APPLICATION OF UK DIVERSITY FRAMEWORK TO DEVELOPMENT INITIATIVES

1
APPLICATION OF UK DIVERSITY FRAMEWORK TO
DEVELOPMENT INITIATIVES

• PROFESSOR UDUAK ARCHIBONG
• RN, PhD, FWACN
• Chair in Diversity / Race Equality Champion
• University of Bradford

2
Overview

• Difference between equality and diversity
• Drivers for workplace diversity and equality in
  the UK
• UK Diversity Framework
• Equality and Diversity Management at the
  University of Bradford
• Diversity and development
• Personal Journey
• Conclusion

3
Equality

• An ongoing process
• Creating a fairer society
• Backed by legislation
• Systems and processes used to ensure that
  everyone can participate and has the opportunity
  to fulfil their potential

4
Diversity

• A number of important human characteristics that
  affect an individual's values and opportunities
  and perceptions of self and others at work
• These human characteristics can also affect how
  people perform and interact with each other in
  the workplace, and get in the way of business
  efficiency unless they are acknowledged and
  properly managed

5
DIVERSITY
Gender
Ability
Geography
Ancestry
'Race'
Genetics
Migration
Identity
Location
Family history
Traditions
Religion
Class
Family
Language
Education
Culture
Work roles relationships
Occupation
Age
Ethnicity
Sexual orientation
6
Diversity

• Culture and environment people work in
• Recognises that differences are a natural part of
  the society
• Recognises difference as benefit not a threat
• Focuses on how to harness differences between
  people to drive forward excellence and creativity
  in performance

7
APPROACHES TO DIVERSITY
EQUAL OPPORTUNITIES

• MELTING POT

MANAGING DIVERSITY
STIR FRY
8
Drivers for diversity and equality in the
workplace

• Moral imperative
• Demographic changes
• New ways of working
• Public demand / global village
• Skills shortage
• Diversity as everyones business
• Growing awareness of the realities of
  discrimination
• Greater sense of corporate social responsibility
• Legislative framework

9
disability 8.5 million (approximately
14.5) disabled people in the UK. Around 3.5
million disabled people are in employment with
an employment rate of 48 compared with 81 for
non-disabled people.
gender 30 million women and 28 million the UK 46
of the workforce are women only 10 of senior
management positions are held by women.

• ethnicity
• The BME population was 4.6 million
• in 2001, or 7.9 of the total population
• 50 under 16s Vs 33 white population
• 66 aged 16-19 remain in f/t education
• Up to 4 times as much unemployment

age It is estimated that by 2010, almost 40 of
the workforce in Britain will be aged 45 or over
and 16 - 24 year olds will make up only 17 of
the workforce.
sexual orientation Estimates show that the UK has
between 1.3 million (approximately 2.2) and 1.9
million (approximately 3.3) lesbian, gay and
bisexual people in employment.
religion Religious beliefs 72 Christian, 3
Muslim and 1 Hindu. An estimated 8.2
million (approximately 14) adults are
active members of religious organisations.
10
Equality Legislative Framework

• Human Rights Act (1998)
• Race Relations (Amendment) Act (2000)
• Disability Discrimination Act (1995) Disability
  Bill
• Sex Discrimination Act 1975 (and subsequent
  regulations)
• EC Employment Directives
• Race Regulation July 2003
• Sexual orientation religion or Belief - 2003
• Age 2006
• Commission for Equality and Human Rights (Single
  Equality Act)

11
Equality and Diversity at UoB

• Mainstreaming Corporate Strategy
• Leadership and structures to support Equality and
  Diversity
• Equality and Diversity Policies
• Supporting roles
• Developing the right environment
• Community pride not prejudice
• Training and staff development
• Monitoring and evaluation

12
The Benefits of Diversity

• Widening the talent pool - attracting,
  recruiting, progressing and retaining quality
  employees
• Enhance innovation, creativity and problem
  solving
• Satisfying work environment and improved staff
  relations
• Better understanding of the customer
• Better public image, competitive edge and
  business reputation
• Building a healthier society

13
Diversity and Development (1)

• Mainstreaming
• Equality or Equity?
• Cultural liberty and identity consciousness
• Constitutions, policies and legislation
• Harnessing difference
• Corrective or constructive actions
• Capacity building
• Monitoring and impact assessment
• Communication and consultation

14
Diversity and development (2)

• Valuing difference and learning from experience
• Balance between a commitment to equality and
  appreciation of local values
• Balance between difference and universality
• Building up understanding and application of
  equitable practices

15
EQUITY CONTINUUM
0
2
1
3
4
5
THEY HAVE TO
EQUITABLE SYSTEMS
THINK THEY ARE A FIVE
DO GOODERS
BUSINESS REASONS
TRANSITION
Level Playing Field
Vision of Becoming a 5
Ultimate Goal
Good Corporate Citizens
No problem Here!
Legislated fairness
16
Personal journey
17
Conclusion

• Diversity is the key to leadership you can
  conquer the world if you have representation from
  everyone
• Roberta Gutman (1999)