Diversity Assessment Framework

Administrative Information Country/UKBA/SSC Bangladesh

Country Director Barbara Wickham No Of Offices 3 DAF Moderator Name

Name
No Of Staff 150 Fiona Bartels-Ellis
DAF Coordinator Nahin Idris
Name
Teaching Center False

Panel Members

Member Name Member Member Member Member Member Relation With

Type Position Department Organisation BC

Ahmed Mostafa Internal Human Human Resource British Council Staff

Avishek Resources
Manager
Shekhor Corraya Internal Administrative BSS British Council Staff
Officer
Deb Dulal Saha External Coordinator Centre for Worked on projects and
Disability in also on access audit
Development
Nabila Rahman Internal Manager - Programme British Council Staff
Advocacy &
Communicatio
n, Programme
& Business
Development
Toufiq Hasan Internal Head of Programmes British Council Staff
Society
Moinuddin Islam Internal Procurement Business Support British Council Staff
Officer Service
Asraful Islam Internal Head of Business Support British Council Staff
Procurement Service
Faisal Obaid Internal Acting Director HR British Council Staff
HR
Md Fahad Internal Human HR British Council Staff
Resources
Coordinator
Khaled Mustafa Internal Senior Project Programme British Council Staff
Manager
Contracts

Overall Score Total 7 indicator(s) met out of 10 indicators.

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Summary Statement
Thank-you for your submission and for providing us with an insight into EDI practices within Bangladesh.
There is a diverse panel with an external member and of course an EDI group and CD who have supported
the submission which we appreciate.
Engagement with EDI is apparent in a very challenging and seemingly hostile operating environment. Work
with and the inclusion of disabled people and broader awareness raising is taking place. Other areas are
given attention too - gender, LGB and well- being, for example, and the code of conduct which is positive.
We wonder if it might be helpful to frame EDI as an enabler of cultural relations, especially if you are
communicating our approach externally. This is something others are doing and have found helpful.
Obviously you are best placed to make a judgement.
The access audit and equality monitoring reports are full and helpful, as is the aspiration to achieve an
inclusion organisational culture involving various offices and projects and levels and various interventions,
which have learning and skills and fun elements. ESIAs may be something towards and include in any plan
for your intentional EDI work.

Indicator Title Achieved Moderation Comments

E1 RECRUITMENT, INDUCTION The indicator has been assured. Several deliverables have been
AND DELIVERABLES included - thank-you. We strongly suggest the deliverable are
revised so that they are SMART and beyond BAU.
E2 ACCESS A recent, credible and full access audit involving disabled people
with different impairments has taken place. It is comprehensive
and helpfully illustrated with action points that have been
prioritised. As a recent report the focus going forward will be to
address the actions. Thank-you for t his approach.
E3 DEVELOPING CAPABILITY The indicator is confirmed as met and a number of activities have
THROUGH LEARNING AND been ticked.
TRAINING
E4 FOSTERING INCLUSION The participation rate is confirmed and the panel has selected
summarised evidence covering 2016/7 which includes a recent
Diversity Week with a number of activities. It was interesting to
gain an insight into these and the involvement of staff which
included being living books and learning sign language. We are
sure Ciaran appreciated the EDI's team effort in organising a
banquet to feast on! One very positive impact is the employment
of a Deaf temporary staff member.
E5 LEADERSHIP The very difficult operating context is given significant attention
and paints a verychallenging and concerning picture of EDI in
Bangladesh generally. There is reference to EDI as a huge
competing demand.
The evidence provides some insight into the CD's EDI leadership
although it is not always clear what she has personally led, or the
impacts as this is given limited attention.
The CD's support for EDI country leads and the inclusion of all
offices comes through as does support in the area of LGB and
support for staff at all levels.
G1 SUPPORTING THE REGULAR The evidence is for a disability arts project to mark the
INVOLVEMENT OF DISABLED Shakespeare anniversary in early 2016 which was positively
PEOPLE OR, ALTERNATIVELY, received pleasingly. As a reported one off with no reference to
PEOPLE FROM OTHER UNDER- sustainability that we could identify it does not meet the indicator
REPRESENTED GROUPS requirements.
We suggest a review of the DAF guidance to support
understanding of what the indicator is seeking to achieve. The
appointment of the Deaf colleague and other things suggests the
potential to make the contribution the indicator is encouraging.
G2 SHARING, IN-DEPTH, WITH There has been some positive work to provide an insight into the
EXTERNAL STAKEHOLDERS THE British Council's approach to EDI and to engage with the theme of
BRITISH COUNCIL’S OWN EDI and to take this forward detailed in the supporting evidence.
APPROACH TO DIVERSITY TO This is a positive basis to build on.
SUPPORT OUR DIVERSITY The indicator is a challenging one requiring comprehensive,
STRATEGY VISION TO MAKE A substantial, in depth sharing. Do review the guidance for further
LEADING CONTRIBUTION TO information. It may be that you will wish to plan to align internal
INTERNATIONAL ASPECTS OF DIV practices with any deeper picture you may wish to share.
G3 CONTRACTED SERVICES Thank-you for the helpful comments and insights in the narrative
boxes. It is great that there is 100% alignment.

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G4 ADDRESSING THE UNDER- Thank-you for your helpful comments within the narrative boxes
REPRESENTATION OF STAFF, which aid our understanding and for pulling out some key action
CUSTOMERS OR STAKEHOLDERS points. Your perception that there might be some
misunderstanding is something that can quite often happen with
equality monitoring, so piloting and run through and explanation
and Q&A can help. It is good you picked up on this.
The report is very well and helpfully set out providing analysis and
insight with some relevant action points. Some of the data was
striking, including the comparatively low representation of
disabled people.
Going forward do consider increasing the response rate, allowing
time for this.
G5 PROACTIVELY ADDRESSING No evidence has been provided.
EDI THROUGH EQUALITY
SCREENING AND PLANNING –
ACROSS THE PERIOD FROM 1
FEBRUARY 2016 TO 31
DECEMBER 2017.

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