The Diversity Group Directory 09/10 by The Diversity Group

THE DIVERSITY GROUP 85 - 89 Duke Street Liverpool L1 5AP 0151 708 5775 www.thediversitygroup.co.uk admin@thediversitygroup.co.uk EDITORS • Paul Sesay - Smith • Michelle Forde • Terence Ryan • Emma Johnston PROJECT COORDINATORS • Paul Sesay - Smith • Danielle McCoy • Shafik Megji • Warren Briggs • James Austin GRAPHICS • Urban Publishing

Urban Publishing Ltd. have made every effort to ensure that the information provided within this directory is accurate. Under no circumstances whatsoever will Urban Publishing Ltd. Accept liability for any error in, or omission of, any entry, whether relating to spacing, artwork, position, wording or contact details. No part of this publication may be reproduced, scanned, or transmitted in any form or by any other means, electronic, photocopying or otherwise without the express permission of the publishers, Urban publishing Ltd. Copyright © 2009 Urban Publishing Ltd. All rights reserved

elcome to The Diversity Group 09/10 Directory, produced by Urban Publishing Ltd. This has been another very productive year; incorporating Urban UK into the Diversity Group, the events we have held and visited and not forgetting the hard work that has gone into producing the 09/10 Directory. The purpose of this Directory is to eliminate barriers to employment and education through reassuring people from all backgrounds that there are organisations offering an equal and fair chance, thus encouraging people to pursue careers, education and training regardless of age, disability, gender, race, sexual orientation, religion or belief, and ultimately for the workforce of organisations to reflect the society in which they operate. It includes current information about equal rights, current legislation and helpful links for people who need advice on specific problems.

Equality and diversity has evolved into a part of our everyday lives. There are however people in the UK from minority groups or backgrounds that don't believe this is the case. These people feel that they will be discriminated against and do not have the chance to pursue their ultimate career. The Diversity Groupâ&#x20AC;&#x2122;s goals are to reassure and encourage these people from all backgrounds and situations that they have just as much right and opportunity to further themselves. The Diversity Group would like to thank all the organisations that have contributed to this Directory. Without these Organisations, we could never have produced such an informative and positive publication. Many Thanks

P Sesay - Smith Paul Sesay Smith Managing Director

STILL CAN’T FIND THE RIGHT PATH TO THAT DESIRED

C R E A T I N G O P P O R T U N I T I E S T O D A Y. . . FOR A BRIGHTER TOMORROW

CAREERS ADVICE

OPPORTUNITIES FOR YOU

SPECIAL FEATURES

YOUR RIGHTS EXPLAINED

Once you get to 16, you've got some decisions to make about your future. Do you want to stay on in full-time education? Or would you prefer to start work and get training while you earn?

It pays to keep learning After Year 11, you have a lot more choice about what you want to do. Whichever route you choose, it pays to keep learning. More and more, employers are looking for people with higher level skills and qualifications. Although qualifications cannot guarantee you a job, people with the right skills and qualifications have a better chance of finding a job with good prospects and more money. They may also have more job security.

Which route should you follow? There are lots of different ways of gaining further qualifications, skills or work experience - and the range of options is growing.

YOU COULD: continue in full-time education, either at school or college continue your learning through work-based training

Learning at work If you’re aged 16 or 17 and coming towards the end of a school or college course, the ‘September Guarantee’ means that you’ll definitely be able to continue learning. Everyone in this age group due to leave education is guaranteed an offer of a place on an appropriate course - and information, advice and guidance to help weigh up their options.

If you want to start work, it’s important to pick a job that offers you planned training leading to a nationally recognised qualification. There are lots of ways to improve your skills and get qualifications, from Apprenticeships to the ‘Entry to Employment’ scheme. As an alternative, you may be entitled to ‘Time off for Study or Training’.

Staying in full-time education You’ll find a much wider range of subjects and qualifications than you’ve been able to choose from up until now. As well as A levels, you can choose from a growing range of work-related qualifications. Selected schools and colleges are also offering the new Diploma qualification for 14 to 19-yearolds. Depending on what you want to study, you could decide to stay on at school, or go to a sixth form college, specialist college or further education college.

Getting work experience When you've finished your studies, you could consider taking time out before going on to higher education. Voluntary work, travel and working abroad can all be ways of gaining valuable experience.

Routes into university and higher education By continuing with full-time learning or starting an Apprenticeship, you can take important steps towards qualifying for a higher education course.

Options after 16: getting into university and higher education If you want to get into higher education, there are lots of options available. It’s not necessarily about getting A levels – you can study full time for work-related qualifications or go for an Apprenticeship. You may also be able to take an Advanced Diploma qualification.

What could higher education do for you? Higher education can open up new career options, and research shows that people with higher education qualifications typically earn more money than those without. They may also have more job security.

More than just degrees Higher education isn’t necessarily about getting a traditional degree. You could choose to do a Foundation Degree, combining academic study with workplace learning. Another option is a work-related qualification, like a Higher National Certificate or Higher National Diploma. Whatever your interests, the chances are you’ll find a course you’ll enjoy – the choice of subjects is much wider than at school.

Routes into higher education: what are your options? Universities and colleges set their own entry requirements, so they vary from course to course. When you’re choosing what to do at 16, it’s important to find out what qualifications and grades you’re likely to need for the type of higher education course you want to do. 3

Generally, you’ll need qualifications at level 3 on the National Qualifications Framework. For UK students, this usually means:

Learning while you work

Help with study costs

If you want to start work after Year 11, an Apprenticeship can be a route into higher education.

• A Levels

You’ll usually need to take an Advanced Apprenticeship. This leads to an NVQ at level 3 on the National Qualifications Framework. As an Apprentice, you will also study for Key Skills, a technical certificate or other qualification relevant to your job. These can also count towards entry into higher education.

If you decide to go for higher education, there’s financial help available. For full-time courses, you can apply for Student Loans to cover your fees and living costs. You won’t have to start paying these back until you have left your course and are earning over £15,000 per year. You may also qualify for a non-repayable Maintenance Grant.

• Scottish Highers • An Advanced Diploma • NVQs (National Vocational Qualifications) • SVQs (Scottish Vocational Qualifications) • BTEC National Diplomas and Certificates • GCEs in applied subjects You can also count Key Skills qualifications towards your application (Key Skills are the essential skills that employers need their workers to have).

Work experience For some courses - for example, many Foundation Degrees - the institution you apply to will look at your work experience as well as your qualifications.

Students from outside the UK can apply for courses with qualifications such as the International Baccalaureate, European Baccalaureate and Irish Leaving Certificate.

There may be extra, non-repayable help available if you have a disability, or if you have children or adult dependants. You may be able to get additional help through a bursary from your university or college.

Finance for full-time students starting in 2009/2010 Student finance is changing. Student Finance England makes it easier than ever to apply online for Student Loans, grants, bursaries and some forms of extra help. Apply now for academic year 2009/2010.

Finance for new students starting in 2009/2010 If you’re starting a full-time higher education course in 2009/2010, the main types of financial help you may be able to get are: • a Maintenance Grant or Special Support Grant - worth up to £2,906 • a Student Loan for Tuition Fees to cover your fees in full (up to £3,225) • a Student Loan for Maintenance - worth up to £4,950 if you live away from home, or more if you study in London (though the maximum you can get is reduced if you’re getting help through the Maintenance Grant) a bursary from your university or college

How do you apply for student finance? The fastest and easiest way is to apply online. Student Finance England provides the service for online applications in 2009/2010.

Financial help for disabled students Sources of extra financial help for disabled students include:

If you apply online for the parts of the finance package that depend on household income, your parent or partner can support your application by supplying their financial information online. If you prefer to apply on paper, use form PN1.

• Disabled Students' Allowances

Financial help for disabled students

• These are paid on top of the standard student finance package.

If you have an impairment, health condition (including a mental health condition) or specific learning difficulty like dyslexia, you may be entitled to claim extra financial help as a student. This is paid on top of anything you get through the standard student finance package.

Disabled Students' Allowances

• Access to Learning Fund • Disability Living Allowance • Employment and Support Allowance

Disabled Students' Allowances are grants to help with the extra costs a student may face as the direct result of an impairment, health condition or specific learning difficulty. The amount you can get isn't affected by your household income, and the allowances do not have to be repaid.

Access to Learning Fund

Find out more

If you're in financial difficulty, you may be able to claim additional financial help through the Access to Learning Fund.

You can make a start by looking at the directories, prospectuses and careers software in your school Connexions Resource Centre or local Connexions Partnership.

What can the Access to Learning Fund help with?

If you're aged 13 to 19, you can also contact a Connexions Direct adviser for free, confidential advice – by phone, email, webchat or text message.

The Access to Learning Fund can provide extra help if you’re in hardship and need extra financial support.Your university or college will look at your individual circumstances, but you may, for example, be able to get help:

Connexions Direct helpline: 080 800 13 2 19 Get the Aimhigher guide to higher education. There’s lots more information in ‘Your future, your choice’ - the Aimhigher guide for young people aged 16 plus. by freephone on 0800 587 8500 by textphone on 0800 280 024 Quote reference ‘16PLUS09’. Copies are available in Braille, large print or audio cassette.

for course or living costs that are not already covered by other forms of financial help - these could be everyday living costs, childcare costs or support over the summer vacation if you have no one else to turn to for emergency payments to cover unexpected financial crises or exceptional costs - such as repairs to essential household equipment if you are thinking of giving up your course because of financial problems and need extra support to help you keep studying.

Your choice of career might be a key factor in deciding whether to go into higher education and what course to take. Look at the different options available, and focus on what you think is best for your future. HIGHER EDUCATION AND YOUR CAREER PROSPECTS Higher education develops qualities that are valued by employers, such as problemsolving and communication skills. Doing a higher education course could give you an edge in the job market: forecasts predict that half of positions that become vacant between 2004 and 2020 will be in areas of work most likely to demand graduates. And on average, people with a higher education qualification tend to earn more over their working life than those without.

A higher education qualification is necessary in some careers - such as medicine, dentistry, chartered engineering and architecture. For some professions, like law or speech therapy, you’ll need an additional postgraduate qualification before you can practise. CHANGING DIRECTION IN YOUR CAREER THROUGH HIGHER EDUCATION Higher education isn’t just for traditional ‘high flyers’ with lots of academic qualifications.

Whatever you’ve been doing in your working life, a higher education course could give you the skills and recognition you need to begin a new and rewarding career. You won’t necessarily need traditional qualifications as a mature student, and if you do a course related to the line of work you’re in you may get credit for relevant work experience. There are lots of flexible study options to help you fit your course in with work commitments.

GETTING INTO HIGHER EDUCATION AS A MATURE STUDENT Becoming a mature student can be rewarding - and a place at university or college could be closer than you think. Work experience and Access courses offer alternative ways into higher education, and there are lots of options to help you fit learning in with other commitments.

FIND A HIGHER EDUCATION COURSE THAT FITS IN WITH YOUR LIFE If you’re looking for a way to fit higher education in with your life, there are more options than ever before.

PART-TIME STUDY AND FLEXIBLE LEARNING Around 40 per cent of higher education students do part-time or flexible courses. They’re especially popular with people who have family and work commitments. Foundation Degrees and certificate or diploma courses are quicker to complete than traditional degrees - and can often be ‘topped up’ at a later date. On some courses you build up credits at your own pace, until you have enough for a qualification.

WHY GET INTO HIGHER EDUCATION AS A MATURE STUDENT? University isn’t just for 18 year-olds: 60 per cent of undergraduates in the UK are over 21. People make the decision to get into higher education at all times of life and for all sorts of reasons. For some, it's a long-held personal ambition perhaps one they have more time to achieve when they’re older. For others, higher education is a way of opening up new career options.

STUDYING LOCALLY Higher education courses are available at many local colleges, so it’s often possible to study close to home. DISTANCE LEARNING Rather than attend lectures, on a distance learning course you study from home at times that suit you. You’re likely to have regular contact with tutors and fellow students online - and may meet up in person for occasional study groups or residential events.

ROUTES INTO HIGHER EDUCATION FOR MATURE STUDENTS

ACCESS TO HIGHER EDUCATION: UPDATING YOUR QUALIFICATIONS

GET THE AIMHIGHER GUIDE FOR MATURE STUDENTS

Some mature students get into higher education with A levels or with equivalent, work-related qualifications (like NVQs or a BTEC). But traditional qualifications aren’t always necessary. Some institutions may give you credit for professional qualifications or relevant work experience. Others won’t always ask for formal qualifications because the course itself has units aimed at giving you the right study skills and foundation’ knowledge.

One qualification widely accepted by universities and colleges is the Access to Higher Education Diploma. Developed with support from universities, the diploma is designed to provide a good grounding in the knowledge and study skills needed to succeed in higher education. It’s equivalent to A levels, but courses are put together with people who haven’t studied for a while in mind - and most don’t require prior qualifications.

If you’re thinking about getting into higher education as a mature student, there’s lots more information in ‘Make your dreams a reality’ - the Aimhigher guide.

FINDING OUT ABOUT ENTRY REQUIREMENTS Entry requirements vary between courses, so if you have one in mind it’s worth looking up the entry requirements online. To find out whether a university or college is willing to take your work experience into account, get in touch with the admissions tutor for your course.

There are over 1,000 courses leading to the diploma, in subjects ranging from arts and humanities or legal studies to science and technology or nursing. Many allow you to study part-time or in the evenings. Most local colleges offer Access courses, so there’s probably a suitable one near you - and a number are available through distance learning.

You can order one: by freephone on 0800 587 8500 by textphone on 0800 280 024 Quote reference ‘RETURN09’. Copies are available in Braille, large print or audio cassette.

DISABILITY SUPPORT IN HIGHER EDUCATION Universities and colleges are increasingly aware of the needs of disabled students and students with specific learning difficulties. They can provide support in a number of ways – and you may be able to get extra financial help.

Every university or college has a Disability Advisor or Learning Support Coordinator to help you get the most out of your time in higher education. They can tell you about the support available for example equipment to help you study. When applying to a university, you don't have to tell them about your disability - but you'd need to do so to get any additional support or funding.

WHERE TO STUDY Universities and higher education colleges have an obligation to make provision for disabled students. Each place of study should publish a Disability Statement setting out how it provides support. You can ask to see a copy of this statement, as well as looking on their website to see details of their policies. Support provided by colleges and universities could include: • accommodation adapted for the needs of disabled students

SUPPORT WHILE YOU'RE STUDYING There are many things universities can do to help disabled students, including: • providing course materials in Braille and other accessible formats • ensuring buildings and facilities are accessible • encouraging flexible teaching methods • providing support during exams

• professional care staff • assistance from volunteers

• allowing additional time to complete courses

You may also need assistance on a day-to-day basis to help you study.

This could be someone to: • interpret words into sign language • take notes for you • write down your words for example in an exam • help you overcome physical barriers It's worth contacting your disability advisor or disability co-ordinator soon after you arrive at university or college so you can find out about the support available.

DISABLED STUDENTS' ALLOWANCES AND OTHER FINANCIAL HELP If you have an impairment, specific learning difficulty - such as dyslexia - or mental health condition, you may be entitled to extra financial help towards the costs of specialist equipment, a non-medical helper or extra travel costs. If you qualify for Disabled Students’ Allowances, they’re paid on top of any standard student support you get. They are not means-tested, and you don’t have to pay them back. Financial help for disabled students Sources of extra financial help for disabled students include: • • • •

Disabled Students' Allowances Access to Learning Fund Disability Living Allowance Employment and Support Allowance

These are paid on top of the standard student finance package.

DISABLED STUDENTS' ALLOWANCES Disabled Students' Allowances are grants to help with the extra costs a student may face as the direct result of an impairment, health condition or specific learning difficulty. The amount you can get isn't affected by your household income, and the allowances do not have to be repaid. SUPPORT WITH DAY-TO-DAY LIVING You have the right to ask your local social services department for an assessment of your daily living needs - including any personal care or help you may require. Going to university or college may mean that the support you are used to at home will no longer be available. However, social services should provide you with the support you need. You can choose to have 'direct payments' to buy services that meet your assessed needs instead of receiving services directly provided by social services.

FURTHER HELP AND ADVICE If you are currently in further education, you can get advice and guidance from your teacher or college about the courses, colleges or universities you are interested in. The Connexions Direct service helps disabled people throughout their time in further and higher education, sometimes up to the age of 25. There's plenty of useful information on all aspects of student life available through Skill: the National Bureau for Students with Disabilities. As well as a website, Skill runs a free helpline - call 0800 328 5050.

If you want to get into higher education, there are lots of options available. It’s not necessarily about getting A levels – you can study full time for work-related qualifications or go for an Apprenticeship. You may also be able to take an Advanced Diploma qualification.

HOW TO APPLY TO UNIVERSITY OR COLLEGE

WHAT COULD HIGHER EDUCATION DO FOR YOU?

For the vast majority of full-time courses, you can apply online through the UCAS website. However, for some types of full-time course, you apply direct to the university or college you are interested in attending.

Higher education can open up new career options, and research shows that people with higher education qualifications typically earn more money than those without. They may also have more job security.

How you apply for a higher education course will depend on whether your course is full time or part time.

UCAS APPLICATIONS There are six steps to follow when applying for a course online through UCAS. If you don't have access to the internet, contact UCAS for further information on how to apply.

FULL-TIME COURSES

PART-TIME COURSES For part-time courses, apply direct to the university or college. You can search for part-time courses online on Directgov.

UCAS CUSTOMER SERVICE UNIT You should contact your careers adviser or call our Customer Service Unit on +44 (0)871 468 0 468, open Monday to Friday, 08:30-18:00 (UK time). UK BT landline calls will cost no more than 9p per minute. Calls from mobiles and other networks may vary.

STEP ONE: applying for a place

STEP THREE: applying for financial help

STEP FIVE: accepting an offer

You usually apply in the academic year before you plan to go to college. The earliest you can submit a finished application is the September before you want to start your course (unless you are applying to defer your place until the following year).

Once you've made your UCAS application, you can apply for financial help. You don't need to wait for an offer. To find out how much you could get - and how to apply online - see the 'student finance' section.

Offers will either be conditional (dependent on getting certain grades on your current course) or unconditional (you automatically get a place). You can make one firm choice and one insurance choice, as back-up.

STEP FOUR: getting an offer

STEP SIX: getting your results

If you submit your UCAS application by the mid-January deadline, you will usually receive offers from your universities by the end of March, although for popular courses, you may not hear until May.

If you get the grades you need for a conditional offer, your university or college will confirm your place. UCAS will send you a formal letter of confirmation.

Application deadline The deadline for submitting your application is usually mid-January, but some courses and colleges are earlier or later than this. Check what the deadline is for the courses you are interested in.

STEP TWO: interviews Your application gets passed to the institutions you've chosen. Each university or college has its own application procedure. Some may ask you to come for interview and you may also be asked to take a test. Others offer you a place based on the information on your application.

If you get an offer from a place you've not visited, an open day could help you decide whether you want to study there.

If you don't get the grades you need for a conditional offer, your university or college may not be able to confirm your offer. If this happens, you have another chance to get a place through the Clearing system.

CLEARING Clearing takes place after the A level and Scottish Higher results come out in August and goes on until mid-September. It's the time when universities and colleges advertise outstanding course vacancies in the national press and on the UCAS website. UCAS will automatically let you know if you are eligible for Clearing. Over 30,000 students find places this way each year. REGISTERING YOUR APPLICATION Applications to UCAS can only be made online. To register an application through a school, college or careers organisation you will need their buzzword'. If you are applying as an individual you do not need one. After registering you will be given a username and password.

You can register in the summer before you plan to make your online application. The earliest you can submit a finished application is the September before you want to start your course, unless you are applying for deferred entry (for example applying in the 2008 cycle for 2009 entry). If you choose to defer your place until 2009, you will still need to meet any conditions (for example qualification grades) by the end of August 2008. COMPLETE THE UCAS APPLICATION There are seven sections on the application: personal details; additional information (for UK applicants only); choices; education; employment; personal statement and reference. In the choices section, you can list up to five courses (for 2009 entry). The application has pop-up menus with an A to Z list of universities and higher education colleges, and also course codes, so you just have to click and select. 14

ART AND DESIGN COURSES If youâ&#x20AC;&#x2122;re applying for some art and design courses, the application procedure may be different. PERSONAL STATEMENT AND EMPLOYMENT SECTIONS Your personal statement should cover why you are interested in the courses and what you hope to do after your studies. In the employment section, you can list your part-time or summer jobs.

REFEREES Once you've completed all sections of your application, click 'Send to referee' so the person who's acting as a referee can check your details and add their statement. If you're not at school and are applying independently, paste your referee's statement into the online application. UCAS APPLICATION FEE AND DEADLINES It costs ÂŁ15 to apply through UCAS, or ÂŁ5 if you only apply for one course. If you're applying through school, your teacher will tell you whether you need to pay online with a credit card, or bring a cheque to school. If you're applying online as an individual, you can pay by credit or debit card. The deadline for submitting your application to UCAS is mid-January, or 15 October if you're studying medicine, dentistry, veterinary medicine or veterinary science.

It's also 15 October if you're applying to Oxford or Cambridge. The deadline for some art and design courses is 24 March. Whichever course you're applying for, UCAS advises students to apply well before the deadline.

APPLICATION NUMBER AND PASSWORD Once UCAS has processed your application, you get an application number. You can use this in combination with your username and password to track the progress of your application. You also get a welcome letter in the post.

NATIONAL QUALIFICATIONS FRAMEWORK The National Qualifications Framework (NQF) sets out the level at which a qualification can be recognised in England, Northern Ireland and Wales. The framework groups together qualifications that place similar demands on you as a learner. However, within any one level, qualifications can cover a wide mix of subjects, and take different amounts of time to complete. The NQF can also help you see how one type of qualification can lead on to other, higher levels of qualifications. Only qualifications that have been accredited by the three regulators for England, Wales and Northern Ireland can be included in the NQF. This ensures that all qualifications within the framework are of high quality, and meet the needs of learners and employers.

If you want to get a job after Year 11, itâ&#x20AC;&#x2122;s important to choose one which offers you planned training leading to nationally recognised qualifications.

LEARNING THROUGH WORK TO BOOST YOUR CAREER More and more, employers are looking for workers with higher level skills and qualifications. So, if you want to start work, finding a job with training will give you better long-term prospects.You can learn through work in a way that suits you. For example, you could study part time during evenings and weekends, or through distance learning (online or correspondence).

APPRENTICESHIPS If you want a job that guarantees excellent training, an Apprenticeship could be for you. Apprenticeships are available in a wide range of employment sectors. As an Apprentice, you earn money while you learn and study for nationally recognised qualifications.

IF YOU’RE LOOKING FOR WORK

NEW DEAL FOR YOUNG PEOPLE

Entry to Employment (e2e)

New Deal for young people can help you find and keep a job. While you’re on New Deal for young people, you’ll get help and support from a personal adviser. They will help you look at what you can do and build on the skills you have.

If you’re not ready to start an Apprenticeship, employment with training or further education after Year 11, you may benefit from an Entry to Employment (e2e) programme. To qualify, you must live in England and be aged between 16 and 18.

If you are aged 18 to 24 and have been claiming Jobseeker’s Allowance for six months or more, you must take part in New Deal for young people to carry on getting some of your benefits unless you have a good reason for not taking part. If both you and your personal adviser decide that it’s best, you may be able to take part if you have been claiming Jobseeker’s Allowance for less than six months.

e2e is intended to develop your motivation and confidence. It will also help you build skills that you can use in the workplace, known as ‘Key Skills’ and ‘Skills for Life’. e2e is tailored to your individual needs, so it does not last for a fixed amount of time. As well as working towards a qualification, you can try out different work and learning situations. If you are on an e2e programme, you may be able to receive money in the form of an Education Maintenance Allowance (EMA).

IF YOU’RE IN WORK BUT THERE’S NO TRAINING

WHERE YOUR TRAINING CAN LEAD

If the job you have found offers little or no training, you could be eligible for something called Time Off for Study or Training (TfST). You can qualify if you are 16 or 17 and did not get any Level 2 qualifications at school. Level 2 qualifications include:

TfST entitles you to reasonable paid time off during normal working hours to study or train for an approved qualification. This must be a Level 2 qualification that will help improve your future employment prospects.

You may be able to use the qualifications you gain through work-based training as a route into university or higher education. This can further improve your job prospects and potential earnings in the future.

• GCSEs at grades A*-C

The time off you get will depend on the course, your circumstances, and your employer’s needs.

The work experience you gain could also be really useful if you want to apply to do a Foundation Degree. Foundation Degrees combine academic study with work-based learning.

• an NVQ Level 2 • certain other qualifications, such as a BTEC First Diploma

If you're 18, you're also allowed to finish any qualifications that you've already started.

Some people know what job they want to do from an early age – for others it’s not so simple. Choosing a career is a big decision, but don’t be intimidated. There’s plenty of help available to help you find the career that’s right for you. 21

EXPLORING TYPES OF CAREERS

CAREERS ADVICE BY PHONE OR EMAIL

Once you’ve got an idea of areas you might want to work in, the next step is to check out some career profiles. These will give you information about the opportunities available in a particular line of work - and what skills and qualifications you’re likely to need. You can also get information about careers in particular industries from Sector Skills Councils. Find the council for the industry you’re interested in through the Alliance of Sector Skills Councils.

Call learndirect Careers Advice on 0800 100 900. You can also book a free call back from an adviser, or send a question by email.

HELP WITH CAREER PLANNING Talking to a careers adviser may help you focus on what you are looking for from a career - and work out how to get where you want to be.

WHAT TYPE OF CAREER WOULD SUIT YOU? A good way to start your planning is to think about what motivates you as a person. Make a list of activities you’ve enjoyed - both inside and outside school, college or work. What was it about them you liked?

There are no right or wrong answers – but, for example, you might find that you enjoyed: getting to kno w mor particu e abou lar sub ta ject

• solv ing ch alle

nging

proble ms • work ing as part of a team • meet ing ne w peo ple

Once you’ve got a clear idea of your interests, the next step is to start looking for a career that matches up with them. Connexions Direct’s Jobs4U database has information on a huge range of careers, organised into ‘job families’.

PLANNING YOUR CAREER Finding a rewarding career is important to most people - and it takes a little planning. There’s always room to change your mind, but having a plan will: f all ware o a e ’r u o sure y ream your d • make o t in utes the ro career p in a ding u n e id o you av • help like n u do ’t o y b jo t you w wha o n k u s in o sure y t stage n e e k r a e f m • t dif o do a need t fe your li

There’s plenty to consider before you’re ready to put your plans into action – including how to get the skills and qualifications you’ll need.

HELP PLANNING YOUR CAREER

ADVICE THROUGH SCHOOL OR COLLEGE

ADVICE FROM CONNEXIONS

Teachers and lecturers will have a good idea of what you can do with the subjects you’re studying. But they only see what you’re like at school or college, and this might not be the whole story. For example, you may be quiet in the classroom but spend your spare time producing podcasts or working on hospital radio.

Connexions offers free, confidential advice on careers. • Connexions Direct helpline: 080 800 13 2 19 You can also get in touch with a Connexions Direct Adviser by email, webchat or text message. It’s worth getting advice from other sources as well: most schools and colleges offer careers lessons and/or a careers service.

If this is the case, there’s nothing to stop you pursing a career in radio. It’s worth getting advice from other sources as well: most schools and colleges offer careers lessons and/or a careers service.

Advice is vital to give you the best possible chance of getting into the career you want.

ADVICE FROM CONNEXIONS

IF YOU’RE IN HIGHER EDUCATION

ADVICE FROM FAMILY AND FRIENDS

Connexions offers free, confidential advice on careers.

You can get advice on your options after graduation from your university or college careers office, and there’s plenty of information available through the Prospects service.

It can be useful to get advice from the people who know you best, but they won’t always know a lot about the career you’re interested in.

• Connexions Direct helpline: 080 800 13 2 19

Remember – it’s your career. You know what you’re good at and you know what you want to do. Don’t be put off if your dream career means taking a different direction from friends and family.

You can also get in touch with a Connexions Direct Adviser by email, webchat or text message.

inding the right career can be hugely rewarding, so it’s worth putting some effort into career planning. Start by thinking about what motivates you as a person, then identify careers that match your skills and interests.

You can also get information about careers in particular industries from Sector Skills Councils. Find the council for the industry you’re interested in through the Alliance of Sector Skills Councils.

HELP WITH CAREER PLANNING

WHAT TYPE OF CAREER WOULD SUIT YOU?

Talking to a careers adviser may help you focus on what you are looking for from a career - and work out how to get where you want to be.

A good way to start your planning is to think about what motivates you as a person. Make a list of activities you’ve enjoyed - both inside and outside school, college or work. What was it about them you liked? There are no right or wrong answers – but, for example, you might find that you enjoyed:

Careers advice by phone or email Call learndirect Careers Advice on 0800 100 900. You can also book a free call back from an adviser, or send a question by email. Some people know what job they want to do from an early age – for others it’s not so simple. Choosing a career is a big decision, but don’t be intimidated. There’s plenty of help available to help you find the career that’s right for you.

• getting to know more about a particular subject • solving challenging problems

PLANNING YOUR CAREER Finding a rewarding career is important to most people - and it takes a little planning. There’s always room to change your mind, but having a plan will:

• make sure you’re aware of all the routes into your dream career • help you avoid ending up in a job you don’t like • make sure you know what you need to do at different stages in your life

• working as part of a team • meeting new people Once you’ve got a clear idea of your interests, the next step is to start looking for a career that matches up with them. Connexions Direct’s Jobs4U database has information on a huge range of careers, organised into ‘job families’.

There’s plenty to consider before you’re ready to put your plans into action – including how to get the skills and qualifications you’ll need.

HELP PLANNING YOUR CAREER Advice is vital to give you the best possible chance of getting into the career you want.

ADVICE THROUGH SCHOOL OR COLLEGE

ADVICE FROM CONNEXIONS

Teachers and lecturers will have a good idea of what you can do with the subjects you’re studying. But they only see what you’re like at school or college, and this might not be the whole story.

Connexions offers free, confidential advice on careers.

For example, you may be quiet in the classroom but spend your spare time producing podcasts or working on hospital radio. If this is the case, there’s nothing to stop you pursing a career in radio. It’s worth getting advice from other sources as well: most schools and colleges offer careers lessons and/or a careers service.

Connexions Direct helpline:

080 800 13 2 19 You can also get in touch with a Connexions Direct aAdviser by email, webchat or text message.

IF YOU’RE IN HIGHER EDUCATION You can get advice on your options after graduation from your university or college careers office, and there’s plenty of information available through the Prospects service.

THINGS TO CONSIDER WHEN RESEARCHING CAREERS After you’ve drawn up a shortlist of potential careers, there are a number of issues you’ll want to consider before putting your plan into action.

LOCATION If you’re not prepared to move, you’ll need to consider location. While you can probably find work as a travel agent in most large towns, if you’re looking to get into TV production there are likely to be more opportunities in London and other major cities.

SALARY You’ll have opportunities for promotion in most careers – but this doesn’t always translate to lots more pay. Is doing something you love more important than a large salary?

THE JOB MARKET

YOUR CIRCUMSTANCES

There’s competition in most careers, but some are more competitive than others. Careers that are seen as ‘glamorous’ can be difficult to get into without plenty of unpaid work experience, enthusiasm and a certain amount of luck. If you’re attracted to a career like this, are you prepared to put in the extra effort?

Your circumstances needn’t limit your career options. There may be extra support available if, for example, you’re a lone parent or you have a disability. Follow the link below to find out more.

CAREER PROGRESSION What opportunities are there to progress within the careers you’re looking at? Once you’re in, how would you get to the next stage either within the same line of work, or in a related field? What training is likely to be on offer?

WORKING CONDITIONS What will doing the job actually mean day-to-day? If it involves meeting lots of people and that's not your thing, you might want to think again. Would you prefer a job indoors, or wouldn’t you mind being outside in the depths of winter?

WHAT’S IMPORTANT TO YOU IN A JOB? Once you’ve considered the factors listed above, making a list may help focus your mind. Try listing those which are essential, and those which are ‘nice to have’. An example might look like this:

CAREER PLANNING: Where to start Unless you’ve got a clear idea of what you want to do, it can be difficult to know where to start. And if you do have a career in mind, how do you know whether you’ve considered all your options? As a starting point, you could try sitting down with a piece of paper and listing:

courses you’ve taken in the past, or are taking now any jobs you’ve had, including voluntary work

ESSENTIAL interests outside work Involves dealing with people close to your current home arning at least £15,000 in your first year

‘Nice to have’ In public or ‘not for profit’ sectors opportunities to travel abroad linked to a favourite subject you’ve studied

any other significant experiences, like travelling

THEN ASK YOURSELF: • why you chose to do them • which parts you really enjoyed • which parts you found frustrating or boring • which parts you were best at • which parts you found a challenge • what other people have said about your contribution • what other people have told you you’re good at You should start to see some patterns emerging: the types of skills you enjoy using, the sort of environment you perform best in and the types of people you like working with. You can use this knowledge to help pinpoint areas of work you might enjoy.

isabled workers share the same general employment rights as other workers, but there are also some special provisions for them under the Disability Discrimination Act (DDA). Under the DDA, it is unlawful for employers to discriminate against disabled people for a reason related to their disability, in all aspects of employment, unless this can be justified. The Act covers things like: • application forms • interview arrangements • proficiency tests • job offers • terms of employment • promotion, transfer or training opportunities • work-related benefits such as access to recreation or refreshment facilities dismissal or redundancy

REASONABLE ADJUSTMENTS IN THE WORKPLACE Under the DDA, your employer has a duty to make 'reasonable adjustments' to make sure you're not put at a substantial disadvantage by employment arrangements or any physical feature of the workplace.

Examples of the sort of adjustments your employer should consider, in consultation with you, include: allocating some of your work to someone else transferring you to another post or another place of work making adjustments to the buildings where you work being flexible about your hours allowing you to have different core working hours and to be away from the office for assessment, treatment or rehabilitation providing training

THINGS TO CONSIDER AT WORK You can play an active role in discussing these arrangements with your employer. You might also want to encourage your employer to speak to someone with expertise in providing workrelated help for disabled people. The Equality and Human Rights Commission, which has replaced the Disability Rights Commission, provides guidance and advice for you and your employer about the DDA and what adjustments might be reasonable. Issues for you both to consider include: how effective will an adjustment be?

providing modified equipment making instructions and manuals more accessible providing a reader or interpreter

will it mean that your disability is slightly less of a disadvantage or will it significantly reduce the disadvantage? is it practical? will it cause much disruption? will it help other people in the workplace? is the cost prohibitive?

You may want to make sure that your employer is aware of the Access to Work programme run by Jobcentre Plus. Through this programme, employers can get advice on appropriate adjustments and possibly some financial help towards the cost of the adjustments.

JOBCENTRE PLUS OFFICES AND JOBCENTRES Jobcentre Plus is responsible for the national network of Jobcentres. These give skilled advice at every stage of your search for a job and make sure you know which benefits or allowances you're entitled to claim. They can also support you if you're concerned about the impact of your disability on your existing job.

BOOKLET AND 'WE CAN HELP' DVD FROM JOBCENTRE PLUS You, or someone you know, may benefit from a 70-page booklet and/or DVD about Jobcentre Plus disability services. Both contain information about the advice and practical support that can be offered to you, using 'real life' examples of people who have benefited from Jobcentre Plus disability services. The booklet and DVD are available in various community languages plus British Sign Language (DVD) and Braille and audio tape (booklet). Visit or contact your local Jobcentre Plus or Jobcentre office to get hold of your free copy.

Your local Jobcentre Plus office or Jobcentre can help and advise you regardless of your situation even if you don't have any work experience or if you haven't worked for a long time.

DISABILITY EMPLOYMENT ADVISERS You and your Jobcentre Plus adviser may decide that further specialist advice and help would be a good idea. They can then arrange for you to have an interview with a Disability Employment Adviser (DEA). They will find out about your abilities and the sort of job that would suit you, then draw up a plan of action with you to help you get a job or go on a training course. Disability Employment Advisers (DEAs) can give you help and support regardless of your situation. They can help you find work or gain new skills even if you have been out of work for a long time, or if you have little or no work experience.

SERVICES PROVIDED BY DISABILITY EMPLOYMENT ADVISERS Your Disability Employment Adviser can offer you: an employment assessment to identify what type of work or training suits you best a referral, where appropriate, to Work Preparation, an individually tailored programme designed to help some disabled people a referral to a work programme for disabled people, like the Job Introduction Scheme, WORKSTEP or Access to Work

EMPLOYMENT ASSESSMENTS An employment assessment can help you identify your abilities and strengths. At the end of it, you and your DEA will have created an action plan of steps you can take towards achieving your employment goals. What happens at the assessment Your employment assessment will usually take place at your local Jobcentre Plus office or Jobcentre. You will have an interview with your DEA, which is an opportunity for the two of you to: talk about your skills and abilities

a referral, if needed, to an Work Psychologist for a more detailed employment assessment to identify the best work or training for you a job-matching and referral service - the DEA can let you know about jobs that match your experience and skills information on employers in your area who have adopted the 'two ticks' disability symbol

discuss any previous work experience you may have agree what might be the most suitable job for you As part of the assessment, you may be asked to carry out some practical tasks and written work. These tasks will be similar to common tasks involved in various types of work.

The assessment may take half a day or longer, depending on your individual needs. The DEA will discuss the length of your assessment with you beforehand.

AFTER THE ASSESSMENT You and your DEA will talk about your assessment and agree on an action plan to help you achieve your job goals. Your action plan may include training or taking part in the 'Work Preparation' programme. An employment assessment does not affect your benefits. You can claim travel expenses for attending an assessment.

ADVISERS FOR PEOPLE RECEIVING INCAPACITY BENEFIT Most Jobcentre Plus offices and jobcentres have a Special Incapacity Benefit Personal Adviser (SIBPA) who can give advice and support for people claiming Incapacity Benefit but not other disability benefits - such as Disability Living Allowance.

'Pathways to Work' is a programme that has been developed to provide greater support to help people claiming Incapacity Benefit back into work. It is a programme that is currently available only in some areas of the UK. Incapacity Benefit Personal Advisers (IBPA) are part of the 'Pathways to Work' programme and are also responsible for giving specialist advice and support to people.

WORK SCHEMES AND PROGRAMMES If you have a disability that affects the kind of work you can do, you will be eligible to join some of the many programmes open to people who have been unemployed for some time, without having to wait for the qualifying period.

WORKING AND RECEIVING DISABILITY AND SICKNESS BENEFITS Disability Living Allowance: Disability Living Allowance is a benefit that can be paid whether you are in or out of work or training, providing you have a level of care or mobility needs which meets the entitlement conditions. If you receive Disability Living Allowance and are about to start or return to work, your Disability Living Allowance will remain the same as long as your care and/or your mobility needs have not changed. However, if you are starting or returning to work or training because your care and/or mobility needs have changed and you have not already reported this change to the Department for Work and Pensions, then you must report it so that your benefit award can be reviewed and, if necessary, a new decision made. This could result in either an increase or a decrease in the amount of Disability Living Allowance you are entitled to.

All articles courtesy of www.direct.gov.uk

TACKLING DISCRIMINATION How Citizens Advice can help you bout a year ago, a young Brazilian client, based in London, went to his local Citizens Advice bureau in South West London. He said he had he lost his job as an administrator for a local healthcare business, and he felt it was all due to the fact his boss was racist. He was consistently told by his immediate boss to “go back to Brazil” where he came from, and that he was “a bl**dy foreigner” and did not speak proper English.

As advised by a colleague, he complained to the company human resources, but as soon as he had done so, the insults became worse and his boss’s son, who also worked at the company, also began to abuse him verbally. Finally, a few weeks after his complaint, he was made redundant with no pay and no warning. Our client’s story is a sad one, not least because such scenarios are told to us every day at Citizens Advice.

Luckily, in this case, we helped this client take his employer to court, and this year, he was awarded over £87,000 pounds in compensation. But worryingly, not everyone knows when they have been discriminated against, or that it’s unlawful, or that they can get help about racial and other discrimination issues.

While its true anyone can go to a Citizens Advice bureau to get help about housing, debt, consumer and employment issues (last year, we helped people with over six million problems that ranged from sorting out credit card debt to negociating with landlords), we also advise people on their rights, and in particular discrimination or harassment against them because of their race, religion or belief, sexual orientation, disability, gender or even age. So what exactly is discrimination? Sadly, it can manifest itself in many ways, but for a general definition, it is when an individual or a group of people are treated negatively and unfairly compared to other people because of who they are. A lot of discrimination takes place in the workplace: common problems include women who are sacked for being pregnant, disabled and older people being passed over for promotion, Black people being singled out for redundancy.

Many companies and services also discriminate against their customers: for example rental agencies telling Asian customers that a property has already been rented out but then showing it to a white customer. A bureau recently helped a client who had been refused dental treatment because he was HIV positive – the bureau negotiated with the dental practice to make sure the client got the service he was entitled to. And although services have a legal duty to make ‘reasonable adjustments’ so that disabled people can use their services too, many flaunt the law and do not do this. For example, a bureau ran a successful local media campaign to make a carpark accessible to disabled drivers after the shopping centre and carpark company responsible refused to make a simple change to the entrance.

Another type of discrimination is indirect discrimination which is when someone sets conditions or requirements for a person to get or keep their job, which may seem to apply to everyone, but in fact may place people from a particluar group at an unfair disadvantage. An example would be if an employer insists that candidates for a job should speak faultless English when this is clearly not needed for the type of work, or banning the wearing of headscarves or turbans at work. As a charity, Citizens Advice believes in helping people protect their right to be treated fairly. We think it is important that anyone can come and talk to us about these issues - whether it’s just want to find out more or take a case all the way to a Tribunal. Over 25,000 people sought help from bureaux with discrimination problems in the past year. With the impact of the recession, we have seen a 17% rise in employment discrimination enquiries.

To respond to the growing problem we are working to increase the number of specialist discrimination advisors in our bureaus. In 2008/09, for example, the Citizens Advice service received funding from the Equality and Human Rights Commission (EHRC) which allowed us to widen our net to reach different communities and provide twelve bureaus around the UK with a specialist advisor, who can help people with more complex discrimination claims.

Our message is, if you are being harassed or treated unfairly you donâ&#x20AC;&#x2122;t have to put up with it. Sources of help: www.adviceguide.org.uk has lots of useful information and factsheets about what to do if you are being discriminated against, and you can also find your nearest bureau. Or check out www.equalityhumanrights.com

Many bureaux (120 at the last count) are also part of multi-agency race hate crime initiatives and many are centres where people whoâ&#x20AC;&#x2122;ve experienced hate incidents or crimes can get help or report the matter confidentially. We help asylum seekers, gay men and lesbians and others who are being verbally or physically harassed by neighbours. A bureau managed to close down an on-line harassment campaign against an older man who had mental health problems, and got the police to take the matter seriously.

NATIONAL O P P O R T U N I T I E S

NATIONAL OPPORTUNITIES NORTH EAST & SCOTLAND

NORTH WEST & WALES

BORDERS REGION CENTRAL REGION CLEVELAND DUMFRIES AND GALLOWAY REGION DURHAM FIFE REGION GRAMPIAN REGION HIGHLAND REGION HUMBERSIDE LOTHIAN REGION ORKNEY ISLAND AREA SHETLAND ISLANDS AREA STRATHCLYDE REGION TAYSIDE REGION WESTERN ISLES ISLAND AREA NORTHUMBERLAND NORTH YORKSHIRE SOUTH YORKSHIRE TYNE AND WEAR WEST YORKSHIRE

CHESHIRE CUMBRIA CLWYD DYFED GREATER MANCHESTER GWENT GWYNEDO LANCASHIRE MERSEYSIDE MID GLAMORGAN POWYS SOUTH GLAMORGAN WEST GLAMORGAN

MIDLANDS & EAST ANGLIA CAMBRIDGESHIRE DERBYSHIRE GLOUCESTERSHIRE HEREFORD AND WORCESTER LEICESTERSHIRE LINCOLNSHIRE NORFOLK NORTHAMPTONSHIRE NOTTINGHAMSHIRE SALOP STAFFORDSHIRE SUFFOLK WEST MIDLANDS WARWICKSHIRE

SOUTH & Gtr LONDON AVON BEDFORDSHIRE BERKSHIRE BUCKINGHAMSHIRE CORNWALL DEVON DORSET EAST SUSSEX ESSEX GREATER LONDON HAMPSHIRE HERTFORDSHIRE ISLE OF WIGHT KENT OXFORDSHIRE SOMERSET SURREY WEST SUSSEX WILTSHIRE

Members m a e T & rs Manage

At Riverside we are committed to providing excellent service to all our customers. We value diversity and do everything we can to deliver a full range of services and make them available to as many people as possible. Our employees are at the heart of everything we do and we have a strong focus on training and development. We transform the lives of more than 80,000 people through supporting the homeless, providing desperately needed accommodation or offering rented and shared ownership schemes. The diversity of the workforce reflects the communities in which we work and our commitment to equality and diversity â&#x20AC;&#x201C; making sure we consider all cultures and backgrounds in the services we provide.

We have a dedicated Equality and Diversity (E&D) Group. They ensure we have considered all E&D issues in all aspects of our work and from the view of all our customers. The E&D group also has specialist employee groups: The Black and Minority Ethnic (BME) Group ensures that the organisation confronts issues around diversity, supports its staff members, and offers information and advice. They provide valuable insight into the improvements needed to serve our BME customers. The Action for the Disabled Group offers advice and support to any staff member who has suffered with short or long term illness or impairment. They aim to educate, raise awareness and promote an inclusive work environment. The Lesbian, Gay, Bisexual and Transgender Group provide advice and support to all members. They have an open forum to talk about various issues and share ideas on best practice. As well as supporting each other, the groups are open to all and seek to improve the policies and procedures that affect all tenants and staff within Riverside.

We need you We need people from a variety of lifestyles, cultures and ethnic backgrounds, with a range of skills, qualities and attitudes. Do you think you could make an impact and would like to work for us? Visit our website to find out more about what we do and current job vacancies.

www.riverside.org.uk www.jobsatriverside.org.uk 0845 111 0000 With inclusive call packages or mobile phones, it may be cheaper to call 0345 111 0000

A charitable Industrial and Provident Society No. 30670R

Considering a career move or thinking of studying? Think Teesside University.

The VLA exists to provide high quality veterinary surveillance, research and laboratory services. Its work supports the Department in the national control of farm animal diseases. Our employees are at the heart of our success and they contribute through a wide variety of scientific, veterinary, farming and administrative roles at all levels - from basic support to highly complex management and research projects.

Providing Opportunity, Promoting Enterprise, Delivering Excellence Teesside University is dynamic, energetic and innovative.

With a strong focus on staff development and training both on the job and through formal courses, we are able to meet new and exciting challenges. With the help of their managers, staff are encouraged to take responsibility for identifying their own learning and development needs.

As an employer, the University offers excellent benefits and conditions of employment and, as an Investor in People organisation, we are committed to our staff and to their development throughout their careers with us. We offer to all of our employees: • Attractive pension scheme • Paid holidays of between 24 and 35 days • Flexi time scheme • Enhanced maternity and paternity leave • Workplace nursery • On-site health and fitness suite • An attractive relocation and assistance package for new staff moving to the area • A full range of staff development options to support your career.

We employ solely on the basis of merit and applications are welcome from all sections of the community. The VLA is committed to equality and diversity in the workplace.

It’s a fact... • Our students love it – 84% of our degree students are happy with their course. (Most recent National Student Survey) • Excellent careers – We’re in the top ten of modern universities for graduate prospects. (Most recent Independent Complete University Guide) • Top modern university – From teaching quality to social life, we’re one of the top modern universities in the UK. (Most recent Times Higher Education Supplement) • Graduate careers – We have above the national average number of full-time undergraduates moving into graduate level jobs within six months of leaving.

To find out more and to look for current vacancies visit... www.vla.gov.uk

To find out more information about Teesside University and to view our current vacancies visit www.tees.ac.uk

Benefits include: 30 days annual leave

civil service pension annual pay reviews flexible working in most areas family friendly policies

engineers

education rangers

recreation rangers

economists

forest craftspeople community rangers auditors

statisticians

scientists

admin assistants

apprentices

IT specialists HR practitioners

ecologists oh...and foresters!

Itâ&#x20AC;&#x2122;s your skills that are important to us. diverse woodlands, diverse communities

www.forestry.gov.uk/vacancies

Career Opportunities About us

If you join the Pre-school Learning Alliance, you will receive:

The Pre-school Learning Alliance is a leading educational charity specialising in the early years. Our mission is to help children succeed, create the childcare that families need and to build learning communities. We provide practical support to over 15,000 early years settings and make a positive contribution to the care and education of over 800,000 young children and their families each year.

• A generous annual leave package

The opportunity We recruit people throughout England to a range of positions in Marketing & Communications, Human Resources, Quality Improvement, Finance and Business Development. We also have positions within the childcare field including Pre-school Development Workers, Nursery Managers, Senior Nursery Workers, Nursery Workers and Nursery Assistants. We welcome applications from all sections of the community and value the individual differences that people can bring to our organisation. The Alliance expects all successful candidates to support our Promoting Equality, Valuing Diversity policy

• Company Pension • Regular access to training and development opportunities • Family Friendly Policies Further Information To find out more about our work and current vacancies, you can visit our website www.pre-school.org.uk If you have any queries relating to recruitment please contact the Human Resources team on 020 7897 2500 or email us at recruitment@pre-school.org.uk The charity is committed to equal opportunities in employment

The Serious Organised Crime Agency (SOCA) is an intelligence-led agency with law enforcement powers reducing the harm caused to people and communities by serious organised crime. SOCA builds knowledge and understanding about serious organised crime and the harm it causes, attacks criminal assets, increases the risk to organised criminals through proven techniques and new tools, collaborates with partners, and builds our capacity to make a difference. We are committed to employing talented individuals who share our vision of working to reduce the harm that serious organised crime causes to society and to building a workforce that reflects the diversity of the communities we protect. SOCA treats everyone with respect and dignity, providing a positive environment in which everyone feels valued. For more information and details of current employment opportunities visit our website - www.soca.gov.uk

Research shows that only 7% of young people experiencing problems in post-school education, training and employment knew that they could access services to help them. Shockingly, 73% have tried to obtain advice, failed and ended up having to handle their problems alone. 45

The Citizens Advice Service provides free confidential and impartial advice to everyone for the problems they face and campaigns to improve policies and practices that affect people’s lives. Citizens Advice supports the network of numerous Citizens Advice Bureaux, as well as being a powerful lobbying organisation for the improvement of social conditions. In all aspects of our work, we recognise the positive value of diversity, promote equality and challenge discrimination. We value how our differences enrich our communities and improve our effectiveness at work. We know from experience it’s only by having diverse staff, volunteers and clients that we can properly understand the effects of discrimination, marginalisation and exclusion – and challenge them. The better we understand, the stronger we become at creating a fairer, more inclusive society. We welcome and encourage job applications from people of all backgrounds. We particularly welcome applications from Disabled and Black, Asian and Minority Ethnic (BAME) candidates as disabled people are currently under-represented throughout Citizens Advice, and BAME people are currently under-represented in senior management positions. For job opportunities visit www.citizensadvice.org.uk Most of the 26,000 people working in Citizens Advice Bureaux are volunteers – to find out more about volunteering with us, visit our website or call 08451 264264.

www.rvc.ac.uk

The Royal Veterinary College is the UK’s largest and only independent specialist veterinary institution offering: One of the largest range of veterinary, para-veterinary and animal science courses. A research rich culture with a significant and expanding portfolio of international quality research, which informs teaching and clinical practice. A clinical provision closely integrated with both teaching and research, which has moved into a new era and has ambitious plans for the further expansion of first opinion and referral caseloads across all clinical practices.

We expect a lot from the people we employ and we offer a lot in return – in terms of quality of life, personal development and job satisfaction. The College is committed to equal opportunities and we welcome applications from all sections of the community.

sharing passions, shaping futures 46

Which of the following do you think the Highways Agency is responsible for? • Helping you make your journeys safely and reliably • Investing in improved services such as new roads and traffic technology • Providing useful information to help people plan their journeys • Clearing up incidents quickly and safely • Protecting the environment In fact, we do all of the above We manage everything about the traffic on our roads (as well as building them) due to the transformation the Agency has undergone since it was first established. Our transformation is a result of innovative thinking, hard working staff and a desire to continually improve the service we provide to customers. To ensure we carry on delivering a service that meets their needs we need people like you. Your journey starts here. Whatever role you are interested in, you can set the wheels in motion now. Visit www.highways.gov.uk for more information.

Wahi-Ting joined the Highways Agency on a 2 year Graduate Scheme in 2008. “The Graduate Scheme allows me to work in placements of my choosing (six months in length) across different areas of the business. The design of the scheme has allowed me to gain experience and skills quickly, as well as gathering an insight into life in various roles around the Agency.” Whai-Ting Currently works in the Learning and Development department of the Agency, supporting and meeting the needs of internal customers.

“As part of my work, I am managing a review of the induction process for new colleagues into the Agency. This has led to working with a production company in designing a DVD for new colleagues into the Agency, which has been very exciting and challenging.” Wahi-Ting utilises the mentor programme currently in place for employees of the Agency “My development has been formally supported by my line managers and the Learning and Development Team with training and ongoing advice. The Agency also offers a mentor to all graduates to provide guidance throughout the scheme; a service which is offered across the Agency to all colleagues.”

David began his career at the Highways Agency in 2005 as an on-road Traffic Officer. Before joining the HA David was a HGV driver for 26 years.

David does believe that there are opportunities to progress or enhance a career in the Highways Agency and currently David has also had the opportunity to take on the duties of a designated, temporary Team Manager. This position is to stand in for his own Team Manger, for instances such as annual leave and meetings.

Since becoming a Traffic Officer, David has had the opportuity to help and assist the travelling public on a daily basis. David says “there are never two days the same”

“As an employee of the HA, I have been able to work in various noise challenging environments, safely with confidence. In 2008 I failed a hearing test, however, working with the Diversity Team and my Audiologist, I have been able to confidently continue in my role as a Traffic Officer”.

Land Registry The perfect place to apply your skills – and discover new ones. Land Registry is home to a wealth of essential land and property information. It’s also a place where ambition and talent can thrive. We believe that a diverse and talented workforce is the key to excellence, which is why we give everyone the chance to realise their potential. High quality customer service is essential. To make sure our clients – including solicitors and members of the public – get the best, we’ll give you the chance to train and develop. We’re committed to treating every employee with dignity and respect, while maximising their skills. Join any of our offices across England or Wales and you’ll get the same valuable opportunities and the same warm welcome. You’ll find we offer an attractive package too: a competitive salary, pension, flexible working hours and much more. If you’re interested in a career with Land Registry, visit our website at www.landregistry.gov.uk or email us at competitions@landregistry.gsi.gov.uk

CTC brings together the largest, most dynamic, diverse and passionate group of cyclists in the country. Our ambition is to be an innovative, thriving organisation of cyclists and supporters, working to promote cycling as fair, inclusive and sustainable transport for all. Cycling is for everybody; it’s accessible and safe; it’s enjoyable and functional; and it enriches lives and communities.

www.ctc.org.uk

email:cycling@ctc.org.uk 49

Be part of the solution

The Health & Safety Executive ensures better working environments for all. We control health and safety standards across a wide range of industries – from schools to farms to nuclear installations. Touching thousands of lives everyday, our expertise is invaluable, spanning roles as diverse as administrators, lawyers, inspectors, scientists, engineers and technologists. Accidents can potentially happen to anyone so it’s vital that we represent the society we serve. For this reason we’re firmly committed to guaranteeing our work is informed by the widest possible set of influences and welcome people from all backgrounds.

There’s something for everyone at the Health and Safety Executive. To find out more about a career with us go to www.hse.gov.uk/careers

www.hse.gov.uk

CLOSING THE INEQUALITY GAP

he Fawcett Society is the UK’s leading campaign for equality between women and men. We trace our roots back to 1866, when Millicent Garrett Fawcett began her lifetime’s work leading the peaceful campaign for women’s votes, and today we remain the most authoritative, independent advocate of women’s rights in the UK. Our vision is of a society in which women and men enjoy equality at work, at home and in public life. We campaign to promote and progress women’s rights. This includes: tackling sexism in UK workplaces, addressing issues of multiple discrimination faced by ethnic minority women in the UK, campaigning for equal pay, promoting economic and legal rights of mothers and reducing the economic penalties associated with motherhood, working with ethnic minority women on political empowerment and campaigning for better treatment of women victims, offenders and practitioners in the criminal justice system.

We make real differences in womenâ&#x20AC;&#x2122;s lives by creating awareness, leading debate and driving change. Our recent campaigning achievements include changing the way lap dancing clubs are licensed, lobbying for better support for victims of rape and shaping the 2009 Equality Bill to ensure it helps end pay discrimination and does not weaken protection for pregnant women at work. In April 2008, we launched the Gender Equality Forum, a new and progressive space for leading diversity practitioners and senior policy makers to drive the future of gender equality across a series of focussed debates. To date, we have held five targeted debates and produced thinkpieces on a range of issues, including the impact of gender stereotyping in the modern workplace; race, gender and the future workplace; and whether quotas are the key to increasing womenâ&#x20AC;&#x2122;s representation in leadership roles.

In 2008 we also launched the Fawcett Charter, which represents a coalition of leading employers committed to promoting an inclusive work environment by challenging the objectification of women at work. Signatories of the Charter include BT, Barclays Wealth, Oxfam GB and Matrix Chambers.

We are a charity, registered in England no: 1108769 and company limited by guarantee no 4600514.

Ordnance Survey is at the forefront of the fast-moving geographic information industry. From much-loved paper maps to cutting-edge digital geographic data, Ordnance Survey plays a significant role in the location-based services market. This is a dynamic environment in which to work, reflecting the pace of technological advances in a modern society. We have a diverse workforce, contributing a range of expertise to a rapidly evolving industry. We are committed to equal opportunities and welcome applications from all people regardless of ethnic origin, religion/ belief, gender, sexual orientation, marital status, age or disability. For information about our Equality Scheme and to see our current vacancies, please go to our website, www.ordnancesurvey.co.uk, or phone 08456 05 05 05.

The people you rely on… …rely on us

Arco is a long established family owned business with a strong people culture. Our focus on the wider community has been recognised with regional winner status in the CSR category of the National Business Awards, and our highly ethical approach to business and our Supply Chain arrangements in particular has also been recognised by a number of awarding bodies. With a turnover in excess of £200m, 39 Branches in the U.K. and 1500 employees, Arco is the market leader in the supply of high quality safety clothing, corporate work wear, and health, safety and maintenance products in the U.K. People and relationships are what make us successful; teams across the U.K. provide our customers with excellent customer service, professional advice and a product offer which is second to none. We regularly seek candidates to join our sales teams throughout the U.K, and also our logistics and distribution teams, and head office functions, based in Hull, East Yorkshire. Our business depends on our ability to harness talent from all sectors of the community. To our people we provide:• Excellent training in our newly opened Training Academy • A highly competitive reward package

For more information, visit our website at www.arco.co.uk or for more detailed information on our recruitment process please call Catherine Storr on 01482 611521 53

SOUTH & GREATER LONDON O P P O R T U N I T I E S

NORTH EAST & SCOTLAND

NORTH WEST & WALES

BORDERS REGION

CHESHIRE

CENTRAL REGION

CUMBRIA

CLEVELAND

CLWYD

DUMFRIES AND GALLOWAY REGION

DYFED

DURHAM

GREATER MANCHESTER

FIFE REGION

GWENT

GRAMPIAN REGION

GWYNEDO

HIGHLAND REGION

LANCASHIRE

HUMBERSIDE

MERSEYSIDE

LOTHIAN REGION

MID GLAMORGAN

ORKNEY ISLAND AREA

POWYS

SHETLAND ISLANDS AREA

SOUTH GLAMORGAN

STRATHCLYDE REGION

WEST GLAMORGAN

TAYSIDE REGION WESTERN ISLES ISLAND AREA

MIDLANDS & EAST ANGLIA

NORTHUMBERLAND NORTH YORKSHIRE

CAMBRIDGESHIRE

SOUTH YORKSHIRE

DERBYSHIRE

TYNE AND WEAR

GLOUCESTERSHIRE

WEST YORKSHIRE

HEREFORD AND WORCESTER

SOUTH & Gtr London

LEICESTERSHIRE LINCOLNSHIRE NORFOLK

AVON BEDFORDSHIRE BERKSHIRE BUCKINGHAMSHIRE CORNWALL DEVON DORSET EAST SUSSEX ESSEX GREATER LONDON HAMPSHIRE HERTFORDSHIRE ISLE OF WIGHT KENT OXFORDSHIRE SOMERSET SURREY WEST SUSSEX WILTSHIRE

NORTHAMPTONSHIRE NOTTINGHAMSHIRE SALOP STAFFORDSHIRE SUFFOLK WEST MIDLANDS WARWICKSHIRE

We treat everyone equally

Here at Newham College we are committed to equal opportunity. Whether it be through providing access opportunities to the local communities, addressing individuals’ learning needs or investing in our employees, giving them every opportunity to learn and develop. We respect people’s individual beliefs and customs and treat everyone equally – whether it be on grounds of age, disability, gender, marital status, race, religious belief, religious practice or sexual orientation. In fact, we are the only educational institution in the country to be ranked 39 in Stonewall’s Top 100 Employers Guide 2009. An achievement we’re very proud of! We recognise that all of our students are unique and have created an environment that actively supports your particular talents, personality, interests, aspirations and feelings. To find out more visit www.newham.ac.uk/employment or call 020 8257 4450. Talk by Text users please call 020 8257 4461.

In successful teams, not everyone plays the same role.

St Vincent is a community sixth form college in Gosport, Hampshire. The college has around 1100 full time students and 2500 part time students, drawing from an increasingly mixed population. We value diversity in all that we do and play a key role in promoting equality of opportunity in our community. We actively seek to engage staff from a variety of backgrounds to best meet the needs of our students.

For information on the college contact 023 9258 8311 or visit www.stvincent.ac.uk

Whether it’s eleven players or a 4,000 strong police force, every member of a team contributes something different. That’s why, at Hertfordshire Constabulary, not everyone works on the frontline. Behind the scenes are dozens of different professionals from Neighbourhood Watch Liaison Officers and Vehicle Technicians to Business Support Administrators and Facial Imaging Officers. Indeed, it’s probably not a case of whether you’d fit into our organisation, simply a question of where. Whatever your background we’d like to talk to you – and we’re looking for people who reflect the community in which they live and work. For details of a career that will do more for the people around you, visit hertspolicecareers.co.uk

Working together for a Safer Hertfordshire Promoting Diversity

It’s not just our Officers that make us a force. 57

EXCITING OPPORTUNITIES ACROSS A VARIETY OF TYPES OF WORK WITH HMP SWALESIDE HMP Swaleside is a Category B Training Prison part of the Sheppey Cluster establishment based in Kent The Prison Service recognises that its staff have a vital role to play in running a secure service where prisoners are treated decently and encouraged to live useful, law-abiding lives after custody. We offer a variety of rewarding careers. As well as Prison Officers, we have employment opportunities in Training, Healthcare, Chaplaincy, Psychology, Operational Support, Agricultural, Catering, Building & Allied Trades, Administration as well as our Intensive Development and Managerial schemes.

Diversity and West Sussex Fire and Rescue Service

Empower yourself and others. Routes into teaching

We are proud to have members of our staff who represent the diversity in our community. We would like to invite more people from diverse backgrounds to join us. We have a wide range of roles where you can develop and be valued.

The University of Southampton oﬀers a wide and varied range of routes into teaching. There is a large and successful PGCE course in Primary, a route through the BA QTS in primary provision, a Secondary route with 10 subjects including Mathematics, Science, ICT, MFL, RE, Music and English, Geography, History and PE. Extended courses to enhance subject knowledge in Mathematics and Science are also available.

Would you like: • to save lives, • a career that you can be proud of, • a career with great potentials, • a stable and well paid job,

Southampton University School of Education works with schools across the region including Dorset, Isle of Wight, Portsmouth, Southampton, Hampshire, Wilts and areas of Berkshire. Our strong partnership enables our trainees to succeed from the course into local employment and beyond.

then

Join our proud team

West Sussex provides service to the highest standards to our diverse community. For a Free Home Fire Safety Checks, please call us on 08003286487.

We are committed to equal opportunities and welcome applications from students from all backgrounds. Visit our website to ﬁnd out more about our courses: www.southampton.ac.uk/education Tel: 023 8059 3475 Email: educate@southampton.ac.uk 59

Foster Carers required

ISO 9001: 2008

‘A Pan London Contractor’

A highly successful, innovative and forward thinking fostering service requires additional foster carers. We are currently supporting a select number of local authorities who have tasked us with integrating vulnerable and complex young people into a ‘family setting’. You will need to be resourceful, resilient and emotionally aware and have a good understanding and grounding of the role that you are required to deliver. Unsupported? Unsupervised? Undervalued? No training plan? Not listened to?

You must:

Join FosterCare UK

• Have at least one spare bedroom

We are particularly interested in hearing from people who could foster

• Have a supportive network of family & friends

• Young people moving into a family setting from residential or secure accommodation • Young people aged 8-14 years and siblings groups • Children with high needs in relation to physical disabilities • Children with Autistic Spectrum Disorders • Young people seeking asylum • A young person, who is a parent or about to become a parent • A 15-18 year old on an independent/ supported living programme

• Have fostering experience • Be over 25, single or a couple • Have children no younger than 11 years old living at home

• Be prepared to attend monthly comprehensive training

We offer: • A professional fee of £408 per week per child • Stakeholder pension • Three weeks paid holiday • 24hr support from an experienced team • Comprehensive training to at least NVQ Level 3 • Activity & holiday allowances

Email: enquiries@fostercareuk.co.uk • Website: www.fostercareuk.co.uk

The University of Brighton is a community of 21,000 students and 2,600 staff based on five campuses in Brighton, Eastbourne and Hastings.

Join The Diversity Group across the UK at one of our equality and diversity events.

We offer one of the highest quality teaching ratings in the UK and a strong research record. For our staff we offer a range of employment and career opportunities and flexible working arrangements, and we encourage professional and personal development. We pride ourselves on our friendly atmosphere and local access to a wide range of social activities.

Collaborating with local organisations, we bring together organisations from all sectors to celebrate equality and diversity with people from BME Networks and people from deprived areas, making our events a fantastic opportunity for all who attend.

We are fully committed to equality of opportunity and diversity and we welcome applications for work and study opportunities from disabled people and people with a range of different ethnic, cultural and social backgrounds and lifestyles.

WHAT’S AVAILABLE THROUGHOUT THE DAY: • Workshops • Entertainment • Networking

Our distinctive work to reduce social inequalities in communities local to the university was recognised by the ‘Outstanding Contribution to the Local Community’ award at the Times Higher Education Awards 2008.

For further information about our future events or would

For information about current work and study opportunities, please see www.brighton.ac.uk

like us to arange an event in your area contact: The Diversity Group 0151 708 5775 info@thediversitygroup.co.uk

Working for equality of opportunity

North Dorset District Council is committed to promoting Equality, challenging discrimination and encouraging social inclusion. We welcome applications from all sections of the community, operate a guaranteed interview scheme for disabled persons who meet the person speciďŹ cation criteria, and promote ďŹ&#x201A;exible working arrangements. For more information on current vacancies please visit www.dorsetforyou.com or for details on the services we provide to our diverse community please visit www.north-dorset.gov.uk 62

ince we began in 1956, The Duke of Edinburgh's Award has been dedicated to the personal development of young people from all backgrounds.

A DofE programme is a personal challenge and not a competition against others. Every participantâ&#x20AC;&#x2122;s programme is tailor-made to reflect their individual starting point, abilities and interests.

With the widest reach of any UK youth charity, 275,000 young people (30,000 are from disadvantaged backgrounds) undertake inspiring DofE programmes to achieve Bronze, Silver or Gold Duke of Edinburgh's Awards every year.

The DofE helps young people to live life as an adventure and develop compassion, skills, physical fitness and initiative essential skills for work and life. The result is the worldâ&#x20AC;&#x2122;s leading achievement award for young people, recognised by employers and universities alike. Anyone aged between 14 and 24 can do a programme at one of the three progressive levels which, when successfully completed, lead to a Bronze, Silver or Gold Duke of Edinburghâ&#x20AC;&#x2122;s Award. There are four sections at Bronze and Silver level and five at Gold.

mber is profoundly deaf and has attended the Royal School for the Deaf for five years. She achieved her Bronze Duke of Edinburghâ&#x20AC;&#x2122;s Award at the Royal School for the Deaf (RSDD) with her school friends and thoroughly enjoyed what she found to be an incredibly difficult challenge due to additional difficulties that Amber has. When Amber joined the Post 16 department at RSDD, she rose to the challenge with five others (all male) to attempt her Gold DofE programme. Although the group worked together for planning and their expedition, they were encouraged to take part in all the other sections as individuals. Amber decided bravely to join a group going to China for her Residential. She spent almost two weeks in China walking the wall and helping to rebuild a school for the deaf in the area. She made life long friends and found the experience both immensely difficult and rewarding. 64

Amber did fundraising for the National Deaf Childrenâ&#x20AC;&#x2122;s Society and involved the whole school in her efforts. She organised the Post 16 department into arranging a fun day, gave talks on her experiences in China and arranged non uniform days. As she is an exceptional artist, she painted pictures and did textile work and sold these too. Art was her skill and she had already a grade A at GCSE, so decided to capitalise and develop her skills here and expand her knowledge. She worked voluntarily at a pottery to do this in addition to working independently. Of the five others in her group, two have now also achieved their Gold Award. Amber has been an inspiration to the RSDD as far as the DofE is concerned, particularly with girls becoming involved. She has shown that students of any ability can achieve their DofE.

To find out more go to www.DofE.org

Call now for more information and recruitment opportunities:

0845 600 1552 | www.mcch.co.uk Ref no 518/U

Forward-thinking and ready to lead change? You’re just what we’re looking for.

We’re not looking for ordinary accountants. We need professionals keen to embrace a fresh new approach to working with government finance; people who can make a real difference. The Government Finance Profession (GFP) is responsible for all finance professionals within government, and has over 9,000 members across more than fifty government departments and their agencies. Our role is to improve financial management and work with stakeholders to play an increasing role at the heart of decision making. We help our members in guiding and shaping their careers and ensuring they have the skills to develop both themselves and the effectiveness of the government finance function.

Work for us We recruit qualified accountants for government departments three times a year. To view available jobs or for more information, please visit: http://thegfp.treasury.gov.uk

Vocation vocation vocation.

If you would like to work for the leading independent global residential and commercial property consultancy, please visit

KnightFrank.com/Recruitment

ban UK Ad.indd 1

10/09/2009 16:46:19

University of the Arts London is a vibrant world centre for innovation, drawing together six Colleges with international reputations in art, design, fashion, communication and performing arts. For more information on the University and job opportunities please visit: www.arts.ac.uk/jobs University of the Arts London aims to be an equal opportunities employer embracing diversity in all areas of activity. 66

Widely regarded as one of the most proactive promoters of diversity and equality in Britain, The Diversity Group's primary objective is to promote equal opportunities to people from every kind of minority background or lifestyle, including race, gender, disability, age, faith and sexual orientation.

We're here to help, so upload your CV with some details and we'll do the work for you! Simply start by registering your Email address and pursue your desired career across all sectors, in all regions.

The Diversity Group Jobs website also offers: • CAREERS ADVICE • INTERVIEW GUIDANCE • TOP CV TIPS • REDUNDANCY HELP

MIDLANDS & EAST ANGLIA O P P O R T U N I T I E S

NORTH EAST & SCOTLAND

NORTH WEST & WALES

BORDERS REGION

CHESHIRE

CENTRAL REGION

CUMBRIA

CLEVELAND

CLWYD

DUMFRIES AND GALLOWAY REGION

DYFED

DURHAM

GREATER MANCHESTER

FIFE REGION

GWENT

GRAMPIAN REGION

GWYNEDO

HIGHLAND REGION

LANCASHIRE

HUMBERSIDE

MERSEYSIDE

LOTHIAN REGION

MID GLAMORGAN

ORKNEY ISLAND AREA

POWYS

SHETLAND ISLANDS AREA

SOUTH GLAMORGAN

STRATHCLYDE REGION

WEST GLAMORGAN

TAYSIDE REGION WESTERN ISLES ISLAND AREA

MIDLANDS & EAST ANGLIA

NORTHUMBERLAND NORTH YORKSHIRE SOUTH YORKSHIRE

CAMBRIDGESHIRE DERBYSHIRE GLOUCESTERSHIRE HEREFORD AND WORCESTER LEICESTERSHIRE LINCOLNSHIRE NORFOLK NORTHAMPTONSHIRE NOTTINGHAMSHIRE SALOP STAFFORDSHIRE SUFFOLK WEST MIDLANDS WARWICKSHIRE

TYNE AND WEAR WEST YORKSHIRE

I have a dream

to be adopted by a family who knows what it’s like to be me Children who live in the care system can sometimes find their identity slipping away. To help them rediscover who they are, our children need adoptive parents whose cultural backgrounds match their own. They need a family who can help them make sense of their lives and be positive about who they are. Single people and couples with a variety of backgrounds and ages adopt every year and adoption is open to more people than you might think.

Apart from the obvious statutory requirements – to protect the child and you – all you really need is a willingness to understand and the ability to offer your adopted child trust, security and love. If your family links into Black and mixed-race cultures and you’re thinking about adoption we would like to hear from you.

For a friendly chat about adoption contact us on:

0845 301 2288 e: adoption@nottscc.gov.uk w: www.nottinghamshire.gov.uk/adoption

Adopt a new life… adopt a Notts child

The University of Essex is a dynamic institution with a worldwide reputation for academic excellence, committed to equality, diversity and inclusion. We have campuses in Colchester, Southend and at our famous East 15 Acting School at Loughton. We welcome applications for jobs and degree schemes from disabled people and people of all races and backgrounds. For more information on job vacancies please visit: www.essex.ac.uk or telephone: 01206 873433 For more information on degree schemes please visit: www.essex.ac.uk or telephone 01206 873666

HAVE YOU CONSIDERED A CAREER IN A COLLEGE OF FURTHER EDUCATION? Providing education across two counties from our colleges in Lincoln, Newark and Gainsborough, we are a leading Further Education College in our region. Lincoln College is committed to our mission of ‘Raising Aspirations, Realising Potential, Delivering Success’.

Derby Hospitals NHS Foundation Trust is responsible for the Royal Derby Hospital and the London Road Community Hospital incorporating the Derby Medical School which is run in partnership with the University of Nottingham.

DO YOU FEEL INSPIRED? The College is actively implementing equality of opportunity policies and applications are welcome from all sections of the community, in particular we are currently under-represented in terms of disabled staff, Black & Minority Ethnic groups and males and would welcome applications from these groups.

The Trust is committed to providing equality of care, valuing our patients, listening to their views and understanding what they need. We are also committed to valuing all our staff and making full use of their diverse skills and knowledge. We take pride in caring, and want to put respect for human rights at the centre of everything we do.

In addition, the College is a signatory to the “Two-Ticks” disability scheme and disabled applicants who meet the person specification will be guaranteed an interview. We offer a wide range of work-life balance policies and all full time posts, unless specified otherwise, are available for job share.

With the opening of our new hospital these are exciting times for health services in Derby and we offer the chance to work with many different cultures in a wide range of environments. You may be looking to join the NHS for the first time or develop your skills and further your career.

When vacancies arise they are advertised in the local press, Fejobs.com website as well as on our own College website. Visit now to see if we have any suitable vacancies that interest you at www.lincolncollege.ac.uk

For more information about a career with us visit

www.takingprideincaring.co.uk 73

East Midlands Ambulance Service NHS Trust provide emergency and urgent care and patient transport services for the six counties of Derbyshire, Leicestershire, Rutland,Lincolnshire, Northamptonshire and Nottinghamshire. We employ over 3,200 staff at more than 70 locations, including two control rooms at Nottingham and Lincoln, with the largest staff group being accident and emergency personnel. Our overall annual budget is £150 million this year. Our accident and emergency crews respond to over 500,000 emergency calls every year, while our Patient Transport Service (PTS) and volunteer ambulance car drivers provide care and transport on over 5,000 journeys to and from routine appointments each day. We are committed to the active promotion of equality, valuing diversity, tackling discrimination and harassment and promoting equality of opportunity for all.

visit us at www.emas.nhs.uk

NO The home of fair treatment. You won’t find our diversity policies filed away in a dusty cupboard. Equality of opportunity lives and breathes throughout our organisation. We exist, as a not-for-profit venture, to provide affordable living for all kinds of people. For us it’s about recognising the potential in individuals, considering the needs of groups experiencing disadvantage or discrimination, and setting an example for fair treatment. With every community we help to build, another barrier gets broken down. We recognise that we’ve got a long way to go, but our commitment to people runs deep. You’ll find it at the very heart of our work ethic. Because we want to recruit the best talent, we fish from the broadest pool and ensure that our working environment nurtures skills and qualities from every background. Show us that you have the passion for achieving great things for our local communities and you can look forward to a truly interesting, challenging career. One that will be supported with excellent benefits, training and progression. One that you can be proud of. To find out more, visit our website www.derwentliving.com 74

let your career take off at East Midlands Airport with

emarecruitment.com East Midlands Airport has over 106 companies based on site with over 7000 people employed within those companies. There is a strong history of promotion from within companies, making for a career based workforce rather than a temporary one. 48% of people who work here are based in the Passenger Handling industry, while 41% work with our Freight Handling companies who deal with over 50 thousand parcels an hour during the night time hours when the cargo flights arrive. The Airport is also home to non-airport related companies like Price Waterhouse Cooper the Accountancy firm and Central Networks which is part of Eon with around 19% of people working in these occupations. There are jobs here for everyone and to suit all abilities; there are opportunities to grow personally and professionally with our Skills Academy on site which teaches Skills for Life, English for Speakers of other Languages, National Vocational Qualifications, and Management Courses. We work closely with other organisations and are able to offer New Deal placements, and work trials for people who have been out of work for some time. The Airport is open 24 hours a day, 365 days per year, and contrary to popular belief most jobs are Permanent and Full-time. In fact we only take on around 500 staff for the summer period only. Year on year we grow in numbers of permanent staff as the Aviation Industry grows around us. It is predicted that by the year 2010 we will have nearly 10,000 people working on site. All of our jobs are advertised on the web site at www.emarecruitment.com there is also an upload facility for people to leave their CVs. These are kept on a data base and sent along to companies when vacancies arise that match the skills given. So for a career that will really take off, apply now for a job at East Midlands Airport.

East Midlands Airport is not just for the summer, we are an Airport which is busy 365 days a year. Every day of the year there are people going on holiday, on business trips or visiting friends and family to locations across the globe. Every day of the year there are several tons of cargo arriving and leaving the airport via a vast array of freight companies on and near the Airport. We have a strong history of promotion from within, and lots of anecdotal stories of people who started here as teenagers and are now ready for retirement many years later. We are an Airport that is committed to community relations and work with local Schools, Colleges and Universities to make sure we get the best possible staff for the companies based here. We also spend a lot of time in areas of disadvantage running job fairs, looking for people who want a future rather than just a job. So whether itâ&#x20AC;&#x2122;s your first job, or a career change, or youâ&#x20AC;&#x2122;re looking to move from another airport and have specialist skills - check out the web site at www.emarecruitment.com or for more information on whatâ&#x20AC;&#x2122;s on offer at East Midlands Airport you can email dawn.price@eastmidlandsairport.com

Talk to us about a new career and

at the wide range of opportunities and training we can offer

Various opportunities for Police Officer, Special Constable and Police Staff positions exist within Northamptonshire Police and Leicestershire Constabulary, as advertised on our Force websites. As equal opportunities employers, applications are positively welcomed from females and minority groups New vacancies added every Friday on www.northants.police.uk/careers 08453 700700

New vacancies added every Thursday on www.leics.police.uk/careers 0116 222 2222 ext. 2657

CREATING OPPORTUNITIES TODAY... FOR A BRIGHTER TOMORROW

NORTH WEST & WALES O P P O R T U N I T I E S

NORTH WEST & WALES

NORTH EAST & SCOTLAND BORDERS REGION

CHESHIRE CUMBRIA CLWYD DYFED GREATER MANCHESTER GWENT GWYNEDO LANCASHIRE MERSEYSIDE MID GLAMORGAN POWYS SOUTH GLAMORGAN WEST GLAMORGAN

CENTRAL REGION CLEVELAND DUMFRIES AND GALLOWAY REGION DURHAM FIFE REGION GRAMPIAN REGION HIGHLAND REGION HUMBERSIDE LOTHIAN REGION ORKNEY ISLAND AREA SHETLAND ISLANDS AREA STRATHCLYDE REGION TAYSIDE REGION WESTERN ISLES ISLAND AREA NORTHUMBERLAND NORTH YORKSHIRE SOUTH YORKSHIRE

MIDLANDS & EAST ANGLIA

TYNE AND WEAR WEST YORKSHIRE

CAMBRIDGESHIRE DERBYSHIRE

SOUTH & Gtr LONDON

GLOUCESTERSHIRE HEREFORD AND WORCESTER

AVON

LEICESTERSHIRE

BEDFORDSHIRE

LINCOLNSHIRE

BERKSHIRE

NORFOLK

BUCKINGHAMSHIRE

NORTHAMPTONSHIRE

CORNWALL

NOTTINGHAMSHIRE

DEVON

SALOP

DORSET

STAFFORDSHIRE

EAST SUSSEX

SUFFOLK

ESSEX

WEST MIDLANDS

GREATER LONDON

WARWICKSHIRE

HAMPSHIRE HERTFORDSHIRE ISLE OF WIGHT KENT OXFORDSHIRE SOMERSET SURREY WEST SUSSEX WILTSHIRE

Cheshire Peaks & Plains Housing is a local company providing high quality, affordable homes in Macclesfield and the surrounding areas. With 5,000 properties, we provide a range of high quality housing for people in housing need - from one bedroom studio apartments to four bedroom family homes. We aim to provide homes and services to help local people build strong and united neighbourhoods. We are committed to contributing to the community as a whole, regardless of race, disability, gender, sexuality or any other irrelevant factor in order to create a vibrant place to live and work. If you would like to know more about the trust or for details of current employment opportunities please visit our website at www.cppht.com Ropewalks, Newton Street, Macclesfield SK11 6QJ Email us on: trust@cppht.com Visit us at: www.cppht.com Telephone us on: Freephone 0800 012 1311 or Switchboard: 01625 553 553

A person’s journey through life is not just a straightforward line, more like a maze of different experiences. That’s what the Together Trust is looking for. In order to provide support, care and education to the young people in the Trust, we are looking for a variety of people who can bring different skills and experiences with the enthusiasm, drive and passion to help make a positive difference. There are many opportunities within the Together Trust, from working directly with the children and young people to working in a supportive role such as administration, to volunteering for our fundraising department. c a r e

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e d u c a t i o n

•

To find out more:

visit www.togethertrust.org.uk email jobs@togethertrust.org.uk or call the recruitment hotline on 0161 283 4828

The Together Trust is committed to equality and diversity, but is under represented in the workforce by men, men and women from ethnic groups and people with disabilities. The Together Trust therefore welcomes applicants regardless of their racial, ethnic or national origin, religion or beliefs, disability, sexuality, age or responsibilities for dependents.

www.togethertrust.org.uk Registered charity number 209782

s u p p o r t

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s i n c e

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A day in my life... as a Together Trust Residential Social Care Worker My Job Description includes the ambiguous stipulation that I must be willing to undertake any tasks “appropriate to the post and the remit of the residential unit”. Over a few years in my role as an RSCW I’ve come to realise that these tasks include everything from direct work and activities with the young people to day-to-day running of a home; including cooking, cleaning, and DIY, to admin tasks and attending meetings. Every staff member is responsible for Health and Safety and First Aid within the home, and these tasks also come over and above individual roles I have such as Keyworker and Participation Champion.

www.togethertrust.org.uk Registered charity number 209782

There are many qualities that I feel make a good RSCW; being easily offended is not one of them! A new RSCW needs to be able to accept that personal views and principles will be challenged on a daily basis, and that their ‘line’ will almost certainly be crossed on more than a few occasions. For anyone with no experience of working with vulnerable kids this is something no amount of prior training can prepare you for. Having said that, once on the job there are seemingly endless opportunities for career development and numerous qualifications available to aid personal development. Highs of the job include being able to take a young person on their first holiday abroad, and knowing it would be something he would remember for the rest of his life. Also assisting the young people develop their sense of identity and self worth, and support them to overcome the discrimination they encounter on an almost daily basis gives me immense job satisfaction. I sometimes find it hard to come to terms with the fact that I get paid to do the things I happily do at home for free, and I also particularly enjoy being able to inflict my hobbies on the young people, which they jump at the chance to be involved in! I’d have to say that probably one of the lowest points of the job for me was when, after 18 months in post, I almost reached the ‘burn-out’ that I’d heard people talk about. Getting to this stage made me reevaluate the expectations I had of myself and my work. Support from my manager and colleagues enabled me to adopt a new philosophy towards my work, which I now rely on to get me through tough times when they arise; which they inevitably do! These ‘lows’ are few and far between and the highs are definitely more prominent in my mind. Most importantly I try to remember that the most valuable thing I can give the young people is my time, no matter what. At times when all else seems to fail this is usually all that is required! Charlie Bruce, RSCW with the Together Trust.

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Manchester City Council is committed to equality of opportunities. We aim to become an employer of choice. Agenda 2010 is a programme that sits within our Manchester Partnership structure and is focused on addressing areas of race inequalities in the following key areas Employment, Health, Crime and Disorder and Children and Young People (Education). Our main priority for 2009/2010 is to address the issues that can cause inequalities in the field of employment. Agenda 2010 aims to ensure that the Black and Minority Ethnic communities have equality of opportunity at all stages of seeking work and within the workplace. SEEKING EMPLOYMENT Jobs fairs – These annual events hosted by Manchester City Council promote employment opportunities from a range of public, private and voluntary organisations and include free workshops on application forms and interview techniques.

Salford City College was established on 1st January 2009 following the merger of Eccles, Pendleton and Salford Colleges. Its ambitious mission is to “inspire people to create opportunities and enrich lives through learning”.

Jobs update – Providing a range of City Council job vacancies as well as general career opportunities and information about opportunities such as work placements, apprenticeship schemes and traineeship programmes. Employability events – Advice about Manchester Council services and our recruitment practices including how to apply for Council jobs and support available, is carried out at employability events across Manchester.

The College holds the Learning and Skills Beacon Status. Join us and you will become part of a progressive educational establishment committed to meeting the needs of the community it serves, whilst promoting equality and celebrating diversity.

WITHIN THE WORKFORCE The Council employs a diverse workforce that includes employee groups. There are also a variety of development initiatives in place to support managers and employees including: • Equality and diversity training • Mentoring schemes • Secondment opportunities • Regular Appraisals • Leadership and management programmes The workforce development teams have a variety of learning and development opportunities to enable employees to learn new skills or develop existing skills to a higher level. This includes personal development opportunities covering a wide range of subjects such as Computer skills, Assertiveness skills,

For information on courses and job opportunities at Salford City College, please visit www.salfordcitycollege.ac.uk or phone 0161 702 8272

The Council values and recognises the views of its employees that are taken into account in shaping the way the council works.

For more information on any of the above please look at www.manchester.gov.uk www.manchesterpartnership.org.uk 83

NHS Manchester works with patients, carers and the public to ensure modern, high quality health services that meet and respond to the needs of the cityâ&#x20AC;&#x2122;s diverse communities. We want to ensure that all our staff have equal opportunities of employment and development and that our workforce truly reflects all sections of society. Working in the community is exciting and rewarding and we offer a wide range of services and jobs in Community Nursing, Health Visiting, School Nursing, Physiotherapy, Occupational Therapy, Speech & Language Therapy, Podiatry, Health Improvement & Promotion, Public Health, services to people with Learning Disabilities, administration & management, and clinical and non-clinical support roles. Whatever your level of skills, qualification and experience, there should be opportunities for you. We guarantee to interview all applicants with a disability who meet the essential criteria for a vacancy and consider them on their abilities. We are committed to creating a well managed, flexible working environment that supports staff and promotes their welfare and development. We encourage people from under represented groups to apply for posts with us. Details of employment opportunities are available on our website at www.manchester.nhs.uk, www.jobs.nhs.uk or www.thediversitygroup.co.uk.

Pennine Care NHS Foundation Trust provides specialist mental health services across Rochdale, Oldham, Bury, Stockport, Tameside & Glossop. Trust Headquarters is based in Ashton-under-Lyne, just ten miles from Manchester city centre. We are growing fast and as a Foundation Trust we are creating increasingly better prospects for both patients and staff; this includes tailoring our existing provision and future plans to best meet the needs of the communities we serve. We are committed to practically demonstrating our strategic objective of being a ‘Great Place to Work’ for all staff.

Equality and Diversity is at the heart of Trust plans to provide services and recruit and retain staff that are representative and meet the diverse needs of local communities. The Trust has an Equality and Diversity team to support the organisation with meeting this challenge. In our Trust Equality and Diversity is ‘everybody’s business and everybody’s responsibility.’

St Helens College - The Employer Looking for a rewarding challenging career? St Helens College could be for you, with careers in lecturing, administration, student support and information technology. In return for hard work and commitment you will receive a benefits package to include between 30 and 47 days annual leave plus bank holidays, contributory final salary pension scheme and flexible working. In addition we have an on-site gym and leisure facility, a fine dining restaurant and an award winning real ale bar. This combined with hair, beauty and sports therapy treatments make St Helens College an enviable employer.

Details of vacancies currently available on our website at www.sthelens.ac.uk or www.fejobs.com We pride ourselves on being an equal opportunities employer and welcome applications from all sections of the community. We particularly welcome from under represented groups and ethnic minorities.

We respect diversity and constantly work to improve equality of opportunity. We therefore welcome applications from all sectors of the community, irrespective of age, sex, domestic circumstances, disability, nationality, ethnic origin, sexual orientation, religion or belief. To find out more about us, visit www.penninecare.nhs.uk and click on the Careers link.

to build a purpose built stadium to introduce a match programme to spend 100 years in top flight football Do you want to become part of the team helping Everton Football Club to be an innovator in business and achieve another 1st? Founded in 1878 Everton Football Club has contested more seasons in top flight football than any other English club and is one of the top five most successful clubs in English football. Everton Football Club pride them selves in being an equal opportunities employer, so if you have a â&#x20AC;&#x2DC;nil satis nisi optimumâ&#x20AC;&#x2122; attitude

and would thrive in a fast-paced and exiting environment, then you could be what we are looking for. For our current vacancies, please visit the careers section of our website at evertonfc.com/careers

The University is based within Liverpool, the European Capital of Culture 2008, and a city with rich cultural heritage. Our ethos is dream, plan, achieve and we aim to nurture the dream of all our students and staff. The University has a diverse community of staff and students and we promote everyoneâ&#x20AC;&#x2122;s individual qualities irrespective of age, gender, sexual orientation, race, disability or religious belief. We are committed to promoting an ethos that safeguards the dignity and well-being of everyone. We celebrate diversities and encourage practices that take into account the rights of individuals to be treated with dignity and respect. Our staff are given the opportunity to achieve their full potential. We also provide stimulating and challenging programmes of study that are informed by scholarship and research. We have a World of Work (WOW) skills programme to make our graduates attractive to employers. The University has developed link programmes with leading companies. We offer a wide range of opportunities for staff and students and we are looking for enthusiastic and motivated individuals who will continue to promote the values and visions of Liverpool John Moores University. We have a wide range of full and part-time employment opportunities in both academic and support roles and a wide range of benefits, which include generous holidays, final salary occupational pension scheme, childcare voucher scheme and flexible working. There are also extensive programmes of study for those who wish to join the Liverpool John Moores University community as students. Further information about working or studying at Liverpool John Moores University can be found on our website: www.ljmu.ac.uk.

ikki’s life is quite simply an amazing story. At just 28 years old she has accomplished more than most do in a lifetime. She is a living, breathing, thriving example of what can be achieved if you put your mind to it, regardless of your race, background or colour. Brought up in Toxteth, Liverpool, she has fought through numerous setbacks and gone on to travel the world, meet the stars, perform on stage, host a radio show, mother two children and even start her own business. Her father is a Nigerian and her mother is Martinecan, although she was born in Liverpool. She started dancing at the age of three which sparked a lifelong passion for performing; in her early teens she decided she wanted to be a rapper and formed her own rap group. They soon started recording at Pimble studios in Liverpool and although the group ultimately dispersed, her interest in Hip Hop remained strong.

Not long after this, still in her early teens, she discovered the wonders of travel when she went on an exchange trip to France through an organisation called Brouhaha – a Liverpool based organisation that aims to help young people from diverse backgrounds in the North West of England through the medium of arts projects. For the first time she got to meet people from other cultures, an experience she apparently liked as she next went on an exchange trip to Egypt through the British Council. The purpose of this trip was to send English role models abroad to perform music, talk to and generally build bridges with people from a Muslim country. They would talk about such issues typical day of English person, and according to Nikki it was very interesting to see how they reacted to Hip Hop music, something rarely encountered in Muslim countries.

“Alway s belie ve the future ca n be bet ter ”

The overwhelming reaction was that they liked it! She had her first child at the age of 16, an event which clearly forced her to become very strong at a very young age; she knew it would either make or break her.

“I felt that if I didn’t become very strong, almost a superwoman, then people would look down on me because I was a young mother.”

Her business was called Raw Skills and she initially took 15 young MC’s/ Dj’s/ singers/ songwriters under her wing to nurture their talents and give them something to focus on. One of her first projects was taking them on a trip to Denmark to play with other djs etc and learn about the culture, much the same as she had done on her trips to France and Egypt.

While many would have considered this a major setback, she rose to the challenge and pursued her career regardless whilst raising the child at the same time. She got into radio and landed her own weekly Hip Hop slot on BBC Radio Merseyside, a part of which involved going out every Saturday night and interviewing various famous Rap/ Hip Hop stars whilst they were in town. Of course this was a great experience and an excellent way of making connections, and as a result of this she then decided to start her own business helping young people from Toxteth.

When asked what the secret to her success is, she seems to feel that she owes a lot to her family and upbringing. “The biggest role models in my life have always been my parents and cousins; my mum because she is very artistic and musical, and a very flamboyant dresser! And my cousins because they have always worked very hard to achieve what they want and they travel a lot. One of them is a scientist. I think from a young age these were my role models and they expanded my mind to do well and succeed as an individual.” On a final note, does she have any advice on how we can change peoples attitudes to believe they can achieve more?

“find what you really are interested in and stick to it” 88

“My advice is to go and explore random places, find what you really are interested in and stick to it; don’t listen to people who tell you you cant do things. You have to dream, and don’t let every day life put you off. Always believe the future can be better. Explore other avenues, see what real world is like, and follow your heart.”

The Knowsley Housing Trust (KHT) Group consists of two companies aligned to make a real difference to communities and to peopleâ&#x20AC;&#x2122;s lives.

Liverpool Primary Care Trust and Royal Liverpool and Broadgreen University Hospitals NHS Trust are committed to equality and diversity. Our aim is to make health services more accessible to everyone by working together with our partners and local people to ensure the diverse populations of Liverpool receive the best care available.

Knowsley Housing Trust (KHT) is our housing association, providing high quality homes to around 25,000 people through our near 14,000 properties. Its work in communities focuses on the environment, creating opportunities for people to have improved choices and better quality of life. KHT Services is our trading subsidiary and put simply, is a commercial company with a social conscience. It provides a range of services across the North West including repairs and maintenance, gas servicing, consultancy and other services to a range of organisations including housing associations, local authorities, colleges and both not for profit and private sector clients.

We are working hard to create equality of opportunity in employment and the provision of services. Through our commitment to equality and diversity we aim to employ a workforce that is representative of the local population. We have a range of career opportunities and welcome applications from all communities.

Our equality and diversity scheme, â&#x20AC;&#x2DC;The Mixâ&#x20AC;&#x2122; is aimed at creating a special customer and employee experience at KHT. Creating the right mix of people, cultures and approaches will allow the release of ideas, innovation and potential, which is key to us delivering excellent services. For more information about the KHT Group or to find out about job opportunities, please visit our website or telephone us on 0151 290 7000.

For further information on our organisations and current employment opportunities log onto the NHS jobs career website www.jobs.nhs.uk and search for vacancies or contact our Human Resources Department on 0151 706 5570.

IF YOU BELIEVE YOU CAN ACHIEVE 90

U N I V E R S I T Y O F W A L E S I N S T I T U T E , C A R D I F F AT H R O FA P R I F Y S G O L C Y M R U, C A E R D Y D D

Cardiff School of Education An Educational Centre of Excellence Department of Humanities BA (Hons/Ord) English & Creative Writing BA (Hons/Ord) English & Drama BA (Hons/Ord) English & Popular Culture BA (Hons/Ord) Modern History & English BA (Hons/Ord) Modern History & Politics BA (Hons/Ord) Sociology & Criminology BA (Hons/Ord) Sociology & Popular Culture BA (Hons) Educational Studies & Early Childhood Studies* BA (Hons) Educational Studies & English* BA (Hons) Educational Studies & Modern History* BA (Hons) Educational Studies & Psychology* BA (Hons) Educational Studies & Sport & Physical Activity* BA (Hons) Educational Studies & Welsh* * non qualified teacher status

MA/PgDip/PgCert English MA/PgDip/PgCert English & Creative Writing MA/PgDip/PgCert Modern History

Department of Professional Development BA (Hons/Ord) Youth & Community Education Certificate in Education (Post-Compulsory Education & Training)

PGCE Post-Compulsory Education & Training MA Post-Compulsory Education & Training All courses offered with Certificate and Diploma options MA Education MA (Education) Leadership & Management MA (Education) Professional Practice MA (Education) Professional Practice: Mentoring & Coaching MSc Management in the Community Professions Department of Teacher Education and Training: all programmes include Qualified Teacher Status (QTS) Post Graduate Certificate in Education (Primary) Post Graduate Certificate in Education (Secondary) in the following subjects: Art & Design; Design & Technology, Drama, English, History, ICT, Mathematics, Modern Foreign Languages, Music, Physical Education, Science, Welsh. BA (Hons) Secondary Education: Welsh BA (Hons) Secondary Education: Modern Foreign Languages (French)

Cardiff School of Education Learning is our Business Research

The Cardiff School of Education welcomes research students who wish to further their postgraduate qualifications. The School offers a series of research workshops and seminars which support students and broadens their experience of the research community. The School is also always interested in collaborative research, working in partnership with professionals in their field. The School engages in research that is at the interface of new knowledge creation and its application. The research, therefore, has direct application in universities, colleges and schools, in the creation of education policy/public sector policy, as well as supporting community partnerships, businesses and industry. The School welcomes all enquiries about research projects. The School currently supports research in the following areas, however, these are not exclusive and all MPhil/PhD/EdD (professional doctorate) research requests are reviewed on an individual basis. • Adult & Continuing Education • Language in Education • History & Politics • Creativity, Culture & Performance

• ICT in Education • Contemporary Cultures • Identities • Early Years • Outdoor Learning

Enterprise

The wide range of expertise and experience within the Cardiff School of Education means it is able to offer services, not just to schools and Local Authorities, but also to other professions, SME’s, individuals and organisations within the community. Such diversification brings a vibrant dynamic to the School and it is always keen to develop new collaborative partnerships. The School houses three commercial units: • English Language Training Centre (Teaching English to non English speakers) • Education Specialists (Education Recruitment Agency) educationspecialists@uwic.ac.uk • UWIC Press (production of printed materials including books, journals and bespoke requests) In addition, the School provides a wide range of learning opportunities. For example; conferences, courses in mentoring and coaching, the Graduate Teacher Programme, courses for 14-19 Learning Coaches, European Computer Driving Licence (ECDL), bespoke courses and Teddy Bear's picnic education for sustainable development. Call today for further information and discussion on collaborative partnerships and prospective enterprise activities. For all enquiries about enterprise activities within the Cardiff School of Education please contact Donna Hendy by email on dhendy@uwic.ac.uk or by telephone on 029 2041 6577.

For all enquiries about research within the Cardiff School of Education please contact Dr Gary Beauchamp by email on gbeauchamp@uwic.ac.uk or by telephone on 029 2041 7262. 93

osing skilled and experienced workers can be an expensive business, no matter how big or small your organisation. The Chartered Institute for Personnel and Development estimates it costs as much as ÂŁ8,200 to replace each employee who is forced to retire at 65. Instead of imposing a fixed retirement age, taking a flexible approach to retirement can be more beneficial to both the business and the individual employee. Over 1 million more people aged over 50 are in work than there were ten years ago. Indeed, the employment rate for the over 50s is increasing faster than that for younger people.

The employment rate of people aged 50 to State Pension Age has increased by 6.9 percentage points, from 64.7% in 1997 to 71.6% in 2007 - the highest older worker employment rate for 20 years.

So how can forcing people to retire at a certain age make good business sense if it leads to the unnecessary loss of skills and know-how ? There is no official retirement age in the UK, yet some companies are still asking staff to move aside at a certain age. So how can forcing people to retire at a certain age make good business sense if it leads to the unnecessary loss of skills and know-how ? There is no official retirement age in the UK, yet some companies are still asking staff to move aside at a certain age. With fewer younger people in the labour market, increasing numbers of employers are now keen to recruit and keep older staff with valuable skills and experience. So don’t discount implementing flexible working or flexible retirement options because you may think they are too difficult or costly.

Employers agree there are some challenges, but the benefits in terms of retention of skills, reduced recruitment costs and the filling of skills-shortage vacancies by opening up a wider pool of recruits, bring valuable results. Enabling employees to choose to work longer through flexible or part time working means employers can retain those valuable skills longer. We have an ageing population, and any business that doesn't take that on board and reflect it in their recruiting policies is storing up problems for themselves.

Remember, there is no official retirement age in the UK – the new age law introduces a ‘default age of 65’ but this is not a mandatory retirement age. The new regulations mean that you need to: look at your existing retirement policies and practices and consider if they require change consider whether flexible retirement options would be beneficial to your business and your staff and check that your pension scheme and any policies, practices or routines you operate are compliant with the new legislation. If you require more information about Age Legislation and how your business can benefit from flexible retirement and become more age positive, please visit

www.agepositive.gov.uk

Cyngor Celfyddydau Cymru Polisi Recriwtio

Arts Council of Wales Recruitment Policy

Ni yw'r prif gorff ar gyfer y celfyddydau yng Nghymru. Rydym yn sefydliad creadigol, deinamig a strategol sy'n ymrwymedig i ddatblygu, ariannu a hyrwyddo'r celfyddydau. Rydym yn ysbrydoli pawb yng Nghymru i ymgysylltu Ă˘'r celfyddydau.

We are the lead body for the arts in Wales. We are a creative, dynamic and strategic organisation which is committed to developing, funding and promoting the arts. We inspire everyone in Wales to engage in the arts. The Arts Council of Wales is committed to a policy of equal opportunity and is keen to reflect diversity at every level within the organisation. We welcome applications from all sections of the community, and we guarantee an interview to disabled candidates who meet the person specification criteria.

Mae Cyngor Celfyddydau Cymru yn ymrwymedig i bolisi cyfle cyfartal ac mae'n awyddus i ddangos amrywiaeth ar bob lefel o fewn y sefydliad. Rydym yn croesawu ceisiadau o bob rhan o'r gymuned, ac rydym yn sicrhau cyfweliad i ymgeiswyr anabl sy'n bodloni meini prawf y fanyleb person.

We also offer application packs in the following formats on request: large print, Braille, or audio CD.

Gallwn hefyd gynnig pecynnau yn y fformatau canlynol ar gais: print bras, Braille, neu CD sain. Cyngor Celfyddydau Cymru Plas Bute CARDIFF CAERDYDD

The Arts Council of Wales Bute Place CARDIFF CF10 5AL

Hendre is one of South Walesâ&#x20AC;&#x2122; premier housing groups. With a total of more than 6,000 properties in ten local authority areas, the Group is committed to partnership working and provides a wide range of housing, care and support services to more than 20,000 people.

Working for Us With over 850 staff members and a diverse range of services the Hendre Group provides career opportunities in corporate services, development services, housing management, property maintenance and care and support services. Every member of the Hendre Group remains committed to providing a learning environment in which our staff feel encouraged to give their best and develop their skills. As a result we continually invest in staff training and development.

Hendre Group Members: Hendre Ltd

For more information on our

Hafod Housing Association

companies and details of all current

Hafod Care Association

vacancies please visit us at

Rhondda Housing Association

www.hendre.org.uk

Foundation Housing Tai Sylfaen

Email: enquiries@hendre.org.uk Tel: 029 2067 5888

Thornhill Construction Ltd

NORTH EAST & SCOTLAND O P P O R T U N I T I E S

NORTH EAST & SCOTLAND

NORTH WEST & WALES CHESHIRE

CUMBRIA CLWYD DYFED GREATER MANCHESTER GWENT GWYNEDO LANCASHIRE MERSEYSIDE MID GLAMORGAN POWYS SOUTH GLAMORGAN WEST GLAMORGAN

MIDLANDS & EAST ANGLIA CAMBRIDGESHIRE DERBYSHIRE GLOUCESTERSHIRE HEREFORD AND WORCESTER LEICESTERSHIRE LINCOLNSHIRE

SOUTH & Gtr LONDON

NORFOLK NORTHAMPTONSHIRE

AVON

NOTTINGHAMSHIRE

BEDFORDSHIRE

SALOP

BERKSHIRE

STAFFORDSHIRE

BUCKINGHAMSHIRE

SUFFOLK

CORNWALL

WEST MIDLANDS

DEVON

WARWICKSHIRE

DORSET EAST SUSSEX ESSEX GREATER LONDON HAMPSHIRE HERTFORDSHIRE ISLE OF WIGHT KENT OXFORDSHIRE SOMERSET SURREY WEST SUSSEX WILTSHIRE

City of Sunderland College City of Sunderland College is one of the largest and most dynamic colleges in the country and is committed to expansion and continious improvement in its provision for local community.

Be whoever you want to be with City of Sunderland College...

help us deliver first-rate services to our customers Incommunities is a major social housing landlord with over 22,000 homes and 1,000 staff based in Bradford, West Yorkshire. Over the last five years we have invested over £17m in improving local homes and this work is continuing. We are passionate about investing in our workforce and developing our skills of skilled professionals to deliver quality customer services. respecting and valuing our employees by offering excellent terms and conditions, mutual support, recognition for performance, equality of opportunity and meaningful career and personal development training

our vision is to be employer of 1st choice

providing careers opportunities in: housing management customer service clerical and administration homelessness, support and advice work regeneration and development trades inc plumbers (including gas), joiners, electricians, plasterers & masons/bricklayers warden, security and cleaning services finance and IT ...also offering apprenticeships in trades, customer care and administration.

for details of careers & current vacancies:

visit our website: www.incommunities.co.uk or email hr.recruitment@incommunities.co.uk or phone 01274 254171

an equal opportunities employer

NHS National Services Scotland (NSS) delivers effective national and specialist services which enable and support improvements in the health and wellbeing of all the people of Scotland. We are committed to delivering services in a way that meets the expectations of all our stakeholders. We strive to ensure our staff are professionally and culturally equipped to meet the needs of those who represent the diverse communities in Scotland. And, in particular, we: have respect for age ensure disability inclusion promote faith and religious tolerance work hard to achieve gender equality build on our race equality standards Supporting Scotland’s health respect sexual orientation (we are a www.nhsnss.org Stonewall Diversity Champion)

175 years

of providing quality training and education

1800

employees

24,000

students

1 Vision: to be recognised by as one of the top colleges in the UK offering a unique range of courses from basic education to postgraduate degrees.

This is an exciting time to be part of Bradford College – either as a member of staff or as a student. In pursuit of our vision, we will be investing in a state-of-the art £100 million campus and pursuing university college status as well as leading the way in wide range of other innovative developments.

To view current vacancies and download application forms, job descriptions please visit:

•

Demonstrate

•

Influence

WORKING TO CHANGE THE FACE OF THE COUNTRY Ever since our Founder Joseph Rowntree set us our mission to seek our the causes of social evil and find solutions, the JRF has put people at the heart of what it does. Influencing decision-makers nationwide to take the action needed to overcome poverty and disadvantage by searching out and demonstrating the changes needed has led to us working with communities throughout the UK. We have a particular focus on care and housing services in York and the region, and more recently through researching solutions with partners in Bradford.

We provide employment opportunities in a wide range of fields, including: • Social research & policy development • Communications, events management and media relations • Social care for older people and for disabled people • General needs housing support • Community engagement and involvement We are committed to an inclusive and diverse organisation, and we particularly welcome applications from candidates from ethnic minority backgrounds and from disabled people. For further information on current job vacancies, log on to www.jrf.org.uk/recruitment

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A CENTRE FOR EDUCATIONAL EXCELLENCE WITHIN THE SCOTTISH BORDERS Whether you are a school leaver, returning to learning or striving to improve your skills and

Our multi-million pound, groundbreaking new Scottish Borders Campus provides a unique learning and teaching

knowledge in the workplace or a job seeker looking for a career in education, Borders College can help you to achieve your goals.

environment. The Scottish Borders Campus features new practical training areas, a new library and learning resource centre, enhanced IT facilities and new student social areas.

This is an exciting time for Borders College with our new Scottish Borders Campus, based at Netherdale in Galashiels the new home to the majority of the

Borders College is also a good employer making our campusâ&#x20AC;&#x2122; great places to work as well as study.

wide-range of courses available on both a full-time and part-time basis. In addition, a new Learning Campus has just opened in Hawick and the recently enhanced Newtown St Boswells Campus ensures that students choosing to study at Borders College will benefit from first-class learning and teaching resources.

For further information contact: Borders College Head Office Scottish Borders Campus Nether Road, Galashiels TD1 3HF Tel: 08700 50 51 52 www.borderscollege.ac.uk enquiries@borderscollege.ac.uk

Embracing diversity, committed to equality..... Cambridge City Council's commitment is to:

Deliver high quality services in a fair and equal way to all sections of the community Promote equality Challenge and eradicate prejudice and discrimination Respect, value and celebrate diversity Promote tolerance Provide responsive, sensitive and accessible services and information Ensure our workforce reflects the diverse population of Cambridge

There are already staff with a range of impairments and health conditions working for Cambridge City Council providing services in many areas including Housing, Environmental Health, Planning, Arts, Sports & Leisure and Community Development to name a few. We strive to be a progressive employer and positively welcome applications from all minority groups. The Council is committed to providing equality of opportunity and to ensuring that there is no discrimination in its employment practices, training and promotion opportunities. For details of all our current vacancies and to register to receive details of any future suitable vacancies, go to www.jobsincambs.com The Council is committed to the safeguarding of children and vulnerable adults

Develop a positive, supportive and anti-discriminatory working environment for all staff

103

In probation, we value respect for others, social inclusion and celebrating differences. We strive to ensure these values are apparent throughout our organisation and in our work with offenders and victims of crime. www.northumbria-probation.co.uk

104

NATIONAL

SOUTH & Gtr LONDON

ARCO

Bath Spa University

Barnardos

Brighton University

Citizens Advice Bureau

City College Plymouth

CTC Charitable Trust

Communication Workers Union

Health & Safety Executive

East Dorset District Council

Land Registry

Foster Care UK

Mouchel

Government Finance Profession

Ordnance Survey

Hertfordshire Constabulary

Pre-School Learning Alliance

HMP Swaleside

Riverside Pennine

Knight Frank LLP

Royal Veterinary College London

MCCH Society

Serious Organised Crime Agency

Newham College

Teesside University

North Dorset District Council

The Forestry Commission

St Vincent College

The Highways Agency

University of Southampton

Tragus

Univeristy of the Arts London

Veterinary Laboratories Agency

West Sussex Fire & Rescue Service

105

MIDLANDS & EAST ANGLIA

NORTH WEST & WALES

NORTH EAST & SCOTLAND

Bishop Grosseteste University College

Arriva Wales

Borders College

Arts Council Of Wales

Bradford College Cambridge City Council

Derwent Living

Cheshire Peaks & Plains Housing Trust

East Midlands Airport

Everton Football Club

East Midlands Ambulance Service

Gtr. Manchester Fire & Rescue

Forever Families

Hendre Housing Association

Leicester Police

Konwsley Housing Trust

Lincoln College

Lifelong Learning Network

New College Nottingham

Liverpool Primary Care Trust

North Lincolnshire Council

Liverpool John Moores University

Derby Hospitals NHS Foundation Trust

Sanctuary Housing University Of Essex

Manchester City Council Manchester Primary Care Trust National Museums Liverpool Pennine Care NHS Foundation Trust Salford City College St Helens College Together Trust University of Wales Institute Cardiff

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City Of Sunderland College InCommunities Joseph Rowntree Foundation Kirklees College Leeds Metropolitan University NHS National Services Scotland Northumbria Probation

t’s still hard to believe that on the night of 4 November, I was standing with the Rev. Jesse Jackson in Chicago’s Grant Park under a brilliant sky with the skys of the universe aligned for hope and change. And a few metres from me, up stepped to the podium Barack Obama as the first African American elected president of the United States in front of a global audience of millions.

And from that cool evening in Chicago to a sub-freezing Inauguration Day January 20, 2009, in Washington, DC, I was one of millions who braved the sub-freeezing cold to see Obama place his hand on the Bible, and take the oath of office as the 44th President of the U.S. And I will always remember, with honour and privilege, the first-hand, birds-eye view of these momentous occasions.

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Attending several events, at 'Busboys and Poets' bookstore and restaurant, then at a local Black church (Plymouth) and at the Howard University, almost everyone on the streets and in the bars and restaurants, churches, university students have at least one Obama word in common: 'TRANSCEND.' But Obama did not go “beyond race,” – as race and racism are still so very alive today - but beyond the rhetoric without action of some anti racists - to the practical opportunity for power - doing something to bring about equality.

WHO WOULD HAVE THOUGHT WE’VE COME TO WHERE WE ARE TODAY? For children born in the last 20 years race equality policy may seem to be part of the fabric of public policy – with over 30 pieces of legislation and regulation they would be forgiven for thinking that much has been done and the ‘problem’ of race is no longer there. But go back 50 years and there was a very different story: I was just two years old, born in a partitioned, Muslim Pakistan just after Indian independence in 1947. There were no race equality laws in the UK and open discrimination was rife. Apartheid in South Africa was in full swing. The US had legal segregation and Blacks had no voting rights. 60 years ago UNESCO published a statement that the concept of race was not scientific. 60 years ago the Universal declaration of human rights was necessary because of the atrocities of the holocaust. Ghana gained its independence in 1957.

But the euphoria of 2009 is now giving way to a sobering and unmistakable reality, as storm clouds hover over us, not to propel us forward, but threaten each day to turn back the clock on race equality.

In addition there are two ominous debates at play:

In the UK we are witness to:

At a conference in February 09 to mark the 10th anniversary of the Lawrence Report, Home Office ministers Jacqui Smith and Jack Straw and the new Met Police commissioner - Paul Stephenson used the occasion to launch a strategy to gut and roll back the progress made after the Lawrence inquiry to acknowledge and tackle Institutional Racism and the concrete strategies to eliminate IR in the police and many other institutions in the UK. This would be a tremendous blow, as the Lawrence Inquiry created the best tools for tackling institutional Racism across Europe particularly via the Race Relations Amendment Act 2000.

Race equality schemes…being replaced with single equality schemes Race relations… with community cohesion and the Prevent Agenda Race units… with diversity units Institutional racism… with ‘systemic’ bias or being labelled inappropriate Multiculturalism…is derided and the emphasis is on integration or some would say - assimilation

THE QUESTIONNING OF INSTITUTIONAL RACISM (IR) AS APPROPRIATE OR RELEVANT

This attempt to abandon IR comes at a time when the stated targets have not been met - e.g., stop and search, recruitment and promotion figures…

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Who is going to measure their progress? And against what? If an authority under-performs what’s to stop them changing the goalposts? Or chopping and changing targets at will?

There is a danger that the “going beyond race” theory - when persistent race inequality remains – will be a recipe for disarming or diverting the movement for real, measurable, quantifiable change.

Need for Equanomics

Equanomics, however, argues that FIRST we must achieve measurable economic and race economic equality, and when we ACHIEVE that, then we can go beyond race. But not a minute before the structural gaps in employment, education, economic empowerment and other areas is eliminated.

This counter-revolution against our equality agenda drove me to launch a new initiative, Equanomics UK, a 21st century initiative to transition from poverty to equality, from economic disadvantage to parity. Seeking a level playing field for all communities, Equanomics UK intends to mobilise all committed people to help us meet our long term goal of Human Rights for All, and forge a new movement and organisation for racial equality and economic justice. Some argue that we should “bargain” away our equality agenda / 'Equanomics.” That is stop focusing on racism and position and concessions will be made; settle for generational change and acclaim "diversity." However, we question whether this trajectory can ever even the economic, educational and political playing field.

Another “unique interpretation” is also gaining favour. It suggests the Obama campaign for the Democratic nomination represents the ascendancy of “bargainers” – i.e., new Black leaders who are “replacing” traditional civil rights fighters described as “challengers."

This challengers/bargainers framework poses a false dichotomy. Were it not for the "challengers" in the U.S. who broke down legal segregation, won the Civil and Voting Rights Act legislation and ushered in a new era of “King Democracy” (as opposed to Jefferson “democracy” that allowed slavery to co-exist side by side), it would not be possible for the bargainers to exist today. There is a dialectic at play here: the bargainers could not exist, if not for the challengers. The “challengers” are the benefactors who paved the way for others (the “bargainers”) to build upon their success: challengers broke down the walls, built the bridges, and opened the doors, and enabling the “bargainers” to now walk boldly and confidently (and with less struggle and strife) through them. We may have change, we may have hope, but we don't have equality yet. That is for all of us to deliver not by going beyond anything but transcending the fray and working on higher principles, values and better respect for all humanity.

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We may have change, we may have hope, but we don't have equality yet. That is for all of us to deliver not by going beyond anything but transcending the fray and working on higher principles, values and better respect for all humanity.

Equanomics is an organisation, a broad based coalition of individual activists, and myriad voluntary and community based organisations aspiring to be the foremost third sector organisation addressing race equality in the UK from an economic perspective.

So Equanomics is not about creating a single voice; it is about enabling and empowering a diversity of voices to influence policy. With co-ordination, engagement and vision, our individual voices can come together to drive a vehicle for sustainable change.

Equanomics is a movement with a "new language" for today's civil rights movement with a new and different kind of politics. A new way that does not deny our roots yet is a new radar, a fresh angle, a new paradigm to advance our struggle “equality in our lifetime.”

As I see it, Equanomics is an contemporary analysis and positive framework that objectively measures the structural inequalities (and progress toward equality) in the UK – e.g., in economics, health, criminal justice, education, employment, etc.

So that’s my Vision for Equanomics UK - to achieve genuine race equality and economic justice by reconnecting economically and politically disenfranchised communities across the UK, presenting an economic analysis of discrimination, and growing a movement that will change the UK’s language and approach on racial and economic equality, and makes measureable progress in the objective economic status of BAME and disenfranchised communities.

I HOPE YOU WILL JOIN ME IN THIS JOURNEY.

KEEP HOPE ALIVE! 110

SEX DISCRIMINATION AND EQUAL PAY ACTS This is a brief summary of the Sex Discrimination Act and Equal Pay Act, the rights they give people, and how to make a complaint under these acts. The Sex Discrimination Act (SDA) came into force in 1975. The Equal Pay Act (EPA) took effect in 1975. Each act has been amended a number of time since they came into force.

WHAT DO THE ACTS SAY? The SDA makes it unlawful to discriminate on the grounds of sex. Specifically, sex discrimination is not allowed in employment, education, advertising or when providing housing, goods, services or facilities. It is unlawful to discriminate because someone is married, in employment or advertisements for jobs. It is also unlawful to discriminate in the employment field on the grounds of gender reassignment, or pregnancy and maternity.

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Harassment in employment, vocational training and further education is also specifically prohibited. The EPA says women must be paid the same as men when they are doing equal work and vice-versa.

WHAT IS THE EOC? The Equal Opportunities Commission was created by Parliament in 1976. We have three main tasks:

EMPLOYMENT

EDUCATION

ADVERTISING

Employers must not discriminate against you because of your sex or because you are married, because you have undergone (or intend to undergo) gender reassignment or because of your pregnancy or maternity leave. Harassment at work is also unlawful.This applies to recruitment, your treatment in your job, chances for promotion and training, dismissal or redundancy. Employers must not label jobs 'for men' or 'for women' except in some very special circumstances: a person's sex can be considered a 'genuine occupational qualification' in jobs such as acting or for reasons of privacy and decency.

Co-educational schools, colleges and universities must not discriminate in the way they provide facilities or in the way they admit students. For example, all students should have equal access to the National Curriculum. The careers service must not discriminate between boys and girls in the way they provide advice and assistance. Single-sex schools may restrict admission to boys or girls, but they must not restrict the types of subjects they teach as a result.

Advertisements must not show that the advertiser intends to discriminate unlawfully. The Equal Opportunities Commission can take legal action against advertisers who discriminate.

EQUAL PAY Employers must not discriminate against you on the basis of sex, in relation to your pay. For example, if you and another colleague of the opposite sex are doing the same job but you are paid less then you have a right to equal pay â&#x20AC;&#x201C; unless the employer can show there is a genuine reason for the pay difference which is not based on sex.

HOUSING, GOODS, FACILITIES, AND SERVICES With a few exceptions, no one providing housing, goods, facilities or services to the public may discriminate against you because of your sex. For example, you must not be discriminated against when:

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VICTIMISATION You are protected by the law in case you are victimized for trying to exercise your rights under the Sex Discrimination or Equal Pay Acts.

WHERE DO I TAKE MY COMPLAINT? If you feel that you have been treated unfairly because of your sex, marriage or gender reassignment you can take your complaint to a county court, in England or Wales, or to sheriff court in Scotland. If your complaint is about employment or equal pay you go to an employment tribunal. If your complaint is about education in a state school, college or university you must first give the Secretary of State a chance to exercise the Secretary's powers under the Education Acts.

HOW SOON MUST I TAKE ACTION?

WHAT DOES THE SEX DISCRIMINATION ACT SAY

You must present your complaint of sex, marriage or gender reassignment discrimination in employment to a tribunal not later than three months (minus one day) after the act you are complaining about took place. You may be able to take a complaint after this time if you can show a good reason that you could not make your complaint earlier. Complaints about unequal pay can be presented to an employment tribunal at any time while in the job to which your claim relates and up to six months (minus one day) after leaving the job. If you are taking a case to a county or sheriff court you must begin your legal action not later than six months (minus one day) after the act you are complaining about took place.

This is a summary of what the Sex Discrimination Act says, and what rights it gives you. The Sex Discrimination Act 1975 (SDA) prohibits sex discrimination against individuals in the areas of employment, education, and the provision of goods, facilities and services and in the disposal or management of premises. It also prohibits discrimination in employment against married people. Since the Civil Partnership Act 2004 came into force on 5th December 2005, the same protection is afforded to those in a civil partnership as those who are married. It is not unlawful to discriminate against someone because they are not married. Victimisation because someone has tried to exercise their rights under the SDA or Equal Pay Act is prohibited.

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The SDA applies to women and men of any age, including children. Discriminatory advertisements are unlawful but only the Equal Opportunities Commission can take action against advertisers. The SDA applies to England, Wales and Scotland.

WHAT IS SEX DISCRIMINATION? The SDA prohibits direct and indirect sex discrimination. There are special provisions about discrimination on the grounds of gender reassignment, pregnancy and maternity and harassment in employment. Part I of the SDA describes the forms of discrimination to which the SDA applies.

DIRECT SEX DISCRIMINATION This is where a woman (or man) is treated less favourably than a person of the opposite sex in comparable circumstances is, or would be, because of her (or his) sex.

INDIRECT SEX DISCRIMINATION IN THE EMPLOYMENT FIELD

DISCRIMINATION ON GROUNDS OF GENDER REASSIGNMENT

This is where a provision criterion or practice is applied (or would be applied) to both sexes but which puts one sex (or married persons) at a particular disadvantage and cannot be shown to be a proportionate means of meeting a legitimate aim. For example, a requirement to work full-time might be unlawful discrimination against women.

There are special provisions prohibiting discrimination on the grounds of gender reassignment in the employment field with certain exceptions. Harassment on the grounds that someone intends to undergo, is undergoing or has undergone gender reassignment is also expressly prohibited by the SDA.

IN OTHER FIELDS COVERED BY THE SDA Indirect sex discrimination occurs when a condition or requirement is applied equally to both women and men but, in fact, it affects a significantly greater proportion of women than men (or vice versa) and is not justifiable on objective grounds unrelated to sex.

There are no express provisions prohibiting discrimination on grounds of gender reassignment in the otherfields covered by the SDA. However, there is a good argument that the general definition of sex discrimination prohibits this, although there is not yet any legal authority on this point.

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DISCRIMINATION ON THE GROUNDS OF PREGNANCY OR MATERNITY There are special provisions in the SDA prohibiting discrimination on the grounds of pregnancy or maternity leave in employment. If a woman can show that 'but for' her pregnancy or maternity leave, she would not have suffered less favourable treatment, this is sex discrimination. She does not have to compare herself to how a man was or would be treated. There are no express provisions prohibiting discrimination on the grounds of pregnancy in other fields covered by the SDA. However a woman who was discriminated against because of pregnancy outside of employment could attempt to bring a claim of direct sex discrimination, arguing that 'but for' her pregnancy she would not have been treated this way. However, she may have to be prepared to compare her treatment to how a man would have been treated in similar circumstances.

HARASSMENT There are special provisions in the SDA prohibiting harassment in employment, vocational training and further education. Harassment is defined as either:

There are no express provisions prohibiting harassment in access to goods, facilities and services but the recipient could take a claim of direct sex discrimination based on the fact that that the harasser would not have treated somebody of the opposite sex in this way.

DISCRIMINATION ON GROUNDS OF SEXUAL ORIENTATION

In either case the conduct must have the purpose, or the effect of violating the recipient's dignity, or of creating an intimidating, hostile, degrading, humiliating or offensive environment for the recipient. It is also harassment to treat somebody less favourably because they have rejected or submitted to either type of harassment described above. Harassment on the grounds that someone intends to undergo, is undergoing or has undergone gender reassignment is also expressly prohibited by the SDA.

The SDA has been held by the courts not to prohibit discrimination on the grounds of sexual orientation. Discrimination on the grounds of sexual orientation in the employment field is unlawful under the Employment Equality (Sexual Orientation) Regulations 2003.

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DISCRIMINATION IN THE EMPLOYMENT FIELD In general, it is unlawful for an employer to discriminate directly or indirectly on grounds of sex or marriage in:

Employees (and potential employees) have rights under the SDA whatever their length of employment and whatever hours they work. The SDA applies even if some of the work is to be done outside Great Britain. Even if the employee works wholly outside of Great Britain, they are still covered by the SDA if their employer has a place of business at an establishment in Great Britain and the work is for the purposes of the business carried out at that establishment; and the employee is ordinarily resident in Great Britain at the time when he applies for is offered the employment, or at any time during the course of the employment.

The SDA also protects people who are not "employees" in the sense required for some other employment rights, such as the right not to be unfairly dismissed. It protects people engaged under a contract personally to execute work or labour. Contract workers whose labour is supplied by their employer to another person (the principal) are protected against discrimination by the principal. Office holders are now also protected under the SDA. There are special provisions prohibiting discrimination: by firms against partners or potential partners by trade unions and employers' organisations against members or potential members by authorities or bodies in conferring authorisations or qualifications needed for or facilitating engagement in a particular profession or trade

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Part II of the SDA contains the provisions relating to discrimination in the employment field, except for the provisions about barristers, which are in Part III.

DISCRIMINATION IN EDUCATION Co-educational schools, colleges and universities must not discriminate directly or indirectly on grounds of sex in the way they treat or admit students. Single sex schools may restrict their intake to boys or girls (with very limited exceptional admissions of pupils of the opposite sex). Single sex schools which intend to change to co-educational admission, can get approval for a limited exemption from the SDA during the transitional phase. Local education authorities must not discriminate in carrying out their functions under the Education Acts. Harassment in further education establishments is unlawful. Part III of the SDA contains the provisions relating to discrimination in education.

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DISCRIMINATION IN THE PROVISION OF GOODS, FACILITIES AND SERVICES AND PREMISES With a few exceptions, it is unlawful to discriminate directly or indirectly on grounds of sex in the provision of goods,facilities or services to the public, or a section of the public or in the disposal or management of premises. The main exceptions include:

IS POSITIVE DISCRIMINATION LAWFUL?

WHAT REMEDIES ARE THERE FOR UNLAWFUL DISCRIMINATION?

In general, positive discrimination to favour one sex is not lawful. There are limited exceptions allowing discrimination in training, or encouragement to apply for particular work in which members of the relevant sex are under-represented. These lawful exceptions are often referred to as positive action.The positive action provisions are contained in Part V of the SDA.

Possible remedies include:

HOW CAN AN INDIVIDUAL ENFORCE THEIR RIGHTS UNDER THE SDA?

The Gender Equality Duty (GED) is a statutory duty which came into force in April 2007.

Employment related claims are brought in the employment tribunal. Other claims are brought in a county court in England and Wales or in a sheriff court in Scotland. Strict time limits apply: 3 months (less one day) from the act of discrimination for employment tribunal claims and 6 months (less one day) for other claims. Special provisions apply to claims about discrimination in the state education sector.

All public authorities in England, Wales and Scotland must demonstrate that they are promoting equality for women and men and that they are eliminating sexual discrimination and harassment. Here you will find how GED is relevant to you, and get access all the resources you need to ensure you meet the requirements of the duty.

A declaration that unlawful discrimination has occurred. Compensation for financial loss, injury to feelings and injury to health with interest. In employment tribunals, a recommendation that the employer take action which will reduce the effect of discrimination on the complainant

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THE NEED FOR THE GENDER EQUALITY DUTY 30 years after the introduction of the Sex Discrimination Act [SDA], there is still discrimination. The rights of individuals do not oblige organisations to promote equality. The GED will bring about real change in the culture of organisations as the onus will be on organisations to promote equality, rather than on individuals to highlight discrimination.

THE DIFFERENCE IT WILL MAKE TO THE GENERAL PUBLIC The gender equality duty should mean that women and men get services that mean their needs more closely. For example, you may recognise these situations from your own experience: Men are less likely than women to visit their GP, which means that they often seek treatment late in an illness. This is bad for their health and wellbeing, and costs the NHS more in the long run. For example, although women are more susceptible to lung cancer, more men die of the disease because they seek help late.

Women use public transport in different ways and for different reasons than men. They are more likely to need to access healthcare, childcare and food shopping as well as going to work. Unfortunately, transport services and town planning rarely recognise this, as routes are often aimed at commuters.They don't always provide easy access to transport for those carrying children or pushchairs, or recognise that women have a greater fear of travelling at night. The Gender Equality Duty could see transport service planners improving bus routes across town to supermarkets, schools and health centres.

WHO HAS TO COMPLY WITH THE GENDER EQUALITY DUTY?

WHAT PUBLIC AUTHORITIES WILL HAVE TO DO

The general duty applies to all functions of every public authority. This includes councils, schools, hospitals and police authorities as well as central government departments. The definition of a publicauthority is 'any person who has functions of a public natureâ&#x20AC;&#x2122; which is the same approach taken within the Disability Discrimination Act 2005 and the Human Rights Act 1998.

Public service providers and public sector employers will have to think about policies they develop and the services they deliver with the different needs of women and men in mind. Public service providers will need to look at who uses their services, and ask questions like:

Because this definition is used the organisations covered by the general duty are not set out in a list. The gender duty applies directly to certain private or voluntary sector bodies when they are carrying out public functions on behalf of the state. An example of this is a private company who transports prisoners. Public bodies are still covered by the duty when services are contracted out to external organisations. This could include community transport, stationery or catering services.

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What are the different issues and priorities for women and men who use the services we provide? For example, during housing distribution, a man may be allocated a one bedroom house, without consideration being given to the fact he looks after his two children every weekend. Do they have different requirements and needs to be met by our service? For example, women and men fear different types of crime. Women fear rape, mugging and physical attack more than men do. Yet more resources are directed at combatting crimes which men fear than those which women fear. This is particularly apparent in the case of sexual assault and rape.

Will women or men be put off using a service because of lack of childcare or an unsafe or unwelcoming environment?

Public authorities will also have to look at their employment policies to see how they affect women and men. Some gender issues they may have to think about are:

Public authorities will also need to look at how their employment policies affect transsexual men and women. Some issues they may have to think about are:

For example, if a young mother attends college on a plumbing course, she may not be able to take the course if the childcare at the college does not open until 9am, but her course starts at 8am. The college may not have taken into account the needs of students with caring responsibilities, particularly in this case as plumbing is likely to be a male dominated course. This could also affect men, as they too may benefit from the childcare facilities.

ARE THERE SOME SERVICES WHICH ARE MORE EFFECTIVELY DELIVERED AS WOMEN-ONLY OR MEN-ONLY? If there is enough evidence to show that services are needed for men-only or women-only. It will still be legal to provide single sex services, where there is a clear need to preserve decency or privacy, such as a women's refuge.

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Do you have a policy on supporting employees who are undergoing gender reassignment?

HOW PUBLIC AUTHORITIES CAN ACHIEVE THEIR GOALS

For example, do you have a system to support existing staff who intend to "transition" whilst at work?

Most major public authorities will have to follow a series of steps known as 'specific duties'. This includes setting their own gender equality goals and consulting their service users, customers and employees. They will then have to re-design or tweak services to make sure that they achieve the goals.

Have you thought about the issues this could raise?

DO YOU HAVE A POLICY ON SUPPORTING EMPLOYEES WHO ARE UNDERGOING GENDER REASSIGNMENT? For example, do you have a system to support existing staff who intend to "transition" whilst at work? Have you thought about the issues this could raise?

DO YOU ENCOURAGE JOB APPLICATIONS FROM THE TRANS COMMUNITY?

For example: A local primary care trust may have a goal to 'decrease the number of fatal incidences of Coronary Heart Disease'. In order to achieve this goal, it should take into account the differences between men and women, and set out the actions it will take to address those differences. Men typically develop heart disease ten years earlier than women, but they are less likely to visit their GP.

For instance, have you got policies and procedures that would put obstacles in the path of prospective employees who may want to work for you?

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To ensure that prevention work is effective, the trust should look at their current service and to see how they could specifically target men, educate them about the risks at an early age, and set up a means of early diagnosis of the disease. By setting up medical units at football or rugby matches â&#x20AC;&#x201C; which have a highconcentration of men in attendance, the health trust will have set a goal and taken action to achieve the goal.

Women, on the other hand, often underestimate the risk of heart disease. Although most women believe that breast cancer is the most pressing health worry, heart disease is a greater risk, causing some 20,000 deaths in the UK every year. Tests for coronary heart disease (CHD) are designed to be performed on men - yet the symptoms in men and women are different. Local action needs to be taken to make women aware of the risk of heart disease, and to make healthcare professionals aware of the different symptoms experienced by women.

THE BENEFITS FOR PUBLIC AUTHORITIES AND ORGANISATIONS COVERED BY THE DUTY Any successful business strives to satisfy customers and retain good staff. By taking gender into consideration you could:

ON EMPLOYMENT Improve recruitment. Considering gender could help you fill the skill gaps you may have: Flexible working and improving the work â&#x20AC;&#x201C; life balance means happier staff and higher staff retention Equal pay for like jobs will prevent costly tribunal cases Action on maternity leave will increase staff returning â&#x20AC;&#x201C; saving you money on recruitment More efficient use of talent in the workforce By complying as a private sector business or voluntary/charity organisation, you will be able to tender for contracts with public sector authorities.

The gender equality goals and plan to tackle them are known as an action plan. Major public authorities will have to have an action plan.

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he Equality and Human Rights Commission champions equality and human right for all, working to eliminate discrimination, reduce inequality, protect human rights and to build good relations, ensuring that everyone has a fair chance to participate in society.

How we live together is one of the big challenges of the twenty-first century: as serious as climate change and more immediate.

The Equality and Human Rights Commission replaces the three former equality commissions: the Commission for Racial Equality (CRE), the Disability Rights Commission (DRC) and the Equal Opportunities Commission (EOC).

The new commission is working to eliminate discrimination, reduce inequality, protect human rights and to build good relations, ensuring that everyone has a fair chance to participate in society.

A milestone along the road to a fairer, more equal Britain, the new Equality and Human Rights Commission opened on 1 October 2007.

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The previous commissions â&#x20AC;&#x201C; the Equal Opportunities Commission, the Commission for Racial Equality, and the Disability Rights Commission â&#x20AC;&#x201C; have made enormous advances, changing Britain into a fairer place. But much remains to be done. The new commission is building on their legacy to achieve change to benefit some of the most disadvantaged and voiceless people in our society.

The new commission brings together the work of the three previous equality commissions and also takes on responsibility for the other aspects of equality: age, sexual orientation and religion or belief, as well as human rights. The Equality and Human Rights Commission acts not only for the disadvantaged, but for everyone in society, and can use its new enforcement powers where necessary to guarantee peopleâ&#x20AC;&#x2122;s equality. It also has a mandate to promote understanding of the Human Rights Act. The Equality and Human Rights Commission is a non-departmental public body (NDPB) established under the Equality Act 2006 â&#x20AC;&#x201C; accountable for its public funds, but independent of government.

A single commission will have many benefits, including: bringing together equality experts means we can act as a single source of information and advice being a single point of contact for individuals, businesses and the voluntary and public sectors helping businesses by promoting awareness of equality issues, which may prevent costly court and tribunal cases tackling discrimination on multiple levels some people may face more than one type of discrimination giving previously under represented groups, such as older people, a powerful national body to tackle discrimination

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Being together means that we will be able to continue the good work of previous commissions from a more powerful base, while learning valuable lessons from each other. The Equality and Human Rights Commission covers England, Scotland and Wales, but not Northern Ireland. The commission has offices in Cardiff, Edinburgh, Glasgow, London and Manchester.

It is unlawful for your age to be the cause of less favourable treatment in your workplace or in vocational training. Find out more about age discrimination and how and where it may affect you.

Your religion or belief, or those of somebody else, should not interfere with your right to be treated fairly at work, at school, in shops or while accessing public services such as health care and housing.

If you have a physical or mental impairment, you have specific rights that protect you against discrimination. Employers and service providers are obliged to make adjustments for you. Find out more and what to do if you need help.

Women, men and transgender people should not be treated unfairly because of their gender, because they are married or because are raising a family. This section explains your rights and how to use them.

Whether you are gay, lesbian, bisexual or straight should not put you at a disadvantage. Find out more about discrimination in the workplace, including harassment, on grounds of sexual orientation in this section.

Wherever you were born, wherever your parents came from, whatever the colour of your skin, you have a right to be treated fairly. This section explains the rights that protect you against racial discrimination and prejudice.

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Unlawful age discrimination happens when someone is treated unfavourably because of their age, without justification, or is harassed or victimised because of their age.

DOES AGE DISCRIMINATION APPLY TO ME? Age discrimination law currently applies only in employment and vocational training where you have been treated less favourably on the basis of your age, without justification. This may be because you are considered too young or too old. Age discrimination law does not currently apply to goods and services, though human rights law may give some protection in these areas. Legally, the test for many potential cases of age discrimination is whether the discrimination can be said to be ‘justified’. Unlike most other types of discrimination, justification can be used lawfully as a defence for direct age discrimination, as well as indirect age discrimination.

Age discrimination law does not currently apply to goods and services, though human rights law may give some protection in these areas. Legally, the test for many potential cases of age discrimination is whether the discrimination can be said to be ‘justified’. Unlike most other types of discrimination, justification can be used lawfully as a defence for direct age discrimination, as well as indirect age discrimination.

WHAT IS AGE DISCRIMINATION? For definitions of the different types of discrimination, such as direct, indirect, harassment and victimisation.

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THE FOLLOWING ARE SAMPLES OF AGE DESCRIMINATION: An employer refuses to offer a job to a young candidate, even though the candidate has the skills and competencies required for it. The employer sees the position as one of authority and does not feel the young candidate will be respected or taken seriously because of his age. This is an example of direct discrimination. An employer insists that all candidates for a job have to meet a physical fitness test (that younger candidates can meet more easily) even though the fitness standard is not required for the job in question. This is indirect discrimination.

THE FOLLOWING ARE SAMPLES OF AGE DESCRIMINATION: An employee has been consistently passed over for promotion, and is not allowed to attend meetings unaccompanied, because she looks young for her age. Her manager, who is 10 years older than her, feels that she is too ‘wet behind the ears’ to be given more responsibility, despite the fact that she has the right qualifications and five years’ experience in her role. This is an example of direct discrimination. A general work culture appears to tolerate people telling ageist jokes, bullying or name calling. This could count as harassment on the grounds of age. Harassment is a form of direct discrimination. As one of its requirements, a job advert lists 10 years’ experience in a relevant field, when two or three years’ experience would be adequate for the job. This could be seen as indirect discrimination.

WHEN IS AGE DISCRIMINATION LAWFUL? In certain circumstances, age discrimination may be lawful, but there must be an ‘objective justification’ in every case.

OBJECTIVE JUSTIFICATION An objective justification allows an employer to discriminate both directly and indirectly on the basis of age. They must, however, show that this discrimination is ‘proportionate’ and contributes to a ‘legitimate’ aim. Under human rights and anti-discrimination legislation, you have the right to hold your own religious beliefs or other philosophical beliefs similar to a religion. You also have the right to have no religion or belief.

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Under the Equality Act 2006, it is unlawful for someone to discriminate against you because of your religion or belief (or because you have no religion or belief): • in any aspect of employment • when providing goods, facilities and services • when providing education • in using or disposing of premises, or • when exercising public functions. There are, however, some limited exceptions when discrimination may be lawful. Contact CEHR for more advice.

WHAT IS A RELIGION? The Equality Act 2006 contains definitions of religion and belief, which will be interpreted by the courts with reference to relevant case law, including cases relating to the European Convention on Human Rights.

In order to be protected under the Equality Act 2006, a religion or belief must be recognised as being cogent, serious, cohesive and compatible with human dignity. The concept includes religions that are widely recognised in Britain (although it isn’t limited only to these), such as:

Baha’i faith Buddhism Christianity Hinduism Islam Jainism Rastafarianism Judaism Sikhism Zoroastrianism Denominations or sects within a religion will also be considered as religions, or religious beliefs, such as Catholicism and Protestantism, which are divisions of Christianity.

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WHAT IS A BELIEF? For the purposes of the Equality Act 2006, belief is defined as including philosophical beliefs, such as humanism, which are considered to be similar to a religion. Other categories of beliefs, such as support for a political party, are not protected by the Equality Act.

The Disability Discrimination Act says a disabled person is someone with ‘a physical or mental impairment which has a substantial and long-term adverse effect on his ability to carry out normal day-to-day activities’. Examples include cancer, diabetes, multiple sclerosis and heart conditions; hearing or sight impairments, or a significant mobility difficulty; and mental health conditions or learning difficulties. People in these circumstances and some others (such as people with a facial disfigurement) are likely to have rights under the Disability Discrimination Act (DDA) to protect them from discrimination. However, only the courts can say if a particular individual is defined as disabled under the legislation.

Based on research, around one in five people of working age are considered to be ‘disabled’. Read through this section for information on Education, Employment, how to use your rights, what the law says and more. If you have an impairment or a long-term health condition that has an impact on your day-to-day life, you are likely to have rights under the Disability Discrimination Act (DDA).

DISABILITY DISCRIMINATION ACT The Disability Discrimination Act (DDA) 1995 aims to end the discrimination that many disabled people face. This Act has been significantly extended, including by the Disability Discrimination Act 2005.

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It now gives disabled people rights in the areas of: • employment • education • access to goods, facilities and services • buying or renting land or property, including making it easier for disabled people to rent property and for tenants to make disability-related adaptations. The Act now requires public bodies to promote equality of opportunity for disabled people. It also allows the government to set minimum standards so that disabled people can use public transport easily.

Does sexual orientation discrimination apply to me? Legal protection from discrimination on the basis of sexual orientation applies to everyone, whatever their sexual orientation.

GENDER EQUALITY: SPECIFIC DUTIES Public authorities with a duty to publish a gender equality scheme also have a range of specific duties that help them to meet their general duty to promote gender equality. The statutory code of practice for England and Wales summarises the duties as follows: To prepare and publish a gender equality scheme, showing how the public authority will meet its general and specific duties, and setting out its gender equality objectives. In formulating its overall objectives, to consider the need to include objectives to address the causes of any gender pay gap.

Sexual orientation discrimination includes being treated less favourably because: you are lesbian, gay, bisexual or straight

To gather and use information on how its policies and practices affect gender equality in the workforce and in the delivery of services. To consult stakeholders (that is, employees, service users and others, including trade unions) and take account of relevant information in order to determine its gender equality objectives. To assess the impact of its current and proposed policies and practices on gender equality. To implement the actions set out in its gender equality scheme within three years, unless it is unreasonable or impracticable to do so. To report against the scheme every year and review the scheme at least every three years. 130

people think you are lesbian, gay, bisexual or straight, or you are associated with someone who is lesbian, gay, bisexual or straight, for example a friend, relative or colleague. The law applies to direct and indirect discrimination as well as to harassment and victimisation. The law applies to the private, public and not-for-profit sectors.

It is unlawful for a person to discriminate on racial grounds against another person. The law defines racial grounds as including race, colour, nationality or ethnic or national origins.

WHAT IS RACE DISCRIMINATION? The 1976 Race Relations Act is concerned with people's actions and the effects of their actions, not their opinions or beliefs. Racial discrimination is not the same as racial prejudice. It is not necessary to prove that the other person intended to discriminate against you: you only have to show that you received less favourable treatment as a result of what they did. Under the Race Relations Act, it is unlawful for a person to discriminate on racial grounds against another person. The Act defines racial grounds as including race, colour, nationality or ethnic or national origins.

To bring a case under the Race Relations Act, you have to show you have been discriminated against in one or more ways that are unlawful under the Act.

YOUR PROTECTION UNDER THE RACE RELATIONS ACT 1976 The Race Relations Act protects you from racial discrimination in most, but not all, situations. You will therefore have to show that the discrimination you have suffered comes within the areas covered by the Act. On 2 April 2001, amendments to the Race Relations Act came into force which covers public authorities that had previously been exempt. This means that around 45,000 public authorities in the UK are now required to meet the general duty to promote race equality. A few public authorities are exempt, such as the Security Service. 131

Racial discrimination may occur in the way that someone provides you with goods, facilities and services, including housing. It can also occur in public services, such as health and education and other public services. Racial discrimination may also occur in the field of employment. There are a few small number of areas not covered by the Act these are outlined in the section called.

WHEN IS RACIAL DISCRIMINATION LAWFUL? The Race Relations Act 1976 (Statutory Duties) Order 2001 identifies specific steps to be taken by public authorities to comply with this specific duty. Discrimination in any of the areas listed below is unlawful under the Race Relations Act. Sexual Orientation Unlawful sexual orientation discrimination happens when someone is treated less favourably due to their sexual orientation, their perceived sexual orientation, or the sexual orientation of those they associate with.

www.thediversitygroup.co.uk is a digital gateway into further promoting equality and diversity. Frequently updated, our website offers the latest jobs, education and training opportunities from the wide selection of organisations who wish to work with us. Feel free to visit The Diversity Group Website at any time to see the latest opportunities as well as news and events. Our website also features Browsealoud and Text Modification for the hearing and visually impaired.

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Association of Women in Science and Engineering Aim is to advance the participation of girls and women in the sciences, from biomedicine to mathematics and the social sciences, in engineering, and technology â&#x20AC;&#x201C; all areas at all levels. www.awise.org

The Audit Commission The Audit Commission is an independent body responsible for ensuring that public money is used economically, efficiently and effectively. www.audit-commission.gov.uk

Everywoman Everywoman is a provider of training, resources and support services for women in business, aiming to increase the number of women in the UK economy and raise their status. Many of the services are online, and membership is free. www.everywoman.co.uk

Family and parents institute Their aim is the wellbeing of children and families and to achieve this, they carry out research and policy work to find out what matters to families and parents. They develop ideas to improve the services families use and to improve the environment in which children grow up. They also work to inform policymakers and public debate and develop practical resources for people working with families. www.familyandparenting.org

Fathers Direct Fathers Direct is the UK's national information centre for fatherhood. www.fathersdirect.com

Fawcett Society A national voluntary organisation working to create greater equality for women. www.fawcettsociety.org.uk

Flexecutive Flexible Working - information, advice, opportunities and consultancy. Flexecutive helps organisations to introduce and support flexible working. They also work with organisations to think creatively about resourcing, and provides access to quality candidates. www.flexecutiveclient.co.uk

Genderquake Genderquake is a strategic consultancy focussed on the gender dynamics of social, economic and technological change. www.genderquake.com

info4local Info4local is a one-stop portal providing easy access to information from the web sites of central government departments and agencies. Sign up to info4local's e-mail alert service to receive the latest information from the Equal Opportunities Commission and other central government departments and agencies. www.info4local.gov.uk

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Low Pay Unit The site contains information on the Low Pay Unit's campaigns, statistics on low pay and inequality, and advice leaflets on employment rights. www.lowpayunit.org.uk

Maternity Alliance An independent national voluntary organisation working to improve rights and services for all Britain's pregnant women, new parents and babies. www.maternityalliance.org.uk

Need2Know Need2Know is the new portal for 13 19 years olds. It provides a 'firststop-shop' for everything in life, with relevant sign-posts to valuable web sites in the public, private and charitable sectors. www.need2know.co.uk

Open.gov.uk Government website providing links to UK public sector information. www.open.gov.uk

Opportunity Now Business led campaign that works with employers tackling barriers to women's progress. www.opportunitynow.org.uk

Oxfam - the right to be equal Oxfamâ&#x20AC;&#x2122;s UK Poverty Programme focuses on equality between women and men. Their work includes action on regeneration, gender budgeting, women's influencing, and lone fathers. www.oxfamgb.org/ukpp/equal

Tommy's Tommy's is a registered charity which addresses the concerns of parents-to-be in the workplace. It was established over 10 years ago to help reduce the number of babies who die during pregnancy and at birth.

Trades Union Congress

Based in Bradford, The UK Resource Centre for Women in Science, Engineering, Construction and Technology offers a range of conference and training facilities to employers, professional bodies, Sector Skills Councils, careers professionals and learning providers. It also provides a range of resources aimed at promoting careers in SET to girls and women. www.setwomenresource.org.uk

Trade Union issues and campaigning body. www.tuc.org.uk

The Who Cares? Trust

Through their Pregnancy Accreditation Programme they work with employers to improve the working conditions and wellbeing of pregnant women in the workplace. www.tommys.org

Prowess PROWESS is a UK-wide advocacy network that supports the growth of women's business ownership through the development of an effective women-friendly business support infrastructure and enterprise culture. www.prowess.org.uk

SET â&#x20AC;&#x201C; Promoting Science, Engineering and Technology for Women Unit New UK Resource Centre for Women in Science, Engineering and Technology. This DTI funded organisation is replacing a lot of the work previously done by the DTI as seen on their web site www.set4women.gov.uk which is due to be phased out shortly. www.setwomenresource.org.uk

The UK Resource Centre for Women in Science, Engineering and Technology

Truth about rape A group committed to making a difference to how society understands rape. www.truthaboutrape.co.uk

UK Feminist Action A mailing list for UK feminists of all ages, backgrounds and political affiliations to share news about feminist activism, activities, groups, events, protests, campaigns etc. groups.yahoo.co.uk/group/ukfeminist action

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A national charity working to improve public care for around 60,000 children and young people who are separated from their families and living in residential or foster care.The Who Cares? Trust has runs the CareZone community site, the first UK-wide multi-agency site for professionals and carers working to improve the lives of looked after children. The only one-stop shop for care, the Community Site will direct you to appropriate knowledge, practice and support in the areas of child development, social care, health and education. www.carezonecommunity.org.uk

WINIT (Women in IT) WINIT are undertaking an in-depth survey of women in the IT industry, the projects will investigate why women are poorly represented in the IT sector as a whole and will seek to find reasons for, and solutions to, the female 'IT brain-drain'. www.isi.salford.ac.uk/gris/winit/index.

Women's Engineering Council www.engc.org.uk

Women's National Commission An official independent advisory body giving the views of women to government. www.cabinet-office.gov.uk/wnc

Working Families (formerly New Ways to Work) Campaigns and provides expert advice on new and flexible ways of working. www.workingfamilies.org.uk/asp/hom e_zone/m_welcome.asp

Women in Film and Television UK Women in Film and Television UK (WFTV) is a membership organisation open to women with at least one year's professional experience in the film, television and digital new media industries. WFTV exists to protect and enhance the status, interests and diversity of women working at all levels in the visual media. www.wftv.org.uk

The Djanogly Innovation Centre for Europe The Nottingham Trent University Burton Street Nottingham NG1 4BU Tel: 0115 948 6519 Fax: 0115 948 6568 e-mail: Jane.Thompson@NTU.ac.uk website: www2.ntu.ac.uk/dice/fairplay/menup age.htm

Fair Play South West

Women and Equality Unit The Women and Equality Unit is part of the Cabinet office. www.womenandequalityunit.gov.uk

Fair Play East Midlands

Regional Links Equality Commission Northern Ireland Combating discrimination and promoting equality in Northern Ireland. www.equalityni.org

quality North East Ltd Tackles equal opportunities and diversity issues in employment ultimately removing the barriers to economic and social life for all. The Pinetree Centre Durham Road Birtley Chester-le-Street Co Durham DH3 2TD 0191 492 1333 or 0191 492 1444 email: info@equality-ne.co.uk website: www.equality-ne.co.uk 135

C/o Equality South West East Reach House Taunton Somerset TA1 3EN website: www.fairplaysw.org.uk e-mail: info@fairplaysw.org.uk

Fair Play South East Southwater Business Resource Centre 29f Industrial Estate, Station Road Southwater HORSHAM West Sussex RH13 7UD Tel: 01403 739373 Fax: 01403 734432 website: www.fairplayse.org.uk website: www.seequality.org.uk

Fair Play Eastern Business in the Community PO Box 93 58 High Street NEWMARKET CB8 8ZN Tel: 01638 663272 Fax: 01638 666841 e-mail: prae@bitc.org.uk

Fair Play Bedfordshire and Luton The Old Chapel Carlton Road Turvey BEDFORD MK43 8EG Tel: 01234 881708 Fax: 01234 881708

Know your rights ACAS â&#x20AC;&#x201C; Advisory, Conciliation and Arbitration Service Mediating in employment; advice on good industrial relations practice, including equal pay. Advice and information for individuals and employers about Age Discrimination: www.acas.org.uk/index.aspx?articlei d=1046 Guidance on Sexual Orientation in the workplace, and Religion and Belief in the workplace: www.acas.org.uk/index.aspx?articlei d=337 www.acas.org.uk

Community Legal Service Fair Play Scotland Equal Opportunities Commission St Stephens House 279 Bath Street, Glasgow G2 4JL Tel: 0141 248 5833 Fax: 0141 248 5834

Chwarae Teg

Legal help and information in England and Wales. www.justask.org.uk

Disability Rights Commission Working towards a society where all disabled people can participate fully as equal citizens. www.drc-gb.org

Chwarae Teg Companies House Crown Way Maindy Cardiff CF4 3UZ

Employment Tribunals The Employment Tribunals are judicial bodies established to resolve disputes over employment rights. The website provides information about the tribunals and guidance about how to apply to them, both in England and Wales, and in Scotland. The ET's General Enquiry Line will also try to answer any enquiries, including providing statistical information. However they cannot provide any type of legal advice. www.employmenttribunals.gov.uk

Labour Research Department Provides news and information for Trade Unionists, workers and the labour movement on key workplace issues such as work/life balance, redundancy, pensions and more. www.lrd.org.uk

Law Centres Law centres provide a free and independent professional legal advice service to people who live or work in their catchment areas. www.lawcentres.org.uk

Low Pay Unit The site contains information on the Low Pay Unit's campaigns, statistics on low pay and inequality, and advice leaflets on employment rights. www.lowpayunit.org.uk

Tel: 029 20381331 Fax: 029 20381336 website: www.chwaraeteg.co.uk

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Law Centres

SafeWorkers

Age Positive

Law centres provide a free and independent professional legal advice service to people who live or work in their catchment areas. www.lawcentres.org.uk

Reference point to provide extensive information on well being and safety in the workplace. www.safeworkers.co.uk

Department for Work and Pensions website promoting age diversity in employment. www.agepositive.gov.uk

Tailored Interactive Guidance on Employment Rights (TIGER)

Andrea Adams Trust

Low Pay Unit The site contains information on the Low Pay Unit's campaigns, statistics on low pay and inequality, and advice leaflets on employment rights. www.lowpayunit.org.uk

NACAB â&#x20AC;&#x201C; Advice guide This site, set up by the National Citizens Advice Bureaux, gives basic information on your rights. It gives a broad outline of where you stand and what you can do. www.adviceguide.org.uk

Parents at Work Sources of information for working parents on employment rights and helpful advice on childcare and flexible working. www.parentsatwork.org.uk

Pay Wizard This website allows workers to compare their pay with those of others doing similar work, while providing visitors with information on employment rights. www.paywizard.co.uk

Department of Trade and Industry site giving guidance and information on UK employment law. Sections on employment relations, National Minimum Wage and maternity rights. www.tiger.gov.uk

UK Charity dedicated to tackling workplace bullying. www.andreaadamstrust.org

Angel Productions Angel Productions produces a range of video/DVD based training packs about equality and diversity at work. www.angelproductions.co.uk

Trades Union Congress Includes information on your rights at work, as well as contact details for individual trade unions. www.tuc.org.uk

How to put equality into practice ACAS â&#x20AC;&#x201C; Advisory, Conciliation and Arbitration Service Mediating in employment; advice on good industrial relations practice, including equal pay. www.acas.org.uk

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Children Mean Business Provides a useful introduction to the variety of family friendly measures available to employers as well as showing, through case studies, how some of these work in practice. www.cmb.org.uk

Commission for Equality and Human Rights Contains information about Government plans to develop a single agency. www.cehr.org.uk

COPE for Equality Ltd COPE provides a range of private and in-house individually tailored training programmes: professional development, equality and diversity, and positive action. www.copeforequality.co.uk

Commission for Equality and Human Rights Contains information about Government plans to develop a single agency. www.cehr.org.uk

Department for Trade and Industry Information and advice about how to balance work and childcare responsibilities to the benefit of employers, employees and their children. www2.dti.gov.uk/er/workingparents.h tm

Disability Rights Commission Working towards a society where all disabled people can participate fully as equal citizens. www.drc-gb.org

Diversity Dimension Cultural Diversity consultancy that can provide you with a head start in reaching the many different communities within the U.K. www.diversitydimension.com

Diversity UK If you're professionally involved in equality and diversity issues as a practitioner working in an organisation; an external trainer; an organisational policy or strategy maker or a consultant working with organisations, take a look at The Diversity Directory, aimed at giving employers the widest choice of equality and diversity consultancies. www.diversityuk.co.uk

Diversity Xchange Diversity Xchange is a print and on-line forum for promoting best business practice. It seeks to stimulate interest in diversity management as part of a business corporate social responsibility. The forum regularly delivers current issues and debates surrounding age, disability, gender, race, religion and sexual orientation. www.diversityxchange.com

Equality Direct Advice for employers on a wide range of equality issues, also providing an England-wide telephone service, telephone 0845 600 3444. www.equalitydirect.org.uk

Equality and Diversity Forum A network of national organisations committed to progress on age, disability, gender, race, religion and belief, sexual orientation and broader equality issues. www.equalitydiversityforum.org.uk

European Commission: For Diversity â&#x20AC;&#x201C; Against Discrimination Contains basic information on the new European Union Anti-Discrimination Policies and give practical advice on how organisations and individuals can avoid and combat discrimination. A number of factsheets are specifically aimed at employers. www.stopdiscrimination.info/index.php?gu ide

European Social Fund News Details of the European Community's EQUAL programme to support equality between men and women. www.esfnews.org.uk

Everywoman Equality and Diversity Forum A network of national organisations committed to progress on age, disability, gender, race, religion and belief, sexual orientation and broader equality issues. www.equalitydiversityforum.org.uk

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Everywoman is a provider of training, resources and support services for women in business, aiming to increase the number of women in the UK economy and raise their status. Many of the services are online, and membership is free. www.everywoman.co.uk

Financial Mail Women's Forum

Oxfam - the right to be equal

Network for senior business women. www.fmwf.com

Oxfamâ&#x20AC;&#x2122;s UK Poverty Programme focuses on equality between women and men. Their work includes action on regeneration, gender budgeting, women's influencing, and lone fathers. http://www.oxfamgb.org/ukpp/equal

Tommy's is a registered charity which addresses the concerns of parents-to-be in the workplace. Through their Pregnancy Accreditation Programme they work with employers to improve the working conditions and wellbeing of pregnant women in the workplace. www.tommys.org

Proactive Reputation Management

TUC

Investors in People Investors in People is a national quality standard which sets a level of good practice for improving an organisation's performance through its people. www.investorsinpeopledirect.co.uk

Low Pay Unit The site contains information on the Low Pay Unit's campaigns, statistics on low pay and inequality, and advice leaflets on employment rights. www.lowpayunit.org.uk

Opportunity Now Works with employers to realise the full potential of women in the workforce. www.opportunitynow.org.uk

Proactive Reputation Management focuses on people issues in organisations, for example their diversity, their behaviour and how they impact their organisations' reputations. They provide consultancy and implementation services to private and public organisations. www.prorepman.co.uk

Tommy's

Practical guidance for employers and unions to achieve a better work-life balance in the workplace. www.tuc.org.uk/changingtimes

WomenBusinessDirectory .com

A comprehensive directory of resources and information for women in business. www.womenbusinessdirectory.com

Public Appointments Unit Information about public appointments, including public appointment vacancies and how to apply. www.publicappointments.gov.uk

Tailored Interactive Guidance on Employment Rights (DTI site) Department of Trade and Industry site giving guidance and information on UK employment law. Sections on employment relations; the National Minimum Wage and maternity rights. www.tiger.gov.uk

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Women and Equality Unit Government department established to help the government deliver for women on the issues that matter most to them - includes information on reducing the pay gap and Work Life balance. www.womenandequalityunit.gov.uk

Working Families Working Families is the UKâ&#x20AC;&#x2122;s leading work-life balance organisation. Working families helps and give a voice to working parents and carers, whilst also helping employers create workplaces which encourage work-life balance for everyone. www.workingfamilies.org.uk

Work Life Balance Centre The Work Life Balance centre is a virtual resource that aims to: raise awareness and promote discussion of work life balance issues, promote and disseminate best practice in achieving work life balance, conduct research into working practices and issues, disseminate findings as widely as possible, encourage contributions from academics, business leaders, government organisations, professional associations and others and produce practical interventions to encourage better work life balance. www.worklifebalancecentre.org

The Law Lawrights Information on all areas of employment law, including discrimination. http://www.lawrights.co.uk/emp.html

UK Legislation Local and public Acts of Parliament, full text of statutory instruments back to 1987. http://www.legislation.hmso.gov.uk

British Employment Law Site for employers, employees, lawyers, HR professionals and all who need information on British Employment Law. http://www.emplaw.co.uk

Employment Tribunals The Employment Tribunals are judicial bodies established to resolve disputes over employment rights. The website provides information about the tribunals and guidance about how to apply to them, both in England and Wales, and in Scotland. The ET's General Enquiry Line will also try to answer general enquiries, including providing statistical information. However they cannot provide any type of legal advice. http://www.employmenttribunals.gov.u

Closing the income gap

Women's National Commission The official, independent, advisory body giving the views of women to the Government. It is the only organisation of this kind in the UK. It aims to ensure that women's views are taken into account by the Government and are heard in public debate. www.thewnc.org.uk

Trade Union Congress (TUC) The TUC campaigns for a fair deal at work and for social justice at home and abroad. The TUC is the umbrella for Trade Unions in the UK www.tuc.org.uk

Organisations that are working to close the income gap between women and men and who will continue to lobby for change for greater equality between women and men include the following

Child Poverty Action Group

Commission for Equality and Human Rights (CEHR)

Low Pay Commission

From October 2007 the CEHR will take over the role that the Equal Opportunities Commission has had since 1976 to tackle sex discrimination and promote gender equality. www.cehr.org.uk

Fawcett Society Fawcett campaigns for equality between women and men in the UK on pay, pensions, poverty, justice and politics. www.fawcettsociety.org.uk

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CPAG is the leading charity campaigning for the abolition of child poverty in the UK and for a better deal for low-income families and children. www.cpag.org.uk

The Low Pay Commission (LPC) was established as a result of the National Minimum Wage Act 1998 to advise the Government about the National Minimum Wage. www.lowpay.gov.uk

Scottish Low Pay Unit An independent organisation committed to improving the position of low paid workers in Scotland. www.slpu.org.uk

The Tiger (Tailored Interactive Guidance on Employment Rights) This interactive guidance within the Direct Gov website can be used by workers, employers, professional advisers or anyone with an interest in knowing how the national minimum wage law works. www.direct.gov.uk

Women's Budget Group (WBG) The Women's Budget Group is an independent organisation bringing together individuals from academia, non-governmental organisations and trades unions to promote gender equality through appropriate economic policy. www.wbg.org.uk

Supporting Modern Families Organisations that are working to improve support for modern families and transform the way we work and care, which in turn will bring greater equality between women and men include the following:

Commission for Equality and Human Rights (CEHR) From October 2007 the CEHR will take over the role that the Equal Opportunities Commission has had since 1976 to tackle sex discrimination and promote gender equality. www.cehr.org.uk

Child Poverty Action Group CPAG is the leading charity campaigning for the abolition of child poverty in the UK and for a better deal for low-income families and children. www.cpag.org.uk

One Parent Families One Parent Families believes we can build a fairer society for all families, in which lone parents and their children are not disadvantaged and do not suffer from poverty, isolation, or social exclusion www.oneparentfamilies.org.uk

The Daycare Trust Daycare Trust is the national childcare charity working to promote high quality childcare for all. www.daycaretrust.org.uk

Working Families Working Families is the UK's leading work-life balance organisation.They help and give a voice to working parents and carers, whilst also helping employers create workplaces which encourage work-life balance. www.workingfamilies.org.uk

Fathers Direct Fathers Direct is the national information centre on fatherhood. www.fathersdirect.com

The Daycare Trust Daycare Trust is the national childcare charity working to promote high quality childcare for all. www.daycaretrust.org.uk

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Families need Fathers Families need Fathers provides support on shared parenting issues arising from family breakdown. Their primary concern is maintaining the child's relationship with both parents. www.fnf.org.uk

Carers UK Carers UK is the voice of carers fighting to end injustice and for recognition of the contribution made by carers to society. www.carersuk.org

Age Concern The UK's largest charity working with and for older people. www.ageconcern.org.uk

National Childbirth Trust NCT is the leading UK charity for pregnancy, birth and parenting. www.nct.org.uk

Mothers Union A Christian organisation working and caring for families worldwide www.themothersunion.org

The Office for Disability Issues The Office for Disability Issues is the focal point within government to coordinate disability policy across all departments www.officefordisability.gov.uk

Joseph Rowntree Association One of the largest social policy and research development charities in the UK who seek to better understand the causes of social difficulties and explore ways of overcoming them. www.jrf.org.uk

Disability Alliance Disability Alliance aims to break the link between poverty and disability. It provides information on social security benefits and tax credits to disabled people, their families, carers and professional advisers; and undertakes research into the income needs of disabled people. www.disabilityalliance.org

Royal College of Midwives (RCM) RCM seeks to inform and influence the development of policy that affects both midwives and the women and children for whom they care. www.rcm.org.uk

MODERNISING PUBLIC SERVICES Organisations that are working to modernise public services so that they are better suited to our needs as women and men include the following:

Commission for Equality and Human Rights (CEHR)

Scottish Council for Voluntary Organisations (SCVO) SCVO is the national body representing the voluntary sector in scotland. www.scvo.org.uk/scvo/

Mens Health Forum (MHF) MHF works to improve male health and wellbeing in England and Wales. www.menshealthforum.org.uk

From October 2007 the CEHR will take over the role that the Equal Opportunities Commission has had since1976 to tackle sex discrimination and promote gender equality. www.cehr.org.uk

Men's Health Forum Scotland (MHFS)

Women's Budget Group (WBG)

NHS Employers aims to help employers improve the working lives of NHS staff as a path to better patient care. www.nhsemployers.org

The Women's Budget Group is an independent organisation bringing together individuals from academia, non-governmental organisations and trades unions to promote gender equality through appropriate economic policy. www.wbg.org.uk

National Council for Voluntary Organisations (NCVO) Umbrella organisation giving voice and support to voluntary and community organisations. www.ncvo-vol.org.uk

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MHFS exists to raise men's health awareness in Scotland. www.mhfs.org.uk

NHS Employers

DirectGov Umbrella information website for all public services. www.direct.gov.uk

Royal College of Midwives (RCM) RCM seeks to inform and influence the development of policy that affects both midwives and the women and children for whom they care. www.rcm.org.uk

MODERNISING PUBLIC SERVICES Organisations that are working to modernise public services so that they are better suited to our needs as women and men include the following:

Commission for Equality and Human Rights (CEHR)

National Council for Voluntary Organisations (NCVO) Umbrella organisation giving voice and support to voluntary and community organisations. www.ncvo-vol.org.uk

Scottish Council for Voluntary Organisations (SCVO) SCVO is the national body representing the voluntary sector in scotland. www.scvo.org.uk/scvo/

TACKLING VIOLENCE AND ENSURING SAFER COMMUNITIES Organisations that are working to tackle gender-related violence and ensure safer communities for women and men include the following:

Commission for Equality and Human Rights (CEHR) From October 2007 the CEHR will take over the role that the Equal

Mens Health Forum (MHF)

Opportunities Commission has had

MHF works to improve male health and wellbeing in England and Wales. www.menshealthforum.org.uk

and promote gender equality.

since1976 to tackle sex discrimination www.cehr.org.uk

From October 2007 the CEHR will take over the role that the Equal Opportunities Commission has had since1976 to tackle sex discrimination and promote gender equality. www.cehr.org.uk

Men's Health Forum Scotland (MHFS)

Rape Crisis

MHFS exists to raise men's health awareness in Scotland. www.mhfs.org.uk

organisation for rape crisis groups

Women's Budget Group (WBG)

NHS Employers aims to help employers improve the working lives of NHS staff as a path to better patient care. www.nhsemployers.org

NHS Employers

DirectGov Umbrella information website for all public services. www.direct.gov.uk

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Rape Crisis is the umbrella across the UK, offering support and information that survivors of sexual violence, friends and family need to access the services they need. www.rapecrisis.org.uk

TACKLING VIOLENCE AND ENSURING SAFER COMMUNITIES

Suzy Lamplugh Trust

Electoral Reform Society

tackle gender-related violence and

The Suzy Lamplugh Trust provides practical support and personal safety guidance to reduce fear of crime and develop skills and strategies for keeping safe. www.suzylamplugh.org

ensure safer communities for women

Womankind Worldwide

The Electoral Reform Society campaigns to change the way we choose our politicians, believing that a fair voting system will improve democracy, allow politicians to better represent people and help them to tackle the serious issues facing our society. www.electoral-reform.org.uk

Organisations that are working to

and men include the following:

Commission for Equality and Human Rights (CEHR) From October 2007 the CEHR will take over the role that the Equal Opportunities Commission has had since1976 to tackle sex discrimination and promote gender equality. www.cehr.org.uk

Rape Crisis Rape Crisis is the umbrella organisation for rape crisis groups across the UK, offering support and information that survivors of sexual violence, friends and family need to access the services they need. www.rapecrisis.org.uk

Womankind Worldwide enables women to articulate their needs and ideas so that they can improve their lives and lift their families and communities out of poverty. www.womankind.org.uk

SHARING POWER Organisations that are working to close the 'power gap' and bring about greater equality between women and men include the following:

Fawcett Society Fawcett campaigns for equality between women and men in the UK on pay, pensions, poverty, justice and politics. Fawcett's Equal Power: 2028 is a campaign to get public support for equal power between women and men. www.fawcettsociety.org.uk

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Disability Rights Commission Working towards a society where all disabled people can participate fully as equal citizens. http://www.drc-gb.org/

Employers' Forum on Disability The Employers' Forum on Disability is a unique business-led organisation which promotes the mutual benefit of business and disabled people working together. The Forum is a UK charity with circa 400 member organisations, employing over 20% of the UK workforce. www.realising-potential.org is the new D-I-Y disability business case tool aimed at business leaders, policy makers and academics. Containing international statistics and practical corporate case studies, it outlines the business case for creating disability confident organisations that realise the potential of all disabled stakeholders. http://www.employers-forum.co.uk

Royal Association for Disability and Rehabilitation Gives advice to employers and employees on all aspects of disability http://www.radar.org.uk

Other Equality Issues Agebusters Agebusters is a first port-of-call for anyone wishing to know about the UKâ&#x20AC;&#x2122;s Age Discrimination Regulations. www.agebusters.org.uk

Employers' Forum on Age Promoting good practice â&#x20AC;&#x201C; the business case for age diversity. www.efa.org.uk

Equality and Diversity Forum The Equality and Diversity Forum is a network of national organisations committed to progress on age, disability, gender, race, religion and belief, sexual orientation and broader equality and human rights issues. www.edf.org.uk/

Gender Trust

Practical help, information and advice on ageing issues www.ace.org.uk

Offers information and support to transsexuals, as well as management guidelines for the employment of transsexuals. www.gendertrust.org.uk

Age Positive

Help the Aged

Age Concern

www.agepositive.gov.uk

www.helptheaged.org.uk

Broken Rainbow

Press for Change

Provides services to Lesbian Gay Bisexual & Transgender people experiencing domestic violence. www.broken-rainbow.org.uk/

A political and educational organisation campaigning for respect and equality for all transgender people. www.pfc.org.uk/

Campaign Against Age Discrimination in Employment www.caade.net

Commission for Racial Equality Enforcing and promoting racial equality. www.cre.gov.uk

Stonewall A campaigning organisation for lesbian and gay equality. www.stonewall.org.uk You will find the links on this page very useful. These recommended organisations offer guidance, support and expertise on resolving issues that might occur in your situation. Don't just read them - use them!

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Equal Opportunities Commission (EOC) We can help you at the EOC. Contact our Helplin by phone or email, www.equalityhumanrights.com - our service is free, confidential and independent.

National Union of Students (NUS) If you're at college or university, contact your local students' union for advice and information. For more information on students' unions and student life, visit the NUS website, www.nusonline.co.uk

UK Youth Contact UK Youth for information for young people, by visiting www.ukyouth.org

Connexions Connexions may be able to help. Call their free helpline on 080 800 13219 or visit the Connexions website, www.connexions-direct.com

Citizens Advice Bureau (CAB) To find out where your nearest CAB is, as well as its phone number and opening hours visit the Citizens Advice website (England and Wales) or Citizens Advice Scotland website, www.citizensadvice.org.uk

Urban Publishing Ltd. 85 - 89 Duke Street, Liverpool, L1 5AP 0151 708 5775 www.urbanpublishing.co.uk

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Chavs, Yobs, Pikeys. Like you, we’ve had enough of labels.

We pride ourselves on having a work environment that is open, free and refreshing. And we certainly don’t pin labels on anyone. Here at Barnardo’s, you’ll find everybody is treated as the individual they are. Because we believe that regardless of their background, everybody can help to enhance the lives of children, and the more diverse our workforce, the more vibrant our culture. For information on careers at Barnardo’s, visit: www.barnardos.org.uk

We believe in embracing diversity and flexible working. Barnardo’s Registered Charity Nos 216250 and SC037605.