhentheyareprovidingfacilitiesand
servicestothegeneralpublic.
The Regulations are particularly important to housing associations or to
otherorganisationsinvolvedwithsellingorrentingpremisesastheyprohibit
discriminationongroundsofsexualorientationwhensellingorrentingproperty.
Thiswouldinclude:
refusingtosellorrentthepremisestoaparticularperson;
offeringlessgenerousterms;or
discriminatingagainstpeopleonalistofthoserequiringhousing:for
examplebygivingprioritytopeopleofacertainsexualorientation,or
deliberatelyoverlookingthoseofacertainsexualorientation.
34
The fact that a resident was suffering from homophobic bullying from their
neighbourswouldbeconsideredgoodgroundstomovesomeonefromwhere
theyarelivingiftheyhaverequestedtobemoved.
Exceptions
Thereisacaseforprovidingservicesthatspecifcallytargetthelesbiangay
andbisexualcommunity.ManysupportgroupsexisttogivecounsellingtoLGB
peopleandtheyarenotaffectedbytheregulations.Targetedhealthcampaigns
wouldsimilarlynotbeaffectedbytheregulations.
Religiousceremoniessuchasbaptismandmarriagearenotcoveredbythe
new laws. Nevertheless, religious based organisations such as one which
providesdrugsupportorcarehomeswouldnotbeabletorefusetoprovidea
serviceonthegroundsofsomeone’ssexualorientation.Forexample,acharity
thatoffersadviceandsupporttoMuslimwomenwouldnotbeabletorefusethe
servicetosomeoneonthegroundsthattheywerealesbian.
34. Thisguidancecan
befoundonthe
Departmentfor
Communitiesand
LocalGovernment’s
websitehttp://www.
communities.gov.
uk/publications/
communities/
guidancenew
92
Civil Partnership Act 2004
TheCivilPartnershipActrecognisessamesexpartnershipsandgrantsthose
thatundergotheceremonythesamerightsasmarriedcouples.Employers
particularly need to be aware of this Act because they must treat the civil
partnersofanemployeeinthesamewaythattheytreataspouse.Therefore,
if the organisation offers benefits to spouses, such as inviting them to the
Christmasparty,theymustdothesameforthecivilpartner.
Employees whose civil partners are treated differently to the spouse in
amarriagewillbeabletoclaimfordiscriminationonthegroundsofsexual
orientationundertheEmploymentEquality(SexualOrientation)Regulations
2003.
Resources
The Colour of Your Money: A Guide to New Protections for Gay People
(Stonewall)
http://www.stonewall.org.uk/documents/the_colour_of_your_money_final.pdf
Guidance on new measures to outlaw discrimination on the grounds
of sexual orientation in the provision of goods, facilities and services
(Communities and Local Government)
http://www.communities.gov.uk/publications/communities/guidancenew
Making Equality Simple (NCVO)
Aguidetothe2003EmploymentEqualityRegulationsonreligion,beliefand
sexualorientationforthevoluntarysectorwithafocusonrecruitment,retention
andwritingreferences.
Thepublicationcanbedownloadedforfreefrom:
http://www.ncvo-vol.org.uk/publications/publication.asp?id=1473
Civil Partnerships: Advice for Employers (Women and Equality Unit)
This resource provides more information on the Act and its implications for
employers:
http://www.womenandequalityunit.gov.uk/civilpartnership/partnership_
employers_advice05.doc
93
Organisations
Stonewall
Stonewallisanorganisationwhichcampaignonlesbiangayandbisexual(LGB)
issues.ItswebsitecontainsawholesectiononworkplaceissuesforLGBTpeople
andinformationthatmaybeusefultoanorganisationseekingtoimplementgood
practice.Itofferstrainingtodiversitychampionsinorganisations.Italsorunsan
accreditationschemethatorganisationscansignuptoandgetakitemark.
http://www.stonewall.org.uk/workplace/
Stonewall
TowerBuilding
YorkRoad
London,SE17NX
Tel:02075931850
InfoLine:08000502020
Fax:02075931877
Minicom:02076330759
Email:info@stonewall.org.uk
www.stonewall.org.uk
LGBT Consortium of VCOs
The LGBT consortium is an organisation for lesbian, gay, bisexual and
transgenderandvoluntaryorganisations.
LGBT Consortium of VCOs
J111TowerBridgeBusinessComplex
100ClementsRoad
London,SE16 4DG SE164DG
Tel:02070648383
Fax:02070648382
Email:information@lgbtconsortium.org.uk
www.lgbtconsortium.org.uk
Broken Rainbow LGBT Domestic Violence Service UK
Offers information and advice to LGBT people who experience domestic
violence and abuse from current and former partners, and/or from family
members.Italsoassistsemployersanddomesticviolencesupportagencies.
Helplineforsurvivors:08452604460
Helplineforagencies:08452605560
Minicom:02072313884
Email:mail@broken-rainbow.org.uk
www.broken-rainbow.org.uk
Homosexual i t y remai ns
illegal in over 70 countries
ar ound t he wor l d and
penal ti es range from a
few months imprisonment
in some countries to life
sentences and even the
deat h penal t y i n I ran,
Afghanistan,Yemen,Saudi
Arabia,Chechnya,Nigeria,
Mauritania, Somalia and
Sudan.
JamaicaandotherCaribbean
Islands, India, Pakistan,
theSouthPacifcandmany
Africancountrieshavevery
harsh puni shment s f or
homosexuality.
Britain only decriminalised
mal e homosexual i t y i n
1967.Beforethistime,men
wereimprisonedforhaving
sex with male partners,
i ncl udi ng t he f amous
playwrightOscarWilde.
However, it was only in
2007 that the Government
fnallyintroducedlawswhich
completed the ban on any
form of discrimination of a
persononthegroundsthat
they were lesbian, gay or
bisexual. This adds to law
suchastheCivilPartnership
Act whi ch grant ed gay
and l esbi an coupl es to
form partnerships which
recognised their rights in
the same way as married
couples.
94
Families and Friends of Lesbian and Gays
Theorganisationprovidessupporttoparentsandtheirgay,lesbianorbisexual
children.Helpsparentstoaccept,understandandsupportchildren.
Families and Friends of Lesbian and Gays
7YorkCourt
WilderStreet
Bristol,BS28HQ
CentralHelplineno:08456520311
Email:info@ffag.org.uk
www.fflag.org.uk
Kairos in Soho
Promotesthehealthandwell-beingoftheLGBTcommunity.
Kairos in Soho
Unit10
10-11ArcherStreet
Soho
London,W1D7AZ
Tel:02074376063
info@kairosinsoho.org.uk
www.kairosinsoho.org.uk
GALOP
Challengeshomophobicandtransphobichatecrime.Itdescribesitselfasa
communitysafetycharity.
GALOP
2GLeroyHouse
London,N13QP
Tel:02077046767
Fax:02077046707
Email:info@galop.org.uk
www.galop.org.uk
Older LGBT issues
Extrainformationhasbeenincludedhereonolderlesbian,gay,bisexualand
transissues.Itdemonstratesthatpeoplecannotbeeasilycompartmentalised
95
intooneoftheequalitystrandsandthatsomepeoplesuffermultipleformsof
discrimination.AgeConcernhashighlightedsomeoftheissuesthatoldergay,
lesbianandbisexualpeopleface.Arecentstudybythe Brookdale Center on
AgeinginNewYorkfoundthatolderlesbians,gaymenandbisexualshave
signifcantlydiminishedsupportnetworkswhencomparedtothegeneralolder
population:
up to 75% of older lesbians, gay men and bisexuals live alone
(comparedtolessthan33%inthegeneralolderpopulation);
90%havenochildren(comparedtolessthan20%inthegeneralolder
population);
80%ageassinglepeople,withoutalifepartneror‘signifcantother’
(comparedtolessthan40%inthegeneralolderpopulation).
35
Organisations
Age Concern England
Providesinformationandtrainingfororganisationsthatworkwitholdergay,
lesbianandbisexualpeoplethroughtheirOpeningDoorsProject.
http://www.ageconcern.org.uk/AgeConcern/EB
6D33A870764D82931896AF798882B9.asp
Polari
Polariisanorganisationwhichworksforbetterservicesforlesbian,gayand
bisexualolderpeople.Itprovidesaconsultancyservicefororganisationsthat
wanttoimproveawarenessraisingaroundsexualorientationandolderpeople.
Trainersgointoorganisationsanddiscussissuesandprovideinformationon
thelegalframeworkandgoodpractice.Itcanprovidetrainingforemployees,
serviceusers,trusteesandboards.Itsaimistogetpeoplethinkingindifferent
waysaboutolderpeopleandsexuality.
Polari
5thFloor,CentralHouse
14UpperWoburnPlace
London,WC1H0AE
Email:policy@polari.org
www.casweb.org/polari
Alzheimer’s LGBT Carers
TheAlzheimer’sSocietyalsoprovidesinformationonLGBTcarers.
35. www.ace.org.
uk/AgeConcern/
openingdoors_facts.
asp
96
Alzheimer’s Society
DevonHouse
58StKatharine’sWay
London,E1W1JX
Tel:02074233500
Fax02074233501
Email:enquiries@alzheimers.org.uk
www.alzheimers.org.uk/site/scripts/home_info.php?homepageID=28
Resources
The Whole of Me – A Resource Pack
AgeConcernhasproducedaresourcepackonmeetingtheneedsofolder
lesbians,gaymenandbisexualslivingincarehomesandextracarehousing.
The pack not only looks at the attitudes of staff and management but also
atotherresidentsaswell.Managementisfocussedonasbeingthekeyto
changingattitudes.Thereisaquestionnairethatorganisationscancomplete
toestablishwhethertheyareopenandtolerant.Italsoprovidesachecklist
and practical solutions on what organisations can do to make their homes
moreinclusive.Itusesreallifecasestudiestodemonstratewhatwouldbe
consideredgoodpractice.
http://www.ageconcern.org.uk/AgeConcern/EB
6D33A870764D82931896AF798882B9.asp
Opening Doors – A Resource Pack
ThisresourcepackfromAgeConcernofferspracticalguidanceandadviceon
makingservicesmorewelcomingandinclusiveofolderlesbians,gaymenand
bisexuals.Topicsincludegettingtounderstandyourclientgroup,awareness,
language and terminology, how to get started, consultation and setting up
services.
http://www.ageconcern.org.uk/AgeConcern/EB
6D33A870764D82931896AF798882B9.asp
97
Age
Ageisprobablytheonlystrandwhereitisstillseenassociallyacceptable
tomakecommentsanddiscriminateagainstpeopleeitherbecausetheyare
too young or too old. Around 29 percent of adults report experiencing age
discrimination,morethananyotherformofprejudice.
36
Thissectionwillfocusmainlyonagediscriminationtowardsolderpeopleasthis
iswherethemostsevereformsofdiscriminationareoftenfound.Nevertheless,
youngpeopleoftenexperienceagediscriminationandorganisationsthatwork
inthisareaaresignpostedintherelevantpartsofthissection.
Recently,therehavebeensomechangesinthelawtoprotectpeoplefromage
discrimination.However,evenwithoutthelegalobligations,itmakessensefor
organisationstoseektoexcelintheirequalitypoliciesonage.Demographic
changes means that the population is getting older and it is predicted that
by 2021 people over 50 will make up 40% of the population. Third sector
organisationscouldmissoutonthetalentsandexperiencesofolderworkersif
itdiscriminatesagainstthem.
Moreover,astheover50sformapproximatelytwothirdsofvolunteersand
peopleagedover65accountfor31%ofvolunteers,
38
organisationsthatrely
heavilyonthemshouldseektoexcelintheirpoliciesonageequality.Thevast
majority of organisations treat their volunteers with the respect and dignity
thattheydeserve.Yettherearestillasignifcantnumberoforganisationsthat
discriminate.ArecentstudycommissionedbyVolunteering in the Third Age
found that 7% of organisations had discriminated against older volunteers
andhadaskedthemtoleave.
39
Oftenvolunteersareaskedtoretirefromtheir
voluntaryrolesforreasonsseeminglynotconnectedtotheindividualsuchas
theorganisationnotbeingabletoacquireinsurancecoverorsimplytheyhave
anupperagelimitonvolunteersinplace.
Ontheservicedeliveryfront,anageingpopulationmayalsoimplythatthere
willbemorehealthcare,careandotherservicesthatanolderpopulationneeds.
Inthecrudestofterms,organisationsmaymissoutontheopportunitytowin
contractstoprovidetheseservicesiftheirpoliciesandpracticesarenotfree
fromagediscrimination.
Discriminationonthegroundsofageinthedeliveryofgoodsandservices
iscurrentlynotunlawfulbutthatdoesnotmeantosaythatitwillbeinthe
future.
Legislation
Employment Equality (Age) Regulations 2006
TheregulationscameintoforceinOctober2006andtheymakeitunlawfulto
discriminateeitherdirectlyorindirectlyonthegroundsofageinemploymentand
vocationaltraining.Thisincludesrecruitment,promotion,training,redundancy
36. http://www.ace.org.
uk/AgeConcern/
Documents/
Equality_and_
human_rights.pdf
37. Departmentof
Communities
andLocal
Government(2007)
Discrimination
LawReview:A
Frameworkfora
SingleEquality
BillforGreat
Britainhttp://www.
communities.gov.
uk/publications/
communities/
forfairness
consultation
38. Rochester,C.&
Thomas,B(2006)
TheIndispensable
backboneof
voluntaryaction:
Measuringand
Valuingthe
Contributionof
OlderVolunteers
(VITA:London)
39. Ibid.
98
anddismissal.Discriminationispermittedwhereitcanbeshownthatthisis
beingdonetoachievealegitimatebusinessaim.Itbansunjustifedretirement
agesofbelow65andremovesthecurrentagelimitforunfairdismissaland
redundancyrights.Theregulationsprohibitharassmentandvictimisationthat
relatetoage.
Theregulationsinclude:
arightforemployeestorequestworkingbeyondretirementageanda
dutyonemployerstoconsiderthatrequest;and
a requirement for employers to give at least six months notice to
employeesabouttheirintendedretirementdatesothatindividualscan
planbetterforretirement,andbeconfdentthat“retirement”isnotbeing
usedascoverforunfairdismissal.
The regulations are intended to protect both young people and old people
equally.Thereforeemployerscannotdiscriminateagainstyoungpeopleinthe
samewayastheycannotagainstanolderpersonifthepersonhastherelevant
qualifcationsandexperiencestofllthatpost.
There are some exceptions to the rules. An employer may discriminate on
thegroundsofagewherethereisanobjectivejustifcationtodosoorwhere
thereisagenuineoccupationalrequirement.Employersarealsostillallowedto
discriminatewhenitcomestopay:NationalMinimumWagelegislationallows
forathreetierpaymentsystemwherebypeopleunder18and21canbepaid
lessthanworkersagedover21.
Ageisnowtheonlyequalitystrandwhichisnotprotectedfromdiscrimination
intheprovisionofgoodsandservices.Thereforepeoplecanstillberefused
travelinsurance,aplaceinahotelandservicesfromathirdsectororganisation
onthegroundsthattheyareolderoryounger.Thereisalsonoageequality
duty.However,thiscouldbechangedatalaterdate.
Resources
Age and the Workplace: Putting the Employment Equality (Age) Regulations
2006 into Practice (ACAS)
ACAShasproducedguidelinesforemployersonthenewregulationswhich
canbedownloadedfromtheirwebsite.Theguidancealsoincludesinformation
forindividualsthatwanttomakeaclaim.Intheannexesthereisinformation
onimpactassessment,monitoringandinformationonwhattodoifsomeone
wantstoextendtheiremploymentbeyondthenormalretirementage.
http://www.acas.org.uk/media/pdf/d/t/6683_Age_and_the_Workplace_AWK.pdf
99
Managing Age: a Guide to Good Practice Employment (TUC and CIPD)
AjointpublicationbytheTradeUnionCongressandtheCharteredInstitutefor
ProfessionalDevelopment,thisguidewaswrittentoexplainthenewregulations
tocompaniesandotheremployers.Itwasproducedfollowingconsultations
withfocusgroupsonwhatemployersfndconfusinginthelegislation.
http://www.tuc.org.uk/extras/managingage.pdf
GOOD PRACTICE - AGE CONCERN LONDON
Age Concern London (ACL) is a regional organisation and is the
collectivevoiceofAgeConcernsinLondonbyrepresentingallofits
LondonAgeConcernmembersatregionallevel.ACLisworkingto
infuencethepoliticalagendaforLondon’solderpopulationtoensure
London’s changing diversity is catered for. ACL has established
effectiveworkingrelationshipswithanumberofregionalandlocal
publicauthoritiesandmanyotherstatutory,privateandthirdsector
agencies.
From2008to2009,ACLhasinitiatedaprojecttopilotmainstreaming
race equality in three of its local Age Concerns. The aims of the
projectproposealongtermandholisticapproachbythecommunity
and voluntary sector to promote race equality in its planning and
operation.Toolsusedinthemainstreamingprocess,aswellasthe
learningfromtheprojectwillbesharedandmadeavailableattheend
oftheproject.
40
Mainstreaming race equality is a process to integrate equal
opportunitiesprinciples,strategiesandpracticesintotheeveryday
workofanorganisationfromtheoutset,involving‘everyday’policy
actorsinadditiontoequalityspecialists.Itisalongtermstrategyto
framepoliciesintermsoftherealitiesofdifferentracialgroups’daily
lives,andtochangeorganisationculturesandstructuresaccordingly.
Mainstreaming also involves an acknowledgement that the task
for removing imbalances and inequalities in society is a ‘shared’
responsibilityinvolvingallracialgroups.
www.aclondon.org.uk
40. AgeConcern
LondonTel:020
78206774,email:
general@aclondon.
org.uk
100
Rippon CVS
RipponCVSstartedplacinginformationinGP’ssurgeriestoinform
olderpeopleabouttheservicesthattheyprovided.Theyrealisedthat
thesurgerieswereeffectiveplacestooutreachtopeoplebecause
mostolderpeopleneedtovisittheirGPs.
www.riponcvs.co.uk
Resources
Age Equality (Trade Union Congress)
Thewebsitecontainsinformationonagerelateddiscrimination.Thisisauseful
resourceforemployersandemployeesalikeasitexplainssomeoftheissueson
agediscriminationlegislationclearlyandhaslinkstootherwebsitesandsourcesof
information.
http://www.tuc.org.uk/equality/index.cfm?mins=437
Mind your language - a guide to getting recruitment right (Employers
Forum on Age)
Abookletwhichhelpsorganisationsthinkaboutrecruitinginlinewithlegalobligations.
http://www.efa.org.uk/publications/downloads/1825v3_EFA_AppForm_Notes.pdf
Skills Assessment: a Self Assessment Toolkit for Older Workers (Fair Play
for Older Workers)
Helpsolderworkersassesstheirskillsandhowtheywouldbeabletousethem
indifferentroles.
http://www.taen.org.uk/resources/individuals.htm
The Age Employment Network
Thiswebsitehasanumberofresourcesonworkandageforbothemployers
andindividuals.Alotofthisworkdescribesthebeneftsthatolderworkerscan
bringtotheorganisation.
http://www.taen.org.uk/resources/work.htm
101
Volunteering in the Third Age (Women’s Royal Voluntary Service)
TheWomen’sRoyalVoluntaryServicesettheVolunteeringintheThirdAge
project. This was a three year project to find out more about why people
volunteer when they get older, what motivates them to do this and what
barriers they face. Their work is very important to organisations that have
oldervolunteers.WRVS’websitecontainscasestudiesandpublicationswhich
include:
The Indispensable backbone of voluntary action: Measuring and Valuing the
Contribution of Older Volunteers (Rochester,C.&Thomas,B)
Barrier of opportunity: insurance for older volunteers (Unell, J)
Older Male Volunteers in Social and Community Action (Cutts, A)
Volunteering in Retirement: a Report on a Programme of Work (Benyon, C)
http://www.wrvs.org.uk/vita/home.htm
Youth at the Table Training Pack (British Youth Council)
Thisisasixparttrainingpackwhichhelpsyoungpeoplegetinvolvedwithan
organisation’sgovernance.ThepackcanbeorderedfromtheBritishYouth
Councilwhowilldeliverthistrainingatanorganisation’sownpremises.
http://www.byc.org.uk/menubyc.asp?id=4&menuid=29
Organisations
Age Concern England
AgeConcern’smissionistopromotethewell-beingofallolderpeopleand
tohelpmakelaterlifeafulfllingandenjoyableexperience.AgeConcernisa
nationalFederationnetworkofAgeConcernCharitieswithoffcesinEngland,
Scotland,NorthernIrelandandWales.
41

41. AgeConcern
website:http://www.
ageconcern.org.uk/
AgeConcern/default.
asp
102
Age Concern England
AstralHouse
1268LondonRoad
London,SW164ER
Tel:0800 00 99 66 0800009966
www.ageconcern.org.uk
The Centre for Research into the Older Workforce
The Centre conducts research into the nature of the ageing workforce. Its
websitecontainsnumerouspublicationsonolderworkerswhichmaybeof
interesttoorganisations.Italsoprovidesconsultancytoemployerswhowantto
revieworbenchmarktheirpoliciesandpractices.
The Centre for Research into Older Workforce
ProfessorStephenMcNair
CentreDirector
CentreforResearchintotheOlderWorkforce
NIACE
21DeMontfortStreet
Leicester,LE17GE
Email:stephen.mcnair@niace.org.uk
www.olderworkforce.org.uk
Women’s Royal Voluntary Service (WRVS)
WRVSassistspeoplewhomightotherwisefeelisolated.Theiraimis“tohelp
peoplemaintainindependenceanddignityintheirhomesandcommunities,
particularlyinlaterlife”.Itreliesonsome56,000volunteerstoprovidetheir
servicesandtheyworkwithothercommunitygroupstoprovideservicesto
clients.
Women’s Royal Voluntary Service
GardenHouse
MiltonHill
Steventon
Abingdon,OX136AD
08456018335
www.wrvs.org.uk
Help the Aged
HelptheAgedresearchesintoissuesaffectingolderpeopleandcampaignsfor
changesinpolicy.Italsoprovidescommunityservicessuchashomesupport,
adviceandinformation.Itsaimistocombatpovertyanddisadvantageforolder
people.
103
One of its current campaigns is to get the Government to legislate further
onagediscriminationintheprovisionofgoodsandservices.ItsJust Equal
Treatmentguideonthewebsiteexplainswhythisisnecessary.
http://www.helptheaged.org.uk/en-gb/Campaigns/FightingAgeism/
JustEqualTreatment/jet_html_1.htm
Thewebsitecontainsanumberofresourceswhichmaybeusefultothirdsector
organisationsseekingtoexcelintheirpolicies.
Help the Aged
207-221PentonvilleRoad
London,N19UZ
Tel:02072781114
Fax:02072781116
Email:info@helptheaged.org.uk
www.helptheaged.org.uk
The Age Employment Network
TheAgeEmploymentNetworkissupportedbyHelptheAged.Aspartofits
workithelpsorganisationstoremoveagebarrierstoemploymentopportunities.
Itprovidestrainingandresourcestoorganisationstohelpthemcreateage
neutralpoliciesespeciallyonrecruitmentandtraining.Italsohasinformationon
legislationandcasestudies.Resourcescanbedownloadedfromtheirwebsite.
Italsoprovidesanadviceservicetohelpolderpeoplebackintoemployment.
Further resources can be downloaded if organisations become members.
Membership costs £200 for established organisations or £65 for self-help
organisationsofuptosixpeople.
The Age Employment Network
207-221PentonvilleRoad
London,N19UZ
Tel:02078431590
Fax:02078431599
Email:info@taen.org.uk
www.taen.org.uk
Age Busters
AgeBustersisasitecreatedbytheAgeEmploymentNetwork.Itprovides
informationtoemployers,individuals,intermediariesandtrainingproviderson
theageregulations.
www.agebusters.org.uk
104
Age Positive
Age Positive is a team within the Department for Work and Pensions. Its
purposeistoprovideastrategyandpoliciesforgettingpeopletothinkabout
working and retiring. It helps employers consider employing a mixed aged
workforceandthebeneftsthatolderemployeescanbringtoanorganisation.
Its website provides case studies on what some employers have done
toimprovetheirrecordonage.ItsBe Readypageshasinformationonthe
Employment(Age)Regulationsandprovidesfreepracticalinformationinthe
formofcasestudies,aCD-ROMandotherresources.
OrganisationscanalsoapplytobecomeAgePositiveEmployerChampions.
ThewebsitecontainsinformationonorganisationsthatarealreadyChampions.
Normallyanorganisationwouldhavetodemonstratethatithasimplemented
proactivepoliciestoretainorrecruitolderworkers.
Age Positive
DepartmentforWorkandPensions
RoomN10
Moorfoot
Sheffeld,S14PQ
Tel:01132324444
Email:agepositive@dwp.gsi.gov.uk
www.agepositive.gov.uk
Action on Elder Abuse
Worksandcampaignstostopabuseagainstolderpeople.Aspartoftheirwork
theyprovidetrainingtostaffinhomesontheseissuesandhowtotreatpeople
withdignityandrespect.
Action on Elder Abuse
AstralHouse
1268LondonRoad
Norbury
London,SW164ER
Tel:02087657000/Fax:02086794074
Email:enquiries@elderabuse.org.uk
www.elderabuse.org.uk
Employers Forum on Age (EFA)
TheEFAwassetupasaforumofemployersthatrecognisedthevalueofage
diversity.Itspurposeistosharegoodpracticeandinformationbetweenthem.
Itswebsitecontainsgoodpracticecasestudiesintheareasofrecruitment,
retention, retirement, employee engagement and innovation. It also has a
numberofpublicationsthatcanbedownloadedfreeofcharge.Itprovidesa
stepbystepguidetogettingstartedinagediversity.
105
Employers Forum on Age
Floor3,Downstream
1LondonBridge
London,SE19BG
Tel:08454562495
Fax:02077856536
Email:efa@efa.org.uk
www.efa.org.uk
British Youth Council
ThepurposeoftheBritishYouthCouncilistorepresentthevoiceofyoung
people.Itprovidestrainingandconsultationtoyoungpeopleandorganisations
that seek to involve them in the development of their policies. The training
coursesarenormallybespoke.ManyoftheBritishYouthCouncil’strainersare
youngpeoplethemselves.
Thistrainingisusuallygivenwithconsultancywork.Thiscouldtaketheformof
collatingandanalysingtheviewsofyoungpeoplefromfocusgroupssessions
orquestionnaires.
TheBritishYouthCouncilalsoofferstrainingtoyoungpeopletohelpthem
become leaders and play a leading role in the organisations that they are
workingforandworkingwith.Someoftheirtraininginvolveshelpingyouth
led organisations to apply for funding or even help people deal with time
management.
British Youth Council
TheMezzanine2
DownstreamBuilding
1LondonBridge
London,SE19BG
Tel:08454581489
Fax:08454581847
Email:info@byc.org.uk
www.byc.org.uk
106
Disability
Disabilitytakesmanyformsandcanincludemanydifferenttypesofconditions
orwaysofbeing.ItisdefnedintheDisabilityDiscriminationActas:
a physical or mental impairment which has a substantial and long-term adverse
effect on the person’s ability to carry out normal day-to-day activities
42
Thereareover10milliondisabledinBritain,6.8millionbeingofworkingage,
whichaccountsfor1in5ofthetotalworkingpopulation.Only50%ofdisabled
peopleofworkingageareinemploymentcomparedto81%ofnon-disabled
people.1millionofthoseunemployedwanttogetintowork
43
.
Multiple discrimination is an issue in any of the equality strands, but this
is never more so the case when it comes to certain types of disability. For
example,apersonfromanethnicminorityis44%morelikelytobedetained
undertheMentalHealthAct.
44
Asthirdsectororganisationsareincreasingly
beingcommissionedtoprovideservicestodisabledpeopleonbehalfofthe
Government it is important that organisations are aware of these forms of
discrimination.
Legislation
The Disability Discrimination Acts 1995 and 2005
The Acts make it unlawful to discriminate on the grounds of disability in
employment, education, training, transport and in the provision of goods,
facilitiesandservices.Disabilitylawiscomplexandcoverseveryaspectoflife.
Ifindoubt,yourorganisationshouldalwaysseeklegaladvice.
Disabilitycancovermanyconditionsandwaysofbeing.Someoneisconsidered
tobedisabledwheretheyhave:
amentalorphysicalimpairment;
thishasanadverseeffectontheirabilitytocarryoutnormalday-to-
dayactivities;
theadverseeffectissubstantial;and
theadverseeffectislong-term(meaningitlastedfor12months,oris
likelytolastformorethan12monthsorfortherestoftheperson’s
life).
There are some special provisions, and people may be considered to be
disabled:
42. Disability
DiscriminationAct
1995.
43. Allstatisticsfrom
theDisabilityRights
Commissionwebsite
http://83.137.212.42/
sitearchive/DRC/
index.html
44. (MHACMental
HealthandEthnicity
Census2005)
107
iftheirimpairmenthassubstantiallyaffectedtheirabilitytocarryout
normalday-to-dayactivities,butdoesn’tanymore,itwillstillbecounted
ashavingthateffectifitislikelytodosoagain;
iftheyhaveafuctuatingimpairmentthatlastsmorethan12months;
iftheyhaveaprogressivecondition,anditwillsubstantiallyaffecttheir
abilitytocarryoutnormalday-to-dayactivitiesinthefuture,theywill
beregardedashavinganimpairmentwhichhasasubstantialadverse
effectfromthemomenttheconditionhassomeeffectontheirabilityto
carryoutnormalday-to-dayactivities;
iftheyhavebeendiagnosedashavingcancer,HIVinfectionormultiple
sclerosistheywillautomaticallybeconsideredas‘disabled’;
iftheyareregisteredasblindorpartiallysightedorcertifedblindor
partiallysightedbyaconsultantophthalmologist,theywillautomatically
beconsideredas‘disabled’;and
peoplewhohavehadadisabilityinthepastbutarenolongerdisabled
arecoveredbycertainpartsoftheDDA.
Forsomethingtoaffectnormalday-to-dayactivitiesthenoneofthefollowing
areasmustbesubstantiallyaffected:
mobility;
manualdexterity;
physicalco-ordination;
continence;
abilitytolift,carryormoveeverydayobjects;
speech,hearingoreyesight;
memoryorabilitytoconcentrate,learnorunderstand;or
understandingtheriskofphysicaldanger.
TheActsrequireserviceproviders,employersandeducationalestablishments,
nomatterhowbigtheorganisationis,tomake“reasonableadjustments”for
disabled people. Reasonable adjustments generally cost less than £300.
Manyadjustmentscostnothing.TheAccesstoWorkScheme
45
isfundedby
thegovernmenttohelpemployersmeettheextracostsofemployingdisabled
people.Reasonableadjustmentsinemploymentmightinclude:
changing the shift pattern, for instance a later start and finish for
someone unable to travel in rush hour because of mental health
diffcultiesoraphysicalimpairment;
timeoffformedicalappointments;
extramanagementsupportorfeedback;and
45. Pleaseseefootnote
43.
108
equipment, for instance information communication technology
equipmenttoenablesomeonewithavisualimpairmenttodothejob.
Aserviceproviderisrequiredtotakereasonablestepsto:
change a practice, policy or procedure which makes it impossible or
unreasonablydiffcultfordisabledpeopletomakeuseofitsservices;and
provideanauxiliaryaidorserviceifitwouldenable(ormakeiteasier
for)disabledpeopletomakeuseofitsservices.
In addition, where a physical feature makes it impossible or unreasonably
diffcultfordisabledpeopletomakeuseofservices,aserviceproviderhasto
takereasonablestepsto:
removethefeature;or
alteritsothatitnolongerhasthateffect;or
provideareasonablemeansofavoidingit;
provideareasonablealternativemethodofmakingtheserviceavailable.
46
Resources
Making Reasonable Adjustments (EHRC)
Thereisasmallsectiononreasonableadjustmentsforserviceproviderson
EHRC’swebsite:
http://www.equalityhumanrights.com/en/forbusinessesandorganisation/serviceproviders/
pages/areasofresponsibility.aspx#Making%20reasonable%20adjustments
Volunteers and the DDA
ItisimportanttonotethatvolunteersremainoutsidethescopeoftheDisability
DiscriminationActandthereisnotalwaysanobligationfortheorganisation
to make reasonable adjustments if a volunteer is disabled. Inevitably this
affectsthethirdsectorquitesubstantially.Itwouldofcoursebebestpractice
wherepossiblefortheorganisationplacingthevolunteertomakereasonable
adjustments.
The law is blurred in this area and there are some circumstances where
volunteersareconsideredtobeemployeesandthereforeanorganisationmust
makereasonableadjustments.Itisworthgettinglegaladviceonthisifyou
havedisabledvolunteers.
Work Placements
Employershavetomakereasonableadjustmentsfordisabledpeoplethatthey
havetakenonforworkplacements.
46. Ibid.
109
Resources
Disability, Health and Employment: A short guide for small and medium
sized employers (Disability Rights Commission)
TheDisabilityRightsCommission(oneoftheEHRC’slegacycommissions),
producedatoolkitforsmallandmediumsizedcompaniestohelpthemanalyse
whethertheyareawareoftherequirementsonthem.Theinformationinthis
bookletisrelevanttoallorganisationsasitgivesinformationonwhatemployers’
obligationsareunderthelawandwhatwouldbeconsideredtobereasonable
adjustmentunderthelaw.
http://www.equalityhumanrights.com/Documents/Disability/Employment/
Disability%20health%20and%20employment%20A%20short%20guide%20for%
20small%20and%20medium%20sized%20employers.doc
The Disability Equality Duty
TheDisabilityEqualityDutycameintoeffectinDecember2006.Aswiththe
otherequalityduties,itonlyappliestopublicauthoritiesandthosethirdsector
organisationsthatwouldbeconsideredtobeapublicauthority(seethesection
ontheEqualitiesDutiesformoreinformation).TheDisabilityEqualityDuty
providesthatthepublicauthorityshouldhavedueregardto:
promoteequalityofopportunitybetweendisabledpeopleandothers;
eliminatediscriminationthatisunlawfulundertheDDA;
eliminatedisabilityrelatedharassment;
encouragetheparticipationofdisabledpeopleinpubliclife;
promotepositiveattitudestowardsdisabledpeople;AND
takestepstotakeaccountotherpeoples’disabilitiesevenwherethis
meansputtingtheirneedsaheadofothers(forexample,somepublic
sectorbodieswillalwaysinterviewadisabledpersonforajobwhere
theymeettheminimumrequirementsonthejob).
As with the other equalities duties, it is worth all third sector organisations
lookingintowhattheDutyentailsasanorganisationwhichexcelsinitsdisability
practicesismorelikelytohavecontractsfrompublicauthoritiesawardedto
it.PublicauthoritiesareobligedtotakeaccountoftheDisabilityEqualityDuty
intheircommissioningpractices,includingawardingcontractstothirdsector
organisationstodeliverservices.
110
Resources
The Duty to Promote Disability Equality: Statutory Code of Practice
(Disability Rights Commission (DRC))
TheDisabilityRightsCommission(oneoftheEHRC’slegacycommissions)
issued a code of practice on the Disability Equality Duty that is not legally
bindingbutcanbereferredtoincourt:
http://www.dotheduty.org/files/Code_of_practice_england_and_wales.doc
DED and the Social Housing Sector (DRC)
The DRC also produced a Codes of Practice on social housing. Codes of
practice also exist for employment, housing, education (pre and post-16),
transport,socialcareandgoodsandservices.
47
http://83.137.212.42/sitearchive/DRC/employers_and_service_provider/
disability_equality_duty.html
Disability (EHRC)
EqualityandHumanRightsCommissionhasanumberofpagesonemployment
anddisability.
http://www.equalityhumanrights.com/en/publicationsandresources/Disability/
Pages/Disability.aspx
Individual / Personalised Budgets
TheDepartmentofHealthmayintroduceindividualorpersonalisedbudgets
inthefuturefordisabledpeople.Thepersoninreceiptofanindividualbudget
will have the power to decide where they would like to purchase services
from.Thirdsectororganisationsshouldbeawareoftheschemeespecially
wheretheyprovideservicestodisabledpeople.Ifanorganisationisnotup
tospeedoncurrentlegislationorbestpracticethentheymayloseclientsto
otherorganisationswhenclientsareabletochoosetogo.Forinformationsee:
www.doh.gov.uk 47. TheDisabilityRights
Commissionwas
replacedinOctober
2007bytheEquality
andHumanRights
Commission.
UpdatestoCodesof
Practiceinthefuture
willbefoundon
theEHRCwebsite:
www.equality
humanrights.com
111
Building Bridges
The Building Bridges exemplarproject, funded through Goldstar
CabinetOffce,providesatailormadeservicethatenablesdisabled
peopletoexplorevolunteeringopportunitiesinasafeandsupportive
environment.ItwassetupbyVolunteerCentreTamesidebecause
therewerealargenumberofdisabledpeopleorpeoplewithlongterm
healthproblemswithintheTamesideareawhowantedtovolunteer.
The project assists them by identifying and removing barriers to
volunteeringfordisabledpeopleandprovidingtailormadesupportto
enableparticipationanddevelopment.
VolunteerCentreTamesidealsoworkswithorganisationsneeding
volunteerstoraiseawarenessofthebarriersthatdisabledpeopleface,
removethebarriers,challengestereotyping,promotediversityand
assistorganisationstocreateanddevelopnewinclusivevolunteering
roles.Thisisdonethroughoutreach,publicityandtrainingondisability
awareness.
AspartoftheirstrategyforsharingbestpracticeVolunteerCentre
Tamesideofferonetooneorganisationalvisitstovolunteerrecruiting
organisations to provide support, guidance and information on
promoting diversity and inclusivity and offer a free organisational
healthcheck.
From June 2006 to July 2007 Building Bridges interviewed 109
disabled volunteers and placed 57 of them with 37 organisations
withinTamesideandGreaterManchester.
Kylie’s story
Kylieisa20yearoldwomanwithlearningdisabilities.Shehadbeen
volunteering in a charity shop for three years but wanted to build
ontheskillsshehadacquiredintheshopandtrysomethingnew.
Shewasparticularlykeentoworkwithyoungchildrenandwasvery
enthusiastic.
Following a one to one assessment with Vashti, the Volunteer
DevelopmentWorkerattheVolunteerCentreTamesideKyliefound
anopportunityonthewww.do-it.org.ukwebsitethatshewantedtobe
referredto.Vashtidiscussedhersupportneeds.
KyliewasthenaccompaniedbyVashtitoseethevolunteercoordinator
ontheproject.Shewasgivenavolunteershandbookandhadachat
todiscussthedifferentactivitiestomatchherskillsandintereststoan
appropriatevoluntaryrole.
112
Itwasagreedthatshewouldstartbyvolunteeringforamaximumof
twosessionsperweekandthatthesecouldbevariedsothatshe
wouldgetmorechoice.BuildingBridgeshelpedherwithtransportto
unfamiliarlocations.Kyliewenttotheinductiondayandcompletedher
CriminalRecordsBureauformswiththeassistanceoftheVolunteer
Coordinator.
VashtimetupwithKylieafewweeksaftershehadstarted.Kyliewas
very happy and enjoying her new role. Consistent communication
betweenBuilding Bridges,KylieandtheVolunteerCoordinatoris
maintainedandthereareregularreviewsandupdatestoensurethat
Kylie’sneedsaremet.
As Kylie has gained valuable practical experience through her
volunteeringsheisnowstudyingatcollege,undertakingaqualifcation
inchildcare.
For more information about the project please go to the following
website:
www.tamesidevb.org.ukorwww.goldstar.org.uk
Resources
Louder than Words (RNID)
RNIDofferssupportinmakingservicesfullyaccessibletothedeafandhardof
hearingthroughtheirchartermarkforbestpractice.TheLouder than Words
chartermarkistailoredtothegoalsofeachorganisation.Practices,policies
andproceduresarebenchmarkedandaudited.Deafanddisabilityawareness
trainingisalsoavailable.
http://www.rnid.org.uk/howwehelp/our_services/employment_advice_deaf_
awareness_training_courses/advice_for_employers/our_consultancy_service/
louder_than_words/louder_than_words.htm
iDET - Interactive Disability Equality Training Toolkit (Scope)
Interactive,modularformatmaterialsdesignedbyScopetoenableorganisations
todelivertrainingtostaff.ThepackincludesatrainingDVD,CD-ROMoftrainer
presentation slides, learning assessment forms, certificates, worksheets,
evaluationform,traineelearninghandbookandatrainer’slearningmanual.
Thepackcosts£750(exclVAT)andcanbeorderedat:
http://www.scope.org.uk/work/det/idet/index.shtml
113
See it Right: Making information accessible for people with sight problems
(RNIB)
RNIBsupportsorganisationstomakeinformationfullyaccessibletothosewith
sightproblems.ThebookandCDROMpackcontainsdetailedinformationon
howtoproducematerialinprinted,audio,tactile,electronicformats,signage,
andguidanceondevelopingapolicyforaccessibleinformation.
Thepackcanbepurchasedbycharitiesfor£22.50at:www.rnib.org
http://www.rnib.org.uk/xpedio/groups/public/documents/PublicWebsite/
public_seeitright.hcsp
Doing Work Differently (Radar)
Abookletwrittenbyandfordisabledpeopleon‘whatworks’tokeepyourjobor
getajob.Availableforbulkpurchase.
Contact:aidan.hargitt@radar.org.uk

Employing people with mental health problems - directory of specialist
agencies and Realising people’s potential (MIND)
TwofactsheetsproducedbyMindtohelporganisationsemployingpeoplewith
mentalhealthissues.TheycanbedownloadedfromMind’swebsite.
http://www.mind.org.uk/Information/Factsheets/Employment+and+benefits/
Employing+People+With+Mental+Health+Problems.htm
http://www.mind.org.uk/Information/Booklets/Other/Realising+peoples+poten
tial.htm
Making it Work for Employers (Mencap)
Thisisaguidetohelpemployerswhoarethinkingaboutemployingpeoplewith
learningdiffculties.Itgivesthebusinesscase,casestudies,adviceonwhat
methodstousewhentrainingpeopleandpracticalinformationonwhatsupport
isavailablebothfortheemployerandthepersonwithlearningdiffculties.
http://www.mencap.org.uk/download/MIW_EMP.pdf
Disability Issues (Trade Union Congress)
Has a number of publications on disability that can be accessed on their
website
http://www.tuc.org.uk/equality/index.cfm?mins=17&minors=17
114
Organisations
The Equality and Human Rights Commission
TherolesandresponsibilitiesoftheDisabilityRightsCommission(DRC)were
takenonbytheEqualitiesandHumanRightsCommissioninOctober2007.
YoucanstillaccessdocumentsfromtheDRCthroughtheEHRC’swebsite.
TheEHRChasaDisabilityProgrammeDirectorandaDisabilityCommittee.
TheEHRCalsoholdsaplethoraofinformationonDisability,therightsofthe
disabledandinformationforserviceproviders.
http://www.equalityhumanrights.com/en/yourrights/equalityanddiscrimination/
Disability/Pages/Introduction.aspx
Royal National Institute for the Deaf
Thisisthelargestcharityinthecountrydealingwithdeafandhardofhearing
people.Thewebsitecontainsmanyusefulpagesonworkingwithandproviding
servicesfordeafandhardofhearingpeople.Italsocampaignsonbehalfof
themtoimproveaccesstoservicesandfacilitiessuchascinemas.
RNIDoffersatrainingandconsultancyservice.Thetrainingconsistsofhalfor
onedaysessionsondeafawarenessoritoffersbespoketraining.
Thereisasectiononworkingwithdeaforhardofhearingvolunteers.This
provides a lot of simple yet practical advice on what organisations can do
to make it easier for deaf or hard of hearing people to volunteer, including
interviewinginroomsthatarebrightsothatifapersonlipreadstheyareable
toseewhatthepersonissayingclearly.
Royal National Institute for the Deaf
19-23FeatherstoneStreet
London,EC1Y8SL
Tel:08088080123(freephone)
Textphone:08088089000(freephone)
Fax:02072968199
SMS:07800000360
Email:informationline@rnid.org.uk
Theirservicesincludeinformation,deafawarenesstrainingandemployment
advice.Theyalsoofferconsultancyservicetoorganisationswhicharetryingto
adapttheirpremisessothattheyaredeaf-friendly.
115
Disability LIB Alliance
TheDisabilityLIB(Listen,IncludeandBuild)Allianceisanallianceofdisability
organisations. They recently launched their report ‘Thriving and Surviving:
Challengesandopportunitiesfordisabledpeople’sorganisationsinthe21st
century’.
Theallianceconsistsofrepresentationfrom:
•TheAllianceforInclusiveEducation;
•DisabilityAwarenessAction;
•EqualitiesNationalCouncil;
•PeopleFirst;
•PrestonDISC;
•Scope;
•TheUKDisabledPeople'sCouncil.
Disability Law Service (DLS)
DLS provides a quality service in areas of public and social welfare law,
andhopestodemystifythelegalsystembygivingconciselegaladviceand
information.Theirwebsitecontainsplentyofinformationandfactsheetsabout
employment,rights,welfarebeneftsetc.
TheRightssectionoftheDLSwebsiteshowshowthey,andothers,workto
secureequalityofopportunityfordisabledanddeafpeople.Italsohasauseful
linkspage.
www.dls.org.uk/links/link.php
Disability Law Service
39-45CavellStreet
London,E12BP
Tel:02077919800
Minicom:02077919801
Fax:02077919802
Email:advine@dls.org.uk
www.dls.org.uk
116
AbilityNet
ThepurposeofAbilityNetistoassistorganisationsbyadaptingandadjusting
theirtechnologywheretheyhaveadisabledmemberofstaff.Theyalsorun
coursestoassistprofessionalswhoareworkingwithdisabledpeoplesuchas
coursesaimeddirectlyatpeopleworkinginhumanresources.
AbilityNet Technical Centre
Suite1
MalvernGate
BromwichRoad
Worcester,WR24BN
Tel:0800269545
Fax:01926497425
Courses:01926312847
enquiries@abilitynet.org.uk
www.abilitynet.org.uk
Scope
Scopeisacharitywhichspecialisesinhelpingpeoplewithcerebralpalsy.Their
aimistohelppeoplewithdisabilitiesachieveequality.
Scope
6MarketRoad
London,N79PW
Tel:02076197100
www.scope.org.uk
Royal National Institute for the Blind
RoyalNationalInstitutefortheBlindcampaignsforandworkswithblindand
partiallysightedpeople.Ithasnumerouspublicationsonitswebsite.
Royal National Institute for the Blind
105JuddStreet
London,WC1H9NE
Tel:02073881266
Fax:02073882034
Helpline:08457669999
www.rnib.org.uk
Sense
Senseworkswithdeafblindpeopleofferinginformationandtraining
117
Sense
11-13CliftonTerrace
FinsburyPark
London,N43SR
Tel:08451270060
Text:08451270062
Fax:08451270061
E-mail:info@sense.org.uk
www.sense.org.uk
Mencap
Mencap is a learning disability charity that works with people with learning
disabilitiesandtheirfamiliesandcarers.Theyprovideadviceandsupportand
docampaigningwork.Theirmissionistoimprovethelivesandopportunities
ofpeoplewithlearningdisabilities.Mencap’sAccessibilityServiceprovides
informationandadvicefororganisationsonmakingallinfoaccessibletothose
withlearningdisabilities.Thisincludesadocumenteditingservice,trainingand
freeguidelines.
Mencap
123GoldenLane
London,EC1Y0RT
Tel:02074540454
Fax:02076083254
Email:information@mencap.org.uk
www.mencap.org.uk
People First (self advocacy)
PeopleFirstisaserviceuserledorganisationthathelpspeoplewhohave
learningdiffculties.Itpromotesthesocialmodelofdisabilitywhereitissociety’s
attitudetowardslearningdisabilitiesthatshouldchange.Itprovidessupportfor
self-advocacyandtrainingtothirdsectororganisationsthatworkwithpeople
withlearningdiffcultiesandwanttoconsultwiththem
People First
HamptonHouse,4thFloor
20AlbertEmbankment
London,SE1 7TJ SE17TJ
Tel:02078206655
Fax:02078206621
Email:general@peoplefrstltd.com
www.peoplefirstltd.com
118
Disability Alliance UK
TheDisabilityAlliancehastheprincipalaimofrelievingpovertyandimproving
thelivingstandardsofdisabledpeople.Thegoalistobreakthelinkbetween
poverty and disability. They are a membership organisation and provide
supportandadvicetodisabledpeople,theircarersandprofessionalsdelivering
servicestothem.
TheyproduceanannualDisability Rights Handbookwhichgivesinformation
onentitlementsfordisabledpeople.Thehandbookcanbepurchasedfromtheir
website.
Disability Alliance UK
UniversalHouse
88-94WentworthStreet
London,E17SA
Tel:(VoiceandMinicom):02072478776
Fax:02072478765
www.disabilityalliance.org
MS Society
Amembershiporganisationofferingsupporttopeoplewithmultiplesclerosis
providinginformationandsupportonthecondition.
MS Society
MSNationalCentre
372EdgwareRoad
London,NW26ND
Tel:02084380700
Fax:02084380701
www.mssociety.org.uk
Deaf Aware
Consultancyofferingadviceandsupportonaccessibilityanddeafawareness
training.
Deaf Aware
OrchardCourt
Boughton
Chester
Cheshire,CH35EW
Tel:07732441383
Email:deafaware@lycos.co.ukorcontact@key2equality.co.uk
www.deafaware.com
119
Direct Gov
Hasextensivepracticalinformationfordisabledpeopleontheirrightsandother
issues.
www.disability.gov.uk
RADAR
TheRoyalAssociationforDisabilityandRehabilitationisanetworkofdisability
organisations and disabled people. It campaigns for the rights of people
withalltypesofdisabilityandforajustandequalsocietywhosestrengthis
humandifference.Itrunsleadershipprogrammesandanemploymentinitiative
calledDoingWorkDifferently.Italsohasanumberofpublicationsthatcanbe
obtainedfromtheorganisationdirectly.
RADAR
12CityForum
250CityRoad
London,EC1V8AF
Tel:02072503222
Fax:02072500212
Minicom:02072504119
Email:radar@radar.org.uk
www.radar.org.uk
The Shaw Trust
Assistsorganisationstorecruitandretaindisabledstaffthroughitsconsultancywork
whichincludesamixtureoftrainingandadvice.Itcanalsohelpwithinformationand
trainingfororganisationsthatprovideservicestodisabledpeople.
The Shaw Trust
FoxTalbotHouse
GreenwaysBusinessPark
BellingerClose
Chippenham
Wiltshire,SN151BN
Telephone:01225716300
Minicom:08457697288
Email:employer-engagement@shaw-trust.org.uk
www.shaw-trust.org.uk
120
Breakthrough UK
Providestrainingadvocacyfororganisationsworkingwithdisabledpeople.
Breakthrough UK
B.E.V.C.
AkedClose
Ardwick
Manchester,M124AN
Tel:01612735412
Fax:01612744053
AnswerphoneMinicom:01612735727
Email:admin@breakthrough-uk.co.uk
www.breakthrough-uk.co.uk
New Perspectives
NewPerspectivesisatrainingconsultancyledbyblackanddisabledpeople.
It provides advice on how to implement legislation, manage diversity and
implementbestpractice,conductmapping,actionresearchandtraining.
New Perspectives
1PortlandCourt
Sheffeld
SouthYorkshire,S63EW
Tel:01142258676
www.newperspectives.pwp.blueyonder.co.uk
www.disability-equality-training.com
Equatability
IsanorganisationwhichprovidestrainingontheDisabilityDiscriminationAct
andtheDisabilityEqualityDutyaswellasotherissuesrelatingtodisability.
Theycanalsoarrangeforbespokecoursesfororganisationstobedeliveredto
organisations.Costsrangefrom£30anhourto£300adayforcourses.They
haveparticularlyworkedwiththethirdsectoroverthepastfewyearswhere
theyhavebeendoingmarketingandequalitytraining.
Tel:02088610942
Email:enquiries@equatability.com
www.equatability.com
Regard
Isamember-ledorganisationthatworksfortherightsoflesbian,gay,bisexualandtrans
disabledpeople.Theirworkincludescampaigningtomake‘thescene’moreaccessible
todisabledLGBTpeople,includingclubsandothervenues.Anyonecanbecomeafull
memberaslongastheyareLGBTandself-defnethemselvesasdisabled.
121
Regard
BMREGARD
London,WC1N3XX
Fax:08444431277
Email:secretary@regard.org.uk
www.regard.org.uk
Employers’ Forum on Disability
Thisisanemployers’forumwhichfocusesondisability.Itismadeupofmany
public and private sector employers across the country and boasts that its
membersaretheemployersof25%ofthepopulation.
Ithasitsowndisabilitystandardwhichwascreatedtoestablishacommon
understandingintheprivateandpublicsectorofwhatconstitutesbestpractice
on disability and covers all parts of the work of the organisation including:
employment; customer care; marketing communications and management
training.
Theorganisationhasrecentlyconductedabenchmarkingexercise.Adocument
withthemainfndingsoftheexercisewascreatedshowingwherepublicand
privatebodieswereuptoonimplementingtheirworkondisability.
Employers’ Forum on Disability
NutmegHouse
60GainsfordStreet
London,SE12NY
Tel:02074033020
Fax:02074030404
Email:website.enquiries@employers-forum.co.uk
www.employers-forum.co.uk
Terrence Higgins Trust
THTisanationalcharitythatsupportspeoplewithHIVandAIDS.Itprovides
tailored support including counselling, information, advice and accessing
healthservices.ItcampaignsonHIVrelatedissuesanditswebsitehasmany
publications.Itswebsitealsocontainsadviceandinformationforemployers.
http://www.tht.org.uk/informationresources/professionals/employers/
Terrence Higgins Trust
314-320Gray’sInnRoad
London,WC1X8DP
Tel:02078121600
Fax:02078121601
Email:info@tht.org.uk
www.tht.org.uk
122
NAZ Project London
TheNazprojectisasexualhealthandHIV/AIDScharityworkingwithpeople
fromtheBMEandLatinAmericancommunityacrossLondontopreventsexual
healthproblemsandtosupportpeoplethathavethem.
The Naz Project
PalingswickHouse
241KingStreet
London,W69LP
Tel:02087411879
Fax:02087419609
Email:npl@naz.org.uk
www.naz.org.uk
Organisations that Focus on Mental Health
Mind
Mindisoneofthecountry’slargestmentalhealthcharities.Itaimstoadvance
theviewsandambitionsofpeoplewithmentalhealthproblemsbychallenging
discrimination,promotinginclusionandinfuencingpolicy.
Itswebsitecontainsvariousfactsheetsthatmaybeusefultoorganisations.These
include:Employing People with Mental Health ProblemsandWorkplace Bullying.
Mind
GrantaHouse
15-19Broadway
London,E155BQ
Tel:02085192122/Fax:02085221725
Email:info@mind.org.uk
www.mind.org.uk
Diverse MindsispartofMindandcampaignsfortheneedsofpeoplewith
mentalhealthissuesintheBMEcommunity.
Tel.02082152220/Fax:02085221725
Email:diverseminds@mind.org.uk
Rethink
Aimstomakeapracticalandpositivedifferencetopeoplewithmentalhealth
problemsbyprovidinghopeandempowermentthrougheffectiveservicesand
information.
123
Rethink
HeadOffce
5
th
Floor
RoyalLondonHouse
22-25FinsburySquare
London,EC2A1DX
Tel:08454560455
Email:info@rethink.org.uk
www.rethink.org
Mental Health Foundation
Providesinformation,carriesoutresearch,campaignsandworkstoimprove
servicesforeveryoneaffectedbymentalhealthproblems.TheMentalHealth
Foundationhasanumberofpublications,reports,briefngsandinformation
bookletsthatcanbedownloadedforfreefromitswebsite.
Mental Health Foundation
9
th
Floor
SeaContainersHouse
20UpperGround
London,SE19QB
Tel:02078031101
Email:mhf@mhf.org.uk
www.mhf.org.uk
Young Minds
YoungMindsisanationalcharitywhichiscommittedtoimprovingthemental
healthofchildrenandyoungpeople.Itgivestrainingforprofessionalswhowork
withyoungpeoplewithmentalhealthproblems.Itprovidesbothspecialistand
bespoketrainingcoursesforprofessionals.
Italsohasaconsultancyservicewhichcanbeusedtosupportpractitionersto
developandplaneffectiveservices.
Young Minds
48-50StJohn’sStreet
London,EC1M4DG
Tel:02073368445
Fax:02073368446
www.youngminds.org.uk
124
Race
Successivewavesofimmigrationthroughoutthemillenniahaveensuredthat
Britainhasalwaysbeenanethnicallydiversenation.Today,4.6millionpeople
in Britain consider themselves to be from a black or minority ethnic (BME)
communitywhichaccountsforsome7.9%ofthetotalpopulation.Indiansare
thelargestminorityethnicgroup,followedbyPakistanis,BlackCaribbeans,
BlackAfricans,andthoseofmixedethnicbackgrounds.
48
Source: 2001 Census
49
The table above demonstrates the ethnic diversity in the United Kingdom.
These figures are taken from the 2001 census will be probably somewhat
outdatedduetodemographicchanges.Thenextcensuswillbeconductedin
2011.
Despite extensive legislation to protect people from discrimination on the
groundsofrace,thereisstillagreatdivideinlifeopportunities.Thepoverty
rateismuchhigheramongBritain’sminorityethnicgroups,standingat40%,
twiceasmuchasforthewhitepopulation.
50
Overall,peoplefromminorityethnicgroupshavehigherlevelsofunemployment
(althoughthisvariesdependingonethnicorigin).Bangladeshimenacrossthe
ages have the highest unemployment rate averaging at 20%. Young black
African men, Pakistanis, Black Caribbeans and mixed groups have high
unemploymentratesrangingbetween25%and33%.
51
48. 2001Census
49. NationalStatistics
http://www.statistics.
gov.uk/cci/nugget.
asp?id=455
50. EthnicMinorities
intheLabour
Market:Dynamics
andDiversity
–JosephRowntree
Foundationhttps://
www.jrf.org.uk/
knowledge/fndings/
socialpolicy/2010.
asp
51. Informationfrom
2001Censusand
availableathttp://
www.statistics.
gov.uk/cci/nugget.
asp?id=271
Population Size % of Total Population
White 54,153,898 92.1
Mixed 677,117 1.2
Indian 1,053411 1.8
Pakistani 747,285 1.3
Bangladeshi 283,063 0.5
All Asian / Asian British 2,331,423 4
Black Caribbean 565,876 1.0
Black African 485,277 0.8
Black Other 97,585 0.2
All Black British 1,148,738 2.0
Chinese 247,403 0.4
All Minority Ethnic 4,635,296 7.9
125
Legislation
Race Relations Act 1976
TheRaceRelationsActprovidespeoplewithprotectionagainstdirectorindirect
racialdiscrimination.Itcoversemployment,education,housing,applyingfor
beneftsorusingmedicalservices,recreation(exceptprivateclubs),fnancial
services,policingandallpublicservices.
52
The Race Relations Act (Amendment) Regulations 2003 gives the legal
defnitionofracialharassmentwhichisaformofdirectdiscrimination.
The Race Equality Duty
TheRaceEqualityDutyistheoldestequalityduty.Itcameintoeffectin2001
throughtheRaceRelations(Amendment)Act2000.TheRaceRelationsAct
1976alreadymadeitunlawfultodiscriminateagainstsomeoneonthegrounds
of race when the authority was carrying out any of its functions including
procurement.TheRaceEqualityDutygoesfurtherthanthis.Publicauthorities
should carry out their duties with a due regard to eliminate unlawful racial
discrimination, promote equality of opportunity and race relations between
differentgroups.
Therearealsothefollowingspecifcdutiesthatapublicauthoritymustfulfl:
assesstheirfunctionsandpoliciesrelevanttoraceequality;
monitortheirpoliciesinrelationtotheirimpactonraceoraracialgroup;
assessandconsultonthepoliciestheyproposetointroduce;
publishtheresults;
trainthestaffontheirnewduties.
TheyarealsorequiredtopublishaRaceEqualitySchemesettingouthowthey
intendtocarryoutboththegeneralandspecifcduties.
AswasdiscussedinSectionTwoontheEqualityDuties,somethirdsector
organisationsareconsideredtobepublicauthorities,wheretheyaredelivering
aserviceonbehalfofapublicauthorityandcouldbeheldtoaccountonit.
Otherthirdsectororganisationsmaybeaffectedbyitthroughprocurement;
public authorities may begin to award contracts to organisations that have
excellentraceequalitypractices.
Organisationscanholdauthoritiestoaccountiftheyarenotimplementingthe
RaceEqualityDutyproperly.
InanycasetheDutywillalsoaffectorganisationsthataresupplyingservices
onbehalfofpublicauthorities.AsaresultoftheDutypublicauthoritieswantto
ensurethattheyareworkingwithorganisationsthathavegoodraceequality
policiesandpractices.Thiswillbeparticularlythecasewheretheservicebeing
providedisworkingdirectlywithmembersofthepublic.
52. TravellerLaw
ReformProject
Websitewww.
travellerslaw.org.uk
Positive Action
Positive discrimination is unlawful in the United Kingdom. Positive
discrimination,inthiscontextiswheresomeoneisgivenajoborpromoted
becausetheybelongtoaparticularracialgroup.Forexample,itisunlawful
racial discrimination to give someone a job because they are white or
becausetheybelongtoaparticularminorityethnicgroup.Thisiswhymany
organisationsuseequalopportunitiesrecruitmentpracticesthatappointand
promotepeopleonlyontheirmerit.
However,organisationscanusepositiveactiontoencouragingpeopletoapply
forcertainjobsfromacertaingrouporprovidetrainingtothemwherethat
grouphasbeenunderrepresentedforacertainperiod.Positiveactionisnot
permittedoncethegrouphasstoppedbeingunderrepresentedorwherethey
haveneverbeenunderrepresented.
Capacity to Engage – Positive Action
MerseyDisabilityFederationandNeurosupportCentrejointlyobtained
fundingforthreeyearsfromtheBigLotteryFundtosetuptheCapacity
toEngageProject.Theprojectaimstofndhighqualityplacements
forBMEvolunteerswhowanttohelpoutinthirdsectororganisations
whichprovideaservicetodisabledpeoplewiththeviewthatthey
wouldacquireskills,learnandbeabletodisseminateinformationon
disabilityandhealthrelatedinformationintotheircommunities.
Thetwoorganisationshadfound,fromtheworkthattheyhaddone
previously around race, that there was a low take-up of disability
servicesbypeoplefromtheBMEcommunity.Thiswastrueofboth
mentalhealthservicesanddisabilityservicesmoregenerally.The
projectwasestablishedtotryandengagewiththosecommunitiesto
advertisetheservicesandtotryandgetpeopletousethem.
Theyhavehadtobecreativetogetvolunteersfromdiversecommunities
asvolunteeringisvieweddifferentlyamongthevariouscommunitiesthey
workwith.
AtfrstCapacitytoEngagefoundthatalthoughmanyorganisations
wereverygoodonissuesarounddisability,theyhadoftenoverlooked
engagingwithpeoplefromdifferentcommunities.
Whenadisabilityorganisationrequestsavolunteer,arepresentative
fromCapacitytoEngagegoesintotheorganisationtoundertakea
diversityhealthchecktoensurethattheorganisationiscompliantwith
theDisabilityDiscriminationAct.
Aspartofitswork,CapacitytoEngagehasbeengettingorganisations
tostrategicallyworktogetheronissuesofsimilarinterests.
126
Take some Picts, Celts and Silures
And let them settle
Then overrun them with Roman conquerors.
Remove the Romans after approximately four hundred years
Add lots of Norman French to some
Angles, Saxons, Jutes and Vikings, then stir vigorously.
Mix some hot Chileans, cool Jamaicans, Dominicans,
Trinidadians and Bajans with some Ethiopians,
Chinese, Vietnamese and Sudanese.
Then take a blend of Somalians, Sri Lankans, Nigerians
And Pakistanis
Combine with some Guyanese
And turn up the heat.
Sprinkle some fresh Indians, Malaysians, Bosnians,
Iraqis and Bangladeshis together with some
Afghans, Spanish, Turkish, Kurdish, Japanese
And Palestinians
Then add to the melting pot.
Leave the ingredients to simmer.
As they mix and blend allow their languages to fourish
Binding them together with English.
Allow time to be cool.
Add some unity, understanding and respect for the future
Serve with justice
And enjoy.
Note: All the ingredients are equally important. Treating one ingredient
better than another will leave a bitter, unpleasant taste.
Warning: An unequal spread of justice will damage the people
and cause pain.
Give justice and equality to all.
www.benjaminzephaniah.com/content/245.php
‘The British’
by Benjamin Zephaniah
Today’s Recipe
Serves 60 million
128
Organisations
The Equality and Human Rights Commission
The roles and responsibilities of the Commission for Racial Equality were
incorporatedintotheEHRCinOctober2007.PartofthenewCommission’s
dutiesistopromoteraceequality.
http://www.equalityhumanrights.com/en/yourrights/equalityanddiscrimination/
race/Pages/Racediscriminationrights.aspx
B-Rap
TheBirminghamRaceActionPartnershipisanorganisationwhichaimsto
makeasustainabledifferencebyworkingwithotherstobetterunderstandhow
practicemaybeimprovedinsuchwaystoreduceraceinequality.Itprovides
tailor-madetraining,developmentandmentoringprogrammesforleadersin
equalitymanagementprogrammes.
IthasalsosetuptheNationalCentreforEqualityLeadershipandManagement.
Consultancyandtrainingisofferedbyittouncoverstructuralfawsintheway
theorganisationhasbeensetupwhichcausesbadpracticeinequalityand
diversity.
B-Rap
9
th
Floor
EdgbastonHouse
3DuchessPlace
HagleyRoad
Birmingham,B168NH
Tel:01214567400
Fax:01214567419
Email:brap@brap.org.uk
www.brap.org.uk
National Centre for Equality Leadership and Management
elm@brap.org.uk
www.wlm.kk5.org
1990 Trust
Anorganisationthatworkstoprotecttherightsofthevariousblackcommunities
livingintheUnitedKingdom.Itsmainaimsaretoensurethatracismisperceived
asaviolationofbasichumanrightsandtoempowerblackcommunities.
129
1990 Trust
Suite12WinchesterHouse
9CranmerRoad
London,SW96EJ
Tel:02075821990
Fax:02077938269
Email:blink@the1990trust.org.uk
www.blink1990.org.uk
Race on The Agenda (ROTA)
ROTA is a social policy think tank, a charity and a company limited by
guarantee.ItworkswithallLondon’sblack,Asianandminorityethnic(BAME)
communitiesandothersinterestedinraceequality,towardsachievingsocial
justice by the elimination of discrimination and promotion of human rights,
diversity and equality of opportunity. It achieves these aims by informing
London’sstrategicdecision-makersabouttheissuesaffectingtheBAMEthird
sectorandthecommunitiesitservesandbymakinggovernmentpolicymore
accessibletoLondon’sBAMEorganisations.Italsohoststwonetworks,MiNet,
theregionalBAMEnetworkofnetworksandHEAR,anEqualitiesandHuman
Rightsnetwork.
Race On The Agenda (ROTA)
Unit101,CremerBusinessCentre,
37CremerStreet,
London,E28HD
Tel:02077291310
Fax:02077396712
Email:rota@rota.org.uk
www.rota.org.uk
Voice for Change England
VoiceforChangeEnglandisapartnershipofnationalandregionalorganisations
thatspeaksandcampaignsfortheinterestsofBMEthirdsectororganisations.
Theircampaignsincludelobbyingforsustainablegrants.Itisoneofthepartners
intheNationalEqualityPartnership.
Voice for Change England
c/oBTEG
2
nd
Floor
LancasterHouse
31-33IslingtonHighStreet
London,N19LH
Tel:02078436130
www.voice4change-england.co.uk
130
Resources
Race Equality and Procurement in Local Government: a guide to local
authorities and contractors (Commission for Racial Equality - 2003)
TheCommissionforRacialEqualityproducedguidanceforbothlocalauthorities
andorganisationswhichwereseekingtoobtaincontractsfromlocalauthorities.
ThiscanbedownloadedfromtheEHRC’swebsite:
http://www.equalityhumanrights.com/Documents/Race/Public%20sector/The
%20duty%20to%20promote%20race%20equality%20race%20equality%20an
d%20procurement%20in%20local%20government.pdf
Thepublicationcosts£10andcanbeorderedatwww.actionlink.org.uk
The Busy Employers Guide to Equalities (B:RAP)
This gives a better understanding of some basic concepts that people have
diffcultieswith.Theresourcecosts£10andcanbeobtainedfromB:RAPdirectly.
www.brap.org.uk
Equality Speak (B:RAP)
Anintroductoryresourcetohelpunderstandtheoriginsandcontestednatureof
someoftheraceequalityterms.Equalityspeakcosts£4.
www.brap.org.uk
Rethinking Recruitment (B:RAP)
Thisguidetakesadeeperlookatrecruitmentprocedures.Theresourceargues
thatsomeproceduresmayhaveimprovedbutthismaynothelppeoplegetinto
therightjobsinallorganisations.Theresourcecosts£10.
www.brap.org.uk
Challenging Institutional Racism: a Toolkit for the Voluntary Sector (ROTA)
Published in March 2002, this toolkit shows organisations how they can
workwiththeirmanagementcommittees,staff,volunteers,serviceusersand
partnerstoprovidehighqualityservicestothecommunitythattheyoperatein.
http://www.rota.org.uk/downloads/toolkit.pdf
131
Bridge the Gap: What is known about the BME Third Sector in England
(Voice for Change England)
ThisreportwaspublishedbyVoiceforChangeEnglandinOctober2007following
amappingexercisetheyconductedonBMEthirdsectororganisationsacrossthe
country.
http://www.voice4change-england.co.uk/docs/V4CE_Bridge_the_Gap_What_
is_known_about_the_BME_Third_Sector_in_England_October2007.pdf
BME Spark
Thisisamembershipbasedwebsiteprovidingknowledge,resourcesandgood
practice examples to organisations delivering Supporting People services.
Theresourcesareintendedtosupportimprovedserviceplanninganddelivery
throughassistingorganisationsinmeetingtherequirementsoftheSupporting
PeopleQualityAssessmentFramework.
www.bmespark.org.uk
Gypsy and Travellers
It is estimated that there are between 200,000 and 300,000 Travellers in
England. Romany Gypsies are by far the largest group and have lived in
Englandsincetheearly16
th
Century.Theyhavebeenrecognisedbylawas
aracialgroupsince1988.TheirancestorscamefromNorthWestIndiaand
travelledthroughPersiaandtheMiddleEastintoEurope.Inrecentyearsother
RomaGypsieshavecometoliveintheUKasrefugeesescapingpersecution
intheBalkans,CentralEuropeandRomania.
Romanypeople,GypsiesandIrishTravellersareeachrecognisedinlawas
distinctracialgroups.Assuch,theyareprotectedfromdiscriminationbythe
RaceRelationsAct1976.Scottish and Welsh Travellers are not yet protected ScottishandWelshTravellersarenotyetprotected
asdistinctracialgroups.Caselawhasyettobeestablished.
Gypsy/RomaandtravellersofIrishorigincommunitiesoftensufferfromsevere
formsofdiscrimination.
53
TheproblemsthatGypsies/RomaandtravellersofIrishoriginfaceareparticularly
acute.Thereisoftenagreatlackofunderstandingaboutthelifestylesofgypsies
andtravellersleadingtoprejudiceandsocialexclusion.Manyliveininsecure
housingcircumstancesduetonegativelegislation.Inthepastlocalauthorities
hadadutytoestablishsitestobeusedbygypsiesandtravellers.However,this
dutywasrevokedbytheCriminalJusticeandPublicOrderAct1994.Asaresult
manygypsiesandtravellersliveonillegalsitesgivingthemlimitedaccessto
essentialservicessuchasGPs.
Gypsieshavethelowestlifeexpectancyandthehighestinfantmortalityratethanany
otherethnicgroupintheUnitedKingdom.
54
Theirchildrenperformtheworstinschools
andaremorelikelythananyotherethnicgrouptobeexcludedfromschool.
55
53. DiversitySolutions
(2006)A Guide to
Diversity in the UK
(DiversitySolutions:
London)
54. Seefootnote43.
55. Fairnessand
Freedom:the
FinalReportofthe
EqualitiesReview.
132
Resources
Fairness and Freedom: the Final Report of the Equalities Review (The
Equalities Review)
Asubstantialamountofinformationisincludedongypsyandtravellergroups
andhowendemicdiscriminationaffectsthem.
http://archive.cabinetoffice.gov.uk/equalitiesreview/
Organisations
Traveller Law Reform Project
An organisation that campaigns for the rights of gypsies and travellers.
Its website contains information on the rights of travellers and several
publications.
Traveller Law Reform Project
c/oLondonGypsyandTravellerUnit
6WestgateStreet
London,E83RN.
Tel:07956450916
www.travellerslaw.org.uk
National Association of Teachers of Travellers
Anorganisationestablishedasanetworktoshareinformationbetweenteachers
oftravellers.Thereisalistofresourcesandlinkspostedonthewebsite.
www.natt.org.uk
133
Asylum Seekers and Refugees
Theterms“asylumseeker”and“refugee”areoftenusedinterchangeablybut
theyhaveverydifferentlegalsignifcance.
Solid Foundations – Improving Access to Employment
Refugees come to the UK from diverse cultural backgrounds and
bringwiththemawealthofexperience,knowledge,andprofessional
skills. However, many face difficulties when accessing education
and employment in the UK due to a number of factors, such as
languagebarriers,lackofUKrecognisedqualifcationsandlackof
workexperience.Barriersliketheseleadtoahaltintheirpersonal
developmentandcareeropportunities.
56. Defnitionsadapted
fromtheRefugee
Councilwww.
refugeecouncil.org.
uk/practice/basics/
truth.htm
Defnitions
An asylum seekerisapersonwhohaslefttheircountryoforigin
and formally applied for asylum in another country but whose
applicationhasnotyetbeendecided.
A refugee is someone whose asylum application has been
successfulandwhoisallowedtostayinanothercountryhaving
provedtheywouldfacepersecutionbackhome.
A refused asylum seekerissomeonewhoseasylumapplication
hasfailedandwhohasnootheroutstandingimmigrationclaim
awaitingadecision.Theyareoftenreferredtoas“failedasylum
seekers”.Somerefusedasylumseekersvoluntarilyreturnhome,
othersareforciblyreturnedandforsomeitisnotsafeorpractical
forthemtoreturnuntilconditionsintheircountrychange.
56
Oncearefugeehasbeengrantedstatustheyareentitledtowork.
Manyrefugeeshavediffcultiesfndingworkhavinggonethrough
theasylumprocessdespitemanyofthemhavingextremelyuseful
qualifcations.
134
SolidFoundationswasestablishedbyOlmectohelprefugeesinto
work.Theprojectfndsworkplacementsforbetweenthreeandsix
months.Theaimoftheprojectistoprovidethemwithexperience
of working in the UK and build up their confidence to find paid
employment in the future. 74% of trainees have gone on to find
permanentemployment.
Solid Foundations has exposed me, and other people on the
scheme,totheBritishworkplaceandwayoflife.Ithashelpedus
becomefamiliarwiththesystem.Traineewhosuccessfullygained
employment
www.olmec-ec.org.uk/projects/solid-foundations
Resources
Quality Assurance System for Refugee Organisations (Refugee Council)
Apracticalguidebooklettoassistfrontlinerefugeeorganisationswithsetting
upqualitycontrolmeasuresformonitoringandfundingpurposes.TheRefugee
Councilalsoprovidesadditionaltrainingfororganisationsworkingwiththeguide.
Thebookletisfreeofchargeforrefugeeorganisationsandcanbeordered
onlineathttp://www.refugeecouncil.org.uk/practice/support/quality.htm
Organisations
Refugee Council
TheRefugeeCouncilprovidessupporttoasylumseekersandrefugees.It
carries out a lot of policy work and provides legal assistance and does a
signifcantamountofworkaroundrefugeeintegration.
Refugee Council
240-250FerndaleRoad
London,SW98BB
Tel:02073466700
Fax:02073466778
www.refugeecouncil.org.uk
135
Refugee Action
Refugee Action provides support to asylum seekers and refugees in some
areasacrosstheUnitedKingdom.Italsohasnetworksandspecifcprojectsto
helppeoplegainskillsandsharebestpractice.Ithasspecialistprogrammes
forwomenworkingtoempowerthem.
Refugee Action
TheOldFireStation
150WaterlooRoad
London,SE18SB
Tel:02076547750
Fax:02076547700
Email:info@refugee-action.org.uk
www.refugee-action.org.uk
Immigration and Advisory Service
TheIASprovidesimmigrationrepresentationandadvicetoasylumseekersand
otherimmigrants.Italsohasaresearchunitwhichprovidescomprehensive
informationtolegalpractitionersandcaseworkersthattheymayneedwhen
representingasylumseekers.Thisincludesanalysisoncountrieswhereasylum
seekersarecomingintotheUKfromandmattersrelatingtodetentioncentres.
Immigration and Advisory Service
3
rd
Floor
CountyHouse
190GreatDoverStreet
London,SE14YB
Tel:02079671200
Fax:02074035875
www.ias.org.uk
The Refugee and Asylum Seeking Children’s Project
Based in the Children’s Legal Centre the Refugee and Asylum Seeking
Children’sprojectworkswithnon-immigrationspecialiststoimprovetherights
ofchildren.Ithasanumberofpublicationsonthewebsiteandprovidessome
consultancywork.
The Refugee and Asylum Seeking Children’s Project
Children’sLegalCentre
UniversityofEssex
WivenhoePark
Colchester,CO43SQ
Tel:01206872466
www.childrenslegalcentre.com
136
Asylum Aid
AsylumAidisanationalcharitywhichsupportsasylumseekersbyproviding
themwithlegaladvice,bycampaigningandlobbyingontheirbehalfandby
working with refugee community organisations. It has a project specifcally
for women asylum seekers, the Refugee Women’s Resource Project. The
projectwassetupbecausewomenoftenhavedifferentexperiencestomen
intheasylumprocess.Theprojectprovideslegaladvicetowomen,conducts
researchoncountriesoforigin,givesworkshopsonwomenasylumseekersto
otheragenciesandcampaignsontheirbehalf.
Asylum Aid
ClubUnionHouse
253–254UpperStreet
London,N11RY
Tel:02073549631
Fax:02073545620
Email:info@asylumaid.org.uk
www.asylumaid.org.uk
137
Religionandbelief
TheUnitedKingdomismadeupofpeopleofmanydifferentbeliefandfaith
systemsthatlivesidebyside.Thetablebelowshowsthemajorreligionsand
thenumberoffollowersaccordingtothe2001census.
Source: 2001 Census
Legislation
The Equality Act 2006
Itisnowunlawfultodiscriminateagainstsomeoneonthegroundsofreligion
andbelief:
Inanyaspectofemployment;
Whenprovidinggoods,facilitiesandservices;
Whenprovidingeducation;
Inusingordisposingofpremises;or
Whenexercisingpublicfunctions
Areligion,forthepurposesoftheAct,mustberecognisedasbeingcogent,
serious,cohesiveandcompatiblewithhumandignity.
BelieversofthefollowingreligionsareprotectedbytheAct:
Religion Population % of Total Population
Christian 41,014,811 71.8
Muslim 1,588,890 2.8
Hindu 558,342 1.0
Sikh 336,179 0.6
Jewish 267,375 0.5
Buddhist 149,157 0.3
Any Other Religion 159,167 0.3
No Religion 8,596,488 15
Religion not Stated 159,167 7.8
138
Baha’iFaith
Buddhism
Christianity
Hinduism
Islam
Jainism
Judaism
Rastafarianism
Sikhism
Zoroastrianism
57
Beliefisconsideredtobephilosophicalsystemswhicharesimilartoreligion.
PeoplewhohavenoreligionorbeliefarealsoprotectedundertheAct.This
includesatheistsandagnostics.
There are some exceptions to the rules. If there is a genuine occupational
requirement that the person employed or delivering the service should be
ofacertainreligionthentheywillbeabletoexemptthepostfromtheAct.
Forexample,aCatholicpriesthastobeaCatholicsotheChurchcanstop
peoplefromotherreligionsfrombeingordained.However,anexemptionis
unlikelytobejustifedifsomeonewasnotemployedinaCatholicnursinghome
becausetheywerenotaCatholic.Similarly,anursinghomethatisopentoall
communitieswouldhavetoprovidecaretopeopleregardlessoftheirreligion.
Itisalwaysimportanttoseekguidancebeforedecidingtoapplyagenuine
occupationalrequirementtoanypost.
Itmaybeusefulforanyorganisationtoseektofndoutaboutdifferentreligions.
Peoplemayaskfortimeoffduringreligiousfestivals;theymayneedaroomfor
prayers;ortheymayhavespecialdietaryrequirementssuchaseatingkosher
foodorhalalmeat.
Employment policies should be revised so that employees with different
religionsandbeliefsdonotfaceanytypeofemploymentdiscrimination.
Resources
Religion and Belief (Equality and Human Rights Commission)
Hasasectiondedicatedtoreligionorbelief,whichexplainstheconceptsand
whatthelawsaysinmoredetail.Thepagesonreligionorbeliefcanbefoundat
57. http://www.
equalityhuman
rights.com/
en/yourrights/
equalityand
discrimination/
religionandbelief/
Pages/Religionand
belief.aspx
139
http://www.equalityhumanrights.com/en/yourrights/equalityanddiscrimination/
religionandbelief/Pages/Religionandbelief.aspx
Religion or Belief in the Workplace: a Guide for Employer and Employees
(ACAS)
Gives information on the Employment Equality Regulations which were
incorporatedintotheEqualityAct.Thisincludespiecesonreligiousfestivals
andpractices.
ACAS (2003) Religion or Belief in the Workplace: Putting the Employment
EqualityRegulations(ReligionorBelief)2003intoPlace(ACAS:London)
http://www.acas.org.uk/media/pdf/f/l/religion_1.pdf

A Guide to Diversity in the UK (Diversity Solutions)
Diversity Solutions is a consultancy and training organisation that helps
organisationsimprovetheirworkinequalityanddiversity.Moredetailsonthem
canbefoundatthebackofthisguide.A Guide to Diversity in the UKcontains
aconsiderableamountofinformationonthemainreligionspractisedintheUK.
Itprovidespracticalinformationonbeliefsystems,food,greetingsandprayers.
The information contained here would be very useful to any organisation
seekingtoimplementbetterpractice.
Diversity Solutions Consultancy Ltd
CavellHouse
StCrispinsHouse
Norwich,NR31YE
Tel:08452600038
01953606065
Fax:01953607254
Email:mail@diversity-solutions.com
www.diversity-solutions.com
Challenge and Opportunity: Changing the Pattern of Interfaith Engagement
in the UK (Inter Faith Network)
ThisisastudyoninterfaithengagementacrosstheUK
http://www.interfaith.org.uk/publications/challenge2006meeting.pdf
140
Good Practice Guide Engaging and Empowering Faith Communities in
Housing and Regeneration (Faith Regen Foundation)
FaithRegenFoundationhasdevisedthisguideasasteptowardsunderstanding
howfaithcommunitiescanplayapracticalroleinthehousingandregeneration
field. It recognises the importance of engaging faith institutions and grass
rootsorganisationsfromfaithcommunitiesinsocialhousing,jobcreationand
enterprisedevelopment.
Thisguideemphasisesandcallsforaholisticapproachtotheproblemwhereby
allconcernedactors,fromgovernmentandsocialservicesagenciestofaith
groupsandprivatesectoractors,combinetoprovidelong-termsolutionsforthe
communityinquestion.
http://www.faithregenuk.org/gpg.html
Interfaith Organisations in the UK: a Directory (Inter Faith Network)
Givesalistof250organisationsintheUKthatworktowardspromotinggood
interfaithrelationsatalocal,regionalandUKwidelevel.Thepublicationcan
beobtainedfromtheirwebsitefor£8.95
http://www.interfaith.org.uk/orderdirectory.htm
Building Good Relations with People of Different Faiths and Beliefs (Inter
Faith Network)
Theinterfaithnetworkhasproducedtheseshortguidelinesforwhenpeople
andorganisationsareintendingtoworkinamulti-faithbackgroundandgetting
peopletoworktogether.Thiscanalsobedownloadedfromthewebsite.
http://www.interfaith.org.uk/publications/buildinggoodrelations.pdf
Making Equality Simple (NCVO)
Aguidetothe2003EmploymentEqualityRegulationsonreligion,beliefand
sexualorientationforthevoluntarysectorwithafocusonrecruitment,retention
andwritingreferences.
Thepublicationcanbedownloadedforfreefrom:
http://www.ncvo-vol.org.uk/publications/publication.asp?id=1473
141
Organisations
Faith Regen Foundation
Thepurposeofthisorganisationistoincreasesocialharmonythroughthe
empowermentandregenerationofindividuals.Itspecialisesinfaithcommunity
and intercultural dialogue, capacity building and regeneration. It promotes
greaterunderstandingbetweenfaithsandidentifessolutionsforencouraging
positiverelationshipswithamulti-faithsocietybasedoncollaboration.
TheFaithRegenFoundationhasaconsultancyserviceanddeliverstraining.It
hasrecentlycreatedsometoolkitsandgoodpracticeguidesthatcanbeused
bythirdsectororganisations.
Faith Regen Foundation
18-24ChaseSide
Southgate
LondonN145PB
Tel:02089206868
Fax:02089206565
Email:kinga@faithregenuk.org
www.faithregenuk.org
Interfaith Network for the UK
TheInterFaithNetwork’saimistopromotegoodrelationsbetweenpeople
ofdifferentfaithsintheUK.Itisamembershiporganisationwhosemembers
includeorganisationsfromtheBaha’i,Buddhist,Christian,Hindu,Jain,Jewish,
Muslim, Sikh, and Zoroastrian communities, national and local inter faith
bodies;andacademicinstitutionsandeducationalbodiesconcernedwithinter
faithissues.
The Inter Faith Network for the UK
8ALowerGrosvenorPlace
LondonSW1W0EN
Tel:02079317766
Fax:02079317722
Email:ifnet@interfaith.org.uk
www.interfaith.org.uk
The British Humanist Association
TheBritishHumanistAssociationisanorganisationwhosemissionistorepresent
theinterestsofthosepeoplewithoutreligiousbeliefinthiscountry.Itiscommitted
toanopenandinclusivesocietythatrespectshumanrightsandequality.
142
The British Humanist Association
1GowerStreet
London,WC1E6HD
Tel:02070793580
Fax:02070793588
Email:info@humanism.org.uk
www.humanism.org.uk
The National Secular Society
CampaignsfortherightsofatheistsandagnosticsinBritainandtochallenge
religiousprivilege.
The National Secular Society
25RedLionSquare
London,WC1R4RL
Tel:02074043126
Fax:08707628971
Email:enquiries@secularism.org.uk
www.secularism.org.uk
143
P
A
R
T

T
H
R
E
E
This part of the guide
contains a glossary,
a complete list of
organisations and all the
resources that we have
referred to in the guide.
143
144
145

Asylum seekerisapersonwhohaslefttheircountryoforiginandformally
appliedforasyluminanothercountrybutwhoseapplicationhasnotyetbeen
decided
58
.
Beliefisconsideredtobephilosophicalsystemswhicharesimilartoreligion.
Humanists,agnosticsandatheistsareprotectedfromdiscriminationunderthe
EqualityAct2006.
Benchmarking involvescomparingthepractices,proceduresandperformance
ofoneorganisationwiththoseofanotheroragainstaparticularstandard.Itcan
provideagreatopportunitytosharegoodpracticeandsolutionstocommon
issuesorproblems,helpingyoutoavoid‘re-inventingthewheel’andmove
quicklytoaneffectivesolution.
59
Direct Discrimination is where goods, facilities, services, employment or
trainingiswithheldfromsomeonebecauseoftheirgender,genderidentity,
sexualorientation,age,disability,raceorreligionorbelief.
Disability is defined in the Disability Discrimination Act 1995 as being, ‘a
physical or mental impairment which has a substantial and long-term adverse
effect on the person’s ability to carry out normal day-to-day activities.’
Discrimination is where an organisation or a person denies the rights of
anotherpersonorgivesthemlessfavourabletreatmentthananotherperson
because of their ethnicity, gender, sexual orientation, age, disability or
religionorbelief.Discriminationonthegroundsofgender,sexualorientation,
disability,raceandreligionandbeliefinemploymentandtrainingandinthe
deliveryofgoods,facilitiesandservicesisunlawfulintheUnitedKingdom.
Itisalsounlawfultodiscriminateonthegroundsofageandgenderidentity
inemploymentandtraining.Itisonlylawfultodiscriminatewherethereisa
genuineoccupationalrequirement(GOR).
Diversity isabouteveryone.Everyonehasdifferentcharacteristicsandlife
experienceswhichmakesocietydiverse.
Equality is about the equality of outcomes experienced by individuals and
groupsindiversecommunities.
SectionONE
Glossary
58. Defnitionstaken
fromtheRefugee
Councilwww.
refugeecouncil.org.
uk/practice/basics/
truth.htm
59. Rudkin,S(2008)
Benchmarking
MadeSimple:a
step-by-stepguide
(PerformanceHub:
London)p.2
146
Equality Audit Conductinganequalityauditofanorganisationisawayof
systematically examining the policies, procedures and culture relating to
equalities.Itcaninvolveinterviewingemployees,volunteers,serviceusersand
otherstakeholdersandexaminingdocumentsandothermaterial.
Equality Duty Therearethreeequalityduties:theRaceEqualityDuty,the
DisabilityEqualityDutyandtheGenderEqualityDuty.Theyplaceapositive
dutyonpublicauthoritiestopromoterace,disabilityandgenderequality.Public
authorities listed in legislation have to comply with specific duties and the
generalduties.Allpublicauthoritieshavetocomplywiththegeneralduties.
Somethirdsectororganisationswillhavetocomplywiththegeneralduties
wheretheyareprovidingapublicserviceonbehalfofapublicauthority.
Equality Impact Assessment: As a result of the Equality Duties some
publicauthoritieshavetoconductrace,disabilityandgenderequalityimpact
assessments. An equality impact assessment is a systematic process that
showswhatimpactapolicyislikelytohaveonthecommunitiesaffectedby
it.Theword‘policies’includes:writtenpolicies,practices,projects,guidance,
strategiesandprocedures.Impactsmayaffectdifferentcommunitiesinpositive
oradverseways.Todeterminetheequalityimpacts,publicbodiesalsohavea
statutorydutytoconsultwithallcommunitieslikelytobeaffectedbythepolicy.
Publicauthoritiesmayalsotakeintoaccounttheotherequalitystrandsand
issuessuchaseconomicbackgroundwhenconductingtheirequalityimpact
assessments.
Equality Strands: Therearesixequalitystrands:gender(includinggender
identity),sexualorientation,age,disability,raceandreligionandbelief.
Gender: refers to social attributes that are learned or acquired during
socialisationasamemberofagivencommunity.Becausetheseattributesare
learnedbehaviourstheycananddochangeovertime(withincreasingrapidity
astherateoftechnologicalchangeintensifes)andvariesacrosscultures
60
.
Gender Dysphoria: Apersonwithgenderdysphoriamayfeelthattheyhave
agenderidentitythatisdifferentfromtheiratomicsex.Asaresult,theymay
experienceanxiety,uncertaintyorpersistentlyuncomfortablefeelingsabout
theirbirthgender.
61
Gender Reassignment: A process which is undertaken under medical
supervision for the purpose of reassigning a person’s sex by changing
physiologicalorothercharacteristicsofsex.
62
Genuine Occupational Requirement (GOR): This is an exception in
discrimination law and can be invoked where someone’s gender, sexual
orientation,age,disability,raceorreligionorbeliefisgenuinelyneededfor
themtocarryoutaspecifcroleorduty.Forexample,anorganisationproviding
counsellingservicestofemalesurvivorsofdomesticviolencemayinvokethe
GenuineOccupationalRequirementintheSexDiscriminationAct1975toonly
acceptfemaleapplicantstocarryouttherole.
Harassment: Is unwanted conduct affecting the dignity of a person in the
workplace.Itmaybecommittedbecausetheoftheperson’sgender,gender
identity, sexual orientation, age, disability, ethnicity, religion or belief. The
unwanted conduct may be an isolated incident or persistent. There is no
technicaldefnitioninlawofwhatitmeansbutitcanincludecausingalarmand
60. FromdeOteyza
(2006)Genderin
theCity:Gender
andCommunity
EngagementTools
andprocesses
(GEMproject:
Manchester)
61. Womenand
EqualityUnit
(2005)Gender
Reassignment:A
GuideforEmployers
(DTI:London)www.
womenan
dequalityunit.gov.
uk/publications/
gender_
reassignment_
guide05.pdf
62. Ibid.
147
distress.Conductisdeemedtobeharassmentifareasonablepersonwiththe
sameinformationwouldalsothinkthattheconductamountedtoharassment.
Human Rights: Aretherightsandfreedomsthateveryoneshouldbeentitled
to.Theyarebasedontheconceptsofdignity,freedom,fairnessandrespect.
Therearemanyphilosophicaldebatesoverwhatconstituteshumanrights.
However,therightsenshrinedintheUniversalDeclarationofHumanRights
1948 are considered to be immutable. In the United Kingdom, the Human
RightsAct1998broughtmanyoftherightsintheEuropeanConventionon
HumanRights1950intodomesticlaw.Individualscannowraiseacaseagainst
apublicbodywheretheybelievethatoneoftheirrightsprotectedbytheHuman
RightsActhasbeenviolated.
Indirect Discrimination: Iswhereaprovision,criterionorpractice,whichis
appliedgenerally,putsapersonofaparticulargender,genderidentity,sexual
orientation,age,disability,race,religionorbeliefatadisadvantageandcannot
beshowntobeaproportionatemeansofachievingalegitimateaim.
Inputs: All the resources put into the project to enable the organisation to
deliveritsoutputs(e.g.money,timeandpremises)
63
LGBT: Istheacronymforlesbian,gay,bisexualandtransgender.
Monitoring: Isausefultoolfororganisationsthatwanttoknowwhethertheir
employees are representative of the local population or whether they are
deliveringservicestothepeoplethattheyaremeantto.Mostorganisations
collectinformationonpeople’sethnicityandgender.However,organisations
canalsoaskpeopleabouttheirsexualorientation,age,genderidentity,whether
theydefnethemselvesasdisabledandtheirreligionorbelief.Nooneisobliged
todisclosethisinformationandtheorganisationcollatingitmustabidebythe
DataProtectionAct1998.
Medical Model of Disability: Thisviewofdisabilitylooksonitassomething
lackinginadisabledpersonwhichcanbecuredortreatedbymedicine.Itis
aviewwhichtendstoseethedisabilityandnotthepersonwhoisdisabled.
Itunderpinsmanysocialattitudesaboutdisabilitywhichpatronisedisabled
peopleandseethemasneedingthingsdoneforthem.Examplesofattitudes
whichillustratethemedicalmodelarewhenpeoplearedescribedordefnedby
whattheycannotdo;can’twalk,can’tclimbstairs,can’ttalketc.
Themedicalmodelnotonlyshapesthewaysthatdisabledpeopleareviewed
butitalsoaffectsthewaymanydisabledpeopleviewthemselves.Itcanleadin
somecasestodisabledpeopleexcludingthemselvesfromsocialactivities.
Manydisabledpeoplehaveobjectedtothemedicalmodelofdisabilityand
havearguedstronglyfortherecognitionofthesocialmodelofdisability.
64
Outcomes: Thechangesoccurringasadirectresultoftheproject’soutputs.
65
Outputs:Alltheproductsandservicesyoudeliveraspartofyourwork.(e.g.
trainingcoursesandworkplacements).
66
Quality Assurance System: Is a formal management system that can be
used to strengthen an organisation, raise the standards of work to make
sureeverythingisdoneconsistentlyandsetsoutexpectationsthataquality
organisation should meet
67
. A quality assurance system adds value to an
63. Cupitt,S.&Ellis,J.
(2007)Your Project
and Its Outcomes
(Charities
EvaluationService:
London)
64. DiversitySolutions
(2006)A Guide to
Diversity in the UK
(DiversitySolutions:
London)
65. Seefootnote63.
66. Ibid.
67. CharitiesEvaluation
Service(2002)First
Steps in Quality
(CES:London)
148
organisationthatseekstoimproveitsservices.Someofthequalityassurance
systemsusedbythethirdsectorhavebeenreferencedinthisguide.
Refugee:Issomeonewhoseasylumapplicationhasbeensuccessfulandwho
isallowedtostayinanothercountryhavingprovedtheywouldfacepersecution
backhome.
68
Refused asylum seeker:Issomeonewhoseasylumapplicationhasfailed
andwhohasnootheroutstandingimmigrationclaimawaitingadecision.They
areoftenreferredtoas“failedasylumseekers”Somerefusedasylumseekers
voluntarilyreturnhome,othersareforciblyreturnedandforsomeitisnotsafe
orpracticalforthemtoreturnuntilconditionsintheircountrychange.
69
Religion: UndertheEqualityAct2006areligionmustberecognisedasbeing
cogent,serious,cohesiveandcompatiblewithhumandignity.Thefollowing
religionsareprotected(althoughotherreligionsarealsoprotected):Baha’ifaith;
Buddhism;Christianity;Hinduism;Islam;Jainism;Judaism;Rastafarianism;
Sikhism;andZoroastrianism.
Sex: Referstothebiologicaldifferencesbetweenmenandwomen,whichare
universal.
Sexual orientation: Istheattractionsomeonefeelstowardsanotherperson.
Peopleareprotectedfromdiscriminationonthegroundsofsexualorientation.
Someone’ssexualorientationmaybetowards:personsofthesamesex;persons
oftheoppositesexandpersonsofthesamesexandoftheoppositesex.
Social Model of Disability: Thisisaviewofdisabilitythatrecognisesand
acknowledges that impairment or chronic illness can create difficulties for
disabled people however the chief issues they face are the barriers and
prejudicecreatedbythewidersociety.
Thesocialmodelisaconceptdevelopedbydisabledpeoplewhichrecognisesthe
systematicwaysthatdiscriminationandoppressionofdisabledpeopleoccurs.
Thefactthatsomeonehasaninjury,illnessorcongenitalconditionshouldnot
meanthattheyshouldbedeniedparticipationoraccesstosociety.
Thesocialmodelofdisabilityhasbeenaveryusefulwayoffocussingactivity
andactionforchange,itplacesemphasisonsocietychangingsothatitnolonger
excludesordiscriminatesagainstpeoplebecausetheyhaveanimpairment.
70
Transgender: Abroadtermusedtodescribeapersonwithgenderdysphoria
whofeelsaconsistentandoverwhelmingdesiretolivetheirlifeinthegender
thatisoppositetothatassignedtothematbirth.Thetermincludespeople
who have undergone, are undergoing, or intend to go undergo full genital
reassignmentsurgerybutitalsoencompassesallpeoplewhochoosenotto
undergomedicaltreatment.
Transsexual: Apersonwhothroughtheuseofhormonesandsurgerytakeson
thecharacteristicsoftheoppositesextothatwhichtheywereassignedatbirth.
Theylivepermanentlyinthegenderroleappropriatetothatsex.Theymayhave
undergone,areundergoingorintendtoundergofullgenitalreassignmentsurgery.
Transvestite: Theclinicalnameforacross-dresserorapersonwhodresses
intheclothingoftheoppositesex.Generally,transvestitesdonotwishtoalter
theirbodyanddonotnecessarilyexperiencegenderdysphoria.
68. www.
refugeecouncil.org.
uk/practice/basics/
truth.htm
69. Ibid.
70. DiversitySolutions
(2006)A Guide to
Diversity in the UK
(DiversitySolutions:
London)
149
Equality and Human Rights
Commission (EHRC)
TheEHRChasfourmainoffcesin
Manchester, London, Cardiff and
Glasgow.
www.equalityhumanrights.com
Manchester
ArndaleHouse,TheArndaleCentre,
Manchester,M43AQ
Tel:01618298100
Fax:01925884000
info@equalityhumanrights.com
London
3MoreLondon,RiversideTooley
Street,London,SE12RG
Tel:02031170235
(non helpline calls only)
Fax:02074077557
info@equalityhumanrights.com
Helpline
08456046610-Englandmainnumber
08456046620-Englandtextphone
08456046630-Englandfax
Cardiff
3rdfoor,3CallaghanSquare,
Cardiff,CF105BT
Tel:02920447710
(non helpline calls only)
Fax02920447712
wales@equalityhumanrights.com
Helpline
08456048810-Walesmainnumber
08456048820-Walestextphone
08456048830-Walesfax
Glasgow
TheOptimaBuilding,58Robertson
Street,Glasgow,G28DU
Tel:01412285910
(non helpline calls only)
Fax01412285912
scotland@equalityhumanrights.com
Helpline
08456045510-Scotlandmain
08456045520-Scotlandtextphone
08456045530-Scotland–Fax
Office of the Third Sector
35GreatSmithStreet,
London,SW1P3BQ
Tel:02072766400
Email:OTS.info@cabinet-offce.x.gsi.gov.uk
www.cabinetoffice.gov.uk/third_
sector.aspx
Government Equalities Office
5thFloor,ElandHouse
BressendenPlace
London,SW1E5DU
UnitedKingdom
Tel:02079444400
Email:ministers@dwp.gsi.gov.uk
www.womenandequalityunit.gov.uk/
about/index.htm
SectionTWO
Organisations
andResources
150
Communities and Local
Government
ElandHouse
BressendenPlace
London,SW1E5DU
Tel:02079444400
www.communities.gov.uk
National Council for Voluntary
Organisations (NCVO)
Regent’sWharf
8AllSaintsStreet
London,N19RL
Freephone:08002798798
Textphone:08000188111(minicom)
MainSwitchboardTel:02077136161
Fax:02077136300
Email:ncvo@ncvo-vol.org.uk
www.ncvo-vol.org.uk
National Association for Voluntary
and Community Action
TheTower
2FurnivalSquare
Sheffeld,S14QL
Tel:01142786636
Fax:01142787004
Textphone01142787025
navca@navca.org.uk
www.navvca.org.uk
Trade Union Congress
CongressHouse
GreatRussellStreet
London,WC1B3LS
Tel:02076364030
Fax:02076360632
www.tuc.org.uk
Advisory Conciliation and
Arbitration Service
AcasNational
BrandonHouse
180BoroughHighStreet
London,SE11LW
Tel:08457474747
Minicom:08456061600
www.acas.org.uk
Charities Evaluation Service
4ColdbathSquare
London,EC1R5HL
Tel:02077135722
Fax:02077135692
enquiries@ces-vol.org.uk
www.ces-vol.org.uk
National Equality Partnership
Women’sResourceCentre
33-41DallingtonStreet
London,EC1V0BB
Tel:02073243030
Fax:02073243050
Email:equality@wrc.org.uk
www.improvingsupport.org.uk/equality
BASSAC
33CorshamStreet
London,N16DR
Tel:02073369417
Fax:08452410376
Email:info@bassac.org.uk
www.bassac.org.uk
London Voluntary Service Council
TheResourceCentre
356,HollowayRoad
London,N76PA
Tel:02077008115
tim@lvsc.org.uk
www.lvsc.org.uk
Equality & Diversity Forum
207-221PentonvilleRoad
London,N19UZ
Tel:02078431597
Fax:02078431599
Email:info@edf.org.uk
www.edf.org.uk
The Runnymede Trust
7PloughYard
Shoreditch
London,EC2A3LP
Tel: 02073779222
Fax: 02073776622
Email:info@runnymedetrust.org
www.runnymedetrust.org
151
Directory of Social Change
24StephensonWay
London,NW12DP
Tel:02073914800
Fax:02073914808
Email:enquiries@dsc.org.uk
www.dsc.org.uk
Housing Diversity Network
www.housingdiversitynetwork.co.uk
QUALITY STANDARDS
Investors in Diversity at the
National Centre for Diversity
National Centre for Diversity
C/oTrinityAllSaints
BrownberrieLane
Leeds,LS185HD
Tel:01132837100
Fax:01132837200
Email: miriam@nationalcentre
fordiversity.com
www.nationalcentrefordiversity.com
Committed to Equality
AngelHouse
PortlandSquare
Bakewell,DE451HB
Tel:01629815777
Email:diversityassured@c2e.co.uk
www.c2e.co.uk
Investors in People
7-10ChandosStreet
London,W1G9DQ
Tel:02074671900
Fax:02076362386
www.investorsinpeople.co.uk
Matrix Standard
EMQC Ltd
PentagonHouse
ThirdFloorSouthWing
SirFrankWhittleRoad
PentagonIsland
Derby,DE214XA
Tel: 01332866902
Email:bookings@emqc.co.uk
www.matrixstandard.com
Investing in Volunteers
Volunteering England
RegentsWharf
8AllSaintsStreet
London,N19RL
UnitedKingdom
Tel: +44(0)8453056979
Fax: +44(0)2075208910
Email:iiv@volunteeringengland.org
www.investinginvolunteers.org.uk
Resources
General
DefnitionofEqualityand
FrameworkforMeasurement:Final
RecommendationsoftheEqualities
ReviewSteeringGroup(Centrefor
AnalysisofSocialExclusion)(2007)
http://archive.cabinetoffice.gov.uk/
equalitiesreview/upload/assets
/www.theequalitiesreview.org.uk/
paper1equality.pdf
FairnessandFreedom:theFinal
ReportoftheEqualitiesReviewand
(TheEqualitiesReviewTeam)(2007)
http://archive.cabinetoffice.gov.uk/
equalitiesreview/
TheBusinessCaseforDiversity:
GoodPracticesintheWork Place
(EuropeanCommission)(2006)
http://ec.europa.eu/employment_
social/fundamental_rights/pdf/
events/busicase_en.pdf
MakingDiversityHappen!Aguide
forvoluntaryorganisations(NCVO)
http://www.ncvo-vol.org.uk/
publications/showall.asp?id=1468
DevelopmentthroughDiversity
(BASSAC)
http://www.bassac.org.uk/uploads/
File/diversity%20order%20form.pdf
MeasuringEffectiveness(Charities
EvaluationService)
http://www.navca.org.uk/
publications/meseffect/
152
TheCornwallDiversitytoolkit
(CornwallInfrastructurePartnership)
http://www.voluntaryskills.com
/resources/downloads/equality/
?PHPSESSID=3ea03a01857c9dc54
TheCompleteEqualityandDiversity
TrainingToolkit(Geriproject)
http://www.geriproject.org/
equality_and_diversity_services/
1169137247.173/1165250930.657/
DiversityDriver(FairplayPartnership
YorkshireandHumber)
http://www.fairplaypartnership.org.
uk/diversitydriver.html
TacklingDiscriminationand
PromotingEquality(ACAS)
http://www.acas.org.uk/
CHttpHandler.ashx?id=318&p=0
EqualitiesandCommunities:
Challenge,ChoiceandChange
(CommunityDevelopment
Foundation)
http://www.nsfund.org.uk/pooled/
articles/BF_DOCART/view.
asp?Q=BF_DOCART_291761
Biznet,YorkshireandHumberRace
EqualityToolkit
www.biznet.org.uk
Audit
How t o do an Equal i t y Audi t
(DiversityWorksforLondon)
http://www.diversityworksforlondon.
com/server/show/nav.00600b003
EqualityAudit(TUC)
http://www.tuc.org.uk/equality/
index.cfm?mins=440
Developing and Implementing an
EqualOpportunitiesPolicy(LVSC)
http://www.lvsc.org.uk/shared_asp_
files/GFSR.asp?NodeID=96040
Benchmarking
Rudkin,S(2008)Benchmarking
MadeSimple:astep-by-stepguide
(PerformanceHub:London)
http://www.ces-vol.org.uk/
downloads/
benchmarkingmadesimple
-231-238.pdf
Gamble,A(2008)Benchmarking in
the Third Sector(PerformanceHub:
London)
Thisreportevaluatesbenchmarking
inthesector.
http://www.ces-vol.org.uk/
downloads/benchmarkinginthethird
sector-230-237.pdf
Monitoring
GuidanceonAgeandtheworkplace:
aguideforemployers(ACAS)
http://www.acas.org.uk/CHttp
Handler.ashx?id=588&p=0
Monitoring:Howtomonitorsexual
orientationintheworkplace
(Stonewall)
http://www.stonewall.org.uk/
workplace/1473.asp
TransEqualityMonitoring(Pressfor
Change)
http://www.pfc.org.uk/node/1408
Guidance on New Measures to
OutlawDiscriminationonGroundsof
SexualOrientationintheProvision
of Goods, Facilities and Services:
Equality Act (Sexual Orientation)
Regulations2007(Communitiesand
LocalGovernment)
http://www.communities.gov.
uk/publications/communities/
guidancenew
Outcomes
Cupitt, S. & Ellis, J. (2007) Your
Project and Its Outcomes(Charities
EvaluationService:London)
153
http://www.ces-vol.org.uk/
downloads/yourprojectanditsout
comes-139-146.pdf
Burns,SandCupitt,S(2003)Managing
Outcomes:aGuideforHomelessness
Organisations (Charities Evaluation
Service:London)
http://www.ces-vol.org.uk/down
loads/managingoutcomes-16-
22.pdf
ABIGGuidetousinganOutcomes
Approach(theBigLotteryFund)
http://www.biglotteryfund.org.uk/
index/apply-uk/qa_explaining_
difference.htm
Outcomesonline(Charities
EvaluationService)
http://www.ces-vol.org.uk/index.
cfm?pg=116
Directories
EqualitiesResources(NAVCA)
www.navca.org.uk/localvs/
equalities
RunnymedeTrust
http://www.runnymedetrust.org/
resources/links.html
HousingDiversityNetwork
http://www.
housingdiversitynetwork.
co.uk/resources/directory.asp
EqualityandDiversityForum(EDF)
http://www.edf.org.uk/orgsearch/
orgsearch.aspx
Libraries
DirectoryofSocialChangeLibraryService
www.dsc.org.uk/charitybooks/
library_service.html
TheRunnymedeCollectionat
MiddlesexUniversityLibrary
www.mdx.ac.uk/runnymede/
books.htm
HousingDiversityNetwork
www.housingdiversitynetwork.
co.uk/
resources/library.asp
Quality Assurance Systems
PQASSO
CharitiesEvaluationService
4ColdbathSquare
London,EC1R5HL
Tel:02077135722
Fax:02077135692
enquiries@ces-vol.org.uk
www.ces-vol.org.uk
Quality First
BirminghamVoluntary
ServiceCouncil
138DigbethHighStreet
Birmingham,B56DR
Tel:01216434343
Fax:01216434541
Email:claudiap@bvsc.org.uk
www.bvsc.org.uk
Resources
PQASSO
(CharitiesEvaluationService)
http://www.ces-vol.org.uk/index.
cfm?pg=42
DiversityExcellenceModel(National
SchoolofGovernment)
http://www.nationalschool.gov.
uk/organisational_development/
Diversity/diversity_excellence_
model/index.asp
QualityFirst(BirminghamVoluntary
ServiceCouncil)
www.bvsc.org.uk
Qual i ty Assurance System for
Refugee Organisations (Refugee
Council)
http://www.refugeecouncil.org.uk/
practice/support/quality.htm
154
HUMAN RIGHTS
Organisations
British Institute of Human Rights
SchoolofLaw
King’sCollegeLondon
26-29DruryLane
London,WC2B5RL
Tel:02078481818
Fax:02078481814
info@bihr.org.uk
www.bihr.org.uk
Amnesty International UK
TheHumanRightsActionCentre
17-25NewInnYard
London,EC2A3EA
Tel:02070331500
Fax:02070331503
Textphone+44(0)2070331664
Emailsct@amnesty.org.uk
www.amnesty.org.uk
Liberty
21TabardStreet
London,SE14LA
Tel:02074033888
www.liberty-human-rights.org.uk
Resources
YourHumanRights:aGuideforPeople
Living with Mental Health Problems
(BritishInstituteofHumanRights)(2006)
http://www.bihr.org/downloads/
guide/bihr_mental-health_guide.pdf
Your Human Rights: a Guide for
DisabledPeople(BritishInstituteof
HumanRights)(2006)
http://www.bihr.org/downloads/
guide/bihr_disabled_guide.pdf
Your Human Rights: a Guide for
Older People (British Institute of
HumanRights)(2006)
http://www.bihr.org/downloads/
guide/bihr_older-people_guide.pdf
Your Human Rights: a Guide for
RefugeesandAsylumSeekers(British
InstituteofHumanRights)(2006)
http://www.bihr.org/downloads/
guide/bihr_refugee_guide.pdf
EQUALITIES DUTIES
Public Law Project
150CaledonianRoad
London,N19RD
Tel:02076972190
Fax:02078377048
e-mail:admin@publiclawproject.org.uk
www.publiclawproject.org.uk
GENDER
Organisations
Women’s Resource Centre
33-41DallingtonStreet,
London,EC1V0BB
Tel:02073243030
Fax:02073243050
www.wrc.org.uk
Fawcett Society
1-3BerryStreet
London,EC1V0AA
Tel:02072532598
Fax:02072532599
www.fawcettsociety.org.uk
Women’s National Commission
4/G9ElandHouse
BressendenPlace
London,SW1E5DU
Tel:02079440585
Fax:02079440583
E-mail:wnc@communities.gsi.gov.uk
www.wnc.org.uk
155
Women and Equality Unit
5thFloor,ElandHouse
BressendenPlace
London,SW1E5DU
UnitedKingdom
Tel:02079444400
Email:ministers@dwp.gsi.gov.uk
www.womenandequalityunit.gov.uk
End Violence against Women
Coalition
17-25NewInnYard
London,EC2A3EA
UnitedKingdom
Email:holly.dustin@amnesty.org.uk
www.endviolenceagainstwomen.org.uk
Oxfam UK Poverty Programme
494WilbrahamRoad
Chorlton
Manchester,M219AS
Tel:01618617251
Fax:01618605600
ukpoverty@oxfam.org.uk
www.oxfam.org.uk/resources/
ukpoverty/index.html
Resources
Gender Equality Duty: Code of
PracticeEnglandandWales(Equal
OpportunitiesCommission)(2006)
http://83.137.212.42/sitearchive/
eoc/PDF/GED_CoP_Draft.
pdf?page=19765
Why Women?(Women’sResource
Centre)(2006)
http://www.wrc.org.uk/downloads/WR
C%20Why%20Women%20Report.pdf
Shaping a Fairer Future (Women
andWorkCommission)
http://www.womenandequalityunit.
gov.uk/publications/wwc_shaping_
fairer_future06.pdf
EnforcingtheGenderEqualityDuty:
aToolkitforIndividuals(Equalityand
HumanRightsCommission)
http://www.
equalityhumanrights.com/en/
forbusinessesandorganisation/
publicauthorities/Gender_
equality_duty/Pages/
EnforcingtheGenderEqualityDuty–
AToolkitforIndividuals.aspx
ToolsforChange:PublicSectorEquality
Duties&ViolenceagainstWomen(End
ViolenceagainstWomen)
http://www.
endviolenceagainstwomen.org.uk/
documents/Enforcement_toolkit.doc
Into the Lion’s Den: a Practical Guide
to Including Women in Regeneration
(Oxfam)
http://www.oxfam.org.uk/resources/
ukpoverty/resources.html#lions
Where are Women in Local Strategic
Partnerships (Women’s Resource
Centre, Oxfam & Urban Forum)
http://www.wrc.org.uk/downloads/
Policystuff/womenlsps.pdf
SeeBothSides:APracticalGuide
toGenderAnalysisforQuality
ServiceDelivery(Oxfam)
http://publications.oxfam.
org.uk/oxfam/display.
asp?K=9780855985370&sf_
01=CTITLE&st_01=See+both+Side
s&sort=SORT_DATE/D&x=18&y=5&
m=1&dc=1#contents
GENDER IDENTITY
Organisations
Press for Change
www.pfc.org.uk
156
The Beaumont Society
27OldGloucesterStreet
London,WC1N3XX
Tel:01582412220
Helpline:07000287878
Email:enquiries@beaumontsociety.
org.uk
www.beaumontsociety.org.uk
FTM Network
BMNetwork
London,WC1N3XX
Tel:01614321915
www.ftm.org.uk
The Gender Identity Research and
Education Society
Melverly
TheWarren
Ashtead
Surrey,KT212SP
Tel:01372801554
Fax:01372272297
Email:admin@girestrust.org.uk
www.gires.org.uk
The Gender Trust
CommunityBase
113QueensRoad
Brighton,BN13XG
Tel:01273234024
Helpline:08452310505
Email:info@gendertrust.org.uk
www.gendertrust.org.uk
Mermaids
BMMermaids
London,WC1N3XX
Helpline:07020935066
www.mermaids.freeuk.com
Gendys Network
GendysNetwork
BMGendys
London,WC1N3XX
www.gender.org.uk/gendys/index.htm
Resources
EngenderedPenalties:Transgender
andTranssexualPeople’sExperience
of Inequality and Discrimination
(Whittle, S et al. for the Equalities
Review)(2007)
http://archive.cabinetoffice.gov.
uk/equalitiesreview/upload/assets/
www.theequalitiesreview.org.uk/
transgender.pdf
GenderReassignment:aGuidefor
Employers (Women and Equality
Unit)
http://www.womenandequalityunit.
gov.uk/publications/gender_
reassignment_guide05.pdf
Meet i ng t he Gender Dut y f or
TranssexualStaff(EqualOpportunities
Commission)
http://83.137.212.42/sitearchive/
eoc/Default6fe3.html?page=19962
GenderReassignment:Guidancefor
Managers and Supervisors (Equal
OpportunitiesCommission)
http://83.137.212.42/sitearchive/
eoc/Defaultcb48.html?page=15397
TranssexualismandGender
Reassignment:Recommendations
forManagementGuidelines(The
GenderTrust)
http://www.gendertrust.org.uk/htm/
workplace.htm
SExUAL ORIENTATION
Stonewall
TowerBuilding
YorkRoad
London,SE17NX
Tel:02075931850
InfoLine:08000502020
Fax:02075931877
Minicom:02076330759
Email:info@stonewall.org.uk
www.stonewall.org.uk
157
Consortium of LGBT Voluntary
and Community Organisations
J111TowerBridgeBusinessComplex
100ClementsRoad
Southwark
London,SE16 4DG SE164DG
Tel:02070648383
Fax:02070648283
Email:information@lgbtconsortium.
org.uk
www.lgbtconsortium.org.uk
Broken Rainbow LGBT Domestic
Violence Service UK
Helplineforsurvivors:08452604460
Helplineforagencies:08452605560
Minicom:02072313884
Email:mail@broken-rainbow.org.uk
www.broken-rainbow.org.uk
Families and Friends of Lesbian
and Gays
7YorkCourt
WilderStreet
Bristol,BS28HQ
CentralHelplineno:08456520311
Email:info@ffag.org.uk
www.fflag.org.uk
Kairos in Soho
Unit10
10-11ArcherStreet
Soho
London,W1D7AZ
Tel:02074376063
info@kairosinsoho.org.uk
www.kairosinsoho.org.uk
Galop
2GLeroyHouse
London,N13QP
Tel:02077046767
Fax:02077046707
Email:info@galop.org.uk
www.galop.org.uk
The Safra Project
POBox45079
London,N43YD
Email:info@safraproject.org
www.safraproject.org
Imaan
28CommercialStreet
London,E16LS
Tel:07849170793
Email:info@imaan.org.uk
www.imaan.org.uk
Lesbian and Gay Christians
LGCM,
Oxford House,
Derbyshire St,
London, E2 6HG,
Tel: 020 7739 1249
Email: lgcm@lgcm.org.uk
www.lgcm@lgcm.org.uk
Queer Youth Alliance
www.queeryouth.org.uk
Schools Out
BMSchoolsOutNational
London,WC1N3XX
www.schools-out.org.uk
Polari
5thFloor,CentralHouse
14UpperWoburnPlace
London,WC1H0AE
Email:policy@polari.org
www.casweb.org/polari
Alzheimer’s Society LGBT Carers
DevonHouse
58StKatharine’sWay
London,E1W1JX
Tel:02074233500
Fax02074233501
Emailenquiries@alzheimers.org.uk
www.alzheimers.org.uk/site/scripts/
home_info.php?homepageID=28
Resources
Lesbian, Gay and Bisexual Workers,
Equality Diversity and Inclusion in
the Workplace (London Metropolitan
University:London) Colgan et al. (2006 Colganetal.(2006 (2006)
SexualOrientationintheWorkplace:a
GuideforEmployersandEmployees.
(ACAS)
http://www.acas.org.uk/media/pdf/
e/n/sexual_1.pdf
158
LGBTEqualityintheWorkplace(TUC)
http://www.tuc.org.uk/equality/tuc-
11663-f0.pdf
SexualOrientationEmployer
Handbook(Stonewall)
http://www.stonewall.org.uk/
workplace/1471.asp
Gui dance on new measur es
to outlaw discrimination on the
groundsofsexualorientationinthe
provision of goods, facilities and
services (Communities and Local
Government)
http://www.communities.gov.
uk/publications/communities/
guidancenew
TheColourofYourMoney:AGuide
toNewProtectionsforGayPeople
(Stonewall)
http://www.stonewall.org.uk/
documents/the_colour_of_your_
money_final.pdf
CivilPartnership:AdviceforEmployers
(WomenandEqualityUnit)
http://www.womenandequalityunit.
gov.uk/civilpartnership/partnership_
employers_advice05.doc
TheWholeofMe:AResourcePack
(AgeConcernEngland)
http://www.ageconcern.org.uk/
AgeConcern/EB6D33A870764D82
931896AF798882B9.asp
OpeningDoors–AResourcePack
(AgeConcernEngland)
http://www.ageconcern.org.uk/
AgeConcern/EB6D33A870764
D82931896AF798882B9.asp
MakingEqualitySimple(NCVO)
http://www.ncvo-vol.org.
uk/publications/publication.
asp?id=1473
AGE
Organisations
Age Concern England
AstralHouse
1268LondonRoad
London,SW164ER
Tel:0800 00 99 66 0800009966
www.ageconcern.org.uk
The Centre for Research into the
Older Workforce
ProfessorStephenMcNair
CentreDirector
CentreforResearch
intotheOlderWorkforce
NIACE
21DeMontfortStreet
Leicester,LE17GE
Email:stephen.mcnair@niace.org.uk
www.olderworkforce.org.uk
Women’s Royal Voluntary Service
GardenHouse
MiltonHill
Steventon
Abingdon,OX136AD
Tel:08456018335
www.wrvs.org.uk
Help the Aged
207-221PentonvilleRoad
London,N19UZ
Tel:02072781114
Fax:02072781116
Email:info@helptheaged.org.uk
www.helptheaged.org.uk
The Age Employment Network
207-221PentonvilleRoad
London,N19UZ
Tel:02078431590
Fax:02078431599
Email:info@taen.org.uk
www.taen.org.uk
159
Age Positive
DepartmentforWorkandPensions
RoomN10
Moorfoot
Sheffeld,S14PQ
Tel:01132324444
Email:agepositive@dwp.gsi.gov.uk
www.agepositive.gov.uk
Action on Elder Abuse
AstralHouse
1268LondonRoad
Norbury
London,SW164ER
Tel:02087657000
Fax:02086794074
Email:enquiries@elderabuse.org.uk
www.elderabuse.org.uk
The Employers Forum on Age
Floor3,Downstream
1LondonBridge
London,SE19BG
Tel:08454562495
Fax:02077856536
Email:efa@efa.org.uk.
www.efa.org.uk
British Youth Council
TheMezzanine2
DownstreamBuilding
1LondonBridge
London,SE19BG
Tel:08454581489
Fax:08454581847
Email:info@byc.org.uk
www.byc.org.uk
Resources
Rochester,C.&Thomas,B(2006)The
Indispensable backbone of voluntary
action: Measuring and Valuing the
Contribution of Older Volunteers
http://www.wrvs.org.uk/vita/home.htm
Unell,J(2006)Barrierofopportunity:
insuranceforoldervolunteers
http://www.wrvs.org.uk/vita/home.htm
Cutts,A(2006)Older Male Volunteers
in Social and Community Action
http://www.wrvs.org.uk/vita/home.htm
Benyon,C.(2006)Volunteering
in Retirement: a Report on a
Programme of Work
http://www.wrvs.org.uk/vita/home.htm
Age and the Workplace: Putting the
EmploymentEquality(Age)Regulations
2006intoPractice(ACAS)
http://www.acas.org.uk/media/pdf/
d/t/6683_Age_and_the_Workplace_
AWK.pdf
Managing Age: a Guide to Good
PracticeEmployment(TUC)
http://www.tuc.org.uk/extras/
managingage.pdf
SkillsAssessment:aSelfAssessment
Toolkit for Older Workers (Fair
Play for Older Workers: The Age
EmploymentNetwork)
http://www.taen.org.uk/resources/
individuals.htm
Mind your language - a guide to
gettingrecruitmentright(Employers
ForumonAge)
http://www.efa.org.uk/publications/
downloads/1825v3_EFA_AppForm_
Notes.pdf
Youth at the Table Training Pack
(BritishYouthCouncil)
http://www.byc.org.uk/menubyc.
asp?id=4&menuid=29
160
DISABILITY
Organisation
Royal National Institute for the
Deaf
19-23FeatherstoneStreet
London,EC1Y8SL
Tel:08088080123(freephone)
Textphone:08088089000(freephone)
Fax:02072968199
SMS:07800000360
Email:informationline@rnid.org.uk
Disability Law Service
39-45CavellStreet
London,E12BP
Tel:02077919800
Minicom:02077919801
Fax:02077919802
Email:advine@dls.org.uk
www.dls.org.uk
Ability Net
AbilityNetTechnicalCentre
Suite1
MalvernGate
BromwichRoad
Worcester,WR24BN
Tel:0800269545
Fax:01926497425
Courses:01926312847
enquiries@abilitynet.org.uk
www.abilitynet.org.uk
Royal National Institute for the Blind
105JuddStreet
London,WC1H9NE
Tel:02073881266
Fax:02073882034
Helpline:08457669999
www.rnib.org.uk
Sense
11-13CliftonTerrace
FinsburyPark
London,N43SR
Tel:08451270060
Text:08451270062
Fax:08451270061
E-mail:info@sense.org.uk
www.sense.org.uk
Mencap
123GoldenLane
London,EC1Y0RT
Tel:02074540454
Fax:02076083254
Email:information@mencap.org.uk
www.mencap.org.uk
People First (self advocacy)
HamptonHouse,4thFloor
20AlbertEmbankment
London,SE1 7TJ SE17TJ
Tel:02078206655
Fax:02078206621
Email:general@peoplefrstltd.com
www.peoplefirstltd.com
Disability Alliance UK
UniversalHouse
88-94WentworthStreet
London,E17SA
Tel:(VoiceandMinicom)02072478776
Fax:02072478765
www.disabilityalliance.org
MS Society
MSNationalCentre
372EdgwareRoad
London,NW26ND
Tel:02084380700
Fax:02084380701
www.mssociety.org.uk
Deaf Aware
Consultancyofferingadviceand
supportonaccessibilityanddeaf
awarenesstraining
OrchardCourt
Boughton
ChesterCheshire,CH35EW
Tel:07732441383
Email: deafaware@lycos.co.uk or
contact@key2equality.co.uk
www.deafaware.com
RADAR
12CityForum
250CityRoad
London,EC1V8AF
Tel:02072503222
Fax:02072500212
Minicom:02072504119
Email:radar@radar.org.uk
www.radar.org.uk
161
The Shaw Trust
FoxTalbotHouse
GreenwaysBusinessPark
BellingerClose
Chippenham
Wiltshire,SN151BN
Telephone:01225716300
Minicom:08457697288
Email:employer-engagement@
shaw-trust.org.uk
www.shaw-trust.org.uk
Breakthrough UK Ltd
B.E.V.C.
AkedClose
Ardwick
Manchester,M124AN
Tel:01612735412
Fax:01612744053
AnswerphoneMinicom:01612735727
Email:admin@breakthrough-uk.co.uk
www.breakthrough-uk.co.uk
Equatability
Tel:02088610942
Email:enquiries@equatability.com
www.equatability.com
Regard
BMREGARD
London,WC1N3XX
Fax:08444431277
Email:secretary@regard.org.uk
www.regard.org.uk
Employer’s Forum on Disability
NutmegHouse
60GainsfordStreet
London,SE12NY
Tel:02074033020
Fax:02074030404
Email:website.enquiries@
employers-forum.co.uk
www.employers-forum.co.uk
Terrence Higgins Trust
314-320Gray’sInnRoad
London,WC1X8DP
Telephone:02078121600
Fax:02078121601
Email:info@tht.org.uk
www.tht.org.uk
NAZ Project London
PalingswickHouse
241KingStreet
London,W69LP
Tel:02087411879
Fax:02087419609
Email:npl@naz.org.uk
www.naz.org.uk
Blind in Business
4
th
Floor
1LondonWallBuildings
London,EC2M5PG
Tel:02075881885
Fax:02075881886
Email:info@blindinbusiness.org.uk
www.blindinbusiness.org.uk
Working without Hearing
Email: contributions@
workingwithouthearing.com
www.workingwithouthearing.com
MIND
GrantaHouse
15-19Broadway
London,E155BQ
Tel:02085192122
Fax:02085221725
Email:info@mind.org.uk
www.mind.org.uk
Diverse Minds
GrantaHouse
15-19Broadway
London,E155BQ
Tel.02082152220
Fax:02085221725
Email:diverseminds@mind.org.uk
Rethink
HeadOffce
5
th
Floor
RoyalLondonHouse
22-25FinsburySquare
London,EC2A1DX
Tel:08454560455
Email:info@rethink.org.uk
www.rethink.org
162
Mental Health Foundation
9
th
Floor
SeaContainersHouse
20UpperGround
London,SE19QB
Tel:02078031101
Email:mhf@mhf.org.uk
www.mhf.org.uk
Young Minds
48-50StJohn’sStreet
London,EC1M4DG
Tel:02073368445
Fax:02073368446
www.youngminds.org.uk
Depression Alliance
212SpitfreStudios
63-71CollierStreet
LondonN19BE
Tel:08451232320
Email:information@
depressionalliance.org
www.depressionalliance.org
Beating Eating Disorders
103PrinceofWalesRoad
Norwich
NR11DW
Tel:08707703256
www.b-eat.co.uk
Resources
Disability,HealthandEmployment:
Ashortguideforsmallandmedium
sized employers (Disability Rights
Commission)
http://www.equalityhumanrights.com/
Documents/Disability/Employment/
Disability%20health%20and%20emp
loyment%20A%20short%20guide%2
0for%20small%20and%20medium%
20sized%20employers.doc

http://www.rnid.org.uk/howwehelp/
our_services/employment_advice_
deaf_awareness_training_courses/
advice_for_employers/our_
consultancy_service/louder_than_
words/louder_than_words.htm
iDET-InteractiveDisabilityEquality
TrainingToolkit(Scope)
http://www.scope.org.uk/work/det/
idet/index.shtml
See it Right: Making information
accessible for people with sight
problems (RNIB)
http://www.rnib.org.uk/xpedio/
groups/public/documents/
PublicWebsite/public_seeitright.hcsp
DoingWorkDifferently(Radar)
www.radar.org.uk
Employingpeoplewithmentalhealth
problems - directory of specialist
agencies(MIND)
http://www.mind.org.uk/
Information/Factsheets/
Employment+and+benefits/Employi
ng+People+With+Mental+Health+P
roblems.htm
Realisingpeople’spotential(MIND)
http://www.mind.org.uk/Information/
Booklets/Other/Realising+peoples+
potential.htm
MakingitWorkforEmployers(Mencap)
http://www.mencap.org.uk/
download/MIW_EMP.pdf
RACE
Organisations
1990 Trust
Suite12WinchesterHouse
9CranmerRoad
London,SW96EJ
Tel:02075821990
Fax:02077938269
Email:blink@the1990trust.org.uk
www.blink1990.org.uk
163
B:RAP
9
th
Floor
EdgbastonHouse
3DuchessPlace
HagleyRoad
Birmingham,B168NH
Tel:01214567400
Fax:01214567419
Email:brap@brap.org.uk
www.brap.org.uk
Race on the Agenda (ROTA)
Unit101,CremerBusinessCentre
37CremerStreet
LondonE28HD
Tel:02077291310
Fax:02077396712
Email:rota@rota.org.uk
www.rota.org.uk
Voice for Change England
c/oBTEG
2
nd
Floor
LancasterHouse
31-33IslingtonHighStreet
London,N19LH
Tel:02078436130
www.voice4change-england.co.uk
Traveller Law Reform Project
c/oLondonGypsyandTravellerUnit
6WestgateStreet
London,E83RN.
Tel:07956450916
www.travellerslaw.org.uk
National Association of Teachers
of Travellers
www.natt.org.uk
Refugee Council
240-250 Ferndale Road
London, SW9 8BB
Tel: 0207 346 6700
Fax: 0207 346 6778
www.refugeecouncil.org.uk
Refugee Action
The Old Fire Station
150 Waterloo Road
London, SE1 8SB
Tel: 0207 654 7750
Fax: 0207 654 7700
Email: info@refugee-action.org.uk
www.refugee-action.org.uk
Immigration Advisory Service
3
rd
Floor
County House
190 Great Dover Street
London, SE1 4YB
Tel: 0207 967 1200
Fax: 0207 403 5875
www.ias.org.uk
The Refugee and Asylum Seeking
Children’s Project
Children’s Legal Centre
University of Essex
Wivenhoe Park
Colchester, CO4 3SQ
Tel:01206872466
www.childrenslegalcentre.com
Asylum Aid
ClubUnionHouse
253–254UpperStreet
London,N11RY
Tel:02073549631
Fax:02073545620
Email:info@asylumaid.org.uk
www.asylumaid.org.uk
Resources
EqualityReviewTeam(2007)Fairness
andFreedom:theFinalReportofthe
EqualitiesReview(London)
http://archive.cabinetoffice.gov.uk/
equalitiesreview/
BridgetheGap:Whatisknownabout
the BME Third Sector in England
(VoiceforChangeEngland)
http://www.voice4change-england.
co.uk/docs/V4CE_Bridge_the_
Gap_What_is_known_about_the_
BME_Third_Sector_in_England_
October2007.pdf
164
Ethnic Minorities in the Labour
Market: Dynamics and Diversity
(JosephRowntreeFoundation)
https://www.jrf.org.uk/knowledge/
findings/socialpolicy/2010.asp
Challenging Institutional Racism:
a Toolkit for the Voluntary Sector
(RaceontheAgenda)
http://www.rota.org.uk/downloads/
toolkit.pdf
CommissionforRacialEquality(2003)
Race Equality and Procurement in
LocalGovernment:aguidetolocal
authoritiesandcontractors
http://www.equalityhumanrights.
com/Documents/Race/
Public%20sector/The%20duty%20t
o%20promote%20race%20equality
%20race%20equality%20and%20p
rocurement%20in%20local%20gov
ernment.pdf
TheBusyEmployersGuideto
Equalities(B:RAP)
http://www.brap.org.uk/index.php/
Publications/brap-resources.html
EqualitySpeak(B:RAP)
http://www.brap.org.uk/index.php/
Publications/brap-resources.html
RethinkingRecruitment(B:RAP)
http://www.brap.org.uk/index.php/
Publications/brap-resources.html
BMESpark
www.bmespark.org.uk
Quality Assurance System for Refugee
Organisations (QASRO)(Refugee
Council)
http://www.refugeecouncil.org.uk/
practice/support/quality.htm
RELIGION AND BELIEF
Organisations
Faith Regen Foundation
18-24ChaseSide
Southgate
London,N145PB
Tel:02089206868
Fax:02089206565
Email:kinga@faithregenuk.org
www.faithregenuk.org
The Inter Faith Network for the UK
8ALowerGrosvenorPlace
London,SW1W0EN
Tel:02079317766
Fax:02079317722
Email:ifnet@interfaith.org.uk
www.interfaith.org.uk
The British Humanist Association
1GowerStreet
London,WC1E6HD
Tel:02070793580
Fax:02070793588
Email:info@humanism.org.uk
www.humanism.org.uk
The National Secular Society
25RedLionSquare
London,WC1R4RL
Tel:02074043126
Fax:08707628971
Email:enquiries@secularism.org.uk
www.secularism.org.uk
Shap Working Party
POBox38580
London,SW1P3XP
Tel:02078981494
Email:admin@shapworkingparty.org.uk
www.shapworkingparty.org.uk
164
165
Resources
ChallengeandOpportunity:Changing
thePatternofInterfaithEngagement
intheUK(InterfaithNetwork)
http://www.interfaith.org.uk/
publications/challenge2006meeting.pdf
ReligionorBeliefintheWorkplace:a
GuideforEmployerandEmployees
(ACAS)
http://www.acas.org.uk/media/pdf/f/
l/religion_1.pdf
AGuidetoDiversityintheUK
(DiversitySolutions)
www.diversity-solutions.com
GoodPracticeGuideEngagingand
Empowering Faith Communities in
Housing and Regeneration (Faith
RegenFoundation)
http://www.faithregenuk.org/gpg.html
BuildingGoodRelationswithPeople
ofDifferentFaithsandBeliefs(Inter
FaithNetwork)
http://www.interfaith.org.uk/
publications/buildinggoodrelations.pdf
InterfaithOrganisationsintheUKa
Directory(InterFaithNetwork)
http://www.interfaith.org.uk/
orderdirectory.htm
VOLUNTEERS
Organisations
Volunteering England
RegentsWharf
8AllSaintsStreet
London,N19RL
Tel: 08453056979
Fax: 02075208910
Email:volunteering@
volunteeringengland.org.uk
www.volunteeringengland.org.uk
Goldstar
www.goldstar.org.uk
Voluntary Matters
TheMediaTrust
3-7EustonCentre
Regent’sPlace
London,NW13JG
Tel:02078747629
Email:voluntarymatters3@
mediatrust.org
www.mediatrust.org
Resources
InvestinginVolunteersToolkit
(VolunteeringEngland)
http://iiv.investinginvolunteers.org.
uk/newsviews/IiVToolkit/
TheA-ZonVolunteeringandAsylum
(VolunteeringEngland)
www.volunteering.org.uk/
Resources/publications
You cannot be serious! A guide to
involvingvolunteerswithmentalhealth
problems(VolunteeringEngland)
www.volunteering.org.uk/
Resources/publications
Involving older volunteers: a good
practiceguide(VolunteeringEngland)
www.volunteering.org.uk/
Resources/publications
My Time, My Community, Myself
(experiencesofvolunteeringwithin
theblackcommunity)(Volunteering
England)
www.volunteering.org.uk/
Resources/publications
VoluntaryMatters3
www.voluntarymatters3.org/
diversity/introduction/index.html

Sign up to vote on this title
UsefulNot useful