Succession Planning Through an Equalities Framework'

1
Succession Planning Through an Equalities
Framework.

• CEL/ QIA Conferences.

2
Awareness raising exercise

• Please take 10 minutes and complete the
  questionnaire now being distributed.
• These are anonymous, your name is not required.
• The information collected will inform the ongoing
  research and programmes that CEL are developing
  in relation to succession planning and diversity
  and equality.
• Thank you.

3
Sector Succession planning statistics 2007

• Applicants for Principals positions in England
• 40 were black and minority ethnic
• 60 were women
• 25 declared a disability
• 20 were Christians
• 45 were under the age of 35 years.

4
Fact or fiction?

• The truth is ....we dont know what the picture
  looked like
• Does this matter?
• Do we want a representative work force?
• We need to plan to make this happen
• We need good information on our own recruitment
  and selection processes and understand their
  impact.

5
LLUK Annual Workforce Diversity Profile 2007

6
Governors profiles Cross referencing ethnicity
and gender
7
Gender BalanceMiddle Managers in FEref Gender
Related Factors in Career Development, CEL 2007.
8
Gender Balance Principals in FE in England
9
Lack of any or reliable data

• Disability LLUK estimates only 2.3 have
  voluntarily declared their disability within FE
  Sector.
• Sexual Orientation No reliable data
• Religion and Belief No reliable data

10
Why do we want representative leadership?

• Ethical
• Business
• Legal
• Government Policy

11
Succession planning through an equalities
framework

• All public sector employers are bound by the
  employment duties found in equalities
  legislation on gender, race, and disability.
• These duties require organisations to eliminate
  unlawful discrimination and promote equality in
  employment.

12
Tools that can support this Equality impact
assessments

• An equality impact assessment exercise
• Working in groups , review the senior job
  advertisement, using the template provided.
• 20 minutes .

13
Raising standards in the sector 1of 2

• Sustain or raise your organisations performance
  what workforce and leadership do you need to do
  this?
• You want the best candidates appointed.
• You want to bring in , develop and retain
  employees,and in helping them realise their
  potential, maximise that of your organisation.

14
Raising standards in the sector 2of 2

• Attract employees from outside the sector,
  supporting transferable skills.
• Meet your equality employment duties
• To have a representative and diverse workforce.
• Engage with your stakeholders on succession
  planning and equalities what are they doing?

15
Support from CEL

• Consultancy support to develop and implement your
  strategy for succession.
• Practical courses to build your knowledge and
  skills with relevant tools from the equalities
  framework.
• Action research opportunities to engage with
  other stakeholders and regulators
• A practitioners forum to share effective
  practice.
• Refer to CEL portfolio or contact
  equalities_at_centreforexcellence.org.uk

16
Resources

• The Equality and Human rights Commission
• http//www.equalityhumanrights.com/en/Pages/defaul
  t.aspx
• Codes of practice relevant to gender, race,
  disability.
• Codes of practice for FE sector.
• LLUK Explanation of equality impact assessments
• http//www.lifelonglearninguk.org/2820.htm
• CEL different research on leadership and
  diversity and equality
• http//www.centreforexcellence.org.uk/default.aspx
  ?PagenomenuIntegratingDiversity