Tdg 2014 directory by The Diversity Group

IF YOU BELIEVE YOU CAN ACHIEVE

2014 DIRECTORY

Integrating diversity within Farnell element14 is not just about having policies, processes, goals and objectives on diversity in place, it is about changing the way people think about diversity. We want everyone to feel fully included and that their talents are recognised and used. Our vision is "to create a culture where everyone feels respected and valued and can contribute their full potential." And our aim is to be an inclusive employer, recognised for our commitment both internally and externally becoming an employer of choice and a magnet for talent. Farnell element14 won the 2013 National Diversity Awards “Diverse Company of the Year” award. The award “identifies a company that employ a diverse workforce and is better able to understand the demographics of the marketplace it serves and whose goals are to reassure and encourage people from the most deprived areas to further their careers”. Farnell element14 won because we “showcased an outstanding contribution of team delivery for influencing change in the field of equality, diversity and inclusion. The company’s commitment to ensuring all employees are aware of what diversity means to them has been well evidenced through their diversity portal. A remarkable array of nominations demonstrates the great strides Farnell element14 have made to putting diversity at the forefront of their values”. Premier Farnell plc is a global leader in high service distribution of technology products and solutions for electronic system design, maintenance and repair. We put people at the heart of our organisation; people are our differentiator. Our success depends on the quality and performance of all our people and we value the individuality, diversity and creativity that every employee brings to our business. See our careers website on:

www.premierfarnell.com/careers/diversity-and-inclusion and our employee testimonials on:

www.premierfarnell.com/careers/employee-testimonials

Diverse Company of the Year Winner

FOREWORD elcome to The Diversity Group 2014 Directory, produced by I Spoil U Media. Founded in 2006, The Diversity Group is widely regarded as one of the most proactive promoters of Equality and Diversity across the UK, embarking on various initiatives in order to promote Equal Opportunities. The primary objective of this Directory is to eliminate barriers into employment; education & training, whilst reassuring people of all backgrounds that there are organisations offering a fair and equal chance at employment. Employing people from a wide range of backgrounds, ages and life experiences can add significant value to organisations. Open and inclusive recruitment processes mean that employers have a greater choice of talent from which to choose from. The Diversity Group Directory can play an important role in helping clients to encourage potential candidates from all backgrounds to put themselves forward for roles with confidence. In addition, the directory provides current information about equal rights, legislation and helpful links for those that may need advice on specific problems. Britain is becoming widely diverse and is integrated into every part of our society â&#x20AC;&#x201C; our goals and the purpose of this publication is to encourage people to pursue their chosen career, education or training, regardless of Age, Disability, Gender, Race, Sexual Orientation, Gender Identity, Religion and/or Belief. As well as this Directory, the Diversity Group has other exciting projects in the pipeline. The National Diversity Awards will be taken to London next year to showcase the outstanding array of role models and community organisations across the UK. The widely anticipated National Careers expo will also launch in 2014, were schools and graduates will gather with business directors, major organisations and influential leaders. The expo will pose as a leading platform for organisations to present real jobs and employment, apprenticeships, careers pathways, traineeships, University, graduate programmes, and education opportunities to thousands across the UK. Diversity goes beyond fair & equal treatment to recognise and appreciate the benefits that peopleâ&#x20AC;&#x2122;s different talents bring to an organisation or community, and here at The Diversity Group we value this and embrace Equality & Diversity at its highest form.

Many Thanks

P.Sesay Paul Sesay Managing Director

PRIVATE SECTOR OPPORTUNITIES

Special Feature

The National Diversity Awards 2013

Farnell element14 What is Diversity and Inclusion at Farnell element14

Celebrating Unity in Leeds

Feature

EDUCATION SECTOR OPPORTUNITIES

Jessica Elliott

Founder of Jâ&#x20AC;&#x2122;s Dance Factory

26 Options After 16 Getting into Higher Education

EHRC

Young People: Know Your Rights to Fair Treatment

Disability Support in Higher Education

60 000

HOUSING SECTOR OPPORTUNITIES 63

BAAF: Children of all ages who need a forever family

WEâ&#x20AC;&#x2122;RE HERE TO HELP! 106

Useful Fostering & Adoption Contacts 86

Housing Rights 68

Becoming a Foster Carer Interview Guidance

Types of Fostering 89

CHARITY SECTOR OPPORTUNITIES 71

106

Careers Advice

Training & Financial Support for Foster Carers 90

107

Top CV Tips 110

What is Adoption and who can Apply

Redundancy Rights

117

PUBLIC SECTOR OPPORTUNITIES

DISCRIMINATION

Charity Commission Guidance The Promotion of Human Rights 75

FOSTERING & ADOPTING SECTOR OPPORTUNITIES 81

What are Your Rights? 119

Ombudsman Service 100

Public Sector Careers 102 000

ONLINE SOURCES 135

The Diversity Group 2014 Directory: Special Feature

Celebrating Unity in Society

The National Diversity Awards 2013 in association with Microsoft, the UK’s largest diversity awards ceremony, was a celebration of the outstanding achievements of positive role models, charities and community organisations from across the United Kingdom. From Lands End to John O’Groats, Britain’s most inspirational and selﬂess people gathered to celebrate the country’s rich tapestry at The Queens Hotel on September 20th. The evening was phenomenal, rewarding individuals and groups from underrepresented backgrounds that work at the core of our communities to make a more equal, diverse and inclusive society.

The UK has taken such an event to their hearts receiving thousands of nominations each year. 56 nominees and 18 award winners had their various achievements showcased and were recognised for their commitment and dedication to ﬁghting injustice and discrimination on a grass roots level.

The concept for the National Diversity Awards arose when The Diversity Group identiﬁed an urgent need for more positive role models from diverse backgrounds to be actively promoted, empowering and inspiring the wide breadth of communities within the UK. The evening was a glittering success featuring stellar performances from jazz saxophonist, Rosemary Quaye, Songo Drumming Project, Band Steel One and Nachda Sansaar Bhangra Band.

The Diversity Group 2014 Directory: Special Feature

Zita Holbourne, an active trade unionist who tirelessly juggles being a working mother with her community and human rights activism, recited a poem ‘Dare to Dream’ in memory of Dr Martin Luther King – 50 years on. Singing Sensation Misha B, ended the night on a high with a dazzling rendition of her latest single, ‘Here’s to Everything.’ Hosting the ceremony was reality TV-star turned presenter Brian Dowling and CBeebies presenter Cerrie Burnell, with appearances from football legend Sol Campbell, Paralympic champion Peter Norfolk OBE and the stars of ‘My Transsexual Summer’. The prestigious black-tie event has attracted a growing list of top employers including Microsoft, Sky, Transport for London, Price Waterhouse Coopers (PWC), MI5, The Co-operative Group, The Open University, the Financial Ombudsman Service, Riverside, Mouchel, Easy Internet Solutions and Thoughtworks ; companies that are all striving to build a more diverse and stable workforce.

All of us here at The Diversity Group are proud to be working on such an incredible event filled with celebration and unity. It has been extraordinary to witness the inspiring stretch of role models that the UK has to offer, and see the unfolding journeys of Britain’s most influential charities that often go unnoticed. If ever there was a time to celebrate and elevate the truly staggering diversity of talent the UK has to offer, it is now - opportunities are thin and deprived communities need motivation and inspiration. After the glittering success of this year’s ceremony, the National Diversity Awards are sure to go from strength to strength with the diversity honour being passed to the country’s capital for the 2014 awards.

The National Diversity Awards is a signiﬁcant occasion; it has opened up opportunities and given people a platform to spread a positive message. Next year’s awards will continue to recognise those from deprived areas and promote the incredible work that they do during 2014. Together we can make a diﬀerence.

The Diversity Group 2014 Directory: Special Feature

Aaron Anderson

Rachel Gadsden

Positive Role Model: Age

Positive Role Model: Disability

Aaron, inspired by his mentor, turned his life around. From a diﬃcult start he re-educated himself in youth work, drug and alcohol awareness, counselling and mentoring. Aaron was head hunted to be a project manager of Burnside Community Hub and Community Garden, this involved securing over £25,000 in funding and regenerating 9 shops into a thriving business area with a café, adult workshops, youth group and a Job Shop. In partnership with others, Aaron enabled 180 young people to achieve new qualiﬁcations and accreditations. Aaron provides opportunities for local residents to volunteer and delivers initiatives aimed at tackling social issues and equipping people with new skills and experience. He volunteers for 70 hours a week and is a truly inspiring individual, always full of energy and enthusiasm.

Rachel Gadsden is nothing short of an inspiration and serves as the ideal positive role model for disabled people. An internationally acclaimed contemporary artist, Rachel has battled successfully against a potentially life limiting illness to produce works of art that are applauded worldwide. Featured by the likes of the Observer and the Arts Council, Rachel's work and inspiration has been showcased across the world - Qatar, Bahrain and South Africa being good examples where she has helped local people understand the power of art. Her work is underpinned by the notions held around disability, balanced by positivity. Rachel’s artistic practice exempliﬁes the importance of the right to the freedom of expression, addressing issues relating to disability and thereby contributing to the bigger picture of bringing cultural change to our society.

The Diversity Group 2014 Directory: Special Feature

Vivienne Hayes

Grace Cardozo

David Michael

Positive Role Model: Gender

Positive Role Model: LGBT

Vivienne Hayes (pictured above, left) has made a significant contribution to the women’s voluntary and community sector over the last 20 years. Vivienne is currently Chief Executive of the Women’s Resource Centre and participates in a variety of voluntary and community networks. She has developed the profile of third sector organisations and spoken eloquently on relevant issues such as funding, multiple discrimination, violence against women and health. She comes highly acclaimed having developed strong partnerships with other organisations. Vivienne is often invited to conferences to speak and participate on panel debates as an acknowledged authority. Vivienne is also not afraid to challenge pre-conception and myths - an essential tool in the fight for gender equality.

An unprecedented 160 people nominated Grace for this year’s LGBT Positive Role Model award. The words used by her many and varied nominees – all people who have had the privilege to work with her either as a colleague or as a service user – speak of her tireless enthusiasm and passion in raising awareness and promoting LGBT rights through the Dumfries and Galloway LGBT centre, where she is currently based and more broadly throughout Scotland. Grace has been responsible for setting up key services and initiatives that have been heralded across the country, including the acclaimed LGBT Charter Mark Scheme.

Positive Role Model: Race, Religion & Faith

David is a Former Detective Chief Inspector at New Scotland Yard and Founding member of The National Black Police Association. In 1972, he was attested as a Constable, and was the first black Police Officer to serve in the borough of Lewisham in the history of the Metropolitan Police. The publicity surrounding this subject allowed David to provide a voice on national television, national radio, press and media, and was presented as an outspoken champion against all forms of unlawful discrimination. David is an advocate on behalf of others without fear or favour. A number of senior Police Officers agree David’s stance on racial equality in the Police made the most significant difference to the Metropolitan Police Service moving forward on the issue.

The Diversity Group 2014 Directory: Special Feature

Carly Ward

Dave Thompson MBE

Entrepreneur of Excellence: Age

Entrepreneur of Excellence: Disability

Carly (pictured above, left) started a business at 19 - now known as ‘The Young Entrepreneurs Success Ltd’. She wrote a training programme for young people to learn entrepreneurial and life skills, which she felt was lacking in the education system. Government funded, this is now a nationally recognised qualiﬁcation for schools and colleges free of charge. Carly is a strong young woman with a passion to see other young people succeed. She interviewed some of Britain’s most successful business people, put the recordings on line, created the 12 Steps to Success Programme and started the YES network (2011) which caters for the needs for young entrepreneurs under 35.

Dave Thompson set up the ‘Warrington Disability Partnership.’ Not only the Founder, Dave is also the Chair of the enterprise, which provides a leading edge Centre for Independent Living for those in his area. Through his business, disabled people can seek advice on and receive access to anything ranging from equipment, IT training, holiday provision through to complex support on a whole range of independent living related issues. His business employs over 40 people and, additionally, 200 individuals volunteer. Most of these are disabled people. WDP organises an annual awareness day that last year attracted 250 exhibitors and 28,000 visitors.

The Diversity Group 2014 Directory: Special Feature

Jessica Elliott

Matthew Parsons

Jessica Huie

Entrepreneur of Excellence: Gender

Entrepreneur of Excellence: LGBT

Entrepreneur of Excellence: Race, Religion & Faith

Jessica Elliott founded J’s Dance Factory and Dancing After School. J’s Dance Factory started life with just 12 children in a church hall and has expanded to multiple income streams to benefit local communities. Since inception, J’s Dance Factory has grown quickly and steadily, providing close to over 40 classes per week and servicing more than 1000 children with professional affordable dance classes. The company now have 3 branches and are fast growing. Jessica also Launched Dancing After School in 2009, a service providing schools with quality extra-curricular dance clubs. The company currently service over 25 schools, have contracts with Sainsbury’s, and work with inclusion departments of local councils to use dance as an effective way to help manage classroom behaviour.

Over the past year Radius has become the leading business network for LGBT professionals. Connecting individuals and organisations both in the private and public sector, Matthew’s (pictured above, left) business has organised events with the Bank of England, Accenture, UKTI & BLP Law. Board level and senior leader speakers from the likes of Google, Amazon and Microsoft talk on a wide range of business topics. Evolving from Matthew’s passionate aim to create and grow an organisation that helps professionals to network, he has become a thought leader on business issues and diversity.

Jessica founded ColorBlind Cards, the UK’s most successful multicultural Greeting Card and Gift Company. They made history in 2007 as the ﬁrst company to secure a presence for a black card range in the UK high-street. Passionate about reinforcing self esteem in the next generation and celebrating identity, Color blind Cards was essential on a social level and opportune on a commercial level. The launch was widely covered by media from The Independent newspaper and the Evening Standard. Not content with breaking ground, in South Africa cards were sold through a high school with 50% of funds going directly to the school to fund tables and chairs.

The Diversity Group 2014 Directory: Special Feature

Community Organisation Award 2013 Winners

Bristol Older People’s Forum

Taking Flight Theatre Company

West End Women & Girl’s Centre

Community Organisation: Age

Community Organisation: Disability

Community Organisation: Gender

The Bristol Older People’s Forum, is an independent self-governing organisation run by an elected management committee, and was established for over 55’s in the area. Their vision is to make sure that older people in Bristol are happy with their quality of life, have the right services, are treated equally, listened to by decision makers, no longer feel isolated and can participate in the community.

Taking Flight Theatre Company is the only proven organisation in the world that runs inclusive, outdoor promenade theatre. An amazing array of nominations is a testament to the investment this small community organisation is putting into existing and nascent disabled artists. Taking Flight work tirelessly and selﬂessly to promote total inclusiveness in their professional productions, inspiring and encouraging new and would-be actors. Very active in Wales, the group has toured with productions as varied as Twelfth Night to new drama depicting the eﬀects of disability related hate crime.

West End Women and Girls Centre has existed for 32 years with the continual aim to empower women and girls in Newcastle, who have been traditionally disenfranchised from access to existing services, to eﬀect positive changes in their leisure, work and social environments. The organisation’s statistics provide evidence of the level of community engagement the centre achieves. 9242 women and girls accessed the centre in 2012, working with 4053 individuals and welcoming 1878 new members, demonstrating the accessibility of the centre.

The Diversity Group 2014 Directory: Special Feature

Birmingham LGBT

UK Black Pride

Community Organisation: LGBT

Community Organisation: Race, Religion & Faith

Established in 2002, Birmingham LGBT was formed as a grassroots breakaway group from the Pride festival. From the outset they aimed to raise awareness of issues that aﬀect Birmingham’s LGBT citizens through consultation, community engagement, advocacy and lobbying. Delivering meaningful and tangible outcomes on all these strands and more, the organisation has adopted a policy of constant assessment regarding genuine community needs; incorporating the arts, heritage and specialist thematic infrastructure to support the LGBT third sector in the city.

UK Black Pride is a British based grassroots community organisation that is run by a team of volunteers. This not-for-proﬁt organisation is a proud member of the International Lesbian, Gay, Bisexual and Transgender Association (ILGA) Europe, the International Federation of Black Prides, and the Inter-Pride association for pride events. The team at UK Black Pride are the heart and soul of a vital movement that plugs an important gap in the social, cultural and political intersection between Britain’s Black and LGBT communities. Owing to their volunteer-led capacity, they focus their energy on advocacy and support services for Black and LGBT peoples’ fundamental rights, and social protection against racism and homophobia. 13

Chase Against Crimes of Hate (CACH) Community Organisation: Multi-Strand Chase Against Crimes of Hate was set up to provide an alternative reporting option for victims of hate crime. Over time the role of CACH has progressed from being merely a reporting option to a source of education, advice and support. The main focus of CACH is to promote tolerance and diversity of all kinds. The organisation carries this role out through various methods as prescribed to them through their Service Delivery Plan and various initiatives. In the last 12 months there has been an increase in reports of 246%, as a result of CACH taking a more proactive approach in the community and ensuring that every possible partner agency is aware of them.

The Diversity Group 2014 Directory: Special Feature

Farnell element14 Farnell element14 is the leading multi-channel distributor of electronic components, and part of Premier Farnell plc. Its diﬀerentiated proposition includes 29 local language transactional websites, and the critically important element14 Community for design engineers – an industry ﬁrst. Farnell employ 1300 employees in Europe, and are dedicated both internally and externally to becoming an employer of choice, and a magnet for talent.

Winner of the Diverse Company Award 2013 Farnell element14 has showcased an outstanding contribution of team delivery for inﬂuencing change in the ﬁeld of equality, diversity and inclusion. The company’s commitment to ensuring all employees are aware of what diversity means to them has been well evidenced thought their diversity portal. A remarkable array of nominations demonstrates the great strides Farnell element14 have made to putting diversity at the forefront of their values.

James Partridge OBE James is the Founder and Chief Executive of Changing Faces, the UK’ s leading charity supporting and representing people with disﬁgurements. James has driven his charity to support thousands of individuals, spear-heading campaigns for social change, transforming public attitudes and pushing for anti-discrimination protection.

Winner of the 2013 Lifetime Achiever Award

James fully embodies the fundamental spirit of a lifetime achiever; as a result of a life changing incident, he has chose to focus his full energy, determination and strength of character on creating positive outcomes for people with disﬁgurements.

The Diversity Group 2014 Directory: Special Feature

Testimonials Headline Sponsor of the National Diversity Awards

Sponsor of the National Diversity Awards

The National Diversity Awards are a wonderful way to recognise the extraordinary contribution of real people to our communities. It’s a delight to be able to support this fantastic celebration of local heroes.

Being a part of The National Diversity Awards is a real honour to be a part of. Sharing, understanding and celebrating people’s success is a humbling experience. Enabling us to learn and connect with others which help our journey to inclusion.

And what a great night, we all had the very best time and the feedback has been tremendous. We are very excited about next year and working with you on other projects.

Sponsor of the National Diversity Awards What an inspirational event! Well done to the National Diversity Awards team for putting it all together. Cannot wait for next year’s awards.

Sponsor of the National Diversity Awards The National Diversity Awards was a very humbling experience. I think it was important to see the range of successful groups and activities that are happening around the country (especially at a grass roots level) and try and learn lessons from them.

Sponsor of the National Diversity Awards It was an amazing experience to be surrounded by such amazing people on what was an inspiring night. Congratulations to the team on bringing together such a fantastic event.

Sponsor of the National Diversity Awards To Paul and his special team, we want to thank you for another amazing evening. May this event long continue to raise the proﬁle of groups of individuals who would not get recognition on a national platform.

The Diversity Group 2014 Directory: Special Feature

Testimonials

Continued

Brian Dowling

Cerrie Burnell

Host of the 2012 & Co-Host 2013 National Diversity Awards

Co-Host of the 2013 National Diversity Awards

Media Sponsor National Diversity Awards

What a phenomenal night! It is a pleasure to be associated with such an inspirational awards ceremony. To witness the outstanding work of all the nominees and award winners was extraordinary, the atmosphere was incredible and I had the best time hosting alongside Cerrie – I can’t wait for next year.

Hosting the National Diversity Awards was both brilliant and humbling in equal measure. It was a night of insightful and inspiring stories, brought to light through the focus of the awards. The sense of achievement and tenacity was truly admirable. There is still so much to change and so much to ﬁght for but the national diversity awards are a fantastic way to celebrate the courageous actions of individuals, companies and organisations, who are already striving for inclusion.

We were so proud to be a sponsor of the National Diversity Awards this year and the event itself was truly inspiring.

Rachel Gadsden Winner of the Positive Role Model Award for Disability Thank you from the bottom of my heart for creating an exceptional night, the challenges ahead are still enormous, but with the ND Award in my hand, I will journey forward with renewed hope and ambition to try to do so much more, and in my eﬀorts, hopefully I will, in some way, contribute to making the vital cultural shift within our society.

Media Sponsor National Diversity Awards Asian Lite Team was amazed by this inspiring evening , and looking forward to speaking to many of the nominees and winners to highlight there achievements.

016

Media Sponsor National Diversity Awards I was happy to be invited and to cover the event. It was a great evening and I was totally inspired to go.

Headline Sponsor

The National Diversity Awards 2014 will create and celebrate a new generation of Positive Role Models for the United Kingdom, proudly representing all that is great about this diverse nation.

Get involved and make a difference! For further information please visit

www.nationaldiversityawards.co.uk 17

The Diversity Group 2014 Directory: Feature

Jessica Elliott Founder J’s Dance Factory Winner of the National Diversity Awards: Entrepreneur of Excellence Award for Gender

n what is unquestionably the era of the young entrepreneur, 26 year old Jessica Elliott is one of the UK’s most visible young pioneers to have laughed in the face of rising unemployment ﬁgures and university debt to take control of her own ﬁnancial future and become her own boss. Aged just 20, in 2008 Jessica founded J’s Dance Factory with £200 and a dream. …..months later Dancing after School classes followed and today provide dance classes in more than 24 schools across London in four Boroughs. More than 1000 J’s Dance Factory children aged 3-17, access classes on a weekly basis and perform at community based events while completing examinations, and the school has a growing talent agency and is being rolled out across the UK as a franchise.

Ask Jessica where her burning ambition stems from and she says; “seeing the children so happy in classes and growing in conﬁdence makes me want to create more opportunities for children all over the world to access quality aﬀordable dance sessions“ 26

Her dedicated work ethic and desire to make a social contribution, have lead to a mantel full of awards ranging from the Natwest Everywoman award in 2010, to the Spirit of London Community Business Entrepreneur the same year.

The Diversity Group 2014 Directory: Feature

With many of J’s Dance Factory students from under privileged backgrounds or families who could not aﬀord traditional performing arts school fees, Jessica’s social impact is unquestionable. Last year His Royal Highness Prince Andrew visited the J’s Dance Factory oﬃce (which she won rent free after winning the London Metropolitan University Business plan competition in 2009) to discuss the importance of support for young entrepreneurs in the UK, and commend the young entrepreneur on her company’s fast growth.

She has taught me that to be happy is the most important thing in life so your work should be something you enjoy. At times things were tough but seeing her determination to push through hard times and seeing how far we have come is truly inspiring.

Raised in Lewisham in London by a mother who put aside a successful career working for Barings bank in the city to devote herself to caring for children, her own and others, Jessica was inspired by seeing her mother take pride in raising conﬁdent children with strong self esteem, to follow a similar path; “ Growing up it was just me and my mum and she has always made me believe that I can achieve anything I want to!

Equally the oﬀ-shoot J’s Dance Factory talent agency, JDF Management for 2-17 year olds, has already seen Jessica’s students secure high proﬁle roles in The Lion King, Matilda and work with Sainsburys and The Disney Channel. For brands, JDF Management represents an agency brimming with un-media trained ethnically diverse and talented children whose USP is their genuine love of performing.

With demand for classes widespread and existing classes near capacity, the launch of J’s Dance Factory Franchise was an organic evolution for the brand. Jessica expects to have ten franchises in place by the end of 2013.

“seeing the children so happy in classes and growing in conﬁdence makes me want to create more opportunities” Jessica Elliott 27

Having recently been successful in her application for one of the government’s Start-up loans and mentoring, Jessica is being heralded as one of the UK’s brightest entrepreneurial talents. In her early twenties yet already a glistening role model for the next generation of how a recession or our economy need not determine your future, Jessica’s success is empowering for us all.

As one of the many awards that adorn her mantel exclaims, Jessica Elliot is absolutely one of “London’s top 10 people.”

www.Jsdancefactory.co.uk www.jdfmanagement.co.uk For interview opportunities and further information contact Jessica Huie at JH Public Relations. Jessica@jhpr.co.uk 07985 424 772

Do any of these apply to you? Are you disabled? Are you black, or from an ethnic minority? Are you gay, lesbian, bisexual or transsexual? Do you hold a particular religion or belief?

There is advice and support available to help you. It is against the law to treat someone unfairly because of who they are. Visit the Equality and Human Rights Commission web site for more Information.

Alternatively

Have you felt unfairly treated? Maybe in:

Or if you would rather speak to someone call us on one of our helplines:

career choice

if you’re a member of a union, ask them for help, and your local Citizen's Advice Bureau will be happy to help you.

England: 0845 604 6610

Do you think your gender has affected your treatment? Do you think your age has affected your treatment? Have you been treated badly because you are pregnant?

training apprenticeships

Scotland: 0845 604 5510 Wales: 0845 604 8810

further/higher education finding work, and

9am–5pm Monday to Friday

in your job. 28

you can ask your careers advisor or someone similar if you’re a student then contact the NUS

IF YOU BELIEVE YOU CAN ACHIEVE

2014 DIRECTORY

Private Sector

www.diversitygroup.co.uk 29

PRIVATE SECTOR

Directory

Location

2014 Employers BAE Systems Nationwide C2C Rail Nationwide

Scotland

Centro Nationwide Clarins UK Limited Nationwide

Nati

onw

England & Wales Cricket Board Nationwide

id e

Farnell Element 14 Nationwide

North East

Knight Frank LLP Nationwide

Yorkshire & Humberside

Mouchel Nationwide

North West East Midlands

O2 Nationwide

East of England

Wales

Persimmon Homes Nationwide

London

South East Water South East South West

Taylor Wimpey UK Ltd South East

South East

Yorkshire Building Society Nationwide

Jobs

Education 30

Training

When you ﬁnd a new way to talk, it’s a wonder We're the name behind O2. And our teams supported the building of a one-off app to help Grace, an autistic girl, communicate fully for the ﬁrst time in her life by using images rather than words. We seized the opportunity to help develop an individual solution for a unique customer. And our involvement opened up the whole world for her. This is a good example of the challenges we take on, and a great example of what you could be involved in. Start your own adventure by visiting

The England & Wales Cricket Board (ECB) is the national governing body for cricket in England and Wales.

exceptional people.

Through our new ECB One game strategy we commit to ensuring that there will be open access to all those who wish to participate in all aspects of cricket and that all participants are treated fairly.

It goes without saying that at Knight Frank we are passionate about property, but it takes more than passion to make us the best. Our success is due to our people.

The ECB website (www.ecb.co.uk) provides details of opportunities to be involved in the game as a player, coach, official, volunteer or spectator. We are proud of the diversity in the game and also within our organisation.

We have opportunities across our residential, commercial and central services teams; from office heads to marketeers.

The ECB is an equal opportunities employer and welcomes applications from all sectors of the community. Please be aware that the ECB advertises all of its job vacancies on www.ecb.co.uk/ecb/vacancies

If you are at the top of your game and looking for a new challenge, discover more about career opportunities at Knight Frank at KnightFrank.co.uk/Careers

We are extremely proud to be the UKâ&#x20AC;&#x2122;s leading skincare company. We can be found everywhere from department stores and health and beauty salons in over 150 countries around the world.

Coming Soon!

We actively promote equal opportunities because we recognise the value in enabling us to provide the excellent customer service we're famous for. So we want our skincare specialists and therapists to represent the communities they serve. We consider individuals solely on their ability to do a job and are committed to providing good employment opportunities for all.

For further information about The National Careers Expo, please contact

We welcome all applications. For more information please visit our website www.clarinscareers.com or to apply please pick up an application form from any Clarins Counter in a Department Store.

0845 077 9300

www.clarinscareers.com

www.mouchel.com There are more than 7,000 different opinions, approaches, backgrounds, abilities and perspectives at Mouchel – that’s the size and range of our workforce. We recognise the value of diversity, because without it we couldn’t exist. We provide a huge range of services that drive improvements on everything from highways and housing to schools, energy and water, so of course our teams are multi�disciplined. We provide services for many different communities internationally and seek to mirror them through our own workforce. We’re especially proud to sponsor the National Diversity Awards, because it’s a subject that’s close to our hearts – all 7,000 of them. To find out more about the opportunities available, please visit www.mouchel.com/careers

Talent developed through diversity

We all agree to differ.

Making a difference build a career whilst building someone else’s dream

Want the chance to build a hands-on career, make a difference and work with all kinds of people, whilst gaining a really valued qualification? Ever thought about joining the homebuilding industry? Do you simply fancy earning whilst you’re learning? Our new Site Management Apprenticeship scheme can offer you exactly that. Taylor Wimpey has a long history of successfully developing many trade apprentices (long may this continue!) and we now want to employ further talented individuals to become our future driving force in site management, but with an exciting, new twist - learning first-hand how our business works as a whole! Our business is made up of many different departments, all as important as each other. As part of the scheme you’ll have the opportunity to work in all of them, involving both site and office work. The departments range from Technical (Engineers/ Architects), Commercial (Quantity Surveyors/ Buyers) to Land & Planning as well as Sales, Finance and Customer Service. Gain an insight into how all these departments work and fit together, then use your valuable knowledge to become one of our future Assistant Site Managers.

A few more details about the scheme… Maximum 3 year programme Spend time working in different departments Gain in depth knowledge of site management Achieve relevant vocational qualification You’ll have a personal mentor who’ll support you Appointment as an Assistant Site Manager upon successful completion of training

What do we expect from you? A minimum of 2 A levels preferably grade A – C or equivalent vocational qualification. Commitment Enthusiasm Hard working Pride in your work Determination to succeed

Why wait any longer? Apply today! We’re keen to hear from you if you meet the above criteria and you really want to play a part in shaping the communities in which we live. If you’re ambitious and looking for a management apprenticeship to kick-start your career in homebuilding then please send your CV and perhaps a covering letter to talent@taylorwimpey.com indicating in the subject field: Site Management Apprentices

We look forward to hearing from you!

Cultural principles Being a company which people enjoy working for means making sure that everyone finds life at Taylor Wimpey satisfying, fulfilling and rewarding. That’s why our principles are so important. They give us all a shared vision – a set of goals that drive everything we do. In this way, each person’s role, at whatever level of the organisation, can actively contribute to us reaching our business goals.

Our culture We want to ensure that our business and employees meet the highest standards of personal and professional conduct; so we respect our customers, our suppliers and each other. As a team we strive to exceed both our own and others’ expectations and by winning their confidence, we earn their trust. We all share in our commitment to perform and get things done. Doing what it takes to deliver the best service to all our customers, within the organisation as well as outside it.

Cultural principles If something is worth doing, its worth doing properly If we make a mistake, we put it right We are competitive and don’t accept second best, we drive for results We will not compromise in ensuring that everyone leaves our sites safe and well We behave with integrity, and are honest and forthright., we support each other We strive to enhance the environment and local community, not damage it

Our commitment to diversity Taylor Wimpey operates in diverse communities. We believe that embracing this diversity will enable us to succeed through a workforce that is inclusive, creative and innovative. Diversity covers many aspects. We have defined diversity to mean that we actively embrace the business and local communities in which we operate and will strive to reflect their richness and character to include such aspects as gender, race and religion but also diversity of thought, background and experience.

Managing diversity is about valuing everyone as an individual – valuing people as our employees, customers, suppliers and clients. People have different needs, values and beliefs. Our people management practice demands that employment propositions are both consistently fair but also flexible and inclusive in ways that assist our people while supporting our business needs and objectives. We believe that everyone should have the right to equal access to employment and, when in our employ, to equal pay and opportunities for training and career development. We are committed to ensuring that our people are free from any direct or indirect discrimination, harassment or bullying. We do not tolerate any behaviour that detracts from this. We acknowledge that we must continue to promote diversity in order to create an organisation which attracts, supports and promotes the broadest range of talent. Establishing an organisational culture with diversity as a core value will enable individuals to reach their full potential and to provide the best service to our customers.

www.taylorwimpey.co.uk

Everyone’s welcome onboard Here at c2c, we’re always setting ourselves higher standards. We broke industry records for train punctuality once again in 2012, and we’re proud to hold one of the UK’s highest National Passenger Survey scores. Yet we believe a business can only offer truly great service when its workforce reflects and represents the customers and communities it serves. As so many different people use c2c’s services every day, we’re committed to building an inclusive workforce that offers opportunities for all. In putting the customer at the heart of our business, we recognise that it is our team who make the difference; it is our employees who will serve our customers with pride. That’s why we recruit talented people who demonstrate trust, respect and understanding to colleagues and customers alike. And it’s why we develop them to reach their full potential and give their best as individuals and in teams. To learn about opportunities at c2c, please visit the About Us section of our website and look at the Current Vacancies page. As an organisation, c2c is committed to the principles of diversity and equal opportunity for all.

DiD you know?

c2c runs train services between London Fenchurch Street and Shoeburyness. We’re part of the National Express Group, a leading transport provider delivering services in the UK, North America, Spain, Morocco and Germany. Every year more than 800 million journeys are made on the Group’s buses, trains, light rail services and coaches. Our vision is to earn the lifetime loyalty of customers by consistently delivering frequent, high performing public transport services which offer excellent value.

www.c2c-online.co.uk

Safety

Customer

People

Community

We supply 565 million litres of fresh water to 2.1 million people through 14,000 kilometres of mains pipeline every day. The changing lifestyle of customers has led to an ever increasing consumption of water and we at South East Water have to make sure that we can balance the demand for water with the supplies available to us, without adversely affecting the environment. Our vision is to be recognised as the leading water supplier in the South East of England and as an employer of choice in the region. We are committed to providing opportunity for all and welcome applications from all backgrounds. We are constantly seeking ways of improving the working environment and culture. Please look on our website at www.southeastwater.co.uk to find out more about us or contact hr@southeastwater.co.uk

Pay Harvey, 17 I’m in my first job and have discovered that employees who are older than me are getting paid more. Young people seem to have to do all the rubbish jobs too!

‘Can I do something about this?’ ‘What rights do we have to equal pay?’

Altogether different

Variety of Nationwide Career Opportunities A mutual society with a difference, we value individuality and providing value for money, as we all work together to meet the ďŹ nancial needs of our members. A leading light in the industry with around 4,000 employees and 3.5 million members, weâ&#x20AC;&#x2122;re proud to have shaped a culture where everybody has the opportunity to achieve their full potential and where fun, fairness, passion and togetherness are at the heart of all that we do. So, whatever your skills or ambitions, discover more about our careers in communities across the UK and what makes us altogether different. www.ybs.jobs

Yorkshire Building Society is an equal opportunities employer.

www.premierfarnell.com/careers/diversity-and-inclusion and our employee testimonials on:

www.premierfarnell.com/careers/employee-testimonials 000

Diverse Company of the Year Winner

We have won some awards for our work in diversity but we are on a journey, so don’t just take our word for it! Our people can tell you what it is like working for Farnell! Nav Ahmed – International Trade Compliance Specialist shares his experience of how Farnell element14 has supported his work life balance and his community activities.

What is Diversity and Inclusion at Farnell element14? Diversity is not about creating a level playing field and treating everyone equally; it is about acknowledging difference and treating everyone fairly – taking into account those differences. We believe fair treatment is fundamental – unless people are treated with dignity and respect they will not feel valued.

What are we doing? At Farnell element14, we want to create a diverse, empowered and engaged workforce. The diversity of our employees, underpinned by our high performance attributes will drive the further success of the business. We have Multi Faith contemplation rooms in some of our sites, a Muslim network group, Diversity Team, Parent and carer network groups, European Women’s network group, LGBT network group. We have Cultural Coﬀee mornings for new starters to learn about Diversity and Inclusion at Farnell element14 and Diversity Open Days where people can learn more about diﬀerent cultures, countries and religions. 000 42

Nav is married with two boys living in Bradford and has been with Farnell element14 for 15 years working across many departments. He is an active member of the Diversity Team in Europe and also founding member of the Muslim Network Group (MNG). Farnell element14 has allowed me ﬂexibility over my working hours every Friday to support a teaching class from a local charity organisation that helps under privileged, misguided and ex-oﬀenders with reformation education, training and mutual support. I also attend the congregational Friday afternoon prayers at 1pm.

Some quotes from employees on our approach to ﬂexible working: “I really appreciate the ﬂexibility that Farnell element14 has shown with my working arrangements, and this is just one of the reasons why I promote Farnell to my friends and family as a “great place to work”

“My manager has been very supportive in ensuring I have an excellent work life balance. In many ways I have the best of both worlds, I get to spend plenty of time with my children and also thrive in a job I love at a great place to work.”

“After my Dad died I noticed my Mum was struggling.... I did all I could on a weekend but also look after my Daughter and trying to get jobs done and keep an eye on Her proved to be diﬃcult. I asked my Manager if I could alter my hours and was fully supported by the company. With the additional ﬂexibility I can get the jobs done to support my Mum as well as play a key role in the Publishing Team.”

Quotes from female employees about working for Farnell element14 in logistics: “I joined Farnell element14 one year ago. It was the possibility to discover a new world in logistics. Working here is much more than sending several components a day to several customers.

Farnell’s commitment is certainly to develop all employees the all year long by providing all support, mentoring by giving them the possibility to innovate, to create, to progress,....

It is to meet the customer satisfaction; making sure that they will continue to choose us as the best service provider; and to guarantee this, you need to make sure that you have motivated staﬀ.

And thanks to Farnell element14, an International company, it oﬀers me a network level, another dimension, another possibility....and everything in parallel with my personal life, being mother of 4 children.”

Isabelle Perin – Outbound Manager Farnell element14 Liege, Belgium 43

“I have a real passion for logistics and transport. I chose to study it because I enjoyed the subjects taught: organisation, planning, operational research and geography and I have never looked back. Logistics is exciting and challenging, there is never one day that is the same. My role at Farnell element14 is fulﬁlling in that respect especially because I get involved with so many aspects of the Business.

There still aren’t enough young girls who choose this career path. This is possibly due to the industry’s image as it is seen as not compatible with raising a family, but when I joined Farnell 5 years ago with 3 young children (18 months to 5 years old then), the company allowed me to work reduced hours and has always been very accommodating with my requests for changing hours. This has allowed me to combine a job that I love with caring for my young family. I have received all the training, guidance and support I needed to ensure that I keep up with developments in my ﬁeld.”

Aude Flindall - Logistics Analyst, Europe

“I joined Farnell as Inbound Operations Manager in November 2010. I was given the opportunity in April 2011 to step up into the Outbound Manager’s role. In December 2011 I went on maternity leave. Upon returning, the business really supported me in what was a life changing experience – I dropped back into the Inbound Operations Manager role which suited my work life balance. The opportunity then came up for me to move into the quality role which was an area that closed oﬀ all areas within the warehouse giving me a full end to end understanding of the process. Just recently I have been given a further opportunity expanding my remit of responsibility as Quality and Operations manager. I cannot fault Farnell for the development and opportunities they have given me. Being a full time working mum can be quite stressful, however the business have supported me and have allowed me to go at my own pace. I feel that I am ready to take the next step in my career and this has been recognised by the business which is fully supporting me in my development.”

Kate Goodyear - Quality and Operations Manager, Maybrook 44

“I began my career at Farnell in Outbound Sales and am now a Shift Manager, working in distribution which is a completely diﬀerent challenge for me. I am a member of a great team which works closely to achieve its objectives and targets and focuses strongly on providing excellent service. While I am settling in to my new role I am receiving all the support I need from my colleagues and managers. I am feeling respected and appreciated. One of the keys of being part of an international organisation is being ﬂexible and adaptable. Farnell is a place where people's aspirations are welcomed and actively encouraged.“

Ildiko Clarke - Shift Manager, Maybrook

For further information please contact: Catherine Kirkland, Global Diversity Specialist (ckirkland@farnell.com) Careers website: www.premierfarnell.com/careers/ diversity-and-inclusion Employee testimonials: www.premierfarnell.com/careers/ employee-testimonials

Some quotes from our employees as to why they voted for us in the recent National Diversity Awards: “I voted as I believe I work in an organisation where diversity is a way of life, there is an inclusive culture and we welcome everyone on their own merits,” said Alison Sutcliffe, BCC Service and eChannels Manager UK and Ireland. HR Advisor Suzana Sidelska said “I have nominated Farnell element14 for the National Diversity Awards as we have dedicated time and resources and have seen an amazing shift in Farnell element14 becoming a truly diverse best place to work. All employees are so committed to supporting local communities and charities and the business encourages us to contribute. Our diversity portal shows our commitment to ensuring all employees and new starters are aware of what diversity means to us. On an annual basis we all have the opportunity to understand different cultures as we hold the Diversity Open day. I love the opportunities here as we can all create or contribute towards something or a make a difference to someone. I’m also pleased that we have also recently created a parent/carer group and our first networking session was a great success!”

Catherine Kirkland, Global Diversity and Inclusion Specialist accepts the Diverse Company of the Year Award at the 2013 National Diversity Awards. Amy Marrington, Commercial Sales Executive, “I voted for the National Diversity Awards because I have recently returned from maternity leave and the company has been ﬂexible to ensure my personal childcare commitments are accommodated. I work three days a week, one of these from home.”

CRM Technical Administrator Naz Khan, “I voted because I am a member of the diversity team and have been able to be a part of progressing diversity though the organisation. I love organising the diversity dinners every month where all diﬀerent cultures come together to try diﬀerent foods.”

Some shared why they enjoyed working in an environment where there was a variety of diﬀerent cultures and you could learn from each other.

www.premierfarnell.com 45

Come On Board! The West Midlands is the vibrant, exciting and accessible heart of the country and for those of us who live here, getting out and about is an essential part of our daily lives. Whatever you use public transport for, it is an essential part of the social and economic fabric of the region and that is where Centro comes in. As the West Midlands Passenger Transport Executive, Centro is dedicated to developing and promoting an extensive network of existing and proposed public transport services and infrastructure across the West Midlands region.

We are always looking for exceptional individuals to help realise our vision of a ‘world class public transport system delivered by a best in class organisation’. As an equal opportunities employer, Centro values diversity and we would like our staff to reflect the communities that we serve. For a full list of our current vacancies and details on the benefits of working for Centro, please visit our website

www.centro.org.uk/jobs

CAREERS AS DIVERSE AS THE HOMES WE BUILD.

Here at Persimmon plc, we know that supporting our talented and diverse workforce is key to our success. After all, our people have made us one of the UK’s leading housebuilders with 25 offices around the country. As a growing business, we can offer ambitious individuals a whole range of roles from administrative, technical and professional opportunities to sales, management and building trades. With award-winning training and development programmes, we’ll do everything we can to help you build a great future. What’s more, we’ll genuinely value the contribution you make to our company. You can look forward to excellent progression opportunities too, not to mention benefits that could include a bonus, private health cover and pension scheme. Find out more by visiting www.persimmonjobs.com

WWW.pERSIMMOnjOBS.COM We are an equal opportunities employer

Hate crime

‘Who can I turn to for help and protection?’

Simon, 16 I am deaf and was recently picked on by a gang outside my school. When I stood up for myself, they started throwing stones at me and chased after me.Unfortunately, they caught me and have given me some nasty cuts and bruises. 46

‘Who is protected from hate crime?’

IF YOU BELIEVE YOU CAN ACHIEVE

2014 DIRECTORY

Education Sector

www.diversitygroup.co.uk 47

EDUCATION SECTOR 2014 Employers Barking & Dagenham College East of England

Leeds Trinity University Yorkshire & Humberside

Royal Veterinary College London

Barton Peveril Sixth Form College South East

Lincoln College Yorkshire & Humberside

SAKS Education North East

Bird College, Dance, Music & Theatre London

Liverpool John Moores University North West

The University of Northampton East Midlands

Liverpool School of Tropical Medicine North West

University of Chichester South East

Ealing, Hammersmith & West London College London Edinburgh College Scotland

London School of Academics East of England

Henley College South East

Manchester Metropolitan University North West

Highbury College South East

Nelson & Colne College North West

Leeds College of Art Yorkshire & Humberside

North Lindsey College Yorkshire & Humberside

Leeds Metropolitan University Yorkshire & Humberside

Royal Holloway University London

The Diversity Group 2014 Directory: Education Sector

Location

Scotland

Nati

onw id e

North East

Yorkshire & Humberside North West East Midlands East of England

Wales

London

South West South East

Jobs

Education 49

Training

Faculty of Education

Ranked top North West education centre by the Complete University Guide 2013/14

Excellence in education We have a long established reputation for providing outstanding initial teacher training at our campuses in Didsbury* and Cheshire. For those who want to work with children and young people in other educational settings, we offer undergraduate degrees in early years and childhood studies, youth and community work, education studies, arts and humanities education and inclusive education, special educational needs and disability studies.

Our flexible postgraduate programmes to Masters level are aimed at qualified teachers and professionals working in the broader education sphere. Specialisms include; Educational Leadership Management, Coaching and Mentoring and Language Education. The Faculty is home to the worldleading Education and Social Research Institute, ranked in the UK top 10 and the STEM Education North West centre. *In September 2014 our Didsbury base will relocate to a ÂŁ139 million, purposebuilt campus in Manchester city centre. mmu.ac.uk/birleyfields/education

“The more placements I’ve had, the more exciting the prospect of being a teacher becomes – you can see different teaching styles and decide which one suits you best.” Hanan Mugbel, BA (Hons) Primary Education with QTS

We train inspirational teachers Rated Ofsted ‘outstanding’ at their last inspection, we provide: • BA (Hons)/PGCE Primary and PGCE Secondary Education

• Strong mentor and tutor support

• Extensive teaching practice in at least two schools

• NQT support programme

• A commitment to equality of opportunities

mmu.ac.uk/education

• Careers and employability advice

A Top 50 University*

96% STUDENT EMPLOYABILITY*

*The Guardian University Guide 2014

96% of our students are in employment or further study 6 months after completing their course.

Source: HESA Destinations of Leavers from Higher Education (DLHE) Survey 2011/2012. July 2013, compared to full university status HEIâ&#x20AC;&#x2122;s for full time study first Undergraduate degree leavers.

UoN_NEW_Land_v1.indd 1

28/08/2013 12:38

Leeds Metropolitan University is a dynamic and forward thinking university which is committed to equality and fairness in its student body and workforce. Our university community comes from a diverse range of social and cultural backgrounds. We celebrate diversity as a key strength and actively promote a positive working environment that is free from discrimination, harassment or victimisation. Leeds Metropolitan welcomes applications from all sections of the community to study or work with us. For more information on job vacancies please visit www.leedsmet.ac.uk/jobs or phone 0113 812 1821 For more information on degree courses please visit www.leedsmet.ac.uk/prospectus or phone 0113 812 3113

www.leedsmet.ac.uk 52

The Diversity Group 2014 Directory: Education Sector

Options After 16

Getting into University & 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?

More Than Just Degrees

Routes into Higher Education: What are Your Options?

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.

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.

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. For full-time courses, you can look up entry requirements on the UCAS website. For part-time courses, get the university or college prospectus – most are now available online. You can Search for a higher education course on the UCAS website:

www.ucas.com 53

The Diversity Group 2014 Directory: Education Sector

Generally, you’ll need qualifications at level 3 on the National Qualifications Framework. For UK students, this usually means: A Levels 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). Students from outside the UK can apply for courses with qualifications such as the International Baccalaureate, European Baccalaureate and Irish Leaving Certificate.

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. 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. 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.

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. 54

Equality

and

Diversity

it’s at the heart of everything we do Nelson and Colne College Sixth Form has an enviable reputation for outstanding education. We have a single ambition - to ensure that each and every student aims high and reaches their full potential.

www.nelson.ac.uk 01282 440 200 Leeds College of Art has played a central role in providing specialist education and training in art, design and the crafts for more than 160 years. Our staﬀ, both teaching and non-teaching, enjoy being part of such a dynamic and creative environment. We are a rare small specialist Art and Design institution that has provision which runs provision across FE Level, HE level and Masters Level.

Beacon Awards Winner 2007-2008 and 2009-2010

Do you want to work for an OUTSTANDING College? North Lindsey employs staff in a broad range of Management, Teaching & Support roles. We work hard to attract, retain and develop high performing staff and at whatever level our students study at their provision is of the highest quality and is delivered and supported by well qualified and committed staff.

We are an inﬂuential, world-facing, creatively driven institution where professional educators, practitioners and researchers work together to develop and enable excellence. Our values deﬁne us and guide decision-making and behaviour. As an organisation we are - student-centred; focused on specialist creative communities; critical in our thinking; professional and progressive.

All staff are valued for their contribution towards achieving the College’s strategic goals, and in return there are opportunities available for personal and career development. The College is recognised as having in place policies and practices to promote equality, diversity and parity of esteem. We endeavour to provide a welcoming and positive environment for both students and staff and encourage everyone to share our enthusiasm for success.

The College is accredited as both an Investors in People and an Investors in Diversity Organisation. We know that our future success depends on the calibre of all our staﬀ.

Please visit our website for further information on the opportunities available at North Lindsey College.

To ﬁnd out more about our current vacancies and to see what Leeds College of Art can oﬀer you, please visit our website

All employees must be willing to apply for DBS clearance. We positively encourage applications from all ethnic backgrounds and people with disabilities.

www.leeds-art.ac.uk

North Lindsey College, Kingsway, Scunthorpe, North Lincolnshire DN17 1AJ

We hope you’ll consider joining us.

Tel: (01724) 294022 Fax: (01724) 294023 www.northlindsey.ac.uk personnel@northlindsey.ac.uk

The College, located in east London, within the heart of the Thames Gateway – the largest regeneration area in Europe offers outstanding learning and training and entrepreneurial ‘Real Work’ opportunities for all. We are ﬁrst choice locally in technical and vocational education and our training environments are industry standard and endorsed by large and smaller employers. Our workforce is committed to putting learners and customers ﬁrst. Serving a diverse set of communities, our approach with people is personalised and motivational, encouraging and inspiring everyone, on their route to success. We are looking for loyal, motivated and talented people to help us achieve success. We are positive about a diverse workforce and would welcome applications from all sections of the community. If you would like to join the BDC team and be part of our success story, please visit our website at: www.barkingdagenhamcollege.ac.uk

A truly great College – passionate about success.

TRAIN WITH THE BEST IN THE BUSINESS Our training isn’t just about teaching you the technical skills, it’s also about showing you how to really connect with clients. It’s this combination of technical excellence and customer empathy that sets Saks trained people apart.

The University of Chichester is a small and friendly university based in West Sussex on the south coast of England. We have a great reputation for providing our students and staff alike with the opportunity to achieve excellence.

We teach apprentices within the salon itself, so there’s no day release, just hands-on, real life learning from the start, ending up with recognised NVQ qualifications and what’s more you earn while you learn (a minimum of £2.65 per hour).

In offering an environment which is positive, engaging and beneficial for our students, staff, partners and visitors, we believe it is essential that our provision is inclusive and reflects the diversity in which we operate.

We offer a range of government funded apprenticeships and advanced apprenticeships including: Hairdressing

African Caribbean Hairdressing

Barbering

Beauty Therapy

Customer Service

Retail

Team Leadership

Management

To help us achieve this the University is a member of Stonewall's Diversity Champions Programme, has signed up to the Mindful Employer Charter for Employers who are Positive About Mental Health and had been awarded the Positive About Disabled People (Two Ticks) Symbol by Jobcentre Plus.

Saks - officially acknowledged as the UKs best training provider.

Interested? Call Saks Apprenticeships on 01325 341 605, email info@sakseducation.co.uk or visit www.saks.co.uk

To find out more about studying or working with us please visit our website at

www.chi.ac.uk

Saks Apprenticeships values equality and diversity and strives to ensure the safety and welfare of all our learners.

or contact us at

equality@chi.ac.uk 56

Join one of the largest and most diverse colleges in the UK Located on four campuses in west London, each year we welcome thousands of learners from the London area and a further 2,500 internationally. More than 100 languages are spoken across the campuses and we are the only college in London to hold the prestigious Association of Colleges Charter for International Excellence. We believe everyone should feel valued and able to achieve their aspirations and goals. We aim to ensure an inclusive learning and working culture which respects every background and celebrates diversity. Equality and diversity is an integral part of the Collegeâ&#x20AC;&#x2122;s work. We aim to be positive, progressive and supportive as we honour our commitment to all accessing our services, visiting the College, working or learning.

@EHWLC

wlc.ac.uk 0800 980 2175

EALING, HAMMERSMITH & WEST LONDON COLLEGE

Getting you closer to the West End! Discovery of your own strengths and weaknesses is a challenging experience. We all have particular abilities in certain areas and success can only be achieved through self-awareness and by developing an individual artistry that is uniquely your own.

To find out more please visit

www.birdcollege.co.uk

Committed to Equality Royal Holloway, University of London was first established as a College for women. It is proud to continue providing first class education without regard to sexual orientation, transgender, gender, ethnicity, age, marital or parental status, disability, religion or beliefs. It commits itself to equality of opportunity for all in employment, admissions and its teaching and research activities, ensuring applicants for employment are treated fairly and individuals are judged solely on reference to their abilities, qualifications, aptitude and potential. We particularly welcome applicants from an ethnic minority background as they are currently under represented in some areas. If you would like more information or details of current job vacancies, please visit: www.rhul.ac.uk

Get the Aimhigher Guide to Higher Education Thereâ&#x20AC;&#x2122;s lots more information in 'Your future, your choice' - the Aimhigher guide for young people aged 16 plus. You can order one by: 0845 015 0010 0845 015 0030 Quote reference 'URN 09/1157' An audio version is also available (quote 'URN 09/1334') 58

At Barton Peveril we understand the importance of recruiting talented and well-qualified staff to maintain excellence in all that the college does. We are a thriving sixth form college located in Eastleigh, Hampshire and this could be your opportunity to join an outstanding team of enthusiastic and committed individuals who value the welcoming, friendly and supportive environment that exists here for students and staff alike.

Top 10% for teaching excellence in England*

The college is committed to oﬀering the best opportunities possible for its students. We have excellent facilities and operate an inspirational, ﬂexible approach to learning in and outside the classroom.

Get more than a degree at Leeds Trinity University

We are looking for people who share this commitment to high standards, who value and respect learners of all ages and who have the desire to drive them to achieve their full potential while adding value to their academic and wider achievements.

Professional work placements with every degree

Visit our vacancies page to see what current vacancies we have. www.barton-peveril.ac.uk/join-us/work-at-barton-peveril/vacancies

T: 0113 283 7150 E: enquiries@leedstrinity.ac.uk www.leedstrinity.ac.uk *Sunday Times University Guide 2013

Researching and Educating to Save Lives

www.ljmu.ac.uk Liverpool John Moores University A vibrant, diverse higher education institution

We aim to create successful futures. Liverpool John Moores University (LJMU) is a modern civic university delivering solutions to the challenges of the 21st century. Learning and advancement of our students and staff are at the core of our activities. LJMU is located in the heart of Liverpool, a multicultural city with a rich heritage. Our ethos is ‘dream, plan, achieve’ and we nurture the dreams of all our students and encourage our staff to achieve their full potential. Our programmes of study are informed by scholarship and research and accredited by the appropriate professional body. Our graduates also complete a World of Work certificate which equips them with the professional and entrepreneurial skills that make them attractive to employers. We engage leading companies in the development of our students. We are looking for motivated individuals who will embrace our professional behavioural values and share our vision for continued growth and success of our university. We expect our staff and student communities to promote equity, diversity and respect for all our stakeholders as they perform their jobs and everyday activities.

Working for Us LSTM's mission is supported by specialists, professionals and practitioners across a wide variety of roles and work areas and the Human Resources team provides a comprehensive and co-ordinated approach to make sure that we attract and retain the best people.

Equality & Diversity As you would expect we have a strong equal opportunity ethic which is monitored by an independent Equal Opportunities Committee which reports to Management Committee and the Board of Trustees. We consider innovative ways to enhance the working environment for all our staﬀ and to embrace the various cultural diﬀerences we have.

Further information about working or studying at Liverpool John Moores University can be found on our website: www.ljmu.ac.uk

For more information please visit

www.lstmliverpool.ac.uk 59

The Diversity Group 2014 Directory: Education Sector

Disability support in Higher Education Universities and colleges are increasingly aware of the needs of disabled students. Disabilities include long-term illnesses, mental-health conditions or specific learning difficulties such as dyslexia. Find out what support and extra financial help is available. What is Higher Education? Higher education is the next step on from further education. Studying at university or college, you'll work towards one of a range of qualifications such as a degree - for example, a BA or BSc - Foundation Degree, or a diploma/certificate of higher education. You can go into higher education at any age but most people enter when they are around 18 years old.

There's a lot to consider if you're planning to go into higher education, and as a disabled student you'll need to give plenty of thought to: where to study the support you may need while studying

Where to Study Universities and higher education colleges have an obligation to make provision for disabled students. Each university or college should publish a Disability Statement explaining how it provides support. You can ask to see a copy of this statement, or look on their website. Support provided by colleges and universities could include:

support with day-to-day living

accommodation adapted for the needs of disabled students

money and funding

professional care staﬀ assistance from volunteers 60

The Diversity Group 2014 Directory: Education Sector

Every university or college has a Disability Adviser or disability 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. You may ﬁnd it useful to contact your university or college's Disability Adviser or Learning Support Coordinator before you make a ﬁnal decision about where to study. It's also a good idea to go and check the institution out for yourself.

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, so that all students are assessed fairly 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 get around It's worth contacting your Disability Adviser or disability co-ordinator soon after you arrive at university or college so you can ﬁnd out about the support available. 61

Disabled Students' Allowances and other financial help If you have a disability you may be entitled to extra financial help towards the costs of the following: specialist equipment non-medical helpers extra travel costs other extra course-related costs due to your disability Disabilties covered include long-term illnesses, mental-health conditions or specific learning difficulties such as dyslexia. If you qualify for Disabled Students’ Allowances, they’re paid on top of any standard student support you get. They are not affected by your household income, and you don’t have to pay them back.

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 Careers Helpline for Young People can help disabled people throughout their time in further and higher education, sometimes up to the age of 25.

Enabling all our students to succeed

Do you feel inspired? Can you see yourself as part of a thriving and pro-active College, making a real difference to the lives of students and staff alike whilst supported to achieve both personal and professional goals? Then join the team at Lincoln College, addressing the challenges of the future and building on the success of the past. From our colleges in Lincoln, Newark and Gainsborough, we are an outstanding Further Education College in our region. We offer a wide range of work-life balance policies and all full time posts, unless specified otherwise, are available for job share. The college is actively implementing equality of opportunity policies and is a signatory to the “Two-Ticks” disability scheme. Applications are welcome from all sections of the community and in particular from ethnic minorities and people with disabilities as they are currently under represented within the College’s workforce. Ethnic minority and disabled applicants who meet the person specification will be guaranteed an interview. Visit now to see if we have any suitable vacancies that interest you at www.lincolncollege.ac.uk

Highbury is a general further education college with over 45 years teaching and learning experience. We take pride in our commitment to equality and diversity, supporting students of all abilities from all backgrounds.

No.1 for student success Our student success rates 10/11 make us the top general further education college in the South East Region (10/11 National LR Success Rates, published by the Data Service). We outperform all colleges, both general further education and sixth form in Hampshire and the Iow. To find out more please visit

www.highbury.ac.uk

The Royal Veterinary College (RVC) is the oldest and largest veterinary college in the UK. It oﬀers degrees in Veterinary Medicine, Veterinary Nursing, and an increasing number of bio-science and biological degree pathways.

If you are looking to become a Teacher/Assessor then look no further as London School of Academics offers the bespoke teacher training and assessor’s courses, which are endorsed by City and Guilds. Diploma in teaching in the lifelong learning sector (DTLLS)

Veterinary study is about Science and Medicine. I you are interested in these two subject areas then we are interested in YOU.

Preparing to teach in the lifelong learning sector (PTLLS)

We recruit nationally and internationally and we seek the best students for our global work. If you are looking for a career in Science or Medicine and for a degree that allows you to practice and work worldwide, check out the Royal Veterinary College on www.rvc.ac.uk go to our facebook pages or follow us on Twitter and You Tube.

Assessor’s Awards (TAQA) Conflict Management First Aid For more information please call 02085967036

Royal Veterinary College Royal College Street London NW1 0TU

Or email Sheila: sheila@londonschoolofacademics.com Or check our website

www.rvc.ac.uk

www.londonschoolofacademics.com 62

IF YOU BELIEVE YOU CAN ACHIEVE

2014 DIRECTORY

Housing Sector

www.diversitygroup.co.uk 63

HOUSING SECTOR

Directory

2014 Employers

Location

Alternative Futures Group North West Scotland

Hendre Group Wales

Nati

Liverpool Mutual Homes North West

onw id e

Magenta Living North West

North East

Yorkshire & Humberside

RCT Homes Wales

North West East Midlands

Symphony Housing Group North West

East of England

Wales

London

United Welsh Housing Association Wales

South West South East

Jobs

Education 64

Training

If you would like to find out more about our organisation and the opportunities we have available please visit www.liverpoolmutualhomes.org /jobs-and-training

Getting involved Liverpool Mutual Homes is one of the largest social landlords in the North West. We are working to improve the wellbeing of customers and communities in our diverse neighbourhoods and our vision is to have ‘pride in our homes’ and be ‘proud of our neighbourhoods’.

We are tenant-led and tenants are in the majority on our Board. We are committed to achieving equality of opportunity for all customers and we positively embrace diversity. We welcome partnerships with people from all communities.

LMH has a wide menu of involvement opportunities - you can join a tenants and residents association, be part of our editorial panel, become a tenant inspector, We have worked with customers and join one of our staff and customer groups staff to significantly improve services or become a Scrutiny Panel member. You and make a difference. We understand can also find out more about becoming a the importance of having an organisation shareholder or a tenant of highly skilled, well-trained and Board member. professional people. We are looking for people with different skills and Interested? Take a look at on our website backgrounds to work for us or to take www.liverpoolmutualhomes.org advantage of the opportunities we offer. /getinvolved This includes, training, voluntary work placements and other work experience within the organisation.

Working with us

We are committed to Our Vision ‘A world where people control their lives’, and strive to achieve this reality, in all that we do. We are committed to delivering services which support our Service Users to live fulfilled, exciting lives as part of their local community. To achieve this, we aim to employ local teams of support staff, who are able to make strong links with the local community and are prepared to dedicate time, effort and imagination. Wherever possible, we involve the individual Service User in the selection of the people who will support them.

United Welsh is a not for profit organisation and a top performing housing association. We are committed to upholding the principles of equality and diversity in employment and in the provision of services. We know that to be a leader, we have to unlock the potential of our diverse workforce. We are firmly committed to equality of opportunity and welcome applications from all sections of the community.

We are committed to equality of opportunity and anti discriminatory practice. We work hard to eliminate discrimination at all levels, and support a range of initiatives aimed at challenging direct or indirect discrimination.

Our vision is to be the best for our people and our communities. We aim to seize opportunities, unlock potential and change lives.

As an organisation, we aim to ‘do the right thing’ at all times; as a service provider, employer and also in regards to our social responsibility.

www.alternativefuturesgroup.org.uk

At United Welsh we understand the importance of having an organisation full of highly skilled, well-trained, professional people. This factor is fundamental to our future success and we are committed to ensuring that our employees receive the very best support in all aspects of their working life. The learning and development we offer is one of the biggest reasons for joining us. We have a real belief in nurturing talent. There are many opportunities for development, from on the job coaching to formal training programmes and networking opportunities. We ensure that we hold regular performance review discussions that consider learning needs for today and for the future.

Committed to the five aims of our

Beyond Compliance

Tailored Services For All

Providing tailored services, wherever possible, to meet the needs of local residents and delivering excellent service standards.

Promotion & Knowledge

In 2012, United Welsh achieved Investors in People Gold, in recognition of our commitment to the continuous high standards in developing our workforce.

Aiming to increase awareness and support residents, staff and contractors by developing skills and sharing good practice and learning.

Inclusive Workplace

Ensuring our working practices and environment support our diverse workforce and our staff feel valued, included and supported.

If you would like to find out more about our organisation and the job opportunities we have available

Better In Partnership

please visit www.unitedwelsh.com or telephone 0800

framework

Meeting and where possible surpassing our legal and statutory responsibilities.

Working with our residents and partners to reduce inequality within the communities where we work.

294 0195

symphonyhousing.org.uk @symphonyhousing

Valu Differeing nc

Magenta Living is the new name for Wirral Partnership Homes, which was founded over eight years ago to take over the ownership and management of the council housing stock in Wirral. Since that time we have delivered all of the promises we made at transfer and we have improved and developed our services.

Putting tenants at the heart of everything

However, the world has moved on and so have we. We launched our 2020 Vision two years ago and our recent move to new accessible premises and the re-branding are key milestones in us developing our services even further. Magenta Living is building upon our achievements and company values. We have a clear social purpose, a commitment to our communities and involving our customers and partners and we are determined to make a diďŹ&#x20AC;erence on the ground. We want to be more innovative, imaginative and creative to deliver a wider range of services. Our employees must share our vision for the future. We look for people who are aligned to our values and social purpose, who are enthusiastic and ďŹ&#x201A;exible to adapt to the challenges we face.

We are working not just to improve the standard of social housing in Rhondda Cynon Taff but to change lives, neighbourhoods and opportunities for tens of thousands of people.

If this describes you, we regularly advertise our positions on our own website,

For further information please visit

www.rcthomes.co.uk

www.magentaliving.org.uk Working for Us

With over 1200 staff members and a diverse range 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.

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

For more information on our organisations and

committed to providing a learning environment in

details of all current vacancies please visit us at

which their staff feel encouraged to give their

www.hendre.org.uk

best and develop their skills. As a result the Hendre Group continually invests in staff training

careers@hendre.org.uk

and development.

029 2067 5875

www.diversitygroup.co.uk If you believe you can achieve

The Diversity Group 2014 Directory: Housing Sector

Housing Rights It is unlawful to treat disabled people less favourably than others for a reason related to their disability - this applies to property as well as other goods and services.

Buying & Renting Property

Building Regulations

Under the DDA it is unlawful for landlords and other persons connected with the selling, letting and managing of premises to treat disabled people less favourably for a reason related to their disability, unless they can show that the treatment is justiďŹ ed. In April 2005, a new Disability Discrimination Act was passed which amends or extends existing provisions in the DDA 1995. This includes, for example, making it easier for disabled people to rent property and for tenants to make disability-related adaptations.

The Building Regulations made under powers provided in the Building Act 1984 exist to ensure the health and safety of people in and around all types of buildings, that is, domestic, commercial and industrial. They also provide for energy conservation, and Part M of these regulations deal with access and facilities for disabled people. Their current aim is that, in the main, all buildings to which the requirements in Part M of these regulations apply, are accessible to and useable by disabled people.

An improved version of Part M came into force in May 2004 which will extend the provisions to alterations on existing buildings and introduces the concept of access and use for all - not only for those with recognised disabilities. There is more information on building regulations in the Building Regulations Explanatory Booklet on the website of the Department for Communities and Local Government. Source: www.gov.uk

The Diversity Group 2014 Directory: Housing Sector

Help and advice from the Equality and Human Rights Commission

TDG e-Training is the most comprehensive diversity e-learning solution currently available in the UK. Over ten hours of modular training can be selected according to role and responsibilities, combined with many integral management and support processes in offering a complete resource and evidence gathering

The Equality and Human Rights Commission is a good source of advice if you feel you may have been discriminated against.

solution for any organisation.

The commission's helpline provides advice and information about the Disability Discrimination Act 1995 to disabled people, employers, service providers, schools and colleges, and friends and families of disabled people.

The seven strands of diversity age, disability, family circumstances, gender, race, religion and belief and sexual orientation are covered within six practical work and role related units:

08457 622 633

Equality, Diversity & The Law

08457 622 644

Working Together

08457 778 878

Sensitive Service Provision Managing Diversity

Lines are open Monday, Tuesday, Thursday and Friday 9am-5pm; Wednesday 8am-8pm.

Fair Selection Planning For Diversity

For more information please visit www.diversitygroup.co.uk/etraining or telephone 0845 077 9300 69

Join the Growing Community

www.diversitygroup.co.uk

is a digital gateway to help further promote equality and diversity across the UK. With regular initiatives and a wide range of facilities, The Diversity Group website attracts over 100, 000 absolute unique visitors per calendar month with spending time estimated over 5 minutes. The Diversity Group website is fully interactive with Browse Aloud, Text Resize, Video Media, downloadable documents, and so much more.

IF YOU BELIEVE YOU CAN ACHIEVE 70

IF YOU BELIEVE YOU CAN ACHIEVE

2014 DIRECTORY

Charity Sector

www.diversitygroup.co.uk 71

CHARITY SECTOR

Directory

2014 Employers

Location

Action Against Hunger Nationwide Scotland

Arts Council England Nationwide

Nati

Arts Council Wales Wales

onw id e

British Film Institute Nationwide

North East

Yorkshire & Humberside

CTC Charitable Trust Nationwide

North West East Midlands

Royal Armouries Yorkshire & Humberside

East of England

Wales

London

The Lowry North West

South West South East

Jobs

Education 72

Training

ACTION AGAINST HUNGER Come and join a diverse team to support an organisation to becoming one of the leading NGO’s for practising professionals towards the vision of reducing global acute hunger. Who are we? Action Against Hunger | ACF International is an international humanitarian organisation committed to ending child hunger. Recognised as a leader in the fight against malnutrition, ACF works to save the lives of malnourished children while providing communities with sustainable access to safe water and long-term solutions to hunger. With over 30 years of expertise in emergency situations of conflict, natural disaster and chronic food insecurity, ACF runs life-saving programmes in over 40 countries helping some 7 million people each year. What makes us different? We have won awards for our work including Charity Times Fundraising Team of the YEAR (2013), and nomination for the best graduate internship programme (2010), best International Charity and best innovative fundraising. We are a young professional team, always looking for innovative and motivated professionals. How to apply? For further information, please visit us on www.actionagainsthunger.org.uk and look out for our career pages. Alternatively you can call us on 0208 293 6190.

BRINGING HISTORY TO LIFE Royal Armouries is home to the national collection of arms and armour.

We aim to help the UK film industry build a more diverse workforce both behind and in front of the camera. We want everyone in the UK to access and engage with our rich film culture – through watching, participating or learning about it.

We employ over 150 people on 3 sites – Leeds, Fort Nelson and the Tower of London. We are an equal opportunity employer, committed to attracting and retaining a talented and diverse work force.

For more information about the BFI, including our job opportunities, please visit

Please visit our website for current vacancies.

bfi.org.uk 73

www.royalarmouries.org

Diversity is one of the BFI’s key priorities

Recruitment policy_Layout 1 11/10/2013 14:48 Page 1

The Lowry is an internationally acclaimed visual and performing arts centre situated at the heart of MediaCityUK, one of the world’s most exciting culture and media destinations. The Lowry aims to give everyone access to new areas of creativity and to embrace its broad community. With such a broad community we seek to employ a culture rich workforce.

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 â'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.

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 cynnig cyfweliad i ymgeiswyr anabl sy'n bodloni meini prawf y fanyleb berson.

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.

Gallwn hefyd gynnig pecynnau yn y fformatau canlynol ar gais: print bras, Braille, neu CD sain.

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

Cyngor Celfyddydau Cymru Plas Bute, Caerdydd CF10 5AL

Arts Council of Wales Bute Place, Cardiff CF10 5AL

www.cyngorcelfyddydaucymru.org.uk

www.artscouncilofwales.org.uk

If you are interested in working at The Lowry please visit

www.thelowry.com/jobs

Get the job you want!

Passionate about cycling

Over 1000 registered users a month Hundreds of active employers posting regular positions Well paid, attractive jobs listed everyday

The Uk’s National Cyclists’ Organisation

Join the growing community

www.diversitygroup.co.uk/jobs

www.ctc.org.uk - cycling@ctc.org.uk

Unification Through Diversification

The Diversity Group 2014 Directory:

Charity Commission Guidance

The Promotion of

Human Rights

his guidance explains why the advancement of human rights is recognised as a charitable purpose. It also considers the various ways (including political campaigning) in which a charity may promote human rights.

1. Decision

The Promotion Of Equality And Diversity For The Beneﬁt Of The Public

2. Background

This guidance explains the meaning of the promotion of equality and diversity for the public beneﬁt.

The Commissioners have concluded that the promotion of equality and diversity for the beneﬁt of the public is a charitable purpose. The Commission will accordingly consider applications from organisations established for such purpose for registration as a charity.

The Commissioners have received a number of applications for registration as charities from organisations concerned with equality and diversity, although the expressed purposes and activities of those organisations varied.

In some cases the purposes used to describe the activities of the organisation, such as prevention of discrimination on the grounds of age or sexual orientation, have not previously been recognised as charitable. In other cases, existing charitable purposes were used to describe the organisation’s activities, such as promoting human rights, promoting health, relieving sickness or advancing education. However, though not directly stated, an examination of the activities indicated that they were in fact directed towards the promotion of equality and diversity. The Commissioners, therefore, considered whether or not they should recognise that to promote equality and diversity for the beneﬁt of the public is a charitable purpose.

The Diversity Group 2014 Directory:

3. Recognition of a new charitable purpose The Commissioners’ policy on how it recognises new charitable purposes is set out in the Review of the Register publication RR1A. Broadly the Commissioners first determine whether the new purpose is analogous to a purpose recognised by the Courts or the Commission. The second step is to decide whether the purpose results in a real and substantial benefit to the public at large or a sufficient section of the community.

5. Public benefit Whether or not to promote equality and diversity is a purpose for the benefit of the public is a question of law to be answered by forming a view on the evidence in light of current standards and social and cultural considerations. If tangible and objective benefits cannot be shown, public benefit can be demonstrated by evidence of the "approval by the common understanding of enlightened opinion for the time being".

6. Evidence of public beneﬁt 4. Analogies The Commissioners considered that to promote equality and diversity is analogous to existing charitable purposes namely: the promotion of equality of women with men the promotion of racial harmony

The Commissioners noted the considerable public harm caused by discrimination and the clear beneﬁts arising from promoting diversity in society and considered that it was unnecessary to consider evidential proof on this point. They recognised that the overwhelming intangible beneﬁt is a fairer and more just society in which people are valued for themselves.

the moral or spiritual welfare and improvement of the community

They noted that their view is supported by evidence that: The promotion of diversity and equality could result in tangible benefits in reducing crime and conflict and, in the field of work, a more effective workforce. In addition, understanding the diversity of society leads to a more appropriate delivery of services both in the public and private sphere. There is a common understanding of enlightened opinion that promoting diversity and equality is for the benefit of the public in light of the following: The promotion of diversity and equality by the Cabinet Office; The recognition by employers of the benefits of diversity and equality in the workplace The Human Rights Act 1998 which incorporates Article 14 into domestic law European Directive 2000/78/EC of 27th November 2000 which prohibits discrimination on the grounds of religion or belief, disability, age or sexual orientation in employment, occupation and vocational training;

the promotion of religious harmony the promotion of human rights.

The Diversity Group 2014 Directory:

Towards Equality and Diversity – The consultation paper issued by the Department of Trade & Industry setting out the Government’s plans for implementing this European Directive Consultation on Civil Partnership Registration issued by the Women & Equality Unit of the Department of Trade & Industry on 30th June 2003 & other diversity proposals from this unit as set out on its website.

7. Considering future applications for registration In order for the Commission to be satisﬁed that any particular organisation is established for the purpose of promoting equality and diversity, it will need to be satisﬁed that the particular activities it carries out are capable of furthering the purpose. We recognise that this purpose may be furthered in a number of ways, including training schemes for employers and organising activities with the purpose of encouraging people from diverse backgrounds to interact with each other.

We will consider each application on its merits and will adopt an open approach to the ways in which the purpose can be furthered but will require this to be clearly demonstrated before being satisﬁed in any particular case. We recommend that an organisation set out the means by which it will pursue this purpose in its objects to assist this consideration.

8. Charities recognised as furthering this purpose The Commission has registered organisations as charities furthering the purpose of promoting equality and diversity for the beneﬁt of the public in a variety of ways The Age Equality Association (registered on 9 May 2003 under number 1097441) promotes equality and diversity by the elimination of discrimination on the grounds of age. Pink Parents (UK) Ltd (registered on 20 January 2003 under number 1095492) promotes equality and diversity by the elimination of discrimination in relation to lesbian, gay and bisexual parents and parents-to-be and their children.

The North East Centre for Diversity and Racial Equality (registered on 20 June 2003 under number 1098139) promotes equality and diversity by working towards the elimination of racial discrimination and to promote equality of opportunity and good relations between persons of diﬀerent racial groups.

Promotion of Religious Harmony This guidance explains the extent to which the promotion of religious harmony for the public beneﬁt is a charitable purpose.

1. Decision The Commissioners have concluded that the promotion of religious harmony for the beneﬁt of the public is a charitable purpose. The Commission will accordingly consider applications from organisations established for such purposes for registration as a charity.

The Diversity Group 2014 Directory:

3. Recognition of a new charitable purpose The Commissioners’ policy on how it recognises new charitable purposes is set out in the Review of the Register booklet RR1A. Broadly the Commissioners first determine whether the new purpose is analogous to a purpose recognised by the Courts or the Commission. The second step is to decide whether the purpose results in a real and substantial benefit to the public at large or a sufficient section of the community.

5. Public benefit Whether or not to promote religious harmony is a purpose for the benefit of the public is a question of law to be answered by forming a view on the evidence in light of current standards and social and cultural considerations. If tangible and objective benefits cannot be shown, public benefit can be demonstrated by evidence of the "approval by the common understanding of enlightened opinion for the time being."

6. Evidence of public beneﬁt The Commissioners considered that to promote religious harmony is analogous to existing charitable purposes namely: the promotion of equality of women with men the promotion of racial harmony the mental and spiritual welfare and improvement of the community

The Commissioners considered that the public benefit in eliminating both racial and sex discrimination is manifestly beneficial to the public without the need to consider evidential proof and that the public benefit of eliminating discrimination on the grounds of religion and promoting religious harmony is of the same order. Nevertheless, they noted that their view is supported by evidence that:

the promotion of religious harmony and tolerance could result in tangible benefits of reduction in conflict and crime. In addition, understanding other’s religious beliefs leads to more appropriate provision of services both in the public and the private sphere. There is a common understanding of enlightened opinion that promoting religious harmony and tolerance is for the benefit of the public in view of the following: The Human Rights Act 1998 which incorporates Articles 9 and 14 of the European Convention on Human Rights into domestic law European Directive 2000/78/EC of 27 November 2000 prohibits discrimination on the grounds of religion or belief, disability, age or sexual orientation in employment, occupation and vocational training. The religious strand must be implemented by 2 December 2003. Towards Equality and Diversity – The consultation paper issued by the Department of Trade & Industry setting out the Government’s plans for implementing this European Directive

The Diversity Group 2014 Directory:

7. Religion and Other Belief Systems This new purpose is about promoting harmony or reducing conflict; it is not restricted to promoting harmony between religions that are recognised by charity law. Since “religion” in this context is not confined to the charity law definition we believe this would also embrace “beliefs” as defined in human rights case law. It also includes the promotion of harmony between believers and non-believers.

8. European Convention on Human Rights By accepting that the promotion of religious harmony includes belief systems as deﬁned in human rights case law (as well as religions deﬁned by charity law), we are of the opinion that the decision to recognise the promotion of religious harmony is compatible with the European Convention on Human Rights.

9. Demonstrating Public Beneﬁt All charities must be able to demonstrate beneﬁt to the public resulting from their purposes and activities.

Organisations promoting religious harmony are charitable not because they are promoting individual religious belief or advancing education in those beliefs, but because they are actively promoting harmony and the lessening of conflict between people from differing religions or belief systems (or between believers and non-believers). For an organisation concerned with the promotion of harmony between people with different religions or beliefs to be charitable, it must be able to show that disharmony between people from those particular groups is either apparent or that it has the potential to arise or is indeed present such that the promotion of harmony or the lessening or prevention of conflict between them would clearly benefit the public.

10. Considering future applications for registration In order for the Commission to be satisﬁed that any particular organisation is established for the purpose of promoting religious harmony, it will need to be satisﬁed that the particular activities it carries out are capable of furthering the purpose.

The Commissioners recommend that an organisation sets out the means by which it will pursue this purpose in its objects to assist this consideration.

11. Charities recognised as furthering this purpose On 14th June 2002, the Commissioners registered The Friends of the Three Faiths Forum as a charity furthering the purpose of promoting religious harmony. The charity was also accepted on the basis of the advancement of education. This charity was established by leading members of the Christian, Islamic & Jewish faiths and promotes its purpose principally by establishing communication channels to enable people of one faith to understand the religious beliefs of others, by public advocacy, by education, & by establishing multi-religious discussion groups both locally and amongst people from particular professions such as doctors.

Arts Council England is the national development agency for the Arts in England We work to get great art for everyone by championing, developing and investing in artistic and cultural experiences that enrich people's lives. We support a range of activities across the arts, museums and libraries - from theatre to digital art, reading to dance, music to literature, and crafts to collections. We act as an independent body at arm’s length from government. Between 2011 and 2015, we will invest £1.4 billion of public money from government and an estimated £1 billion from the National Lottery to help create these experiences for as many people as possible across the country. Great art inspires us, brings us together and teaches us about ourselves and the world around us. In short, art makes life better. We are looking for people who have a range of skills, experiences and backgrounds and not necessarily just in the Arts. Business, advocacy, communication, research and project management skills are essential for the organisation. We need diverse and talented individuals who have the ability to inﬂuence decision-making, work in partnership with others and deliver results. Our commitment to diversity is reﬂected in our attitude towards our employees. We’ll respect you as an individual- our internal support and network groups, fair policies, and practices are designed to include everyone’s perspective and expertise. We proudly promote cultural diversity and equal opportunities for all

Inspirational People Required For further information on our current vacancies, please visit our website www.artscouncil.org.uk/recuitment

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IF YOU BELIEVE YOU CAN ACHIEVE

2014 DIRECTORY Fostering & Adoption Sector

www.diversitygroup.co.uk 81

FOSTERING & ADOPTION SECTOR

2014 Employers

Directory

Location

City of Bradford Metropolitan District Council - Fostering & Adoption Yorkshire & Humberside

Scotland

Together Trust North West Nati

onw id e

North East

Yorkshire & Humberside North West East Midlands East of England

Wales

London

South West South East

Jobs

Education 82

Training

the Together Trust

Together we can ensure children, young people and vulnerable adults achieve their life aspirations whatever this may be

keep children, young people and vulnerable adults safe

give everyone an equal chance in life; no exceptions

For a rewarding career in either Education, Residential Care and Community Services, please visit www.togethertrust.org.uk/vacancies The Together Trust is committed to Equality and Diversity. The Trust is underrepresented in the workforce by men, men and women from ethnic groups, and employees with disabilities. We therefore welcome applicants regardless of their racial, ethnic or national origin, religion or beliefs, disability, sexuality, age or responsibilities for dependents subject to meeting job eligibility criteria set out in the Person Specification.

@TogetherTrust

We are committed to keeping the children, young people and vulnerable adults we support safe and stringently follows procedures to endorse this; therefore safeguarding children and vulnerable people is a priority for all employees and volunteers.

/SupportTogetherTrust The Together Trust is committed to equality and diversity. The Together Trust is committed to safeguarding.

care â&#x20AC;˘ education â&#x20AC;˘ support â&#x20AC;˘ since 1870

021306

Registered charity number 209782

The Diversity Group 2014 Directory: Fostering & Adoption Sector

There are so many children of all ages who need a forever family t is a sad fact that there are some children who are unable to live with their birth family, and who, because of neglect, abuse or perhaps just because their parents simply cannot cope with being a parent, go into public care. Adoption is one of the best ways we know of giving these children a family for life.

There are over 4,000 children across

Other misconceptions that persist

the UK who need to be adopted

include issues around age, marital

every year and there is a desperate

status, sexual orientation and

shortage of adopters. Some people

income. But in reality, you don’t need

think about adoption, but never look

to be under forty – there is no upper

into it further. They are convinced

age limit; if you are single or in a

they will be ruled out due to the

same –sex relationship you can

many myths that surround who can

adopt; you don’t need to own your

and cannot adopt. Some people still

own home or be rich and issues such

don’t realise that being disabled

as being overweight won’t

doesn’t automatically rule you out.

automatically rule you out. Also

We, at the British Association for Adoption & Fostering (BAAF) believe passionately in the importance of families. We know that children do best in life if they have a secure and loving family of their own – a family who will help them feel strong and conﬁdent and who will always be there for them.

And being disabled is not the only

people from all ethnicities and

reason why people think they are not

cultures are needed and welcomed

allowed to adopt.

As long as you are over 21 and do not have a criminal conviction for certain crimes, you can apply to be assessed as an adopter.

The Diversity Group 2014 Directory: Fostering & Adoption Sector

Karen (pictured right), who is a, single black adopter who has adopted a little girl told us

Especially needed are people who could parent a sibling group of children who need to stay together; children from some black minority

“There are so many children of all

ethnic communities; older children

ages who need a forever family.

(and by ‘older’, we mean over four

If you feel you can make that

years of age) or a child with

happen, go for it. Speak to someone

disabilities or complex needs.

about adoption and ask all the

These are the children who wait

questions you need to ask. From the

longer for a forever family. BAAF

moment my daughter stepped into

knows from existing adoptive families

my life, I haven’t been happier.

that it can be hard work, but that the

I live for her. I feel like I’ve had her

rewards are huge.

from the moment she was born. Adoption is a wonderful thing.”

Adoption is a lifelong commitment. It's not always easy, but as many

Alan Wood, Deputy Chief Executive at BAAF said

adoptive parents will tell you, it can be one of the most amazing and

“The UK has one of the most open,

worthwhile experiences of your life.

liberal and supportive set of criteria

Adopters from all walks of life are

for those interested in adopting a

welcomed, so if you think you could

child. Adopters come from every

be a ‘forever family’ to a child or

sector of society, from 21 years up,

sibling group and would like to ﬁnd

from every income level, ethnic

out more about adoption please visit

group, religious persuasion and

www.nationaladoptionweek.org.uk

sexual orientation. Most adopters have overcome various challenges in their lives and have the evidence to show they have emerged more resilient, more insightful and more child centred. These are the qualities that count.”

The Diversity Group 2014 Directory: Fostering & Adoption Sector

Useful Fostering & Adoption Contacts

The following organisations and websites provide authoritative, current and accurate content, including adoption, fostering & looked after children and information on support, resources or research on these areas. Adoption Information Line www.adoption.org.uk

Adoption UK www.adoptionuk.org.uk

Fostering Network www.fostering.net

Provides advice and information to the general public

A self help organisation for adoptive parents and prospective adopters

The Fostering Network is the UKâ&#x20AC;&#x2122;s leading charity for everyone with a personal or professional involvement in fostering

Adoption Interlink UK www.billsimpson.com

Directgov www.direct.gov.uk

An information and contact site for all members of the adoption circle

Adoption and fostering information

Adopters Scotland www.adosco.co.uk An information site written by two adopters

Fostering Information Line www.fostering.org.uk Provides information and advice to members of the public 86

Foster Talk www.fostertalk.org Providing professional support, advice and preferential pricing arrangements to foster carers nationwide.

Adopting& Fostering Bradford

Putting Bradford Children first ! Help us change a child or young person’s life for the better Children in Bradford need loving homes. Find out more about adopting and fostering in Bradford.

Phone 01274 434331 or visit our website address below. Please don’t rule yourself out.

We welcome interest from people regardless of race, religion, gender, class, sexuality or disability. We are particularly looking for foster carers to look after older children (aged 10+) and adopters for siblings, older children (up to 8 years old) and children with a physical disability or learning difficulty.

www.bradford.gov.uk/adoptionandfostering Department of Children’s Services l Adoption and Fostering

Independent Review Mechanism (IRM) www.irm-adoption.org.uk Is a review process, with a panel, which prospective adopters can use when they have been told that their adoption agency does not propose to approve them as suitable to adopt a child

North Wales Adoption Service www.northwalesadoption.co.uk We work to help ﬁnd local families for local children in North Wales

New Family Social www.newfamilysocial.co.uk A group for lesbian and gay adopters, and those taking their ﬁrst steps towards adoption. 87

South Wales Adoption Agencies www.swaac.org.uk We are a 11 member agencies working together in South Wales to promote and raise awareness of adoption in South Wales

The Diversity Group 2014 Directory: Fostering & Adoption Sector

Becoming a Foster Carer Anyone can apply to be a foster carer, so long as they have the qualities needed to look after children who cannot live with their parents. There is no maximum age limit for being a foster carer. Who Can Apply?

Applying to Become a Foster Carer

You can apply to be a foster carer: whether you have your own children or not if you are single, married or living with a partner if you are in or out of work whether you live in your own home or rent

If you are interested in becoming a foster carer, the ďŹ rst thing you should do is contact your local fostering service (either the social services department of your local council or an independent fostering agency) and arrange a meeting. They will explain what fostering involves and will help you decide whether you are right for fostering.

Once it has been decided you are suitable to become a foster carer, The Criminal Records Bureau will check that you have not committed an oďŹ&#x20AC;ence which would exclude you from fostering. You will also have a health check, to rule out any health problems. A social worker will then help you ďŹ ll in an application form and you will be asked to attend a group preparation session with other people who are applying. Finally your application will be sent to an independent fostering panel, which will recommend whether or not you can become a foster carer. This can take up to six months.

whatever your race, religion or sexuality

The Diversity Group 2014 Directory: Fostering & Adoption Sector

Types of Fostering There are diďŹ&#x20AC;erent types of foster care depending on the needs of both the child and their family. These include short-term care for just a few days or weeks, to long-term placements, as well as care for disabled children or children with behavioural problems.

Categories of Foster Care Emergency

Remand

When children need somewhere safe to stay for a few nights

When young people are remanded by a court to the care of a specially trained foster carer

Short-Term When carers look after children for a few weeks or months, while plans are made for the child's future

Short Breaks

Long-term Not all children who need to permanently live away from their birth family want to be adopted, so instead they go into long-term foster care until they are adults

When disabled children, children with special needs or children with behavioural diďŹ&#x192;culties regularly stay for a short time with a family, so that their parents or usual foster carers can have a break

'Family and friends' or 'kinship' A child who is the responsibility of the local authority goes to live with someone they already know, which usually means family members such as grandparents, aunts and uncles or their brother or sister

Specialist Therapeutic For children and young people with very complex needs and/or challenging behaviour Source: www.gov.uk

The Diversity Group 2014 Directory: Fostering & Adoption Sector

Training & Financial Support for

Foster Carers

A variety of practical and ďŹ nancial support will be made available to you if you become a foster carer. This includes an allowance to cover costs, tax relief and help getting a State Pension. Support & Training

Fosterline

All foster carers are reviewed every year by fostering service providers and receive any training needed to ensure they are suitable to continue fostering. They are also given a supervising social worker who visits on a regular basis to oďŹ&#x20AC;er advice and support for foster carers and their families.

Fosterline is a free telephone helpline run by the Fostering Network. It provides information and advice for foster carers and people thinking about becoming foster carers. Subjects covered include: allegations of abuse beneďŹ ts training breakdown of foster placements legal matters relating to fostering

The advice line is open from 9.00 am to 5.00 pm, Monday to Friday (and until 8.00 pm on Wednesdays). The freephone number is 0800 040 7675.

The Diversity Group 2014 Directory: Fostering & Adoption Sector

What is Adoption and Who can Apply? Adoption is where a child legally becomes a member of a new family and has one or two new parents. If you are at least 21 years old and can provide a permanent, stable and caring home, your application to adopt will be welcomed. There is no upper age limit.

Adoption Orders Only a court can make an adoption order. The eﬀect of the adoption order is that the birth parents no longer have any parental rights and responsibilities for their child. Those rights and responsibilities are given to the adoptive parents. Once the court has made an adoption order the child becomes a full member of the adoptive family. They take the surname of their adoptive parents and have the same rights and privileges as if they had been born to them. This includes the right of inheritance.

A child's eligibility for adoption Before the court can make an adoption order, the court has to be satisﬁed of all of the following: the child was under the age of 18 when the adoption application was made the child is not – or has never been – married or in a civil partnership both birth parents have given their consent to the adoption In some cases, it is not necessary to get consent from the birth parent or guardian. 91

This happens when: the birth parent or guardian cannot be found or is incapable of giving consent the child's welfare would be at risk if the adoption order was delayed

The Diversity Group 2014 Directory: Fostering & Adoption Sector

Who can apply to adopt?

Do you have to be a British Citizen?

The following are eligible to apply to adopt:

You do not need to be a British citizen. However, if you are adopting as a couple with your spouse or partner:

single people (irrespective of their sexual orientation) a partner of a parent of the child to be adopted married couples

one of you must be domiciled in the British Islands and both of you have to have been habitually resident there for at least one year before you apply to the court for an adoption order

civil partners unmarried couples (same sex and diďŹ&#x20AC;erent sex) living as partners in a stable family relationship Your application will be considered on the basis of whether you can meet the adopted childâ&#x20AC;&#x2122;s needs. It does not matter whether you own your own home or are in or out of work. You and all adult members of your household will be required to have a police check.

If you are adopting as a single person: you must be domiciled in a part of the British Islands and have to have been habitually resident there for at least one year before you apply to the court for an adoption order British Islands means England, Wales, Scotland, Northern Ireland, the Channel Islands and the Isle of Man. You should seek legal advice if you are unsure whether you are domiciled or habitually resident in the British Islands. Source: www.gov.uk

The Diversity Group 2014 Directory: Fostering & Adoption Sector

Initial Application For Adoption

Preparation, Assessment And Training

The ﬁrst thing you must do is contact your local adoption agency. They will:

When the adoption agency accepts your written application, it will:

send you general written information about the adoption process, like how long each part will take and the agency's expectation of adopters invite you to a group information meeting, where you can hear about adoption and talk to adopters about their experiences give you counselling to help you understand the needs of the children, who may have experienced neglect or abuse in their early childhood The agency will also help you decide if adoption is right for you and your family. If you and the agency agree to proceed, the agency will issue you with an application form.

invite you to preparation classes these are normally held locally and offer parenting advice and information on issues like the skills required for adoption, the needs of adopted children and the effect adoption can have on all the people involved carry out police checks to be sure that you or an adult member of your family have not committed an offence that would make you ineligible to adopt interview referees who know you and your family organise for you to have a full medical examination arrange for a social worker to visit you and carry out a detailed assessment of your suitability to become an adoptive parent including your strengths and weaknesses, areas you might need support in, and the stability of your relationship if you are adopting as a couple 93

Because of these processes the assessment is demanding, lengthy, in-depth and can feel intrusive. This is so the agency can be sure you’re able to meet the needs of the child and can make a success of the adoption. When your social worker has ﬁnished your assessment, they will send your papers to the adoption panel. This is a group of people who are experienced in adoption. You will be able to attend the adoption panel meeting to ask and answer questions. The adoption panel will make a recommendation to the agency, which will then make the decision whether or not you are suitable to adopt a child.

The Diversity Group 2014 Directory: Fostering & Adoption Sector

How Long Does It Take To Adopt?

How Do Children Become Matched With Adopters?

Support for Adoptive Parents

The time it takes to adopt will vary. It will take just over eight months for the adoption agency to complete its assessment of your suitability to adopt. It could then just take a matter of weeks for the agency to match you with a child.

Once your agency considers you are suitable to adopt, it will begin the process of ﬁnding a child whose needs you can meet. If a match doesn't take place after three months, you can be referred to the Adoption Register for England and Wales.

You and your adopted child may need support and you are entitled to have an assessment of your family’s needs. LAs must have the following range of adoption support services available:

The Register holds details of children across England and Wales who need a family. The Register will be searched to identify a child whose needs you can meet. Once a link has been made, your details will be passed on to the child’s social worker.

ﬁnancial support

Once the child goes to live with you, it is for you to decide when to apply to the court for an adoption order. However, the child must have lived with you for at least ten weeks. An adoption order means that parental rights and responsibilities for the child are given to the adoptive parents.

If an adoption agency does not consider you suitable You have two options if you disagree with an adoption agency’s decision. You can either: challenge the agency's decision and explain why you disagree apply to the Independent Review Mechanism to look into the agency’s decision-making process

advice, information and counselling

support groups for adopted children and adoptive parents therapeutic services for adopted children, like re-introducing children with a history of abuse and neglect to sensations of touch, smell, taste and sight through therapeutic games and exercises support for contact arrangements between an adopted child and their birth family services to support the relationship between the adopted child and their adoptive parents Source: www.gov.uk

IF YOU BELIEVE YOU CAN ACHIEVE

2014 DIRECTORY

www.diversitygroup.co.uk 95

PUBLIC SECTOR

Directory

2014 Employers

Location

Air Cadets Nationwide Brighton & Hove South East Scotland

British Antarctic Survey Nationwide Communication Workers Union Nationwide

Nati

onw

Civil Nuclear Constabulary Nationwide

id e

Financial Ombudsman Service Nationwide

North East

First Group Plc Nationwide

Yorkshire & Humberside

MI5 Nationwide

North West East Midlands

National Assembly For Wales Wales

East of England

Wales

Prestwich Hospital North West London Scarborough Council Yorkshire & Humberside South West

Serious Fraud OďŹ&#x192;ce Nationwide

South East

The Electoral Commission London

Jobs

Education 96

Training

Fly High! Aged 13-17? Interested in flying, action and adventure? Then youâ&#x20AC;&#x2122;ll love the rewarding opportunities available to all Air Cadets. Call 0845 600 6601 or visit us at www.raf.mod.uk/aircadets facebook.com/aircadets

twitter.com/aircadets

Weâ&#x20AC;&#x2122;re also recruiting adult volunteers, if you want to know more about how you can help. Please call the number above or visit our website.

Artwork by Charlie

Taylor

Working for a diverse city. People are amazing. Give them the opportunities, they’ll achieve incredible things. Brighton and Hove is an inclusive city where diversity is celebrated and valued, there’s no barriers, stereotypes or assumptions about anyone here. We think that’s pretty refreshing. For information on joining us, please visit our website.

Apply online now at:

Cynulliad Cenedlaethol Cymru

National Assembly for Wales

Un o brif swyddogaethau’r Cynulliad Cenedlaethol yw cynrychioli buddiannau Cymru a’i phobl.

One of the main jobs of the National Assembly for Wales is to represent the interests of Wales and its people.

I wneud hyn yn effeithiol, mae arnom angen cyflogeion sy’n cynrychioli poblogaeth amrywiol Cymru.

To do this effectively we need employees that are representative of the diverse population of Wales.

Mae ein buddion yn cynnwys gweithio hyblyg, 31 diwrnod o wyliau blynyddol a threfniadau pensiwn ffafriol.

Our benefits include flexible working, 31 days annual leave and favourable pension arrangements.

www.cynulliadcymru.org/recriwtio.

www.assemblywales.org/recruitment.

Rydym wedi ymrwymo i fod yn gyflogwr cyfle cyfartal da.

We are committed to being a good equal opportunities employer.

Cynulliad Cenedlaethol Cymru yw’r corff sy’n cael ei ethol yn ddemocrataidd i gynrychioli buddiannau Cymru a’i phobl, i ddeddfu ar gyfer Cymru ac i ddwyn Llywodraeth Cymru i gyfrif.

The National Assembly for Wales is the democratically elected body that represents the interests of Wales and its people, makes laws for Wales and holds the Welsh Government to account.

jobs.brighton-hove.gov.uk Electoral-Commission-advert_Layout 1 22/05/2013 17:13 Page 1

TO BE THE BEST

Putting voters first

Scarborough Borough Council believes that equal opportunities and diversity are central to all its functions and services. Working with a wide range of partners, we consider the needs and aspirations of all our customers, residents, visitors and employees, regardless of age, gender, race, disability or any other protected characteristic.

We are an independent body set up by the UK Parliament to regulate party and election finance and set standards for well-run elections. We are committed to encouraging a diverse workforce and welcome applications from all sections of the community.

As a major employer within the area we value our employees and treat every job application solely on merit. To find out more and to view current vacancies, visit our website

For current vacancies please visit www.electoralcommission.org.uk or call 020 7271 0686

www.scarborough.gov.uk 98

SAFEGUARDING OUR DIVERSE NATION With over 900 highly trained Police Officers and Police Staff, the CNC is a specialist armed police service dedicated to protecting the civil nuclear industry. We protect 15 civil nuclear sites across England, Scotland and Wales, safeguard nuclear material in transit and play a key role in national security.

As well as opportunities at operational units at a number of nuclear sites, we have a number of specialist teams that require specific expertise. Once you have successfully completed your probationary training, you could apply to join one of these teams, such as dog handling, marine escorts, armed response and special branch.

We have a range of career opportunities for Police Officers in a variety of different teams, based at our different nuclear sites. Whether youâ&#x20AC;&#x2122;re an experienced police officer or a new recruit, weâ&#x20AC;&#x2122;ll be able to offer you an opportunity that both tests your existing skills and enables you to develop new ones.

Our Police Staff are the people who operate, develop and manage all our support teams. From ensuring that the Constabulary runs smoothly and that we have effective IT systems in place, to managing our finances and recruiting and developing our people, they provide the vital support that enables our operational units to fulfil their duties.

To find out more about where you might fit into the Constabulary please visit our website

www.cnccareers.co.uk

CIVIL NUCLEAR CONSTABULARY SECURITY FOR ALL

IF YOU BELIEVE YOU CAN ACHIEVE

www.diversitygroup.co.uk 99

The ombudsman is proud to say that we value the diversity of everyone who works for the service – and everyone who uses it too. So we invited two of our staff to share their experiences with you.

Nic ombudsman… on making a wheelchair work in the workplace ost people assume that being in a wheelchair must make a huge difference to your life. I’m a wheelchair user and have been since the age of 16. Odd though it may sound, I don’t think too much about it because I prefer to get on with life. I’ve never thought of myself as different to everyone else. So I went to a mainstream school and had a pretty normal childhood and upbringing. I’ve worked as an ombudsman for a year and a half now. Before that I spent 15 year as a lawyer after having studied law at Cambridge. I never thought that I would fit in at Cambridge, but after visiting, I changed my mind and I’m glad I did.

It can be difficult when you come across people with unhelpful attitudes particularly when they should know better. My local authority, for example, was difficult about support so I could get out and socialise. They simply couldn’t understand why I wouldn’t just want to sit at home all the time. And more recently I was told I would have to wait over an hour before I went into a major tourist attraction because they only allowed ‘one wheelchair in at a time’! “Health and safety” I was told. For me, it’s all about people’s attitudes and the same is true in the workplace. If an employer is positive about disabled people, sorting out practical issues will not be a big deal. They’ll focus on what’s important – do you have the right skills and experience for the job? So my advice would be to focus on those that have a good attitude and ignore those that don’t. It can be difficult getting rejected but if that’s down to the employer having a bad attitude I always think it’s worth remembering they’re the ones who will miss out on the talent you have to offer. 100

My role involves making decisions about disputes. In cases where consumers have been treated badly, I am able to put things right. My role means I can make a diﬀerence which I ﬁnd particularly rewarding. Of course there are cases where the bank has done nothing wrong, and in those cases it is just as important to make that clear. My other role – being a dad to my seven year old son – has its rewards and challenges too.

Stephanie team manager & chair of the LGBT network. …on sticking your head above the parapet etting up an LGBT network where there wasn’t one before can be pretty daunting. At first we had no idea what we wanted to achieve – all my previous experience of an LGBT network had been the social side when I was at law school. There was no rule book for setting up the same thing in a professional organisation. I really felt that I was breaking new ground. Well, that was three years and I’m proud to say we now have a multi-faceted LGBT network at the ombudsman with a committee that helps me share the workload. Just recently we took part in London Pride, representing the ombudsman service with fetching t-shirts and banners we designed with the ombudsman. We also recently arranged a huge diversity event for our staff – with external visitors and inspirational speakers, who all came together to learn about the different diversity groups at the ombudsman.

I feel like I’ve been very lucky to have beneﬁted from the experience of other people who’ve gone before me. So I’d be happy to share my knowledge with you.

Got a problem? I think there were two keys things that helped our progress. First we spoke to Stonewall who were very helpful and introduced us to other LGBT networks so we could see how they did it. Next, we got support from a senior member of staﬀ to help guide us and drive progress at the highest level. It’s also a good idea to set out your vision and what you want the group to achieve from the start then engage other departments in the organisation to see how you can work together. Don’t forget that the most important thing of all is to have fun too! 101

The ombudsman is the free service that helps you get money problems sorted. You can get in touch with us at www.ﬁnancial-ombudsman.org.uk or call 0300 123 9 123.

The Diversity Group 2014 Directory: Public Sector

Public Sector Careers Working in the public sector means working for the government. A wide range of careers are available in the public sector, such as nursing, teaching, the armed forces and the emergency services. Civil Service

Local Council Jobs

Health & Care Jobs

The civil service supports the government by helping it develop and carry out policy, and run public services.

Local councils are responsible for running day-to-day services in your local area. Environmental protection, recycling and rubbish collection, traﬃc and parking control, community centres and sports facilities - all of these things are the council's responsibility, plus many more.

The NHS is the largest employer in Europe, employing more than one million people. As well as doctors, nurses and medical staﬀ, the NHS also employs large numbers of people in support roles such as:

Civil servants are employed across central and local government. Examples of government departments that civil servants work in include the:

administration cleaning maintenance

Foreign and Commonwealth Oﬃce

catering

Ministry of Defence

security

Department for Work and Pensions 102

The Diversity Group 2014 Directory: Public Sector

Teaching Jobs

Emergency Services Jobs

Armed Forces Jobs

Teachers are always in demand. From nursery to university, there are vacancies all across the country for teachers.

The emergency services are made up of the:

The armed forces are made up of the:

Ambulance Service

British Army

Fire Brigade

Royal Air Force

Police Force

Royal Navy

As well as front-line jobs, all three services have a number of roles supporting day-to-day activities.

I was the most popular person at the party when I said I worked for the British Antarctic Survey.

If you want to enjoy a different kind of challenge, then why not find out more about working in Antarctica. Itâ&#x20AC;&#x2122;s thousands of miles away from the everyday. Further information is available on our website

www.antarctica.ac.uk/employment You must be physically capable and medically fit to work in Antarctic conditions.

103

Finance Assistant

Opportunities for all

insightful

determined courageous

Greater Manchester West Mental Health NHS Foundation Trust provides Mental integrated Health mental health and social care services, to people living in the Bolton, Salford and Trafford local authority boundaries and a range of specialist and Nurse secure mental health services across Greater Manchester, the North West and beyond.

loyalalert

compassionate

honest practical resilientpatient

thoughtful

discreet

SuThe bstan ce recognises that social disadvantage, social inequalities and social Trust Mi suse can have a negative effect both on the lives of our patients and on our exclusion Practitioner workforce. As an equal opportunities employer we are constantly striving to

flexible

focused reliable

improve the working lives of our staff and are committed to actively promoting equality and diversity and health and well-being. We welcome applications for employment regardless of race, age, disability, gender, sexual orientation, religion ngbelief in order to best meet the diverse needs of the communities that Nursior weAs serve. sistant

analytical

diligentbright dedicated

The many qualities we rely on

For information about the Trust, and current job opportunities visit

www.mi5.gov.uk/careers

www.gmw.nhs.uk

Inform atio Analys n t

Careers Online

The SFO is a unique law enforcement organisation which both investigates and prosecutes the most serious economic crime. We focus on criminal conduct (top tier fraud, bribery and corruption) which undermines confidence in UK financial plc and the City of London in particular, compromises the level playing field that investors deserve, or has a particularly strong public interest dimension. We currently employ approximately 300 permanent staff including lawyers, investigators and administrators. We work closely with our colleagues across the sector and the criminal justice system at home and abroad.

ScotRail offer many exciting and different career opportunities, with excellent staff training and a competitive package. Why not apply to join our team and help us continue to transform travel for all our customers? To find out about our latest career opportunities, visit our recruitment website

The aims we have set out in our equality and diversity action plan are to promote:

www.firstgroupcareers.com

a culture that ensures that equality and diversity is embedded within our departmental strategies, policies, processes and systems

ScotRail is operated by

an inclusive business culture that ensures that all members of staff feel comfortable in the workplace and, as a result, are encouraged and given the opportunity to deliver to their full potential good practice in all our dealings with our customers (suspects and defendants as well as victims and witnesses), business partners, stakeholders and local communities.

Find out more at www.sfo.gsi.gov.uk 104

The Diversity Group 2014 Directory: What We Do

Creating opportunities today… for a brighter tomorrow!

Founded in 2006, The Diversity Group was set up, with the aim of eliminating barriers within employment, education & training for diverse groups throughout the UK. The Diversity Group is a one stop shop that delivers a wide range of multimedia services to reassure and encourage people from the most deprived areas to further their careers. Diversity goes beyond fair & equal treatment to recognise and appreciate the beneﬁts that people’s diﬀerent talents bring to an organisation or community, and here at The Diversity Group we value this and embrace and celebrate Equality & Diversity at its highest form.

Over the last thirty years, despite terriﬁc progress being made and Equality & Diversity evolving into a part of our everyday lives, it is still clear that a vast majority of people from across the UK, that come from minority backgrounds; don’t believe that this is the case. Whether it be through personal bad experiences, media bias or of their own expectations, people feel that discrimination is still a major factor in employment.

105

The Diversity Group has various initiatives, all of which raise awareness for Equality & Diversity. These include:

The Diversity Group 2014 Directory: We’re Here to Help!

We’re Here to Help! INTERVIEW GUIDANCE Giving a good Interview is one of the most important parts of the job seeking process and although they may seem daunting we can help get you on your way to pulling oﬀ a ﬁrst rate interview, no sweat!

Interview itinerary checklist Preparing for your interview is not just a mental process, ensuring that you bring the right materials and knowledge with you is equally important. The following checklist will help you prepare for the big day.

Interview Checklist Items for Your Briefcase Your Resume and Job/Professional References: But don’t just throw these crucial documents in your bag. Linguists and psychologists have found that 93 percent of all communication is nonverbal. How you present this information says a lot about you.

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To that end, The Diversity Group recommends you buy an inexpensive two-pocket folder in blue, since this color appeals to both men and women and conveys a business feel. On the left side, place your CV, and on the right, your letters of recommendation and reference list. When you get to the interview, say, “I wanted to bring an extra copy of my CV -- here it is,” and open the folder, turning it around for the interviewer to read.

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“This is a sign you are open and honest as well as organised, The more you show you are prepared, the more you are showing respect.” Pad and Pen: Taking a few notes during your interview (while being careful not to stare at your notepad the whole time) is another sign of respect. “It makes them feel you are listening,” Business Card: People either take in information visually, audibly or through touch. “The more you give them to touch, the more real it seems to them,” Directions: “These lower your anxiety,” adding that it’s preferable to drive to your interview location in advance and park so you can see how long the journey takes. Mobile Phone: You can always leave this bit of modern life in your car, but if you must take it with you, make sure it stays turned oﬀ and in your briefcase; it’s a huge sign of disrespect to be interrupted during an interview or give the appearance you’ll be interrupted. “If you’re a man, don’t even wear it on your belt,” “Keep it hidden.”

The Intangibles Company Research: In almost every interview, you’ll be asked what you know about the company. A Smile: It may sound sappy, but this nonverbal clue is an immediate rapport-builder. Interviewers are often nervous, too. “In one-sixteenth of a second, we assess whether someone will harm, help or hurt us,” . “(A smile) immediately tells someone that you’re not going to hurt them.”

CAREERS ADVICE Whether you want direction or a fresh start we can help you get your career oﬀ right with our articles and help from professionals and experienced veterans alike.

What Employers Really Want Have you ever been baﬄed by the words in job ads, job descriptions and person specs? With all the talk of 'stakeholders' and 'proactive self-starters' it can seem like recruiters are talking in a diﬀerent language!

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Recruiters use language like this to sell their jobs as dynamic, cutting edge and interesting. They're competing with other employers to make their jobs sound the best, so they get the best applicants. At first glance it can seem difficult to figure out what these buzz words mean. However, if you cut through the jargon you'll probably find that what they're asking for is straightforward.

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Here we take a look at some of the more common words and phrases in job ads and work out what employers are really asking for: Dynamic They're looking for someone who's confident when taking on new tasks and projects, and can solve problems and find creative solutions to improve things. They want you to be able to launch yourself into new tasks with energy and enthusiasm. Proven track record Employers want to see evidence of your experience. If you've taken a project from A to B, make sure you have the stats and documents to prove it. If you work in a creative field, you should have examples of your work in a portfolio. Self-starter A self-starter can see what needs to be done, and can take action without guidance and orders. The employer may want you to take charge of a project at short notice and trust you to get on with it. Stakeholders

Proactive

Fast Learner

Similar to self-starter, a proactive person takes positive action to bring about change without too many instructions.

The company may not be able to spend a lot of time training you on the job, so you'll have to be able to pick it up as you go along. This might appeal to you if you like learning by doing. You might like to ﬁnd out what training is oﬀered, so you know which skills you're going to develop.

Team Player A good team player can fit into the company culture and work effectively with different types of people. Employers will be impressed if you can give an example of a time you worked on task outside of your normal job role, to help a team achieve a goal. Flexible This means they'll probably want you to work evenings and weekends during busy times. You might also need to travel, stay overnight and work in different offices. Customer-focussed This means you should be able to put customers' needs first and understand what makes them tick. You could think of an example where you dealt with a difficult customer or came up with an idea that would appeal to customers.

Stakeholders have an investment, share or interest in a company or industry. 108

Sense Of Humour Required You should only need a sense of humour if the job itself is a joke, so steer well clear of this! The only job you need a sense of humour for is a comedian...

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Abbreviations PA: short for 'per annum', this means for the whole year - usually in reference to wages

You could break down the job advert by asking these questions: what's the main purpose of the job? what are the main tasks?

PW: short for 'per week', this means each week - usually in reference to wages

how is this role important to the company?

OTE: short for "on target earnings", this means that your take-home pay will be part basic salary and part performance-related pay - be sure to ask about the targets at the interview and then decide if they are achievable or not

what will its impact be?

Pro Rata: usually written next to an annual salary where the job is part-time. It means 'proportionately'. For example, if the wage is £10,000 for full-time (say 40 hours per week) and you are working 20 hours, then you will earn £5,000 in a year

Breaking down the job advert enables you to put your ﬁnger on what the employer is after. You can then push your relevant skills and experience in your CV and covering letter.

what skills do they want applicants to have? what knowledge or experience do they want applicants to have?

What job adverts mean for your CV Job adverts can be challenging to interpret but it's essential so you can tailor your covering letter and CV to what the employer wants.

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TOP CV TIPS Everyone has their own way of putting together a C.V. but there are some essential do's and don'ts which every good candidate should be aware of. Writing a good C.V. is more than just the amalgamation of your working history and potential employees need to be able to get the grasp of the real you that they will be employing.

Top 5 C.V. Tips 1 Show What Makes You Unique For every job you apply for you could be up against hundreds of other candidates so you need to make sure you stand out. Employers don't just buy skills, they buy solutions, so show how can you make the company money and how can you resolve the problems that they have. When a company is determining how to advertise their products to consumers, they focus on its unique selling points - the things which make the product diďŹ&#x20AC;erent from any other.

It may be that it is smaller, lasts longer or tastes better than its competitors. The same principle applies to you when you are applying for a new job. You need to think about your unique selling points (USPs). What is the one reason that an employer should hire you above all other candidates?

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What can you bring that is unique or added value to the position/company? What skills and experience do you have that will meet their needs? Employers can receive hundreds of applications for each vacancy, so it is important that you make your application stand out and get short-listed for an interview.

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Here are a few ways to help you to identify your USPs. What are your skills? Put yourself in the shoes of your clients or colleagues. The image that you have of yourself may differ from the image that you project and you may find that a skill that you excel at but consider to be routine, is highly regarded and desired by others. What's your benefit? But employers don't just buy skills. They buy solutions. So how can you make the company money, how can you save the company money and how can you resolve the problems that they have? For instance, perhaps you are a project manager with a number of skills including software, hardware and management. Great! But that alone won't help you to stand out from every other project manager applying for the same position who has the same skills. By thinking in more depth about your skills and abilities, you may realise that you are especially proficient at solving complex problems.

So your USP is something along the lines of: "Seasoned project manager who excels at identifying and solving problems." Add strength to your skills However, that is simply a feature. Now a beneﬁt needs to be added to this USP. Sticking to the project manager example, calculate how much money you have generated or saved your organisation during your employment. In this scenario, you may have saved your employer money while working on product implementation. Your USP thus becomes: "Seasoned project manager who excels at identifying and solving problems and has saved my employer more than £300,000 while completing in excess of £1 million worth of projects during the past 3 years." Now the employer can see that they will get return on their investment if they hire you.

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Think about what the needs are of the employer and how you can provide the solution. Don't list your USPs; sell them by demonstrating your experience or success - anyone can have ‘strong organisational skills', but not everyone can give examples of instances when they have successfully implemented these attributes.

2 Keep It Error Free It's deceptively easy to make mistakes on your CV and exceptionally diﬃcult to repair the damage once an employer gets it. As well as checking your spelling and grammar, make sure your employment dates match up and that you've provided the right phone number and email address. Ensuring that your C.V. is error free is easier said than done but by following a few simple steps you can avoid falling into the classic traps...

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Being Vague

Spelling And Grammar

Using fluffy lines like "Seeking a challenging position that offers professional growth." doesn't really give your reader anything to go on. Give them something specific that focuses on their company's needs as well as your own. "I'm looking for a challenging entry-level Marketing position that allows me to contribute my skills and experience to fundraising for a Charity."

Even in roles where writing is not necessarily a key skill, poor writing shows a lack of care which no Manager will want in their team. Never trust a computer's spell checker and always get someone else to read through your CV to spot any errors that you may have overlooked. Grammar can be tweaked by reading a piece out loud - if it doesn't sound correct, then it probably won't read very well.

Breaking The Two-page Rule 2 pages of A4 is more than enough room to persuade your potential employer that you're worth contacting for an interview. They're busy people and don't have time to read ﬁve or six pages of your career history. Use lots of white space to make it easy to read, make all your sections stand out clearly and only include information that will get you the job. Less is often more.

No Tailoring Whenever you try to develop a one-size-fits-all CV to apply for lots of vacancies, you almost always end up with something employers will ignore. Each employer is looking for a CV and cover letter that applies to their role and as all roles are different, you should make small adaptations so that it matches their specific requirements. Show that you understand what it is they want you to do.

Writing Lots, But Saying Nothing Why use 20 words when 5 would do? Employers aren't looking for you to explain everything you've ever done, just a few of the key elements that will persuade them you can do the job. Grab their attention with bullet points rather than long sprawling sentences. 112

Highlighting Duties Instead Of Achievements Rather than copying the responsibilities from your old job descriptions, try and find ways to show what you actually achieved whilst you were there. Not all roles have KPIs that are quantifiable, but no company would have employed you to just sit there - you must have had some impact in the business. Think of time-saving activities, new procedures, successful campaigns and increased sales, giving percentage increases wherever possible. Leaving Out Information Whether it's by choice or just forgetfulness, some people leave previous jobs off their CV meaning a gap in employment. It's better to not let your employer guess what you were up to as they will always think the worst. Even if you weren't working, there may have been transferable skills you picked up that will help your chances.

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Using Clichés "Good communicator", "Works well in a team", "Committed" - without any hard evidence of these you might as well write "Blah, blah, blah". If you've worded the achievements in the rest of your CV well, the fact that you have these skills will already be evident. If you feel you must use these phrases, at least try to link it to something you've done such as "Used my communication skills to build and retain a substantial client base." Incorrect Personal Details Not getting any calls despite your perfect CV? There may be a very simple reason for that - you've written down the wrong phone number! This is less of a problem now email is the common form of communication, but check your .com isn't a .co.uk and your address isn't the ﬂat you used to live in. On the subject of emails, if you have a 'jokey' address such as 'eatingpies@myhouse.co.uk', be sure to use a more professional one on your CV.

3 Choose A Clear Layout Employers spend around 20 to 30 seconds scanning your CV so it needs to remain clutter-free and easy to read. The last thing a recruiter wants to do is to go hunting for the information that they are looking for so don't hide it amongst an array of elaborate graphics. There are a few schools of thought suggesting you should shy away from an arty or funky design that may distract employers from the content of your CV in favour of a more conservative and clean format. But, you can have both, albeit with a bias to the conservative style. 113

Therefore, taking the graphics out of the equation, the one element that you have at your disposal is your CV’s typography. The first opportunity you have to be conservatively creative is the way that you display your name. This should be the only time that you can be slightly flamboyant and add flair to your CV. Mistral and Copperplate are two of the preferred fonts that enable your name to stand out amongst the traditional Times New Roman style employed by 99.9 per cent of job applicants.

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Getting Separated Try to use clear differentiators for each part of your CV – a simple line brakes the page up neatly and allows the reader to find specific areas quickly and easily. For each section heading, use bold and contrasting text from the main body text. For example, use Helvetica for the title of the section and use Times New Roman for the subsequent text. When deciding upon your choice of font, be mindful that some computers may not have the same capabilities as yours and, as such, the text you use may be substituted for a different font that could alter the entire look and feel of the original document.

Keep your CV to a maximum of two pages, anything more than that and it starts to resemble a chapter from War & Peace ; worse still, an employer is likely to throw it away without even looking at it. And, ensure that the layout of your CV remains constant throughout and avoid trying to cram as much information as possible onto two pages. Employers don’t want – nor do they have the time – to strain their eyes reading your details because of a poor choice of text size or font. Follow a story

4 Tailor Your Cv To Your Audience It may sound like a time consuming process, but making the eﬀort to tailor your CV to suit the requirements of each particular job that you are applying for can greatly increase your chances of securing an interview. It may sound time consuming but by tailoring certain aspects of your C.V. to suit the job your looking for can seriously increase your chance of success. The following are the key areas:

Finally, your CV is a working document that has a beginning, middle and an end so it needs to follow a logical structure and keep the same theme throughout. Keep your eye on the detail of your CV. If it is cluttered, the text is too big or small or the appearance is inconsistent, your chance of getting invited to attend an interview and dramatically reduced.

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Preparing Your CV Your consultant needs an up to date resume to help you find the most suitable temp job. Keeping your consultant up to date with new skills, systems knowledge and qualifications you may have gained is essential and your CV should reflect this. If you are in the process of rejuvenating your CV, your consultant can help you to tailor the presentation and content of your CV to the temp market, focusing more on technical skills, flexibility, availability and your ability to fit in with the existing team.

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If you want to make a start on your own, try to do the following: Make Sure Your Cv Is Not Too ‘Diverse’ Even if you’ve been a soup cook on a Vietnamese trawler remember that the skills probably aren’t transferable. You want to list work experience that is relevant to the jobs you’re applying for. And if you can group similar placements under one heading, putting your best assignments ﬁrst, all the better. Emphasise your Temp credentials Adaptable, ﬂexible, quick to learn; temps must consistently exhibit a judicious mix of hard and soft skills. Showcase yours in a career summary at the top of your CV so that employers are sold on you from the outset. Make your CV stand out from the crowd Don’t just list your job skills, describe what you’ve achieved applying these skills in the workplace. List major accomplishments for each assignment, using the STAR technique as a template; describe the Situation, the Task required as a result, the Action you took and the Result of that action.

Personal Statement

Skills

You have read the requirements of the advertised position and understand what qualities the recruiter is looking for in a candidate. Sum up your unique selling points and, in a brief sentence, state your accomplishments and how these will help you succeed in the job you are applying for.

Presumably most of the roles you're after will have a similar set of skills, but that doesn't mean you should leave this section alone. Think how easy it would be for a recruiter to see that you're suitable if the skills you demonstrate are in the same order that have on their job description. Hobbies and Interests

Employment History If you are applying for a managerial position but have never previously worked as manager, emphasise that your previous roles involved considerable responsibility and decision-making duties such as delegation, chairing meetings, training staﬀ, etc. If a separate role is more of a sideways step, you may want to focus more on innovative ways you have achieved success in the role to show your competency. Make it clear that whatever it is they want, you're able to fulﬁl their needs. 115

Most job advertisements stipulate certain personality traits required for positions, so identify what they are and see how your hobbies can relate to the requirements. If you are applying for a senior position, then the fact that you captained your football team and ran training sessions will demonstrate your leadership and organisational ability. If you are seeking a position as a designer, then make reference to the exhibitions that you attend or are actively involved in and the designers that you admire.

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5 Keep Your CV Up-toDate When you put together a CV it's often diﬃculty remembering the projects you have been involved with and the achievements you have made. To avoid missing important pieces of information out, revisit your CV every month adding anything of importance, and cutting any information that is no longer required. How often have you tried to put together a CV and had diﬃculty remembering the details of previous jobs? It's not just the dates of employment that you'll forget – tasks, projects and courses you were involved with are easily overlooked. You obviously don't want to be redesigning your CV to incorporate every minor thing you do, but adding a quick bullet point when you think you're done something impressive or developed a new skill will allow you to retain the important information easily.

As you develop in your career, it's too easy to fall into the trap of simply adding your most recent job to your CV without considering how your experiences in past jobs may attract potential employers. You will have a much better idea now than when you originally wrote your CV of the sort of things employers are looking for, so tweak it accordingly to create a better first impression. Always be aware of what employers are looking for, and translate your experiences and achievements into a language that will have an impact. For example, if you previously worked as an office junior, you weren't just “doing the filing”; you were “contributing to the day-to-day efficiency of the company”. You might have added significantly to your people skills, where previously your CV was more angled towards your qualifications. As your experience develops, it's important to ensure that the balance of your CV presents the best reflection of the person you are now, the skills you have acquired or enhanced, and your potential value to a new employer.

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Be willing to get harsh with the information already on your CV, and hack away the deadwood. As a general rule, if something is not actively adding value to your CV, it's almost certainly diminishing its impact. Be ruthless to make sure you are selling yourself as well as you possibly can. If you're quite far into your career and think it's too late to get back the memories of things you did, try to get in touch with old managers to see if their recollection is any better than yours. Getting back in touch with them may also uncover an unexpected job opportunity. How To Get On The Radar Of Potential Employers Just because you're comfortable where you are, it doesn't mean you shouldn't be ready to start job seeking at a moment notice. It's unfortunate, but sometimes things happen that are out of our control.

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Once you're happy with how your CV looks and how relevant it is to your current situation, post it on job websites and send it to companies or organisations you'd like to work for on a speculative basis. This should be done at least every couple of months, or every time you've done something of major signiﬁcance. When you post your CV on Monster, you're automatically shifted to the top of the list so companies searching for someone with your skills will be able to ﬁnd you easily. You can block certain companies from seeing your details so you can be assured your current employer won't stumble across your CV. You never know when it's going to hit the desk at just the right time, and it never hurts to show a company you are interested in them. The more creative and proactive you are in getting your CV out there, the better your chance of catching your next employer's eye. They may add you to a talent pool of candidates if they don't currently have a position available.

REDUNDANCY RIGHTS Redundancy can be the hardest pill to swallow, but it can also be the start of a bright new future. Weather your looking for the best way to get back in the game or just need some legal advise regarding a recent redundancy issue, we're here to help.

Under the Employment Rights Act 1996, if you are made redundant you have a right to a payment from your employer if you have had 2 or more years of continuous service. You are only entitled to a payment under the Act if the reason for your dismissal was redundancy.

The worst has happened and you have been made redundant. So where do you go from here? What rights do you have and where can you get more help and advice? You probably have lots of questions and this section will start to answer some of them.

The number of hours you work each week does not aﬀect your entitlement. This only applies for employment after the age of 18. Self-employed people and members of a partnership do not qualify.

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The amount of lump sum you are entitled to depends on how long you have been continuously employed by your employer, how your years of continuous service relate to a particular age band and your weekly pay (up to a legal limit). The maximum number of years continuous service that can be counted for statutory redundancy payments purposes is 20 and the current weekly pay limit is 350. The DTI website has a ready reckoner to help you work out your payment. Time Limits Your employer has to make the payment when you are dismissed or very soon after. If the company is insolvent, or your employer cannot or refuses to pay, you can apply to the Government for a direct payment from the National Insurance Fund.

Disputes over payments. If you and your employer disagree about lump sum payments you can go to an Employment Tribunal to determine the outcome. If you want to apply to a tribunal ask at a Jobcentre Plus oﬃce for a form IT1 and leaﬂet, or phone the DTI Helpline 0845 145 0004. To help and advise you we recommend you consult a solicitor with expertise in Employment Law. Most people are nervous about contacting solicitors because they fear the costs involved. Many solicitors provide a free initial consultation, face-to-face or more usually on the telephone, to establish whether you have a case worth pursuing. If you have a case, an Employment Law expert will help you and give you indicative costs before proceeding.

Pensions, Tax And Job Seekers Allowance If you are due to receive a payment under an occupational pension scheme within 90 weeks of your redundancy, your lump sum could be affected. There is no income tax paid on a statutory redundancy payment. However, any additional redundancy payments you receive from your employer may be taxable. Statutory redundancy payments have no effect on your entitlement to contribution-based Jobseeker's Allowance. Looking For A New Job Once you have been notified about redundancy your employer should allow you a reasonable amount of time off work to seek other employment. Taking a new job with the same employer can affect your entitlement to a payment. If the new job is with the same or an associated employer you will lose the payment if the new job is offered before your old employment contract expires, and starts within four weeks of your termination.

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The Diversity Group 2014 Directory: Discrimination What Are Your Rights?

Discrimination

What are your rights?

The law protects you from discrimination due to your age, gender, race, religion or beliefs, disability or sexual orientation. Find out where and how you are protected, and what to do if you have been discriminated against. Discrimination can happen in many different ways but you have rights to protect you.

By law people are protected from discrimination on the grounds of: race

having just had a baby or being pregnant

sex sexual orientation disability (or because of something connected with your disability) religion or belief being a transsexual person

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being married or in a civil partnership (this applies only at work or if someone is being trained for work) age (this applies only at work or if someone is being trained for work) These are known as â&#x20AC;&#x2DC;protected characteristicsâ&#x20AC;&#x2122;.

Race Discrimination Wherever you were born, wherever your parents came from, whatever the colour of your skin, you have a right to be treated fairly.

Gender equality sex discrimination Women and men should not be treated unfairly because of their gender, because they are married or because they are raising a family.

Sexual Orientation Whether you are gay, lesbian, bisexual or straight should not put you at a disadvantage.

Disability Discrimination If you have a physical or mental impairment you have speciﬁc rights that protect you against discrimination.

Religion & Belief

Transgender Discrimination Trans people should be able to live with dignity. There are protections for some of the forms of discrimination that trans people experience.

Age Equality By law you cannot be treated less favorably in your workplace or in training for work because of your age. For example, it would be unlawful to not employ someone because of their age.

Your religion or belief, or those of somebody else, should not aﬀect your right to be treated fairly. This could be at work, school, in shops or while using public services like health care.

Types of Discrimination Discrimination comes in one or more of these four forms: direct discrimination - when someone is treated less favourably than others in the same circumstances indirect discrimination - when someone puts in place rules that apply to everyone, but put you at an unfair disadvantage because of your protected characteristic harassment - unwanted or uninvited behaviour that is oﬀensive, embarrassing, intimidating or humiliating victimisation - when you are treated less favourably than someone else because you have complained about discrimination, or supported someone else who has

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The Diversity Group 2014 Directory: Discrimination - What Are Your Rights?

Where You are Protected

What can you do about discrimination?

You are protected from discrimination in the following situations:

If you believe someone has unlawfully discriminated against you, harassed or victimised you, there are three things you can do:

at work in education

complain directly to the person or organisation.

as a consumer when using public services

use someone else to help you sort it out (alternative dispute resolution) make a claim in court.

When Discrimination Is Justiﬁable

You don’t have to choose just one of these. Instead, you could try them in turn. If the ﬁrst doesn’t work, you could try the second, and if that is also unsuccessful, you could make a claim in court.

There are some situations where discrimination is not illegal. One example of this is positive action.

Positive Action

Example

Positive action is when something is done to help someone who has a protected characteristic. Positive action can be taken because: someone is at a disadvantage due to their protected characteristic people with a protected characteristic have particular needspeople with a protected characteristic are under-represented in an activity or type of work.

A new pharmacy opens in an area with a large Bangladeshi community. The manager decides to oﬀer Asian men free blood sugar checks, because Asian men are at higher risk of diabetes. Positive action is voluntary and people don’t have to consider doing it if they don’t want to.

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The Diversity Group 2014 Directory: Discrimination - What Are Your Rights?

Age

In some cases different treatment of a worker or employee because of their age can be justified. For example making special provisions for younger or older workers in order to protect their safety and welfare. See section on objective justification below.

Discrimination

Protection Against Age Discrimination Redundancy procedures Your employer must make sure that any redundancy policies don't directly or indirectly discriminate against older workers. Age discrimination laws help ensure that you are not denied a job, an equal chance of training or a promotion because of your age. They also protect you from harassment or victimisation because of your age.

Age Discrimination At Work Age discrimination at work is unlawful in almost all types of employment.

All employees and workers of any age are protected from age discrimination including partners of ﬁrms, contract workers and anyone in vocational training. All aspects of your employment (or prospective employment) are protected from age discrimination, including your: recruitment employment terms and conditions promotions and transfers training dismissals

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An example of indirect discrimination could be your employer selecting only part-time workers for redundancy, when a large number of these may be older workers. The only exceptions are where an age requirement can be objectively justiﬁed. There is no upper or lower age limit on the entitlement of statutory redundancy pay. Your employer will have to pay you the statutory minimum redundancy payment even if you are under 18 or over 65 (or after your normal retirement age if this is lower).

The Diversity Group 2014 Directory: Discrimination - What Are Your Rights?

The Law Around Retirement is Changing The default retirement age, which allowed your employer to make you retire when you reached 65, is being abolished. This means that in many cases you should be able to retire when the time is right for you. If you didn’t receive notice from your employer before 6 April 2011, you can’t be made to retire using the default retirement age. Your employer can only make you retire if this can be objectively justiﬁed in the particular circumstances. This is open to challenge at an Employment Tribunal.

What has Changed?

Training

Your employer can only make you retire using default retirement age if both the following apply:

Training providers (including employers, further or higher education institutions, private, public or voluntary sector training bodies and adult education programmes) cannot set upper or lower age limits for training, unless they can objectively justify the need.

you were notiﬁed before 6 April 2011 you are aged 65 or above before 1 October 2011 Your employer must have given you between six and 12 months' notice. There is also the possibility of an extension of up to six months through the ‘right to request’. This means the latest possible retirement date that could be set using default retirement age is 5 October 2012. This change in the law does not aﬀect the State Pension age.

Unfair Dismissal Claims There is no upper age limit on making a claim of unfair dismissal.

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Service Related Benefits Many employers use service related pay and benefits to motivate staff, reward loyalty and recognise experience. If your employer uses ‘length of service’ criteria to increase staff pay or benefits, they can continue to do so, as long as the period of service is not more than five years. If your employer uses a period longer than five years they must be able to justify their decision with a business need, for example by providing information about recruitment and retention.

The Diversity Group 2014 Directory: Discrimination - What Are Your Rights?

Can you be refused a job because you are too young? It is not unlawful for an employer to request a candidate’s date of birth but this cannot be used to discriminate against the person. Older people experience most age discrimination. However, it also takes place against young people. It is unlawful for an employer to impose a lower age limit when recruiting, unless this age restriction can be objectively justiﬁed or is imposed by law.

Objective Justiﬁcation If challenged, your employer must be able to justify that any direct or indirect discrimination is a proportionate way of achieving a legitimate aim.

What is Proportionate?

What to do Next

Your employer should have no reasonable alternative other than to introduce an age-based practice.

Talk to your employer ﬁrst to try to sort out the matter informally. You are entitled to write to your employer if you think you have been discriminated against or harassed because of your age.

For example, a construction ﬁrm hiring for physically demanding work that requires a good level of physical ﬁtness, the employer might have a case for setting a maximum age for their on-site workers for health and safety reasons.

What is a Legitimate Aim? A wide variety of aims may be considered legitimate, but they must correspond with a reasonable need for your employer. Economic factors, such as business needs and efficiency may be legitimate aims, but arguing that it could be more expensive not to discriminate will not be a valid justification. For example, a high street fashion store who wishes to employ younger staff in order to complement their brand image is unlikely to be able to objectively justify this because it is not a valid aim.

Making a Complaint about Age Discrimination If you feel you are being discriminated against at work, there are forms that can help you obtain information from the person or organisation you feel is responsible. You can then make a better, more informed decision about whether you want to start legal proceedings and, if you do, how to best present your complaint. You may be able to bring a claim to an Employment Tribunal if you feel you are at a disadvantage: because of age-related criteria for recruitment or promotion policies because you think you are suﬀering age discrimination

Source: www.gov.uk

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Disability

Discrimination If you believe that your employer has treated you less favourably because of your disability, you may want to consider taking action. You may also want to think about taking action if your employer has not made reasonable adjustments for you in the workplace.

Action to take if you think you're being discriminated against

Getting information from your employer

First, you might want to have an informal discussion with your employer about your needs and why you feel you're being discriminated against. Remind your employer of your rights and their responsibilities under the Equality Act 2010.

Getting information from your employer should help you understand why you were treated in a particular way. It should also help you decide whether or not there are reasons to believe that the treatment may have been against the law.

If this discussion does not provide a satisfactory outcome, you could make a complaint about your treatment through your employer's internal grievance procedure.

If you are still not satisďŹ ed, you might want to contact Acas (Advisory, Arbitration and Conciliation Service) or make a complaint to the Employment Tribunal. If you wish to make a complaint to the Employment Tribunal, you must do so within three months of the alleged discrimination

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It can also help you identify which facts the employer agrees or disagrees with. For example, the answers may show if you both agree on the basic facts of what happened and whether the Equality Act 2010 applies.

The Diversity Group 2014 Directory: Discrimination - What Are Your Rights?

If you decide to take a case to an employment tribunal you can use the information to present your claim in the most eﬀective way.

How to obtain information Under the Equality Act 2010, you can get information from the person or organisation you think may have discriminated against you. The process involves working through the 'discrimination and other prohibited conduct' forms. There is one form for your questions and another form for your employer’s answers. The 'discrimination or other prohibited conduct' forms are there to help you ask relevant questions. You do not have to use the forms to obtain information. You may use diﬀerent forms or a letter to set out your questions, if you prefer. However you must make it clear that you are seeking information about alleged discrimination.

When to use the questions form

Where to send your questions form

You should use the questions form if the possible unlawful conduct in question happened:

You should send your questions form to the person or organisation you feel has discriminated against you. Or send the form to your line manager, supervisor or Personnel Manager. If the person or organisation is acting through someone else (eg a solicitor), you should send it to the address of that person.

on or after 1 October 2010 before 1 October 2010 but continued on or after that date If the possible unlawful conduct took place before 1 October 2010, the Equality Act 2010 will not apply. However, you may ask questions and obtain information under the Disability Discrimination Act 1995. Follow the 'transitional arrangements' link below for more

The question form and guidance on how to complete it can be downloaded from the Government Equalities Oﬃce website.

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You should keep a copy of the completed questions form. The person or organisation can complete the answers form and send it to you. The form gives them the opportunity to say whether they agree with the complaint or not and explain the reasons why.

Advisory, Conciliation and Arbitration Service (Acas) Acas aims to improve organisations and working life through better employment relations. It provides up-to-date information, independent advice and training. The service works with employers and employees to solve problems and improve performance.

However, they are not obliged to answer your questions, or use the answers form to do so. If they do not answer within eight weeks of receiving your questions the Employment Tribunal may take this into account if you bring a claim. They may also take into account any evasive or ambiguous answers given.

Making a complaint to the Employment Tribunal Service Employment tribunals hear cases involving discrimination in a work context. The Employment Tribunal Service (ETS) can give information about tribunal publications, explain how the tribunal system works and answer general queries about tribunal matters. For copies of free ETS leaﬂets or further information call the ETS enquiry line between 9.00 am and 5.00 pm, Monday to Friday. Telephone: 08457 959 775 Textphone: 08457 573 722 Source: www.gov.uk

Disabled students Suzie, 18 I use a wheelchair to get around and I’m finding it very hard to get a place at my local college. I want to study science and the labs are on the first floor. The college hasn’t got a lift and they say they can’t afford to have one put in just for me so I must go somewhere else. Travelling any distance is really difficult and expensive so I don’t want to go to another college.

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‘Can I make the college put in a lift? What about other types of disabled young people, do we all have rights?’

The Diversity Group 2014 Directory: Discrimination - What Are Your Rights?

Sex Discrimination & Equal Pay Men and women in the same employment have the right to equal pay for work of the same value. If you feel you are being discriminated against because of your sex, it may be unlawful.

Sex Discrimination

Equal Terms - Equal Pay

Positive Action

Under the Equality Act 2010 it's unlawful for an employer to discriminate against you because of your sex.

Where men and women, working for the same employer, are doing one of the following they are entitled to the same terms in their employment contract:

In specific circumstances, an employer may encourage or offer support specifically to men or women, and this 'positive action' is allowed under sex discrimination laws.

Sex discrimination law covers almost all workers (men and women) and all types of organisations in the UK.

It covers: recruitment employment terms and conditions pay and beneﬁts training promotion and transfer opportunities redundancy

the same or similar work (like work) work rated as equivalent in a job evaluation study by the employer work of equal value There may be exceptions where there is a genuine material factor which explains the difference. Pay secrecy clauses in employment contracts are unenforceable if you are trying to find out if any difference in pay is connected with a 'protected characteristic', for example sex.

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For example, an employer who has no women managers might oﬀer some training in management skills only to women or encourage them to apply for management jobs.

The Diversity Group 2014 Directory: Discrimination - What Are Your Rights?

What to do if You are Discriminated Against If you think you are being discriminated against you may be able to bring a claim to an Employment Tribunal for discrimination. However, it's best to talk to your employer ﬁrst to try to sort out the matter informally. You are entitled to write to your employer if you think you have been discriminated against or harassed because of your sex.

If you want further advice Acas (the Advisory, Conciliation and Arbitration Service) oﬀers free, conﬁdential and impartial advice on employment rights issues or you can visit the employment contacts pages for other useful contacts. If you are a member of a trade union, you can get help, support and advice from them. Source: Directgov

Bullying & harassment Jake, 18 I’ve just started work as a trainee car mechanic. I’m ﬁnding it very hard because my supervisor makes all sorts of nasty remarks about anyone who is a bit diﬀerent. He doesn’t like gay or disabled people. I’m a transsexual young man and would be very scared to be open about it here.

‘Is there anywhere I can turn for help?’ ‘What rights do we all have to be protected from harassment?’

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Religion or Belief Discrimination It is against the law for an employer to discriminate against you because of your religion or belief. You are also protected against harassment or victimisation at work. Find out about your rights and what you can do if you are treated unfairly because of your religion or belief.

Protection from Discrimination There is no speciﬁc list that sets out what religion or belief discrimination is. The law deﬁnes it as any religion, religious or philosophical belief. This includes all major religions, as well as less widely practised ones. You are also protected against discrimination if you do not follow any religion or belief, and your employer discriminates against you because of this. Political beliefs are not counted as a religion or belief.

If you are not sure what counts as a religion or belief under the law, you should seek further advice. In some cases you can apply to an Employment Tribunal to decide if you are being discriminated against for your religion or belief (or lack of religion or belief).

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You are protected against discrimination through any recruitment process and in employment, including your terms and conditions of employment, pay, status, training, promotion and transfer opportunities, redundancy and dismissal and beneﬁts such as pensions.

The Diversity Group 2014 Directory: Discrimination - What Are Your Rights?

Employment Practices and Religion or Belief Giving Information to Your Employer You do not have to give information to your employer about your religious beliefs, but if you do, it will help them meet the needs of religious employees. Any information you give should be conﬁdential and anonymous if possible.

Time oﬀ and Facilities Your employer does not have to give you time oﬀ and facilities for religious observance but they should try to do so where possible. For example, if you need a prayer room and there is a suitable room available you should be allowed to use it, provided it does not disrupt others or your ability to do your job properly.

Clothing If you wear clothing or jewellery for religious reasons, your employer should make sure any dress code does not discriminate against you. A ﬂexible dress code is usually possible, as long as health and safety requirements are not at risk.

Religious Holidays Your employer needs to consider carefully whether they are inadvertently discriminating indirectly. For example, if team meetings always take place on a Friday afternoon this may discriminate against Jewish and Muslim staff for whom Friday afternoon has a particular religious significance, although not everyone follows their faith in the same way. If you want time off for religious holidays, ask well in advance. Your employer should consider your request sympathetically but they can refuse if it will affect the business.

Food Some religions do not allow you to eat certain foods. If you do not want to handle such food (for example, if you work in a supermarket and don't want to handle pork), speak to your employer. They might be able to manage your request, provided it does not aﬀect the business.

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What to do next If you think you have been discriminated against, harassed or victimised because of your religion or belief (or lack of religion or belief), or you have a religious requirement that is not being met, you can talk to your employer, your human resources department, or your trade union representative (if you belong to a union). The Advisory, Conciliation and Arbitration Service (Acas) oﬀer free, conﬁdential and impartial advice on all employment rights issues or you could contact your local Citizen’s Advice Bureau.

Where to get help Keep a written record of any harassment or victimisation, you should tell your employer about any medical help you seek as a result. If possible, try to resolve the matter informally with your employer, but if not, you can follow your employer's grievance procedure. As a last resort, if you feel you have been discriminated against, you may be able to make a claim at an Employment Tribunal.

The Diversity Group 2014 Directory: Discrimination - What Are Your Rights?

Racial Discrimination

t's unlawful for an employer to discriminate against you because of your race. You are protected against racial discrimination at all stages of employment. Find out about your rights and what to do if you feel you are being discriminated against.

What is Racial Discrimination? The Equality Act 2010 makes it unlawful for an employer to discriminate against you because of race.

Race Includes Colour Nationality Ethnic or national origins Under the Act, it doesn't matter if the discrimination is done on purpose or not. What counts is whether (as a result of an employer's actions) you are treated less favourably than someone else because of race. The Equality Act 2010 Act protects all racial groups, regardless of their race, colour, nationality, or national or ethnic origins.

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The different kinds of racial discrimination at work The laws against racial discrimination at work cover every part of employment. This includes recruitment, terms and conditions, pay and benefits, status, training, promotion and transfer opportunities, right through to redundancy and dismissal. The law allows a job to be restricted to people of a particular racial or ethnic group where there is an 'occupational requirement'. An example is where a black actor is needed for a film or television programme for reasons of authenticity .

The Diversity Group 2014 Directory: Discrimination - What Are Your Rights?

There are four main kinds of unlawful behaviour under the Equality Act 2010: Direct Discrimination - where race is an effective cause for less favourable treatment (eg where a particular job is only open to people of a specific racial group) Indirect Discrimination - where rules or policies are applied to everyone but which particularly disadvantage members of a particular group if that cannot be justified (eg introducing a dress code without good reason, which might discriminate against some ethnic groups) Harassment - participating in, allowing or encouraging unwanted behaviour that offends someone or creates a hostile atmosphere (eg making racist jokes at work) Victimisation - treating someone badly because they have complained or supported someone bringing a complaint about discrimination (eg taking disciplinary action against someone as retaliation for their complaint about race discrimination) Employers who don't stop unlawful conduct by their employees may themselves be breaking the law.

Jobs restricted to ethnic or national groups In rare circumstances there are some jobs that require you to be of a particular racial group. This is known as an occupational requirement.

What is 'Positive Action'? Positive action is where an employer takes action to provide support, training, or encouragement to people who share a protected characteristic such as a racial group. Positive action is only allowed where a particular racial group: suﬀers disadvantage is disproportionately under-represented has needs that are diﬀerent from the needs of other racial groups in the workforce An employer has to ensure that any positive action measure taken is a proportionate way of tackling the disadvantage or underrepresentation experienced by particular racial groups, without discriminating against people outside of this group.

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If you are being discriminated against at work If you feel that another employee or a member of management other than your immediate boss is discriminating against you because of race, talk to your immediate boss and explain your concerns. Your employee representative (such as a trade union oﬃcial) - if you have one - may also be able to help.

Be clear in your mind about what you see as discrimination, and if necessary give examples in writing. Many employers have an equal opportunities policy, and you should ask to see a copy of this.

If your employer doesn't want to help, you may need to make a complaint using your employer's grievance procedure. You shouldn't be victimised for complaining as this would count as unlawful conduct.

You should also talk to your employer if you are told to act in a way that you think discriminates for example if you are told to treat someone diﬀerently because of race, colour, nationality, ethnicity or national origins.

Source: www.gov.uk

If your line manager or supervisor is discriminating against you, you should talk to their boss or to the company's human resource (HR) department.

Faith Mariam, 16

‘Can I do something about this?

I was refused an apprenticeship at a local hairdresser’s because I wear the hijab and they say that all staﬀ must wear their hair in trendy styles to impress the customers. I’m not prepared to do this as it is against my beliefs.

‘What rights do we have to equal pay?’

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IF YOU BELIEVE YOU CAN ACHIEVE

2014 DIRECTORY Online Sources

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The Diversity Group 2014 Directory: Online Sources

Age

Organisations

45-65.com This is a relatively unique website in that it caters for its bespoke market (It does exactly what it says on the tin). So this website is for you, the reader with taste.

www.45-65.com

Centre for Policy on Ageing

The Age Employment Network

The Centre for Policy on Ageing was established in 1947 by the Nuﬃeld Foundation with a remit to focus on the wide-ranging needs of older people.

TAEN - The Age and Employment Network is an independent not-forproﬁt organisation, working in strategic partnership with Age Concern and Help the Aged. Our goal is to help remove age barriers to employment.

www.cpa.org.uk

Action on Elder Abuse

www.taen.org.uk

Action on Elder Abuse (AEA) works to protect, and prevent the abuse of, vulnerable older adults.

Employers Forum on Age

www.elderabuse.org.uk

www.efa.org.uk

Age UK

Friends of the Elderly

Age UK is the new force combining Age Concern and Help the Aged.

Friends of the Elderly is passionate about enhancing the quality of life of older people.

U3A stands for the University of the Third Age, which is a self-help organisation for people no longer in full time employment providing educational, creative and leisure opportunities in a friendly environment.

www.ageuk.org.uk

www.fote.org.uk

www.u3a.org.uk

Beth Johnson Foundation

National Benevolent Fund for the Aged

The Beth Johnson Foundation strives to link practice, policy and research and to engage with older people to ensure its work reﬂects their views and opinions.

www.bjf.org.uk

Employers Forum on Age (EFA) is the UK's leading authority on age.

The National Benevolent Fund for the Aged was founded to improve the quality of life for older people in the UK who live on a low income.

www.nbfa.org.uk

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Third Age Trust

The Diversity Group 2014 Directory: Online Sources

Disability Organisations

Ability Net

British Deaf Association

CHADD

Ability Net is a national charity helping disabled adults and children use computers and the internet by adapting and adjusting their technology.

The BDA is the largest Deaf organisation in the UK that is run by Deaf people. We represent the Sign Language community, which is united by shared experiences, history and, most importantly, by British Sign Language (BSL).

Provides a support network, forum, research, education and information for parents, caregivers and adults, educators, adults, professionals and the media and to be an advocate on behalf of the AD/HD community.

www.abilitynet.co.uk

Access Matters UK Environmental Access Auditors and Consultancy.

www.access-mattersuk.co.uk

Action for Blind People Has fact sheets, brieﬁngs and other information on medical conditions, welfare beneﬁts, housing and employment aimed at blind and partially sighted people.

www.actionforblindpeople .org.uk

Addiss Provides information and resources about Attention Deﬁcit Hyperactivity Disorder to anyone who needs assistance - parents, suﬀerers, teachers or health professionals.

www.chadd.org

bda.org.uk

Capability Scotland Supports children, young people and adults with disabilities. Help includes providing community living, day and residential services, employment, respite/short breaks, therapy, education and learning, family support and activities.

www.capabilityscotland.org.uk

Centre for Accessible Environments The UK's leading authority on inclusive design, helping to secure a built environment usable by everyone.

cae.org.uk

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Disability Living Foundation Disabled Living Foundation (DLF), a national charity that provides free, impartial advice about all types of disability equipment and mobility products for older and disabled people, their carers and families.

www.dlf.org.uk

Disability Sport England Founded in 1961, DSE create participation opportunities for disabled people with all impairments, allowing athletes of all abilities to follow the pathways to international success.

www.efds.co.uk

The Diversity Group 2014 Directory: Online Sources

Disability Wales

Headway

Mobility Advisor

The national association of disability groups striving to achieve rights, equality and choice for all disabled people in Wales.

Headway is a charity set up to give help and support to people aﬀected by brain injury.

Provides guidance on wheel chair options, mobility aids, disability resources, and recreational outlets that enhance the lives of individuals of all ages who need mobility assistance.

www.headway.org.uk

www.disabilitywales.org

Disabled Parents Network

Leonard Cheshire Disability

Disabled Parents Network is a national organisation of and for disabled people who are parents or who hope to become parents, and their families, friends and supporters.

Helps disabled people to live independently. Also provides independent and supported living, respite care and day services. Now developing services for people with an acquired brain injury.

disabledparentsnetwork .org.uk

www.lcdisability.org

Focus on Disability Has online articles on a wide variety of subjects related to disability including beneﬁts.

www.focusondisability.org.uk

Making Contact A project of contact a family, which enables people to safely and easily get in touch with others who are aﬀected by the same or similar disabilities and medical conditions.

www.mobility-advisor.com

MS Society The UK's largest charity for people aﬀected by Multiple Sclerosis (MS).

www.mssociety.org.uk

National Association of Disability Practitioners Working to improve the professional development and status of disability services staﬀ in the post-14 education sector via education, communication and leadership.

www.nadp-uk.org

www.makingcontact.org

Foundation for People with Learning Disabilities Promotes the rights, quality of life and opportunities of people with learning disabilities and their families.

www.learningdisabilities .org.uk

National Autistic Society (NAS)

MENCAP Mencap is the voice of learning disability. Everything we do is about valuing and supporting people with a learning disability and their families and carers. About learning disability

www.mencap.org.uk

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The UK's foremost organisation for people with autism and those who care for them.

www.autism.org.uk

The Diversity Group 2014 Directory: Online Sources

Gender Organisations

Engender

The Fatherhood Institute

The Women’s Institute

Engender works to make Scotland a fairer, safer place where women can ﬂourish and contribute to both the social and market economies with dignity, freedom and justice.

The Institute’s vision is for a society that gives all children a strong and positive relationship with their father and any father-ﬁgures; supports both mothers and fathers as earners and carers; and prepares boys and girls for a future shared role in caring for children.

The Women’s Institute was formed in 1915 with two clear aims: to revitalise rural communities and to encourage women to become more involved in producing food during the First World War.

www.engender.org.uk

Families Need Fathers Families Need Fathers seeks to obtain, for the children, the best possible blend of both parents in the lives of children; enough for the children to realise that both parents are fully involved in their lives. Legally, parents should be of equal status.

www.fnf.org.uk

Fawcett Society Fawcett is the UK’s leading campaign for equality between women and men. Where there's an inequality gap between women and men we're working to close it.

www.fawcettsociety.org.uk

www.fatherhoodinstitute.org

The National Alliance of Women's Organisations The National Alliance of Women's Organisations (NAWO, founded 1989) is an umbrella organisation for over 100 organisations and individuals based in England. All members are concerned to ensure women gain access to their human rights, and to make equality between women and men a reality.

www.nawo.org.uk

UNIFEM UK

Working for women's empowerment and gender equality. www.unifemuk.org

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www.thewi.org.uk

WISH WISH is a UK based charity that provides long-term, gender-sensitive support services in England and Wales to women who have mental health needs.

www.womenatwish.org.uk

Women's Budget Group The Women's Budget Group ( WBG ) 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

The Diversity Group 2014 Directory: Online Sources

Women's Design Service WDS believes that the diverse communities of women who live in towns and cities should enjoy a quality environment that is well designed, accessible, environmentally sustainable, aﬀordable and safe, and to that end we seek to work with women to improve the urban environment.

www.wds.org.uk

Pregnancy Mandy, 20

Women's National Commission

I told my employer that I was pregnant. Next thing they tell me I’m not doing a good enough job and sack me.

Established in 1969, the Women's National Commission is the oﬃcial and independent advisory body giving the views of women to the government of the United Kingdom.

They never said there was anything wrong before.

www.thewnc.org.uk

‘What can I do?’

Women’s Resource Centre The Women’s Resource Centre supports women’s organisations to be more eﬀective and sustainable. We provide training, resources and support to women's organisations and we campaign and lobby on key issues for the sector.

‘What are my pregnancy and maternity rights?’

www.wrc.org.uk

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Race Organisations

BECON BECON (Black Minority Ethnic Community Organisations Network) is the regional infrastructure organisation for the Black Minority Ethnic (BME) voluntary and community sector in the North East of England.

www.becon.org.uk

Black and Ethnic Minorities Infrastructure in Scotland (BEMIS) It is well known that black and ethnic minority communities in Scotland are faced with various problems such as: under representation, institutional racism, lack of coordination, lack of resources and disadvantages at various levels (health, housing, employment and education).

www.bemis.org.uk

Black Environment Network

Ethnic Minority Foundation

Gloucestershire Racial Equality Service

The Ethnic Minority Foundation (EMF) is a national registered charity created in 1999 to improve the lives of Britain's minority ethnic communities and bring about social change.

A celebration of African and Caribbean music, dancing, food and fun for all age groups Hosted by Ripton Lindsey.

www.emfoundation.org.uk

Football Against Racism in Europe Football is the biggest sport in the world and belongs to us all. It should be the right of every person to play, watch and discuss freely, without fear.

www.farenet.org

www.glosrec.org.uk

Institute of Race Relations THE Institute of Race Relations (IRR) was established as an independent educational charity in 1958 to carry out research, publish and collect resources on race relations throughout the world.

www.irr.org.uk

Kick it out

Features anti-racism resources and current project information.

Kick It Out works throughout the football, educational and community sectors to challenge discrimination, encourage inclusive practices and work for positive change.

www.furd.org

www.kickitout.org

Football Unites - Racism Divides

BEN is established to promote equality of opportunity with respect to ethnic communities in the preservation protection and development of the environment.

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National Black Police Association The NBPA is open to all in policing on application and there is no bar to membership based on colour.

www.nbpa.co.uk

Operation Black Vote Since we began our ďŹ rst shadowing scheme back in 1999 over 500 individuals from all backgrounds and from all parts of the UK have taken part in projects that at their core empower individuals to understand and become civic decision makers.

www.obv.org.uk

Peterborough Racial Equality Service

Race Equality Foundation This website aims to show the kinds of work that Race Equality Foundation does and to provide some insight in to why and how we do it. Please see the Projects section for details of our current and previous work.

www.raceequalityfoundation .org.uk

Refugee Council The Refugee Council is the largest organisation in the UK working with asylum seekers and refugees. We not only give direct help and support, but also work with asylum seekers and refugees to ensure their needs and concerns are addressed.

www.refugeecouncil.org.uk

Peterborough Racial Equality Council (PREC) is a voluntary organisation and a registered charity, ďŹ rst established in 1974.

www.pbororec.org.uk

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Regional Equality and Diversity Partnership The Regional Equality and Diversity Partnership came into being in recognition that East Midlands is the only region in England without an active partnership working on issues of equality and diversity.

www.redp.org.uk

Runnymede Trust Runnymede is the UK's leading race equality thinktank. We are a research-led, non-party political charity working to end racism.

www.runnymedetrust.org

The Diversity Group 2014 Directory: Online Sources

Religion Organisations

Bahá’í Community of the United Kingdom

Churches Together in England

The elected governing body of members of the Bahá’í faith in the UK.

In 1990 four ecumenical 'instruments' were created in Britain and Ireland to enable churches to relate to each other in shared witness to Jesus Christ, shared exploration of faith and belief and for mutual support and encouragement.

www.bahai.org.uk

Board of Deputies of British Jews The Board of Deputies was founded in 1760. Its 300 representatives, drawn from a broad cross-section of the Jewish community throughout Britain today, are together the chief voice of British Jewry.

www.bod.org.uk

Churches Together in Britain and Ireland Churches Together places the emphasis upon the Churches in pilgrimage together towards full visible unity rather than ecumenical institutions acting and speaking on behalf of the churches.

www.cte.org.uk

Jain Centre Jain Centre's mission is to be recognized nationally and internationally as an organization for establishing a network to share Jain heritage and religion.

www.jaincentreleicester.com

Muslim Council of Britain The Muslim Council of Britain is a national representative Muslim umbrella body with over 500 aﬃliated national, regional and local organisations, mosques, charities and schools.

www.mcb.org.uk

Network of Buddhist Organisations (UK) Founded in 1993 to promote fellowship and dialogue between Buddhist organizations, to facilitate co-operation in matters of common interest and to work in harmony with Buddhist and likeminded organizations around the world.

www.nbo.org.uk

Krishnamurti Foundation Trust Educational charitable trust seeking to preserve and make available Krishnamurti's teachings.

www.kfoundation.org

www.ctbi.org.uk

Unitarian community Our Unitarian community consists of about 200 congregations that meet in Chapels, Churches and Meeting Houses right across Britain.

www.unitarian.org.uk

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Sexual Orientation Organisations

Arcus Foundation The mission of the Arcus Foundation is to achieve social justice that is inclusive of sexual orientation, gender identity and race, and to ensure conservation and respect of the great apes.

www.arcusfoundation.org

Families and Friends of Lesbians and Gays FFLAG supports families and works constructively to combat prejudice and discrimination and help to create a society that is respectful of human diversity.

www.ﬄag.org.uk

Being Gay is Okay (BGIOK)

GALOP

All the content here is unique to the site; you won’t ﬁnd it anywhere else. bgiok oﬀers quality, informative articles without ads and junk, all of it completely free to access.

London's only lesbian, gay and bisexual anti-violence and police monitoring charity.

www.bgiok.org.uk

Bradford Equity Partnership We are a community group managed by lesbian, gay and bisexual people on behalf of Bradford's LGBT communities.

www.equitypartnership .org.uk

Gay Police Association We work towards equal opportunities for gay police service employees.

www.gay.police.uk

Healthy Gay Nottingham website Working to promote the health and well-being of gay and bisexual men in Nottingham.

www.healthygaynottingham .org.uk

www.galop.org.uk

Gay and Lesbian Humanist Association Founded in 1979, GALHA is a democratic, membership organisation based in the UK with members worldwide, promoting Humanism and equality for LGBT people and the non-religious.

www.galha.org

Gay Monitor Seeking Justice for the Gay Community.

www.gaymonitor.co.uk 144

Imaan, Social Support Group For Lesbian, Gay and Bisexual Muslims Imaan supports LGBT Muslim people, their families and friends, to address issues of sexual orientation within Islam.

www.imaan.org.uk

The Diversity Group 2014 Directory: Online Sources

Leicester LGBT Centre Leicester Lesbian Gay Bisexual and Transgender Centre is a voluntary organisation established to support lesbian, gay, bisexual and transgender people in Leicester, Leicestershire and Rutland.

www.leicesterlgbtcentre.org

LGBT Consortium The Consortium of Lesbian, Gay Bisexual and Transgendered Voluntary and Community Organisations (The Consortium) operates as a national body.

lgbtconsortium.org.uk

LGBT History Month Lesbian Gay Bisexual Trans History Month takes place every year in February. It celebrates the lives and achievements of the LGBT community.

lgbthistorymonth.org.uk

LGBT Youth Scotland We provide a range of services and opportunities for young people, families and professionals in order to proactively assist with increasing awareness and conﬁdence, in turn reducing isolation and intolerance.

London Lesbian and Gay Switchboard London Lesbian & Gay Switchboard (LLGS) provides an information, support and referral service for lesbians, gay men, bisexual, trans people and anyone who needs to consider issues around their sexuality.

Pink News Since we launched in August 2005, we've grown at a phenomenal rate. Our content is now read by more people than any other gay news service in Britain.

www.pinknews.co.uk

www.llgs.org.uk

Queer Youth Network

Nottingham & Notts Lesbian & Gay Switchboard

The Queer Youth Network is a national non-proﬁt making organisation that is run by and for Lesbian, Gay, Bisexual and Transgendered (LGBT) and Queer Young People and is based in the United Kingdom.

Provides information and support for lesbians, gay men, bisexuals and trans people.

www.queeryouth.org.uk

www.nottslgs.org.uk

Nottinghamshire Rainbow Heritage Everyone involved in Nottinghamshire’s Rainbow Heritage is a volunteer - no one is paid. We are all interested in aspects of Nottinghamshire’s LGBT history.

www.nottsrainbowheritage .org.uk

QueerAttitude.com QA is a friendly, global, and somewhat unique LGBT youth community.

www.queerattitude.com

Schools Out Working towards equality in education for lesbian, gay, bisexual and trans people since 1974.

www.schools-out.org.uk

www.lgbtyouth.org.uk 145

The Diversity Group 2014 Directory: Online Sources

Transgender Organisations

Beaumont Society The Beaumont Society is a national self help body run by and for those who crossdress or are transexual.

www.beaumontsociety.org.uk

Depend We are a voluntary organisation whose aim is to provide support, advice and information for anyone who knows, or is related to, a transsexual person in the UK.

www.depend.org.uk

Scottish Transgender Alliance This website oﬀers guidance to service providers and employers on transgender equality issues and good practice in Scotland.

www.scottishtrans.org

Press for Change Press for Change is a political lobbying and educational organisation. We campaign to achieve equality and human rights for all trans people in the United Kingdom, through legislation and social change.

www.pfc.org.uk

Rose’s Forum This is a forum for transgendered persons, their friends and their families.

www.rosesforum.tv

The Northern Concord The Northern Concord is a social and self help group for Cross-dressers, Transvestites, Transsexuals and their wives or partners.

www.northernconcord.org.uk

Trade Sexual Health Trade Sexual Health provides FREE and CONFIDENTIAL advice and support to anyone who identiﬁes as gay, lesbian, bisexual, man who has sex with men (MSM) or woman who has sex with women (WSW).

www.tradesexualhealth.com 146

Transgender Zone The Transgender Zone supports those who feel they are confused about their gender, those who are looking for support for someone who is transgendered, and health and social care professionals who want to learn more about the subject.

www.transgenderzone.com

TransInclusion Welcome to the web site of TransInclusion, dedicated to promoting awareness of the issues aﬀecting transsexuals and people with gender identity disorders.

transinclusion.groupsite.com

Transliving International We aim to provide the friendship, support and advice that can sometimes be so hard to ﬁnd.

www.transliving.co.uk

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