IF YOU BELIEVE YOU CAN ACHIEVE
2015 DIRECTORY
Part of the
Celebrating Unity in Society
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Where Diversity Matters! The UK's leading Diversity Magazine - connecting people with quality news worldwide. Diversity today is a leading portal for people to find all the latest news across a diverse range of topics. Our Imperative slogan 'Where Diversity Matters' epitomises everything that Diversity Today stands for. The most current articles spanning across all strands of diversity including age, disability, gender, LGBT, race, faith and religion will be reported on, so you can get your daily news fix on one efficient site!
READERSHIP The incredible part about Diversity Today is that it is not pigeon holed to one sector or diversity strand, and is inclusive to all. Nationally and internationally, the diverse population is ever expanding, this growing marketplace acknowledges the vast array of quality news stories which Diversity Today delivers to audiences across the globe. From LGBT travel, exciting interviews, lifestyle features, motability information, right through to fostering and adoption supplements, our increasing readership look to us for the inside story.
CONTENTS The Diversity Group 2015 Employer Listings 4 Foreword 6
Housing Advice & Support 40
Charity Sector
Charity Commission Guidance 48
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Education Sector
Public Sector
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51
Your Guide to Fostering & Adoption
The 2014 National Diversity Awards Celebrating Unity in Society 57
We’re Here To Help! Housing Rights 38
95 Age Discrimination 106
Disability Support in Higher Education 28
37
Redundancy Rights 93
Public Sector Careers 52
Options After 16 22
Housing Sector
CV Tips 86
43
Private Sector
Qualifications: What Do They Mean? 32
Careers Advice 83
82 Interview Guidance 82
Disability Discrimination 109 Racial Discrimination 112 Religion or Belief Discrimination 115 Sex Discrimination & Equal Pay 117
Online Sources 119
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www.diversitygroup.co.uk
TDG 2014/15 Employers Alliance Trust www.alliancetrust.co.uk Scotland
Persimmon Homes www.persimmonhomes.com Yorkshire & Humberside
Leeds Beckett University www.leedsbeckett.ac.uk Yorkshire & Humberside
Anglian Water www.anglianwater.co.uk East of England
Peter Brett Associates LLP www.peterbrett.com Nationwide
Leeds College of Art www.leeds-art.ac.uk Yorkshire & Humberside
BAE Systems www.baesystems.com Nationwide
Taylor Wimpey www.taylorwimpey.co.uk Natiowide
Leeds Trinity University www.leedstrinity.ac.uk Yorkshire & Humberside
Centro www.centro.org.uk West Midlands
Barking & Dagenham College www.barkingdagenhamcollege.ac.uk London
Lincoln College www.lincolncollege.ac.uk East Midlands
Clarins www.clarins.co.uk Nationwide
Bird College www.bird-college.com London
Liverpool Hope University www.hope.ac.uk North West
England & Wales Cricket Board www.ecb.co.uk London
City of Liverpool College www.liv-coll.ac.uk North West
Liverpool School of Tropical Medicine www.lstmliverpool.ac.uk North West
First ScotRail www.scotrail.co.uk Scotland
Colegrave Primary School Teacher Training www.colegrave.newham.sch.uk London
Knight Frank www.knightfrank.co.uk Nationwide Microsoft www.microsoft.com Nationwide Mouchel www.mouchel.com Nationwide
Manchester Metropolitan University www2.mmu.ac.uk North West
Ealing, Hammersmith & West London College www.wlc.ac.uk London
Nelson & Colne College www.nelson.ac.uk North West
Highbury College www.highbury.ac.uk South East
Northbrook College www.northbrook.ac.uk South East
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Royal Holloway University of London www.royalholloway.ac.uk London
Scotland
North East
Royal Veterinary College www.rvc.ac.uk London
Yorkshire & Humberside
SAKS Apprenticeships www.saksapprenticeships.co.uk North East
East Midlands
North West
Sheffield University www.sheffield.ac.uk Yorkshire & Humberside The University of Manchester www.manchester.ac.uk North West
East of England
Wales
London South West South East
Derwentside Homes www.derwentsidehomes.co.uk North East Places for People www.placesforpeople.co.uk North West
Victim Support www.victimsupport.org.uk North West
Financial Ombudsman Service www.financial-ombudsman.org.uk Nationwide
RCT Homes www.rcthomes.co.uk Wales
British Antarctic Survey www.antarctica.ac.uk Nationwide
MI5 www.mi5.gov.uk Nationwide
British Film Institute www.bfi.org.uk Nationwide
Civil Nuclear Constabulary www.cnc.jobs Nationwide
RAF Air Cadets www.raf.mod.uk/aircadets Nationwide
The Electoral Commission www.electoralcommission.org.uk Nationwide
Communication Workers Union www.cwu.org Nationwide
Serious Fraud Office www.sfo.gov.uk Nationwide
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FOREWORD elcome to The Diversity Group 2015 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 – 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 NDA Group has other exciting projects. The National Diversity Awards, which showcase the outstanding array of role models and community organisations across the UK. The widely anticipated National Careers Expo will also launch in 2016, 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 and graduate programmes, and educational opportunities to thousands across the UK. 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 equality & diversity at its highest form. Many Thanks
P.Sesay Paul Sesay Managing Director
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IF YOU BELIEVE YOU CAN ACHIEVE
Private Sector
Part of the
Celebrating Unity in Society
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Jobs
Education
Resources
Training
www.diversitygroup.co.uk
Come as you are, do what you love Microsoft values diversity of thought and perspective. It’s a big part of why we’ve been voted 4th in Great Places to Work (UK) this year. Not to mention our passion for creating quality products and reputation for supporting career development. We seek out people from diverse backgrounds, nurture their unique potential and reward their great work. We encourage our employees to take risks and approach challenges unconventionally, because together we can drive positive innovation in both our lives, and communities. To find out more about careers at Microsoft, visit http://aka.ms/Directory
LOVE EVERY DROP
TOGETHER
We are striving to reshape the way our region uses water and to do that we need your help. We’re looking to build an enthusiastic workforce that reflects the communities we serve, helping us transform the way we all value water. It sustains life for us, our environment and our growing economy and is at the heart of how we live. We think that’s worth celebrating. To find out more visit www.anglianwatercareers.co.uk
cAreers As DiVerse As THe Homes we bUiLD. As a growing organisation, we can offer ambitious individuals a whole range of roles from administrative, technical and professional opportunities to sales, management and building trades.
Here at Persimmon plc, supporting our talented and diverse workforce is a key priority. After all, our people have made us one of the UK’s leading housebuilders with 25 offices around the country. We also believe that equality isn’t just something we should make bold statements about – or tick boxes – it’s something that must be embedded at every level of our business. We have been accredited in ‘Employment’ and ‘Customer Service’ for our commitment to equality by Equality Accreditation Services. So not only can our staff be sure that they are treated fairly, but the people that they deal with will be too.
With award-winning training and development programmes, we’ll do everything we can to help you build a great future. You can look forward to excellent progression opportunities too, not to mention benefits that could include a bonus, private health cover and pension scheme. To find out more, visit www.persimmonjobs.com
www.persimmonjobs.com
We are an equal opportunities employer
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www.mouchel.com At Mouchel we have more than 6,500 people – all with different opinions, approaches, backgrounds and perspectives. The size and range of our workforce displays the value that we place on diversity. Without embracing it, we simply couldn’t exist. Our services and skills drive improvements on everything from highways and housing to schools, energy and water and cover a range of sectors. We seek to mirror those that we serve through our own workforce and, while we all agree to differ when it comes to our individuality, each and every one of us is proud of the work we do on a daily basis to improve communities both in the UK and internationally. To find out more about the opportunities available, please visit www.mouchel.com/careers
Talent developed through diversity
DIVERSITY BENEFITS OUR PEOPLE AND GROWS OUR BUSINESS. At BAE Systems, diversity is important to us because it benefits our people and helps our business grow. A workforce with employees drawn from different backgrounds encourages innovation, improves productivity and brings us closer to our customers. Diversity and inclusion also help us create a positive employment experience and make us an employer of choice. We’re committed to attracting and retaining talented people from a wide variety of backgrounds – and helping them to develop their skills and build successful careers with us. That’s why we aim to create an inclusive environment where every one of our employees has the opportunity to maximise their potential and contribute to our business success. For more information go to www.baesystems.com/careers
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
Championing Clarity. It’s our values that make us different. Our Culture At Alliance Trust we are committed to providing a work environment where colleagues feel valued and can reach their full potential. We are a growing, fast paced business with passionate employees. Our values shape our culture and set the standard for all employees.
Our People With employees from a wide variety of backgrounds and diverse skill sets we encourage our staff to learn from the people they work with in any way they can. We are an investment and savings business with 125 years of building investor wealth and people are at the heart of everything we do. We offer our people a stimulating and dynamic environment, where their talents and diverse strengths are recognised and developed. This is partly shown with our improving employee turnover rate of 12.6% at the end of 2012 dropping to 11.07% at the end of 2013. Our culture is one of working together to deliver for our investors, and for each other, making Alliance Trust a great place to work.
www.alliancetrust.co.uk
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
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Diverse people. Different ideas. Common goals.
We don’t conform to the ordinary. Celebrating our differences allows us to see the benefits of embracing a wide range of views and helps us stay ahead of the game. We are an award-winning, leading development and infrastructure consultancy celebrating our 50th anniversary in 2015, and consistently recognised as a successful Practice and a good employer. Find out more about career opportunities for you at: peterbrett.com/careers
Diversity is the one true thing we have in common... Lets celebrate it together! The National Diversity Awards a prestigious black tie event, which celebrates the excellent achievements of grass- root communities that tackle the issues in today’s society, giving people and organisations the recognition for their dedication and hard work that positive role models, charities and community organisations do on a daily basis. The National Diversity Awards are designed to showcase the efforts of those who have demonstrated an outstanding devotion to enhancing equality, diversity and inclusion within today’s society; thus embracing the excellence of all our citizens irrespective or race & religion/faith, gender, gender identity, sexual orientation, age, disability and culture.
The National Diversity Awards Aims: The promotion of equality and diversity To create role-models from all sections of society The elimination of discrimination on the grounds of race, gender, gender identity, disability, sexual orientation, religion or age Celebrate the achievements of people, community/charity organisations and companies that strive for a more inclusive society Highlight how diverse communities have contributed to the economy of the United Kingdom 18
Every part of the UK is getting involved; focusing on the unsung diversity heroes of our nation with thousands representing the positive aspects of our society. We need to take it into our own hands to recognise those from underrepresented communities who make a massive difference to the lives of others. The National Diversity Awards is our chance to give this vision substance, with a brand new generation of role models to lead the way. National Diversity Awards celebrations aim is to be the largest Diversity award ceremony in the country and attract visitors from all over the UK and Europe, receiving local and national coverage.
The Awards The National Diversity Awards categories for nominations are:
Positive Role Model Awards The importance of having a role model can never be under estimated, role models help us to be driven, inspired, to focus, to achieve goals and strive to gain success. A role model can be a family member, friend, coach/mentor, teacher, community leader, colleague or a neighbour. The Strands you can nominate for under this award are: Age / Disability / Gender / LGBT / Race, Religion & Faith
Entrepreneur of Excellence Award
Diverse Company Award
Recognises individuals who have best demonstrated managerial expertise in assembling resources, creating an organisation, decision making under uncertainty, being forward looking, and creatively solving problems.
IdentiďŹ es a company that employs 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.
This is a combined award
This is a combined award
Community Organisation Awards Recognises individuals and groups who have made an outstanding contribution to their local community. The Strands you can nominate for under this award are: Age | Disability | Gender | LGBT
Lifetime Achiever Award Recognises the contributions of individuals over the whole of a career, rather than or in addition to single contributions. This is a combined award
Race, Religion & Faith Multi-Strand
For more information please visit
www.nationaldiversityawards.co.uk 19
The England & Wales Cricket Board (ECB) is the national governing body for cricket in England and Wales.
We are extremely proud to be the UK’s leading skincare company. We can be found everywhere from department stores and health and beauty salons in over 150 countries around the world.
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.
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.
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 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.
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
www.clarinscareers.com
Careers Online
Exceptional People
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
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.
www.firstgroupcareers.com
We have opportunities across our residential, commercial and central services teams; from office heads to marketeers.
ScotRail is operated by
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/Recruitment 20
IF YOU BELIEVE YOU CAN ACHIEVE
Education Sector
Part of the
Celebrating Unity in Society
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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 22
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. 23
Equality
Ahead of National Trend
and
Diversity
it’s at the heart of everything we do Nelson and Colne College Sixth Form
Northbrook College is the principal provider of work-related further education in an area centred on the south coast town of Worthing. We are also the largest provider in West Sussex of undergraduate courses for the creative and cultural industries, as well as being a significant provider of higher education in a variety of other work-related areas.
has an enviable reputation for
We are committed to equality of opportunity for students and staff and the elimination of all forms of discriminatory or oppressive behaviour between individuals or groups. All students and staff are expected to show forethought in ensuring full respect for each other's personal dignity. Bullying, harassment, abuse or discrimination against any individual or group will not be tolerated.
high and reaches their
outstanding education. We have a single ambition - to ensure that each and every student aims full potential.
www.nelson.ac.uk 01282 440 200
For further information please visit
www.northbrook.ac.uk 24
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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
Learn to teach with us Ten good reasons to learn to teach with us in Sheffield UK University of the Year in the 2011 Times Higher Education Awards Sheffield Students' Union rated the best Students' Union in the UK in the Times Higher Education's Student Experience Survey for the past 3 years Sheffield has been voted 'Most Popular UK Student Destination' Excellent ICT and library facilities Provider of courses in initial teacher education for over 50 years School of Education has a strong national and international research profile OFSTED grades confirm the consistent high quality of all aspects of the Sheffield PGCE Strong, highly interactive partnership with wide range of local schools
Choose from the following secondary subjects: English Geography Mathematics Languages Physics with Maths Science with Biology Science with Chemistry Science with Physics
JOIN ONE OF THE LARGEST AND MOST DIVERSE COLLEGES IN THE UK...
“This course has made what seemed impossible a reality. An incredible opportunity.” PGCE student teacher, 2012 “I loved the course and feel that it has been really useful in preparing me for work.” PGCE student teacher, 2012 Enquiries to: The ITE Office, E: ite@sheffield.ac.uk T: (0114) 222 8080 F: (0114) 222 8105
At Ealing, Hammermsith & West London College, 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.
Course information is available here: http://www.shef.ac.uk/education/courses/pgce /index
We aim to be positive, progressive and supportive as we honour our commitment to all accessing our services, visiting the College, working or learning.
Further advice on getting into the teaching profession is available from the Department for Education’s dedicated Teaching Agency http://www.education.gov.uk/get-into-teaching
020 8741 1688 wlc.ac.uk/jobs A Levels • Vocational • Technical Higher Education • Apprenticeships
Applications can be made online via the Graduate Teacher Training Registry website at: http://www.gttr.ac.uk
Acton, Ealing, Hammersmith, Southall 25
Enabling all our students to succeed Highbury is a general further education college with over 45 years teaching and learning experience. We take pride in our
Ofsted 2013 said: “OUTSTANDING SUPPORT FOR ALL STUDENTS” “OUTSTANDING LEADERSHIP AND MANAGEMENT” “EXCELLENCE IN INNOVATION AND ENTREPRENEURSHIP”
commitment to equality and diversity, supporting students of all abilities from all backgrounds.
We aspire to be a Truly Great College – Passionate about Success, and we are looking for empowered, motivated and entrepreneurial people…..to drive economic independence and growth for our students and our communities.
No.1 for student success
Located in east London, and the only college delivering enterprising technical education and training for work and self-employment, we have 12,000 students, 700 apprenticeship trainees and 250+ employers as customers. Our values of Creativity, Enterprise and Innovation drive our organisational behaviours and business.
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
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 positive about a diverse workforce and would welcome applications from all sections of the community.
Service). We outperform all colleges, both general further education and
If you would like to join the BDC team and be part of our success story, you can do so by visiting our website www.bdc.ac.uk (Working for us) and completing an online application form for any vacancies you may be interested in.
sixth form in Hampshire and the Iow. To find out more please visit
www.highbury.ac.uk 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 academic and non-academic, enjoy being part of such a dynamic and creative environment. We are a small specialist Art and Design institution that has provision which runs across Undergraduate, Postgraduate and also Further Education level. 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. The College is accredited both as an Investors in People and Investors in Diversity Organisation. We know that our future success depends on the calibre of all our staff. To find out more about our current vacancies and to see what Leeds College of Art can offer you, please visit our website
www.leeds-art.ac.uk We hope you’ll consider joining us
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TRAIN YOUR APPRENTICES WITH THE-BEST-IN-THE-BUSINESS As one of the leading hair and beauty training providers in the country we know our stuff here at Saks Apprenticeships. We work in hundreds of Saks and non-Saks salons right across England, delivering top apprenticeship training in the salon itself, so there’s no day release, just real life hands on experience for your learners right from the very start. We offer government funded apprenticeships and advanced apprenticeships in: • HAIRDRESSING • BARBERING • BEAUTY THERAPY • NAIL SERVICES • AFRICAN TYPE HAIR • MANAGEMENT • RETAIL • TEAM LEADERSHIP • CUSTOMER SERVICE
£1500 *T&Cs apply
Call on 01325 341 602 or email info@sakseducation.co.uk www.saksapprenticeships.co.uk Saks Apprenticeships values equality and diversity and strives to ensure the safety and welfare of all of our learners.
Join one of the fastest growing further education colleges in England and the largest apprenticeship college in the UK. For a list of current job vacancies or to find out more about courses, visit: www.liv-coll.ac.uk or call 0151 252 1515
The City of Liverpool College has a student population of approximately 17,000 and a turnover of £47 million
The SCITT in East London Schools (SCITTELS) is a small, school-based primary teacher training provider based in Stratford. We are the only provider in East London that has been rated Outstanding by Ofsted, who described us as having “the best possible training”. Our most recent inspection was in February 2014. SCITTELS offers a range of routes into teaching, including PGCE and salaried School Direct programmes. We particularly pride ourselves on the high levels of support we offer our trainees. SCITTELS actively seeks applications from all candidates irrespective of race, colour, nationality, national or ethnic origins, gender, marital status, sexual orientation, disability or religious beliefs. We have a proven track record of recruiting from groups traditionally under-represented in teaching. If you would like to find out more, see our website www.scittels.co.uk which includes details about our regular information and support events where we will tell you more about SCITTELS and how to apply.
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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
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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. 29
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.
QUALIFICATIONS
NQF and QCF qualifications include:
WHAT DO THEY MEAN?
English for Speakers of Other Languages (ESOL) Skills for Life GCSEs and A Levels International Baccalaureate BTEC courses Foundation Learning
There are 4 main frameworks that group all qualifications into the same levels from entry to level 8. The frameworks in England, Wales and Northern Ireland are: National Qualifications Framework (NQF) Qualifications and Credit Framework (QCF) in England and Northern Ireland Credit and Qualifications Framework for Wales (CQFW) in Wales
NQF and QCF Qualifications
National Vocational Qualifications (NVQs) Cambridge Nationals Higher National Certificates (HNC) Higher National Diplomas (HND)
Courses in these frameworks range from entry level up to level 8. QCF courses are vocational (work-related). They use a credit system so that you can study units at your own pace and build these up into qualifications over time.
Framework for Higher Education Qualifications (FHEQ) This is the framework for higher education courses. It starts at level 4 and goes up to level 8. Qualifications it covers include: Certificate of Higher Education
Framework for Higher Education Qualifications (FHEQ)
Diploma of Higher Education bachelor’s degrees
All qualifications in these frameworks are accredited (officially recognised).
master’s degrees doctoral degree 32
Creating opportunities today... For a brighter tomorrow
Find the course that’s right for you @
www.diversitygroup.co.uk/courses
33
Leeds Beckett 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 Beckett welcomes applications to study or work with us from all sections of the community. For more information on job vacancies please visit www.leedsbeckett.ac.uk/jobs or phone 0113 812 1821 For more information on degree courses please visit www.leedsbeckett.ac.uk/prospectus or phone 0113 812 3113
www.leedsbeckett.ac.uk
Researching and Educating to Save Lives
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.
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.
Veterinary study is about Science and Medicine. I you are interested in these two subject areas then we are interested in YOU.
Equality & Diversity
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.
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.
Royal Veterinary College Royal College Street London NW1 0TU
For more information please visit
www.rvc.ac.uk
www.lstmliverpool.ac.uk 34
Getting you closer to the West End!
Teacher Education
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.
Liverpool Hope University is seeking well-qualified and highly-motivated future teachers to undertake our training programmes. 99% of students rated training as ‘Good’ or ‘Very Good’ in the latest exit survey For more information contact us: t: 0151 291 3111 e: enquiry@hope.ac.uk www.hope.ac.uk
To find out more please visit
TAKE THE NEXT STEP WITH HOPE
www. bi r dcol l e ge. co. uk
Top 10% for teaching excellence in England*
Get more than a degree at Leeds Trinity University Professional work placements with every degree T: 0113 283 7150 E: enquiries@leedstrinity.ac.uk www.leedstrinity.ac.uk *Sunday Times University Guide 2013
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GET THE AIMHIGHER GUIDE TO HIGHER EDUCATION There’s lots more information in 'Your future, your choice' - the Aimhigher guide for young people aged 16 plus. 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')
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IF YOU BELIEVE YOU CAN ACHIEVE
Housing Sector
Part of the
Celebrating Unity in Society
w w w.nationaldiversityawards.co.uk 37
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
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DIFFERENT PEOPLE FOR A DIFFERENT ORGANISATION We believe what makes us different, makes us stronger and we recognise that we are all unique, different people with individual needs. Places for People is one of the largest property management, development and regeneration companies in the UK. Our vision is to create neighbourhoods of choice, where everyone can prosper. We’re growing and developing all the time and we need different people with fresh ideas to come and join us. Being a diverse organisation brings great work opportunities in construction, home maintenance, care and support services and our financial services business which offers affordable loans and mortgages. Our people are important to us, that’s why we offer a fantastic benefits package as well as developing you both personally and professionally. Interested? Then why not help us to achieve our vision — search for a job online
www.placesforpeople.co.uk/careers
Valuing our staff Derwentside Homes is a not for profit housing association, registered with the Tenant Services Authority and the Charity Commission. The diversity of our workforce and their varied backgrounds, skills and experiences help us to deliver an efficient and effective service to our tenants.
Putting tenants at the heart of everything
We value our employees and ensure they can work in an environment where they are supported and treated with respect and dignity. We also encourage job applicants from all areas of society and select, develop and retain staff on merit, ensuring all our employment practices and processes are free from discrimination.
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.
To find out more, please visit our website at www.derwentsidehomes.co.uk
For further information please visit
www.rcthomes.co.uk
EXCELLENT HOMES • QUALITY SERVICE • PROUD COMMUNITIES
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HOUSING Advice And Support The principle of treating equally with dignity and respect, whatever their age is fundamental to good practice in housing.
AGE Know your right to stay – Your Rights as an Elderly Person If you are renting, you will have different rights to stay in a property depending on the type of tenancy you have. However, in most cases you cannot be evicted by your landlord unless they have a possession order from the court.
DISABILITY Renting Options for the elderly There are three main types of rented housing – council housing, accommodation provided by housing associations, and private rented property.
Know your right to stay – Your Rights as a Disabled Person If you are a disabled person, the Disability Discrimination Act also gives you certain rights when renting property.
Sheltered Housing for the elderly If you want to live independently but in a smaller, easier-to-manage home, with support, then sheltered housing (also called retirement housing) might appeal to you.
It is unlawful to treat disabled people less favourably than others, for a reason related to their disability – this applies to property aswell as other goods and services.
Renting Options (Under 18) If you are under 18, the law says you are not allowed to hold a tenancy; however there are ways that a landlord can work around this. 40
The term ‘housing and property’ includes residential accommodation such as flats, houses, bungalows and mobile homes, and caravan sites, as well as ‘bricks and mortar’ housing, and commercial premises.
Sheltered Housing for the Disabled Apply for sheltered housing that has special facilities like alarms and warden services – available for elderly and disabled people. Click Here for more information. Disabled Facilities Grants (DFG) Disabled Facilities Grants are grants provided by your council to help meet the cost of adapting a property for the needs of a disabled person. Buying a Home if You Are a Disabled Person If you are a disabled person, buying your own home can lead to greater independence, you can choose where and how you want to live and adapt your home to suit your lifestyle.
RACE
GENDER
Housing and premises, such as business premises, are also covered by Part III of the Race Relations Act. In general, it is unlawful for someone to discriminate on race grounds, when selling, letting, subletting or managing property.
The SDA 1975 (‘SDA’) makes it unlawful to directly or indirectly discriminate on grounds of sex (or victimize) in the renting, allocation, management, sub-letting or selling of accommodation. Don’t Suffer In Silence – We are here to help!
Racial Discrimination – Know Your Rights The law on discrimination is now part of the Equality Act 2010 which came into force on 1st October 2010. All of the provisions on race discrimination from earlier legislation remain. This means that ‘race’, including colour, nationality and national or ethnic origin, is one of the ‘protected characteristics’ under the new act, along with others such as disability or sexual orientation. The act protects against both direct and indirect discrimination, as well as harassment and victimisation, on the basis of any of the protected characteristics. 41
If a person you live with, or have lived with has abused you whether physically or not, you could be experiencing domestic abuse. The law can protect you and help you change your situation. Housing Rights for Pregnant Women Having children is one of life’s biggest changes and could dramatically change your housing needs.
Housing Options for Single Parents Whatever your situation, it is important to get advice about your housing options, so that you are aware of the choices available to you. This section gives you an overview of housing options for single parents.
Help and advice from the Equality and Human Rights Commission
HOMELESS SHELTERS If you have nowhere to stay or it is unsafe for you to return home there are housing associations across the UK that can help you ďŹ nd sheltered accommodation.
The Equality and Human Rights Commission is a good source of advice if you feel you may have been discriminated against.
Emergency Housing
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.
Your council must help if you’re legally homeless, but how much depends on your eligibility, your level of need and if your homelessness is your fault. Homeless Shelters Available
08457 622 633 www.shelter.org.uk/
08457 622 644
www.homeless.org.uk/
08457 778 878
www.sefton.gov.uk/ www.liverpool.gov.uk/housing/homeless-or-at-risk/homeless/ www.homelesslondon.org
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Lines are open Monday, Tuesday, Thursday and Friday 9am-5pm; Wednesday 8am-8pm.
IF YOU BELIEVE YOU CAN ACHIEVE
Charity Sector
Part of the
Celebrating Unity in Society
w w w.nationaldiversityawards.co.uk 43
Starting a new job or returning to work can be daunting at the best of times regardless – and you may be all the more nervous if you feel you’re “different” to the people you’ll be working with. To help you on your way, we spoke to Charlotte and Joe from the Financial Ombudsman Service about how they use their differences to stand out from the crowd in the best way!
Charlotte Sanderson Were you nervous about life after your operation? Yes. I stayed with family in Yorkshire to recuperate so returning to my normal life meant moving back to London and being independent again. After such a period of upheaval, I was nervous. My first day back at the ombudsman was exhausting but it was good to see everyone and return to my routine. As an adjudicator, a big part of my job was to talk to businesses and consumers about complaints. I knew I couldn’t use the phone anymore so it took me a while to adapt to that.
Charlotte, can you tell us about your hearing difficulties? I have a rare genetic condition called Neurofibromatosis Type 2 which causes tumours on both hearing nerves. My hearing deteriorated sharply around the time I was diagnosed in May 2011 and I’m now completely deaf in my left ear with very limited hearing in my right.
I explain to people at the start that I mostly communicate by letter and email - if a phone call is necessary on one of my cases, other members of the team are always willing to help. I’m lucky I have a job which I can do more or less independently, despite my hearing loss – and continue develop my writing skills.
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How has your hearing loss impacted on your life more generally? Sudden hearing loss is disorientating and on a day to day basis, it can cause communications problems, which is very frustrating. Life would be much easier if people were like DVDs and came with optional subtitles! But, I recently finished a year long lip-reading course at City Lit and it’s a great way to overcome some of the problems. It pays to take advantage of the specialist support that is out there. I enjoy all the same things though – spending time with my family and friends, a good chat, fashion, art, good food, my work, my independence. I don’t let my hearing loss affect my lifestyle or sense of self; mostly I just find it really annoying.
Joe Warner
So, Joe tell us a bit about your illness and what it means to you? As long as I can remember I’ve always lived with depression and anxiety and the associated conditions such as obsessive compulsive disorder. The difficulty with a mental illness is that it’s not visible on the surface so while people may think your little quirks are amusing, they don’t see the storm that is constantly swirling inside me.
Generally with the help of medication and counselling I manage to keep my condition under control, however, on bad days just getting out of bed, getting on an overcrowded train and walking through the office door takes a momentous effort. I feel like I’ve done a day’s work before I’ve even sat at my desk.
I think, that following high profile media campaigns people are becoming more educated and accepting about mental health illnesses and luckily, the Financial Ombudsman Service is very positive about mental health and is understanding that I have good and bad periods.
How did people react when you told them?
What would your advice be to anyone who’s struggling?
‘Coming out’ as a mental illness sufferer was one of the biggest challenges of my life. After years of suffering in silence and trying to ‘pull myself together’ the mask slipped and I had no choice but to seek help.
Talk! If you don’t share how you are feeling then no one will ever understand what you are going through. Don’t be afraid of feeling different, once you open up you’ll soon realise things aren’t as bad as you first thought.
My initial experience wasn’t good. I made an appointment at my doctors without telling anyone. Only to be told by my GP “to breathe into a paper bag whenever I felt a panic attack coming on”! I walked out feeling disappointed and even more isolated than before. I think most negative reactions stem from an ignorance of mental health issues as a whole. It’s been a taboo subject with a stigma attached to it. Undeterred, I carried out some research online and found a self-referral programme at my local hospital’s mental health unit. That single phone call has had such positive impact on my life. I was speaking to people that had seen it all before, I suddenly didn’t feel like a crazy person! 45
If like, me you see a medical professional and get a bad response, don’t be disheartened, keep going until you get the help that you deserve. I’m not going to pretend that things will magically change overnight but the first step is the most important.
Got a problem? 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
Diversity matters and we value it Work for us
Victim Support is an independent charity that has been helping victims and witnesses for 40 years. We provide a wide range of outstanding services to thousands of people affected by crime. We have opportunities all over England and Wales for you to join Victim Support and make a big difference to the lives of people affected by crime. If you’re looking for the next challenging and rewarding step in your career we can give you training, opportunities and a great working environment.
We pride ourselves on the work we do in local communities and our provision of accessible and consistent services across the country. This helps us reach out to people in need, whatever their circumstances.
How to apply
For more information about Victim Support including our job and volunteering opportunities, please visit
www.victimsupport.org.uk
VS EDI advert_National Careers Directory.indd 1
09/10/2014 15:34
Creating opportunities today‌ for a brighter tomorrow
www.diversitygroup.co.uk 46
Diversity is one of the BFI’s key priorities 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.
Pregnancy Mandy, 20
For more information about the BFI, including our job opportunities, please visit
I told my employer that I was pregnant. Next thing they tell me I’m not doing a good enough job and sack me.
bfi.org.uk Electoral-Commission-advert_Layout 1 22/05/2013 17:13 Page 1
They never said there was anything wrong before.
‘What can I do?’ Putting voters first
‘What are my pregnancy
We are an independent body set up by the UK Parliament to regulate party and election finance and set standards for well-run elections.
and maternity rights?’
We are committed to encouraging a diverse workforce and welcome applications from all sections of the community.
For current vacancies please visit www.electoralcommission.org.uk or call 020 7271 0686
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Charity Commission Guidance
PROMOTION OF EQUALITY AND DIVERSITY FOR THE BENEFIT OF THE PUBLIC 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. The Promotion Of Equality And Diversity For The Benefit Of The Public This guidance explains the meaning of the promotion of equality and diversity for the public benefit.
1. DECISION 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.
2. BACKGROUND 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.
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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.
3. RECOGNITION OF A NEW CHARITABLE PURPOSE
They noted that their view is supported by evidence that:
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.
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.
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 moral or spiritual welfare and improvement of the community the promotion of religious harmony the promotion of human rights.
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 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. 49
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;
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.
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.
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.
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Source www.charitycommission.gov.uk www.gov.uk
IF YOU BELIEVE YOU CAN ACHIEVE
Public Sector
Part of the
Celebrating Unity in Society
w w w.nationaldiversityawards.co.uk 51
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, traďŹƒc 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 sta, 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 OďŹƒce
catering
Ministry of Defence
security
Department for Work and Pensions 52
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 you’re an experienced police officer or a new recruit, we’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
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.
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Fly High! Aged 13-17? Interested in flying, action and adventure? Then you’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
We’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.
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Campaigning for diversity, fighting for equality. Billy Hayes General Secretary www.billyhayes.co.uk Jane Loftus President
The future is in your hands. Find out where you’ll fit in at www.mi5.gov.uk/careers
I was the most popular person at the party when I said I worked for the British Antarctic Survey. 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. The aims we have set out in our equality and diversity action plan are to promote:
If you want to enjoy a different kind of challenge, then why not find out more about working in Antarctica. It’s thousands of miles away from the everyday.
a culture that ensures that equality and diversity is embedded within our departmental strategies, policies, processes and systems
Further information is available on our website
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
You must be physically capable and medically fit to work in Antarctic conditions.
good practice in all our dealings with our customers (suspects and defendants as well as victims and witnesses), business partners, stakeholders and local communities.
www.antarctica.ac.uk/employment
Find out more at www.sfo.gsi.gov.uk 55
JOIN THE GROWING COMMUNITY Over 1000 registered users a month Hundreds of active employers posting regular positions Well paid, attractive jobs listed everyday
www.diversitygroup.co.uk/jobs 56
CELEBRATING UNITY IN SOCIETY
The Hurlingham Club, Ranelagh Gardens, London
www.nationaldiversityawards.co.uk 57
Best of British Diversity Honoured at National Diversity Awards Big Brother star Brian Dowling and CBeebies presenter Cerrie Burnell returned to host the UK's Largest Diversity Awards, celebrating Community Heroes for their commitment to inclusion OLE MODELS and charities were honoured nationwide at Friday's ceremony at The Hurlingham Club, London, rewarding Britain's most inspirational people for their fight against inequality. Microsoft were just one of the brands supporting a skyfall of diversity talent – positive role models, community organisations and businesses from the LGBT, ethnic minority, age, gender, religion and disability communities.
Over 21,000 nominations and votes were received this year paying tribute to those from under-represented backgrounds who have dedicated their lives to enhancing the equality agenda. After decades of supporting disabled children through her organisation the Touch Trust, Dilys Price OBE was awarded the lifetime achiever award by Paralympic medallist Ade Adepitan. A list of tremendous achievements were recognised by judges, including Dily's incredible feat of pioneering the first British Adapted Physical Education Course, and becoming the oldest female sky diver at 82 years of age. 58
Another highlight of the evening came when Stephen Sutton MBE was honoured with a Special Recognition Award, which was collected by his older brother Chris Sutton. Guests were reminded of Stephen's courageous efforts for raising over £4 million for the Teenage Cancer Trust . Human Rights Activist Peter Tatchell kicked off the night with an inspirational speech, and the 'The Last Leg' stars Adam Hills and Alex Brooker presented the positive role model award for disability to Sarah Chapman.
Freedom ďŹ ghting refugee Aderonke Apata scooped the LGBT positive role model award, and Sonia Meggie took home the race, faith and religion strand for empowering people through her organisation Inspirational YOU. Named 2014's Disability Community Organisation of the year, Shabang! were hailed as 'a perfect example of a community organisation', whilst London Friend took the gong in the LGBT category. With support from international cheerleaders, the unique campaign Give 'em Hope were commended for uplifting thousands who feel marginalised, isolated or limited by labels.
Brighton based project Allsorts, were awarded in the age category, and specialist organisation Working With Men collected their award in the gender category, for their bold work with young men. 'So You Wanna Be In TV' founder Rioch Edwards-Brown was applauded for improving the skills of disadvantaged and diverse youth to achieve a positive employment outcome within media.
The night featured stellar performances from Liverpool boy band MiC LOWRY, and singing sensation Lemar. The prestigious black-tie event has attracted a growing list of top employers including Microsoft, Lloyds Banking Group, Transport for London, PWC, Sky, MI5, The Open University, Financial Ombudsman Service, ThoughtWorks, Mouchel and Penna.
Other winners included Karen Ingala Smith for Gender, Mohammad Zafran for Age, and Sussex Partnership NHS Foundation Trust for the Diverse Company Award.
For further information about the National Diversity Awards please visit
www.nationaldiversityawards.co.uk @ndawards www.facebook.com/NationalDiversityAwards 59
2014 AWARDS WINNERS
Mohammed Zafran
Sarah Chapman
Karen Ingala Smith
Positive Role Model Award for Age
Positive Role Model Award for Disability
Positive Role Model Award for Gender
Mohammed overcame adversity by channelling energy into helping others often by self-funding projects. After suffering great tragedy and loss, Mohammed engaged with youths who were involved in gang culture, and told his story. A lot of them were involved in drugs and crime but soon Mohammed got them involved in sporting activities and community set up programmes. From 30-40 youths participating in a Community Football League, Mohammed now has thousands of youths participating in his projects.
After leaving school with no qualifications and undiagnosed dyslexia, Sarah had low self esteem and no confidence. She turned her life around when she became pregnant with her daughter in 2009, and has miraculously not only made it to university but is a first class student with most of her modules achieving above 90%. She is Student Rep for her program SEND Pathway degree and also has a string of additional qualifications which she has gained alongside her degree.
Karen Ingala Smith has spent the last 24 years working with women who have experienced domestic and sexual violence. Her public speaking focuses on women from marginalised groups, she has spoken out about violence against women at the Million Women Rise March 2014 and the first world conference of women’s refugees in 2008. Since January 2012, this inspiring role model has been recording and commemorating UK women killed through suspected male violence in a campaign called 'Counting Dead Women'.
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www.nationaldiversityawards.co.uk
Aderonke Apata
Sonia Meggie
Rioch Edwards-Brown
Positive Role Model Award for LGBT
Positive Role Model Award for Race, Religion & Faith
Entrepreneur of Excellence Award
Aderonke is a feminist and human rights activist. After fleeing torture and the threat of death for being lesbian in Nigeria, she has proved to be an unstoppable force in fighting for justice. Aderonke has garnered almost 32,000 signatures online for her personal campaign to remain in the UK because she is a lesbian from Nigeria who is open, out and proud. Aderonke fights tirelessly for other people's freedom and continues to challenge the government and legal system that penalises the many LGBT refugees seeking asylum in the UK.
Sonia Meggie, founder of Inspirational YOU, a London based social enterprise launched in March 2010. Their mission is to connect, inspire and empower young people, women and black and asian professionals. Sonia is a mother, entrepreneur, diversity consultant, mentor and football coach. She is driven by making a difference and seeing those around her reaching their full potential. Her objective is to leave a legacy that will see the progression of women, black and asian professionals and young people. 61
Rioch Edwards-Brown, a mother of 4, set up ‘So You Wanna Be In TV?’ after her son was shot and stabbed while in school. So You Wanna Be In TV? is an award winning social enterprise set up for at risk, financially disadvantaged and diverse youth in London interested in a career in TV. So You Wanna Be In TV? address’ youth unemployment and the lack of diversity in TV through a unique partnership with TV, Brands and corporates.
2014 AWARDS WINNERS
Allsorts Youth Project
Shabang!
Working With Men
Community Organisation Award for Age
Community Organisation Award for Disability
Community Organisation Award for Gender
Founded in 1999, Brighton based organisation Allsorts Youth Project provide youth volunteering opportunities to LGBT young people, which includes peer education in schools and colleges. The project engages in community development work with young LGBT, BME and disabled people to connect using digital and social media. Through media, events, conferences and celebrations, Allsorts create a positive image of LGBT young people, challenging stereotypes and providing inspiring role models.
An amazing theatre group run by Kim Reuter and Russ Elias. A huge set of nominations and some stunning evidence demonstrate why Shabang! is so popular amongst its supporters. Shabang is part of a triad of arts organisations who came together to realise the renovation of The Watershed in Slaithwaite. Providing a fully accessible platform for performing arts, Shabang provide performance space, workshops and training for disabled people across the age range.
Working with Men exists so all boys and men can be productive and active members of society, and that organisations work in ways that include and support boys and men, particularly those who are socially or economically disadvantaged or excluded. The specialist charity has expertise in the difficulties boys and men from disadvantaged and marginalised backgrounds may face. They deliver a range of services including father development services, crisis support, conflict and transition services, employment and training initiatives.
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www.nationaldiversityawards.co.uk
London Friend Community Organisation Award for LGBT Established in 1972, London Friend is the UK’s oldest LGBT charity dedicated to the health and mental well-being of the LGBT community in and around London and the South East. These unsung heroes and heroines offer support around issues such as same-sex relationships, sexual and gender identity and promoting personal growth. All the services are delivered by a handful of paid staff on a tiny budget and a colossal of 101 trained LGBTQ un-paid volunteers.
African Caribbean Leukaemia Trust
Give ‘em Hope Campaign
Community Organisation Award for Race, Relgion & Faith
Community Organisation Award for Multi-Strand
ACLT was co-founded by Beverley De-Gale OBE and Orin Lewis OBE in 1996, after they received the devastating news their 6 year old son Daniel De-Gale, had been diagnosed with leukaemia. Daniel’s donor for a bone Marrow transplant could only be found from the black or mixed race population of which 550 were registered. He touched the hearts of the nation as he overcame the incredible odds of 1 in 250,000 to become the first black individual in the UK to receive a bone marrow transplant. 63
The Give 'em Hope Campaign is an inclusive and inspirational celebration of diversity; an online initiative to encourage and uplift those who feel marginalised, isolated or limited by labels. They exist to bring hope to those who need it most and do so by sharing their stories. The campaign has grown significantly, with the support of numerous international cheerleaders and proactive participants.
2014 AWARDS WINNERS
Sussex Partnership NHS Foundation Trust
Stephen Sutton MBE
Diverse Company Award
Special Recognition Award
Sussex Partnership NHS Foundation Trust was established in 2008 and is represented by 5,000 passionate and dedicated clinicians and support staff, working hand in hand with partners in the community to care for and support vulnerable people. Together, they provide mental health, learning disability, substance misuse and prison healthcare throughout Sussex, along with a range of specialist services across the South East of England and beyond.
Stephen Sutton MBE was a British blogger and charity activist known for his blog 'Stephen's Story', and his fundraising efforts for the Teenage Cancer Trust charity. Stephen was diagnosed with stage 3B colorectal cancer at the age of 15. In December 2012, two years after the initial diagnosis, the cancer was deemed incurable after spreading to the lungs and liver. After his diagnosis, Sutton began participating in charity events with the Teenage Cancer Trust, and later started his own website and blog. 64
At the same time, he began fundraising with the Teenage Cancer Trust, with an initial goal of £10,000. Following unexpected support, the goal was raised to £100,000 and £500,000 the same year, before being raised to £1m. As of August 12th 2014, Stephen had raised over £4.3 million. Stephen is an inspiration in the truest sense of the word, dedicating the final stages of his life to spreading happiness. Stephen's Story has become an inspiring, uplifting tale for millions of people.
Stephens brother Chris accepting the Special Recognition Award
www.nationaldiversityawards.co.uk
Dilys Price OBE Lifetime Achiever Award Dilys Price OBE; B.Ed (Hons); M.Ed, Hon Fellow Cardiff Metropolitan University (CMU). It is difficult to fit so many achievements into one paragraph but during Dilys' 82 years, her commitment, passion and true dedication has improved the lives of many. Dilys has been a very influential force in integrating inclusion into society and the respect for children and adults with special needs since the 1970s
Director of Touch Trust, Dilys set up the charity for children and adults with the most profound disabilities. Dilys pioneered the first British Adapted Physical Education Course and trained teachers in the UK/USA, is a founding member of the Wales Sports Association for Special Needs and a consultant for Movement Activities for a variety of special needs groups.
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Dilys developed the British Gymnastic Awards Levels and secured the Trampolining Award for special needs. A well known sky diver, Dilys regularly raises money to expand The Touch Trust's work. In 2002, Dilys was awarded an OBE for Services to the Disabled.
The National Diversity Awards 2014 Shortlisted Nominees Positive Role Model Awards Age Tunde Okewale | Ben Ashcroft | Heidi-Victoria Ireland | Melrose G Diack MBE Disability Adam Pearson | Olley Edwards | Chelsey Jay Reynolds | Susanne Rees Gender Charmaine Hayden | Vanessa Vallely | Nimco Ali | Simone Bresi-Ando LGBT Jack Monroe | Martha Bishop | Sonny Van Eden | Sue Beatson Race, Religion & Faith Tanweer Ikram | Kay Oldroyd | Jasvir Singh | Jide Macaulay
Community Organisation Awards Age North Devon All Starz | Inspire TCI | Ahmadiyya Muslim Youth Association | BIGKID Foundation Disability Cafe JJ | 4UP | Fightback | I Am Me Scotland Gender RISE | Let Toys Be Toys | Open Clasp Theatre Company | Rape Crisis England & Wales LGBT Broken Rainbow | Proud2Be | Intercom Trust | The Rainbow Project Race, Religion & Faith Muslim Jewish Forum | Roma Community Care | Naz Legacy Foundation | Unity 101 Community Radio Multi-Strand Father’s Against Violence | Writing on the Wall | Diverse City | Diversity House 66
Entrepreneur of Excellence Award Alis Rowe | Jenny Garrett | Naomi Bennett-Hall | Ketan Makwana
Diverse Company Award Centro | Gateway Housing | Great Places Housing | Goldsmiths University Oxfam | PwC | St Giles Trust
Lifetime Achiever Award Tanya Raabe-Webber | Stephen Sutton | Sue Sanders | Pauline Long
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The National Diversity Awards are thought provoking, humbling, inspiring, and not least entertaining. These are the reasons Microsoft are delighted to continue to be involved and have committed to sponsoring the National Diversity Awards 2014. It’s a delight to be able to support this fantastic celebration of local heroes
The National Diversity Awards 2014 Hosts: Brian Dowling and Cerrie Burnell
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We recognise that inspiring role models, sharing their experiences are crucial in raising the aspirations of all, so we are very excited to be Jacky Wright of Microsoft delivers her opening speech
sponsoring this year’s Positive Role Model Award for
The National Diversity Awards 2012 ‘Lifetime Achiever Award’ winner and patron Peter Tatchell gives his opening speech
Gender
Founder of the National Diversity Awards Paul Sesay
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Mohammed Zafran wins the Positive Role Model for Age, which was presented by Claire Harvey and Editor of the Guardian's Women in Leadership section, Harriet Minter
Sarah Chapman wins the Positive Role Model Award for Disability, presented on behalf of Transport for London – Vernon Everitt with Alex Brooker and Adam Hills from ‘The Last Leg’
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Karen Ingala Smith (right) wins the Positive Role Model Award for Gender
Sonia Meggie wins the Positive Role Model Award for Race, Religion & Faith
Aderonke Apata wins the Positive Role Model Award for LGBT
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London Friend win the Community Organisation Award for LGBT
African Caribbean Leukaemia Trust win the Community Organisation Award for Race, Religion & Faith
It is always a great privilege and a humbling experience to be amongst ordinary people who are achieving extraordinary results through their dedication and passion for social justice, equality and inclusion. 72
The Give ‘em Hope Campaign win the Community Organisation Award for Multi-Strand
Stephen Sutton wins the National Diversity Awards ‘Special Recognition Award,’ which is received by his brother Chris Sutton
Jacky Wright of Microsoft alongside Ade Adepitan present the National Diversity Awards 2014 Lifetime Achiever Award 73
Dilys Price OBE wins the National Diversity Awards 2014 Lifetime Achiever Award
Finishing off the amazing evening was a very special performance by Lemar
The decision to once again sponsor the National Diversity Awards, and to present the Positive Role Model for Race, Faith and Religion award, was an easy one in my mind. Like many places of work, we’re lucky at the ombudsman to be in an environment where we’re proud to say the diversity of our staff reflects the diversity of the consumers we help. But hearing the inspirational stories from the nominees and guests makes you realise the importance of never taking this for granted.
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Testimonials Brian Dowling Co-Host of the 2014 National Diversity Awards Headline 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.
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.
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.
What an incredible evening! Once again The National Diversity Awards amazed me; Bringing together people from all walks of life and standing out as the equality event of the year! The nominees and winners stories were inspiring, and I know many people and organisations will benefit greatly from being recognised in such a way.
Cerrie Burnell Co-Host of the 2014 National Diversity 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.
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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.
Testimonials
Media Sponsor National Diversity Awards We were so proud to be a sponsor of the National Diversity Awards this year and the event itself was truly inspiring.
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.
Rioch Edwards-Brown
Aderonke Apata
Winner of the 2014 Entrepreneur of Excellence Award
Winner of the 2014 Positive Role Model Award for LGBT
The National Diversity Awards recognises the importance of the work people like me do in the community and those of other fantastic groups and organisations. Simply put I love the community and I love young people. Investing in both is a privilege and a rewarding experience.
There is no doubt the award ceremony was emotional and electrifying! The shortlisted nominees were brilliant and do great things in their different areas.
Thanks for giving me a place to celebrate my passion! Your belief in me makes all the difference because you go the extra mile to make sure everybody feels part of what’s going on. That’s diversity at its best!
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I am proud and found it so humbling to be part of the award night not only that, it is an honour for me personally to be recognised and thought worthy of winning the Positive Role Model Award for LGBT due to standing up for myself and campaigning for the rights of other LGBT asylum seekers’ struggle in the UK. I didn’t expect I would win it. This is spurring me not to relent in my activism campaign for LGBT human rights and injustices of whatever form in all ramifications.
Headline Sponsor
The National Diversity Awards 2015 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 To make a nomination please go to
nominate.nationaldiversityawards.co.uk 77
CHAMPIONING DIVERSITY P R O M OT I N G I N C LU S I O N In association with
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About the Awards
Award Categories
The Excellence in Diversity Awards, in association with the National Diversity Awards proudly present an exclusive awards ceremony that honours the remarkable work of inclusive employers and unsung diversity heroes across the UK.
Unsung Diversity Hero
The Excellence in Diversity Awards is the only awards ceremony that rewards organisations for harnessing a truly diverse workforce, thus recognising the signiďŹ cant eorts of organisations nationwide that excel in their commitment to equality and inclusion across all strands of diversity.
Best Diversity Resource
Diverse Company Lifetime Achiever Outstanding Diversity Network
Employee of the year Diversity Marketing Campaign of the year Head of Diversity & Inclusion
For fur t her info rmatio n please visit
www.excellenceindiversity.co.uk 79
The Diversity Group School Workshop offers students the opportunity to make choices about their future career without fear of discrimination. This unique workshop will give pupils the confidence and boost to believe that they can achieve their desired career whilst focussing on aiming higher within their respective career opportunities.
The Diversity Group Workshop is focussed on Equality & Diversity within the workplace and is predominantly aimed at 14-18 year olds who reside from inner city areas, or those that may have come from a disadvantaged background. This particular age group is important because students will be starting to think about what options they have after taking their GCSE’s and considering what path they wish to take in order to reach their chosen career. 80
The reason why The Diversity Group School Workshop is so unique is because we provide students with the ability to talk to major employers whilst breaking down stereotypical career paths. We also highlight many different types of careers of which the students may not have considered. Our workshops are hugely rewarding and we feel are a memorable experience for pupils, providing an inspiring day that is both educational and fun.
What is Included in the Workshop? The Diversity Group School Workshop is a program, which includes many confidence boosting initiatives. The Workshop includes Careers Advice, Interview Role-Playing, and Questions & Answers with employees from different types of organisations with many blue chip companies on hand to talk to the students about careers with them. Companies include Microsoft Limited, Hewlett-Packard (HP), Civil Nuclear Constabulary and many more. Most importantly this workshop will give pupils the push that they may need into believing that they can achieve and aim high in a successful career.
Workshop Features Teaching students about Equality and Diversity and the acceptance of others. Career Choices – Breaking down stereotypical career paths Confidence Building – Building pupils confidence and empowering them into believing that anything is achievable should you believe in yourself. Interview Role-Playing Techniques – Helping pupils gain a valuable insight into the skills they will need when confronted with an interview. (Helping them realise that interviews aren’t a daunting experience) Question & Answer sitting with corporation facilitator – Giving pupils the opportunity to sit and liaise with the organisation representative available on the day, and giving them the chance to ask any questions that they may have. The Diversity Group Directory which highlights many different types of career options. 81
What You Will Recieve If you choose to take part in The Diversity Group School Workshop Programme, you will receive a box of The Diversity Group Directories. This includes information on Equal Rights, Current Legislation, and Helpful Links for people who genuinely need advise on specific problems, as well as positive role models and generic job opportunities regionally and nationally, from organisations that value diversity.
Contact For further information please email
info@thediversitygroup.co.uk or telephone
0845 077 9300
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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.
“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.
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. 84
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...
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 ÂŁ10,000 for full-time (say 40 hours per week) and you are working 20 hours, then you will earn ÂŁ5,000 in a year
Breaking down the job advert enables you to put your ďŹ nger 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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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 di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.
Here are a few ways to help you to identify your USPs.
So your USP is something along the lines of:
What are your skills?
"Seasoned project manager who excels at identifying and solving problems."
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.
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...
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. 88
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.
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. 89
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.
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.
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. 91
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.
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.
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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Pensions, Tax And Job Seekers Allowance
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.
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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Your Guide to Fostering & Adoption
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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 o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
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There are di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 diďŹƒculties 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
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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 o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
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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.
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
A child's eligibility for adoption
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.
Before the court can make an adoption order, the court has to be satisfied of all of the following:
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.
the child is not – or has never been – married or in a civil partnership
the child was under the age of 18 when the adoption application was made
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. 99
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
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 di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 child’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
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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 101
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.
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
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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
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 UK’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 103
Foster Talk www.fostertalk.org Providing professional support, advice and preferential pricing arrangements to foster carers nationwide.
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
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
New Family Social www.newfamilysocial.co.uk A group for lesbian and gay adopters, and those taking their first steps towards adoption.
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
www.diversitygroup.co.uk/jobs
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 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.
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.
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 information about discrimination and related claims arising before and after 1 October.
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?’
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 .
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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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 speciďŹ c list that sets out what religion or belief discrimination is. The law deďŹ nes 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 beneďŹ ts such as pensions.
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.
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.
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
IF YOU BELIEVE YOU CAN ACHIEVE
Online Sources
Part of the
Celebrating Unity in Society
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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.
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Third Age Trust
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
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
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
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
Women's National Commission 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.
www.thewnc.org.uk
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.
www.wrc.org.uk 124
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.
www.ben-network.org.uk 125
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
126
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
Religion & Faith 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
127
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
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 128
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
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
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
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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
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
Scottish Transgender Alliance This website offers guidance to service providers and employers on transgender equality issues and good practice in Scotland.
www.scottishtrans.org
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 130
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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INSPIRING STUDENTS TO AIM HIGHER The widely anticipated National Careers 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. The welcoming and beneficial event provides a unique environment for employers, careers advisers, and training providers to communicate directly with enthusiastic young minds and future employees. Pupils and graduates will be given the chance to establish working relationships and gain career advice from top employers. Students will learn about different job roles, company ethos and development of their own career ambitions. For further information please visit
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