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Ldalive #4071086-v1-final presentation-bt_masterclass_achieving_the_gold_standard

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  • 1. Achieving the Gold Standard Masterclass
  • 2. Natasha Landers Head of DWfL Welcome
  • 3. Agenda08:30 Welcome - Natasha Landers, Head of DWfL Programme Update and Award presentation Arun Batra - Director of Equality and Diversity, LDA Key note speaker Caroline Walters - OBE, Director, People & Policy, BT Key note speaker Pam Farmer - People & Policy Manager for Global Services, Group Functions and Supplier Diversity, BT Assessment Guidance Jo Heath - SGS United Kingdom Ltd Q&A10:30 Networking
  • 4. Arun BatraDirector of Equality and Diversity, LDA
  • 5. Caroline Walters OBEDirector, People & Policy, BT Mainstreaming Diversity
  • 6. Pam FarmerPeople & Policy Manager for Global Services, Group Functions and Supplier Diversity, BT
  • 7. Making Equality CountDiversity Works for London Gold StandardPam Farmer BT© British Telecommunications plc
  • 8. BT Supplier Diversity Model Customer Led Model First Tier Public Policy Suppliers Requirements Collaboration & BT’s Diversity Compliance Footprint Supplier Diversity Support Building to Knowledge Minority Making Sense Business Local Ethical Supply Business/ Chain Social Inclusion© British Telecommunications plc
  • 9. BT’s involvement with Supplier Diversity• IPPR Task Force early 2000s •Contractual clauses on –suggests Supplier Diversity diversity as a key economic driver• Member of the National •Yearly Supply chain Employment Panel/DWP Job survey verification Centre Plus group looking into SD feasibility within JCP. •Introduced supply chain reporting for recruitment• Initiator/leader of the Law companies supplying BT. Society’s Procurement Principles •Initiator & project• Building Futures – micro- member of RfO’s business development Recruitment Tools© British Telecommunications plc
  • 10. Why go for Gold - Our environment• EU – Social Considerations in Public Procurement• Social Issues in Procurement – Office Government Commerce – UK Equality Act 2010 – single Equality Duty – Bold steps from leaders in public sector – The impact of political change• Customers – Supply Chain Review - first request 2009 – Transport for London – US Multinationals – London 2012• Our Sales and Bids teams© British Telecommunications plc
  • 11. Customers include Diversity in Bid requirements andcontracts© British Telecommunications plc
  • 12. BT Supplier Diversity Model Customer Led Model First Tier Public Policy Suppliers Requirements Collaboration & BT’s Diversity Compliance Footprint Supplier Diversity Support Building to Knowledge Minority Making Sense Business Local Ethical Supply Business/ Chain Social Inclusion© British Telecommunications plc
  • 13. Public Policy Collaboration & Compliance Building Knowledge and Making Sense© British Telecommunications plc
  • 14. Our Journey 2008 Decide to go for Gold - Self Audit 2009 Actions implemented and completed 2009 Agree with DwfL to Go for Gold 2010 January to April – evidence collection 2010 April - External Audit 2010 July Confirmed at Gold Standard© British Telecommunications plc
  • 15. Supplier Diversity Summary 2010 At BT we are committed to expanding opportunities for Minority Business Enterprises to participate in our procurement activities; to seek out more leading edge, diverse solutions to meet new markets; to look to diversity in our suppliers; and to ‘source with Human Dignity’Facts Policies Initiatives• 64% of BT contracted • Supplier Diversity • Charter Member of suppliers are SMEs Procurement Policies• 9% BT contracted suppliers are diverse • Sourcing with Human Dignity• UK Equalities Act gives • Customer Led Model – working opportunity to develop Awards with key supplier partners to procurement to promote BT in IT and Recruitment equalities Winner of the Race for Sectors• +80% of MSDUK Corporates Opportunity Supplier • IT Centre of Expertise are BT customers Diversity Award 2009 • Annual Supplier Survey (Diversity & Co size) Supplier Diversity Champion • ‘Sourcing with Human Dignity’ questionnaire includes appointed 2009 diversity questions Diversity Works for London Gold Standard • Signatories of the Law Society Diversity Charter achievement 2010 © British Telecommunications plc
  • 16. Finally…. Acceptance of the DWfL Gold Standard© British Telecommunications plc
  • 17. Jo HeathSGS United Kingdom Ltd
  • 18. Introduction to the Gold Standard Delivered by Jo Heath Date: 27th January 2011
  • 19. What is the Gold Standard The Gold Standard is a comprehensive set of goodpractice statements which address all aspects of businessperformance including the workforce, marketplace and suppliers The Standard is stretching but achievable and flexibleenough to recognise that organisations have different equality anddiversity objectives that are appropriate for them and relevantto their industry and sector To achieve the Gold Standard you will need to demonstrate examples practice across a number of protectedcharacteristics and business functions
  • 20. What is the structure of the Gold Standard? There are 5 sections which make up the Gold Standard:-  Diversity Monitoring and Outcomes  Demonstrating Commitment to Equality and Diversity  Employee Recruitment, Retention and Progression  Organisational Culture & Inclusion  Promoting Equality & Diversity ExternallyEach section is underpinned by a number of key elementsEach element is supported by statements of good practice. There are33 statements in total
  • 21. So what’s in it for us?The Gold Standard can help you to: Lead the field in diversity good practice Be recognised as an employer of choice Improve retention Gain more harmonious employee relations Improve networking and people-involvement activities Gain a competitive edge when bidding for contracts Increase productivity and profitability Improve bottom line Minimise the risk of costly litigation
  • 22. 1. Application Stage6. Report and Decision 2. Procurement Standard Application and Review Customer Journey – (LE/SME) 5. On Site Interviews 3. Planning Meeting 4. Document Review/ Scoring
  • 23. 1. Submitting and ApplicationYou can request an external assessment whenever you wish.An easy to use online process enables you to complete a ‘self-assessment’ exercise.Results indicate whether you are ready for external assessment. Ifyou self-assess at ‘Gold’ then you can apply for externalassessment.Application forms can be completed online via the DWfL website:http://www.diversityworksforlondon.com
  • 24. 2. Assessment of the Procurement StandardAll organisations applying for the Gold Standard will also be assessedagainst the “Mayoral Procurement Standard for Equality and Diversity.”The assessment requires a small document submission which is reviewedagainst a compliance checklist.The assessor will inform you if you are successful in meeting thisStandard and therefore eligible to undertake Gold Standard formalassessment.All evidence submitted will form part of your Gold Standard SubmissionThe assessment process should take no longer than 30 days to complete.
  • 25. 3. Planning MeetingAppointing of an assessorIntroductions by phone to your assessorBooking of planning meetingThis is a key stage during which the assessor will explain the process andagree with you how and when the assessment will take place.Amongst other things, the assessor will: Provide you with an overview of the Standard and set expectations Explain how to collate and present documentary evidence for review Discuss potential outcomes Assure you of confidentiality for both written and verbal information Agree the verbal feedback arrangements and written report format Prepare a written assessment plan of assessment activities and dates Document submission pack requested within three weeks of meeting
  • 26. 4. Document Review and ScoringA key part of the assessment is demonstrating evidence to support thestatements and to show that practices are embedded and applied consistentlythroughout the organisation.The document review framework is used to identify documents that will helpdemonstrate to the assessor that your organisation meets the requirementsof the Standard.You should cross-reference where appropriate and ensure that any largerdocuments are referenced by chapter or page.The assessor will complete the review and send a document review reportthat details any area of weakness that will be the focus of the on-siteassessment.
  • 27. Document Review Example: Element Statement Your Evidence Explanatory Example Evidence Reference 2.2 The organisation’s Diversity Strategy A1: Chapter 1 – This statement seeks to ensure that organisations use Equality and equality and diversity Plan Page 10-11 their identified drivers for diversity to develop an equality and diversity policy and/or strategy which includes Diversity strategy/plan has A1: Page 17 Action plan objectives.strategy/plan and specific objectives. A2: Section B To meet it you need to demonstrate how achievable and objectives detailing diversity A3: Page 4-6 measurable objectives have been set which are outcome These objectives have objectives A4: Section A focused. measurable outcomes and are reviewed on a Meeting Minutes – Evidence of this could include: regular basis. detailing reporting mechanism Strategy for Equality and Diversity Equality and Diversity specific measurable Diversity Strategy objectives Plan – Planned The review and reporting mechanisms for the review cycle strategy and it’s objectives Equality and Diversity measurable objectives set for the Local following:- demographic data Workforce recruitment Representation report Supplier diversity Reducing equal pay gap Any research carried out to identify local population which could include that of customers and suppliers or any other evidence that is appropriate Please include evidence to demonstrate any innovative work you are carrying out with regard to this statement.
  • 28. 5. On Site Interviews and DiscussionsAn itinerary would have been forwarded to you and agreed within one weekof your on site assessment.A short opening meeting with the named contact, to confirm thearrangements for the day and agree any changes.Discussions/interviews are informal and confidential and the assessor willneed a quiet and secure room so that they can take place in private.The assessor will greet each interviewee, explain the purpose, process, note-taking and confidentiality aspects and try their very best to make them feelcomfortable.The verbal evidence provided by people will confirm, supplement,complement and validate any relevant documentary evidence.
  • 29. Scoring ApproachDemonstration that you have met all minimum essential evidence criteriaacross all 5 sections.Holistic scoring system does enable some flexibility and the opportunity foryou to demonstrate innovative practice over and above defined criteria.Scoring mechanism in place to measure organisation’s against all statementsin the framework. The size of the organisation will determine the level ofcompliance required to meet the Gold Standard.In addition to the essential criteria, there is a sliding scale for the proportion ofdesirable criteria that needs to be met in each section, which is dependentupon the number of employees within your organisation.
  • 30. Scoring Approach Organisation size Desirable criteria percentage to be met in each section 1-20 10% 21-49 25% 50-99 30% 100 -149 35% 150-199 40% 200 - 249 45% 250 + 50%The Gold Standard puts a big emphasis on innovative practice, so if you haveinformation that shows that you fulfil the statement but do so in a different wayfrom those presented in the guidance, do include it as this will be countedtowards your overall score.
  • 31. 6. The Written Report & DecisionThe assessor will prepare a written report, which usually consists of anintroduction plus:6.The conclusion / recommendation7.An overview or summary of the findings8.Highlights of good/best practice9.Areas that need to be addressed10.Continuous improvement opportunities11.Feedback on any special requirements you agreed with the assessorThe report should be a valuable document and will be something that you canuse to develop an action plan to ensure the Standard is maintained andcontinuously improved during the three years until a review takes place.
  • 32. 6. The Written Report & DecisionThe assessor will inform DWfL of the outcome of the assessment,submit the final assessment report and his or her recommendationThe independent awarding panel will review the report, consider therecommendation and decide whether to award the Gold Standard.If fully met, and the decision has been endorsed, recognition as a GoldStandard company is awarded by DWfL.DWfL will then send the final assessment report and arrange delivery of yourGold Standard certificate.If your organisation is not yet meeting all the requirements of the Standard,then your assessor will provide DWfL with a report outlining the gapsYou will need to address the gaps and then invite the assessor back at a laterdate (by submitting another application form) to continue the assessment.
  • 33. The Two Yearly ReviewIf on your first application, you are successful the Standard will be reviewedevery two years.If you do not meet the Standard or have been requested to submit actionsagainst some of the statements within the Standard then there will be aplanned review of these actions annually.
  • 34. The Gold Standard Assessment Framework for LEs and SMEs1. Diversity Monitoring and 2. Demonstrating 3. Employee Recruitment, 4. Organisational Culture 5. Promoting Equality Outcomes Commitment to Equality & Retention and Progression & Inclusion & Diversity Externally Diversity 4. 1 3.1 5.1 1.1 2.1 Employee consultation Recruitment Policy Diverse supply Capture of recruitment Equal Opportunities Policy covering: III)in evidence I) mechanisms for chain data Recruitment, Selection, Training, consultation with IV)Data capture form Promotion, Discipline, Dismissal V)Info/guidance training employees Discrimination VI)2 job ads showing EO II) reporting Equality & Harassment and Victimisation commitment Diversity to workforce 1.2 Workforce monitoring 2.2 4.2 5.2 3.2 Data Equality & diversity strategy/ plan Employee support Customer/ client Recruitment Accessible and objectives process 1.3 Monitoring of activities: 4.3 2.3 3.3 5.3 a) take up of training Employee retention The Business Case for Conditions of service Targeted marketing b) promotion c) transfer equality & diversity d) discipline and dismissed e) leaving employment 5.4 3.4 4.4 Customer satisfaction 2.4 Performance management Employee benefits Top-level commitment 1.4 Equal pay monitoring 5.5 2.5 3.5 4.5 Corporate Social Employee commitment Reasonable adjustments Flexible working 1.5 Responsibility Monitoring of complaints, harassment and bullying 2.6 4.6 3.6 Equality and diversity Employee development Bullying and harassment 1.6 awareness raising policy & training Supplier monitoring and review 2.7 3.7 4.7 1.7 Equal Pay commitment Investigating complaints Employee surveys Progress on equality
  • 35. ?