Британськ а Рада в Україні Політика Рівн их можливост...

The development planning conversation

www.britishcouncil.org/ukraine

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Equal Opportunity and Diversity Policy in the British Council
Equal Opportunity & Diversity PolicyEqual opportunity is focused on legislating against unjustified discrimination and the fair treatment of specific groups. Its about treating people fairly, identifying and removing barriers that get in the way of this and redressing existing imbalances, so that groups which continue to be disadvantaged gain access to opportunities for full participation in the workplace and in wider society.Diversity is focused on making effective use of the differences and similarities between people. Its about creating working environments that value a range of differences, believing that understanding and managing these can lead to organisational and societal benefit.
When we talk about equal opportunity and diversity in the British Council, we focus on 7 main areas:GenderDisabilityAgeEthnicity / raceReligion/ BeliefSexual orientationWork-life balance

Equal opportunity and diversity policy :GenderWe can do each others jobsDisabilityTheres no dis in abilityAgeWe can learn from the direct experience and example of our elders

When we talk about equal opportunity and diversity in the British Council, we focus on 7 main areas:Ethnicity / raceWe are united in diversityReligion / beliefAll religions and beliefs are equally importantSexual orientation Love is love

Work-life balance Work isnt everything there is in life
The Diversity assessment framework draws on all of our other tools and is our most comprehensive picture of progress. It helps us measure the extent equality and diversity is embedded (or mainstreamed) into all aspects of our work. The DAF is a constant journey. It also serves as a checklist of best practices. Every two years we report to the Diversity Unit in UK on the progress and achievements. The DAF is made up of 2 mandatory levels, the first of which is called Essential and the second is called Good Practice. In total there are 10 indicators across these 2 levels. Submission for these levels is required from all countries every two years. In addition, there is an optional additional level which is called Best Practice. It is anticipated that this level will be attempted when there is a capacity and resources to invest in EO&D as a priority. The DAF is a journey. It also serves as a checklist of best practices.
Level 1 - Essential: Recruitment and deployment EO&D has been routinely built into internal and external recruitment and selection, including deployment. Induction EO&D has been built into induction processes for new members of staff both permanent and temporary Job requirements Job descriptions/role profiles, performance agreements and learning plans contain EO&D elements within duties/standards, deliverables and learning objectives Working environment The working environment communicates a receptiveness to equality, diversity and inclusion Leadership The Country Director/Manager demonstrates leadership in the area of EO&D.
Level 2 Good Practice: Working culture The working culture enables the promotion of equality, diversity and inclusion Stakeholders Activity is taking place to engage with external stakeholders around the EO&D agenda Contracted services EO&D is built into contracts for the supply of goods and/or services. Equality monitoring Equality monitoring of staff and/or customers takes place and a report analysing this in the context of local issues has been produced and acted upon. Planning and Delivery There are mechanisms in place to demonstrate that EO&D has been carefully considered in the planning and delivery of the British Councils cultural relations work
Equality Monitoring

Statistics of annual equality monitoring 2010-11

Equality monitoring of UK-contracted British Council staff shows a fairly even gender balance, with slightly more women than men. In 2010/11, the percentages were 51% female and 49% male. However, that the profile changes significantly at higher paybands, with just 27.8% women at payband 10 (top management).

Equality monitoring of Ukraine British Council staff: 60% female and 40% male. Senior Management team: 83% female and 17% male.
Factors affecting Women career progression in the British Council ORGANISATIONAL CULTURE History and hierarchies: the past is always with us .. or at least for a very long time.Working hours culture and work/life balanceWorking and management stylesPROFESSIONAL DEVELOPMENT The recruitment processPositive role modelsRole of line managersCareer development encouragement, advice, coaching and mentoring
TACOS for local staffEqual pay to staff on all gradesEqual access to learning and developmentEqual opportunity policy is applied in recruitment and selection process (Diverse short-listing and interviewing panel (gender, age, nationality, posts) is a must)Bullying, harassment and discrimination policy
TACOS for local staff37,5 working hours per weekMaternity leave and paternity leavePaternity leave (10 days)Special or study leaveFlexible working hours/ Part time job/ decreased number of working days per weekInvolvement of colleagues' children to certain staff events (Children day in the office)Sanatorium vouchersMedical insurance for staff and their family membersInterest-free loans for staff

British Council UkraineOur target: DAF Level 2 rating for the country by Feb 2012 and aspire to reach level 3 by 2013.

Британськ а Рада в Україні Політика Рівн их можливост...

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