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I used to embrace diversity. Now I depend on it. We’ve always been ready for change. As an innovator in business, we’ve long appreciated and respected how differences in people lead to brighter ideas and better ways of working.
even more flexible. They include ones you might find anywhere, such as LGBT+ and BAME, but we’ve recently added NeuroDiversity – people who think a bit differently.
These days, we actively make that diversity work for us. It takes people with different skills and backgrounds to make decisions and understand our customers 24 hours a day, 365 days a year. So it’s our priority to have a happy workforce, and one that’s always developing and evolving.
That all sounds pretty progressive. We like to think we are. We’re a business proudly built on an ability to treat people better than anyone else. We protect the things that matter to our customers. And we value the things that are important to the individuals who work for us.
Always
You might expect us to be made up of all sorts of individuals. And you would be right. People of different ages, genders, religious beliefs, cultures, sexualities and ethnicities work here already, and will join us in future. Though we go further than simply welcoming them.
From enabling the right work/life balance to providing amazing opportunities for growth, we create an environment where people are motivated and passionate about what they do. It inspires them to take things on and get them done. And in return, we equip them with all the knowledge, progression and confidence they need to build a fantastic career.
Our diversity and inclusion team, DNA, consists of groups that are helping us become
Find out more about futures at Direct Line Group at directlinegroupcareers.com
inspired by difference
How do cardboard boxes predict a recession? Problem solving has always been our first order of business. Bringing clarity to a complex world is our purpose. What’s yours? bloomberg.com/careers
Dig deep on purpose. © Bloomberg L.P. 2017
We’re putting energy into diversity Diversity inspires us with fresh perspectives, helping us better represent the communities we serve. That’s why we put our energy into creating a culture where everyone can reach their full potential and deliver the fairest recruitment recruitme process for all. So we can be at our best for our customers and each other. And that’s worth celebrating. eon-uk-careers.com 6
Where can you build for a better society?
What makes you different makes us better.
Naturally Skanska We’re a leading construction company and developer, building an inclusive and responsible business, while making a positive impact on the communities we operate in. Join us in any of our engineering, estimating, quantity surveying, planning, project / construction management and design roles and you’ll have the freedom to develop your skills and make your mark on society. Our competitive benefits package will help to enhance your life outside work too.
Advance network Promoting innovation through equality, diversity and inclusion.
Make your next career move with us: Skanska.co.uk/careers
Join BLP and be involved. Be yourself. And be surrounded by others who think that’s how things should be.
blplaw.com/careers
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Exceptional People 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. We have opportunities across our residential, commercial and central services teams; from office heads to marketeers. 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 8
Diverse people. Different ideas. Common goals. Extraordinary results.
Here at PBA we invite opinions and welcome ideas from wherever they appear. We relish challenges from others. We are an award-winning, development and infrastructure consultancy and have been an accredited ‘best company’ three years running.
Find out more about joining our team at peterbrett.com/careers
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Hopwood Hall College
Proud sponsor of National Diversity Awards 2017
Proud to be a Top 50 UK inclusive employer and consistently one of the top performing FE colleges in Greater Manchester.
OPEN TO BUSINESS TAKE A CLOSER LOOK Are you an employer looking to upskill or reskill staff? We have worked with more than 2,400 employers and over 80% of FTSE 100 companies have sponsored staff on OU courses. Learn about how we have helped public, private and third-sector organisations to excel and how we could do the same for yours.
Apprenticeships | BTECs | Higher Education | Careers
www.hopwood.ac.uk
For more information visit open.ac.uk/business
The WKCIC Group - central London’s colleges
As of 1 August 2016, City and Islington and Westminster Kingsway Colleges merged to create the first College Group in London. This exciting development provides a greater range of employment opportunities.
Royal Holloway, University of London was first established as a College for women. It is proud to continue providing first class education without regard to sexual orientation, transgender, gender, ethnicity, age, marital or parental status, disability, religion or beliefs. It commits itself to equality of opportunity for all in employment, admissions and its teaching and research activities, ensuring applicants for employment are treated fairly and individuals are judged solely on reference to their abilities, qualifications, aptitude and potential. We are one of only nine institutions in the UK to hold the ECU Race Equality Charter, and are actively working to improve the representation of minority ethnic staff at the College. If you would like more information or details of current job vacancies, please visit: www.royalholloway.ac.uk
We aim to attract and appoint employees who can help create an inclusive environment where all our students and staff feel welcomed, and who contribute to creating a positive and inspiring environment in which to work and learn.
Our reputation attracts students from all over London and beyond and we seek to recruit and develop a workforce that reflects, understands, and fully embraces the diverse nature of our students.
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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 Group has a student population of approximately 22,000 and a turnover of ÂŁ65 million
Age
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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 14
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. 15
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 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:
where to study the support you may need while studying
accommodation adapted for the needs of disabled students
support with day-to-day living
professional care staff
money and funding
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.
SUPPORT WHILE YOU'RE STUDYING
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.
encouraging flexible teaching methods
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
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 Coordinator soon after you arrive at university or college so you can find out about the support available.
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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 National Vocational Qualifications (NVQs)
There are 4 main frameworks that group all qualifications into the same levels from entry to level 8.
Higher National Certificates (HNC)
The frameworks in England, Wales and Northern Ireland are:
NQF and QCF Qualifications
National Qualifications Framework (NQF)
Courses in these frameworks range from entry level up to level 8.
Qualifications and Credit Framework (QCF) in England and Northern Ireland Credit and Qualifications Framework for Wales (CQFW) in Wales
Cambridge Nationals
Higher National Diplomas (HND)
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 Diploma of Higher Education
Framework for Higher Education Qualifications (FHEQ)
bachelor’s degrees
All qualifications in these frameworks are accredited (officially recognised).
master’s degrees doctoral degree 18
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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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UNITED CULTURES OF PERSIMMON.
No racism. No prejudice. Just all kinds of people, coming together on our sites to do a brilliant job. Together we’re building a better Britain. Join us.
www.persimmonhomes.com/jobs
We’re proud to be included! At Trivallis we’re beaming about being listed in the Inclusive Top 50 UK Employers List for 2016. With Respect being one of our four values we want to thank everyone at Trivallis for embracing equality. If you’d like to find out more about working with us or for us contact us today.
03000 030 888 www.trivallis.co.uk
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HOUSING Advice And Support Most Housing Associations provide a range of housing suited to single people, couples and families. Some also provide housing for people who need certain support.
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. 22
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. 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. 23
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.
Help and advice RELIGION OR BELIEF HOMELESS SHELTERS from the Equality and Human Rights If you have nowhere to stay or it is Regardless of your religion or belief Commission (or lack thereof), you have the same housing rights as everybody else. You also have the right to enjoy your home and property without harassment. Faith/Religious Discrimination – Know Your Rights Housing ReligionThe Equality Act makes it unlawful to discriminate on grounds of religion or belief in relation to housing and business property (the ‘disposal’ of premises). This includes not only sales, but also tenancy agreements, and extends to the way in which tenanted properties are managed, and to other facilities provided in relation to the tenancy.
unsafe for you to return home there are housing associations across the UK that can help you find sheltered accommodation.
Emergency Housing 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. For further information please visit
www.gov.uk/emergency -housing-if-homeless
The Equality and Human Rights Commission is a good source of advice if you feel you may have been discriminated against. 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. 08457 622 633 08457 622 644 08457 778 878 Lines are open Monday, Tuesday, Thursday and Friday 9am-5pm; Wednesday 8am-8pm.
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Charity Commission Guidance
PROMOTION OF EQUALITY & 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 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.
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.
They noted that their view is supported by evidence that:
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. 27
The promotion of diversity and equality could result in tangible benefits in reducing crime and conflict and, in the field of work, a more effective workforce. In addition, understanding the diversity of society leads to a more appropriate delivery of services both in the public and private sphere. There is a common understanding of enlightened opinion that promoting diversity and equality is for the benefit of the public in light of the following: The promotion of diversity and equality by the Cabinet Office; The recognition by employers of the benefits of diversity and equality in the workplace The Human Rights Act 1998 which incorporates Article 14 into domestic law European Directive 2000/78/EC of 27th November 2000 which prohibits discrimination on the grounds of religion or belief, disability, age or sexual orientation in employment, occupation and vocational training;
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
Everyone deserves to feel respected and understood for who they are.
We are working hard to ensure mental health services are truly inclusive and accessible for everyone who needs them.
Please help us make equality a reality!
Get involved, support us! www.mind.org.uk/equality equality@mind.org.uk call 0300 123 3393 or text 86463 29
Resources Career Opportunities Courses Training Advice & Support
www.diversitygroup.co.uk
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WE’RE IN A CLASS OF OUR OWN. Find out why. Apprenticeships, Summer Schools, Student Bursaries, Graduate Schemes and Careers
Make a complex world yours
TERRORISM DESTROYS OUR WAY OF LIFE.
Help us destroy terrorism. As Britain’s signals intelligence agency, we gather and analyse data to understand and tackle threats to our country. It’s varied and challenging work, as terrorists, hackers and cyber criminals increasingly target our infrastructure, businesses and our way of life. Various Opportunites
Make a complex world yours
To combat them takes a diverse range of people who work collaboratively by combining their abilities, knowledge and insights, to stay one step ahead. Whatever your skills and background, you have the potential to help protect the country. Find out how at www.gchq-careers.co.uk
Public Sector Careers Working in the public sector means working for the government. A wide range of careers are available in the public sector, such as nursing, teaching, the armed forces and the emergency services.
CIVIL SERVICE
LOCAL COUNCIL JOBS
HEALTH & CARE JOBS
The civil service supports the government by helping it develop and carry out policy, and run public services.
Local councils are responsible for running day-to-day services in your local area. Environmental protection, recycling and rubbish collection, traffic and parking control, community centres and sports facilities - all of these things are the council's responsibility, plus many more.
The NHS is the largest employer in Europe, employing more than one million people. As well as doctors, nurses and medical staff, the NHS also employs large numbers of people in support roles such as:
Civil servants are employed across central and local government. Examples of government departments that civil servants work in include the:
administration cleaning maintenance
Foreign and Commonwealth Office
catering
Ministry of Defence
security
Department for Work and Pensions 34
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.
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
From nursery to university, there are vacancies all across the country for teachers.
As well as front-line jobs, all three services have a number of roles supporting day-to-day activities.
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WELCOME TO OUR HOUSE For one of the oldest organisations in the UK, the variety of modern career opportunities at the House of Lords may surprise you. The range of jobs in our remarkable setting allows people to contribute from day one and develop over the long term. So if you’d like to play your part in the life and work of our House, we’d love you to join us.
For more information please visit: www.parliament.uk/jobs or @ukhouseoflords
Tyne and Wear Fire and Rescue are an organisation that place great emphasis on employability and diversity. We ensure inclusion runs right through the heart of the Service – ensuring a more diverse and inclusive workplace environment.
Caen Hill Locks, Devizes
The only barriers you’ll be presented with are these
Chris Lowther Chief Fire Officer
Avon and Wiltshire Mental Health Partnership NHS Trust is proud to be an Inclusive Employer. Please visit: www.awp.nhs.uk/about-us/working-for-us for details of current opportunities.
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Join us
West Yorkshire Police
Committed to effectively policing the diverse population of West Yorkshire.
Visit the website and
Recruiting the talent from all apply to bebest a Police Officer communities. www.westyorkshire.police.uk/joinus www.westyorkshire.police.uk
Can you see yourself... ...as a police officer?
Join us! Applications open now Visit jobs.west-midlands.police.uk Preventing crime, protecting the public and helping those in need
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The deďŹ nitive Excellence in Diversity Audit is an essential part to an organisations equality strategy. We understand that each organisation diers to the next, and no matter how well you are doing; there is always room for improvement. This audit is not about looking at your gaps and areas for developments in a negative way, but as a tool for improvements and making sure you are using your resources in the right areas. For further information about the Excellence in Diversity Audit please contact
0845 077 9300 Or visit
www.excellenceindiversity.co.uk/audit
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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. 41
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 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.
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.
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.
What is the one reason that an employer should hire you above all other candidates?
You need to think about your unique selling points (USPs).
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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.
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 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." 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. 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.
Spelling And Grammar 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. 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. 45
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.
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. 46
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
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 they have on their job description.
Employment History
Hobbies and Interests
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.
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 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.
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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.
Keep Your CV Up-toDate When you put together a CV it's often difficult 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. Whether you’re 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.
w w w.diversitygroup.co.uk 51
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
Your Guide to...
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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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TYPES OF FOSTERING 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 Short-Term
Remand
When carers look after children for a few weeks or months, while plans are made for the child's future
When young people are remanded by a court to the care of a specially trained foster carer
Short Breaks
Long-term
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
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
Emergency When children need somewhere safe to stay for a few nights 55
'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
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. 57
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.
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
You and all adult members of your household will be required to have a police check.
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Initial Application For Adoption
Preparation, Assessment And Training
The first thing you must do is contact your local adoption agency.
When the adoption agency accepts your written application, it will:
They will:
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
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.
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 59
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
Foster Talk www.fostertalk.org
Provides advice and information to the general public
A self help organisation for adoptive parents and prospective adopters
Providing professional support, advice and preferential pricing arrangements to foster carers nationwide.
Adoption Interlink UK www.billsimpson.com
Fostering Network www.fostering.net
An information and contact site for all members of the adoption circle
The Fostering Network is the UK’s leading charity for everyone with a personal or professional involvement in fostering
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New Family Social www.newfamilysocial.co.uk A group for lesbian and gay adopters, and those taking their ďŹ rst steps towards adoption.
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.
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 6 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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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 (e.g. 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 leaets 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
Age
Gender
Source: www.gov.uk
Diversity
Disability
Religion & Faith
LGBT
Inclusion
Race
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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
THE DIFFERENT KINDS OF RACIAL DISCRIMINATION AT WORK
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 protects all racial groups, regardless of their race, colour, nationality, ethnic or national origins.
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The laws against racial discrimination at work cover every part of employment. This includes recruitment, terms and conditions, pay and beneďŹ ts, 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 ďŹ lm 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 (e.g. 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 (e.g. 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 (e.g. making racist jokes at work) Victimisation - treating someone badly because they have complained or supported someone bringing a complaint about discrimination (e.g. 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 oďŹƒcial) - if you have one - may also be able to help. 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. 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. 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 dierently because of race, colour, nationality, ethnicity or national origins.
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. Source: www.gov.uk
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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.
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:
the same or similar work (like work) work rated as equivalent in a job evaluation study by the employer work of equal value
recruitment employment terms and conditions pay and benefits training promotion and transfer opportunities redundancy dismissal
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. 73
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
Age
Gender
Diversity
Disability
Religion & Faith
LGBT
Inclusion
Race
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IF YOU BE L I E VE YO U C AN AC H I E VE
Age
Gender
Disability
Diversity
Religion & Faith
LGBT
Race
Inclusion
w w w. d i ve r s i t yg ro u p. co. u k The UK's leading diversity careers platform - Engaging job seekers and recruiters nationwide
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Action on Elder Abuse Action on Elder Abuse (AEA) works to protect, and prevent the abuse of, vulnerable older adults.
www.elderabuse.org.uk
Age UK Age UK is the new force combining Age Concern and Help the Aged.
www.ageuk.org.uk
Beth Johnson Foundation 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
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
Employers Forum on Age Employers Forum on Age (EFA) is the UK's leading authority on age.
www.efa.org.uk
www.taen.org.uk
Third Age Trust
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.fote.org.uk
www.u3a.org.uk
Friends of the Elderly
National Benevolent Fund for the Aged The National Benevolent Fund for the Aged was founded to improve the quality of life for older people in the UK who live on a low income.
www.nbfa.org.uk 76
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
www.addiss.co.uk 77
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
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 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
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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 81
National Black Police Association The NBPA is open to all in policing on application and there is no bar to membership based on colour.
www.nbpa.co.uk
Operation Black Vote Since we began our ďŹ rst shadowing scheme back in 1999 over 500 individuals from all backgrounds and from all parts of the UK have taken part in projects that at their core empower individuals to understand and become civic decision makers.
www.obv.org.uk
Peterborough Racial Equality Service
Race Equality Foundation This website aims to show the kinds of work that Race Equality Foundation does and to provide some insight in to why and how we do it. Please see the Projects section for details of our current and previous work.
www.raceequalityfoundation .org.uk
Refugee Council The Refugee Council is the largest organisation in the UK working with asylum seekers and refugees. We not only give direct help and support, but also work with asylum seekers and refugees to ensure their needs and concerns are addressed.
www.refugeecouncil.org.uk
Peterborough Racial Equality Council (PREC) is a voluntary organisation and a registered charity, ďŹ rst established in 1974.
www.pbororec.org.uk
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Regional Equality and Diversity Partnership The Regional Equality and Diversity Partnership came into being in recognition that East Midlands is the only region in England without an active partnership working on issues of equality and diversity.
www.redp.org.uk
Runnymede Trust Runnymede is the UK's leading race equality thinktank. We are a research-led, non-party political charity working to end racism.
www.runnymedetrust.org
Bahá’í Community of the United Kingdom
Churches Together in England
The elected governing body of members of the Bahá’í faith in the UK.
In 1990 four ecumenical 'instruments' were created in Britain and Ireland to enable churches to relate to each other in shared witness to Jesus Christ, shared exploration of faith and belief and for mutual support and encouragement.
www.bahai.org.uk
Board of Deputies of British Jews The Board of Deputies was founded in 1760. Its 300 representatives, drawn from a broad cross-section of the Jewish community throughout Britain today, are together the chief voice of British Jewry.
www.bod.org.uk
Churches Together in Britain and Ireland Churches Together places the emphasis upon the Churches in pilgrimage together towards full visible unity rather than ecumenical institutions acting and speaking on behalf of the churches.
www.cte.org.uk
Jain Centre Jain Centre's mission is to be recognized nationally and internationally as an organization for establishing a network to share Jain heritage and religion.
www.jaincentreleicester.com
Muslim Council of Britain The Muslim Council of Britain is a national representative Muslim umbrella body with over 500 affiliated national, regional and local organisations, mosques, charities and schools.
www.mcb.org.uk
Network of Buddhist Organisations (UK) Founded in 1993 to promote fellowship and dialogue between Buddhist organizations, to facilitate co-operation in matters of common interest and to work in harmony with Buddhist and likeminded organizations around the world.
www.nbo.org.uk
Krishnamurti Foundation Trust Educational charitable trust seeking to preserve and make available Krishnamurti's teachings.
www.kfoundation.org
www.ctbi.org.uk
Unitarian community Our Unitarian community consists of about 200 congregations that meet in Chapels, Churches and Meeting Houses right across Britain.
www.unitarian.org.uk
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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
Gay Monitor Seeking Justice for the Gay Community. www.gaymonitor.co.uk
Gay Police Association We work towards equal opportunities for gay police service employees.
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. www.bgiok.org.uk
London's only lesbian, gay and bisexual anti-violence and police monitoring charity. www.galop.org.uk
Healthy Gay Nottingham website
Bradford Equity Partnership
Gay and Lesbian Humanist Association
Working to promote the health and well-being of gay and bisexual men in Nottingham. www.healthygaynottingham.org.uk
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
We are a community group managed by lesbian, gay and bisexual people on behalf of Bradford's LGBT communities. www.equitypartnership .org.uk
www.gay.police.uk
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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
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. www.llgs.org.uk
Nottingham & Notts Lesbian & Gay Switchboard Provides information and support for lesbians, gay men, bisexuals and trans people. 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
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. www.lgbtyouth.org.uk 85
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
Queer Youth Network 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. www.queeryouth.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
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 86
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
2017 CELEBRATING UNITY IN SOCIETY Headline Sponsors
LIVERPOOL’S ANGLICAN CATHEDRAL FRIDAY, SEPTEMBER 8TH 2017
@ndawards
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INCLUSION TRIUMPHS ONCE AGAIN AT UK’S LARGEST DIVERSITY AWARDS Scissor Sister favourite Ana Matronic joined forces with TV presenter Brian Dowling to host The National Diversity Awards on 8th September. OLE MODELS and charities were honoured nationwide at Friday's ceremony at the breathtaking Liverpool Anglican Cathedral, rewarding Britain's most inspirational people for their fight against inequality. Community heroes from across the UK gathered in the bustling city of Liverpool to celebrate the outstanding achievements of those who have demonstrated exceptional commitment to diversity, equality and inclusion.
Leading up the ceremony, Ana Matronic said "I'm thrilled to be back in Liverpool, a city I love, handing out the National Diversity Awards & celebrating a cause I'm devoted to. Congratulations to all the nominees representing the change this world needs, and best of luck to all!’
Microsoft and Direct Line Group were named joint headline sponsors alongside a host of brands supporting positive role models, community organisations and entrepreneurs from the LGBT, ethnic minority, age, gender, religion and disability communities.
A record 22,000 nominations and votes were received this year, paying tribute to grass root communities nationwide.
Other sponsors included the British Army, Financial Ombudsman Service, MI5, Lush Spa Liverpool, GCHQ, The Open University, The Voice Newspaper & Able Magazine.
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The energy in the room was an intrinsically positive one, with each nominee being extremely supportive of each other. The evening was kicked off by founder of the NDA's Paul Sesay, discussing the importance of the National Diversity Awards and what inspired him to create the ceremony. As passionately as ever, Sesay said, "We have to be realistic about the amount of work that needs to be done for true inclusivity to take effect. The National Diversity Awards is a big step towards this happening and in helping to recognise selfless pioneers & heroes that are fighting to dispel the notion that inclusion and diversity doesn’t work. If there is ever a time for people to band together to fight for justice, it is now. Discrimination is discrimination, no matter what background you come from. If enough people come together to influence change then change can happen.” The Voice UK winner Mo Adeniran presented the first award of the night to 12 year old Joshua Beckford, a child prodigy who is recognised internationally in over 90 countries for his extraordinary educational achievements.
Body Builder James Sutliff was next to receive a gong in the positive role model category, using his impressive social media following to highlight the neurological dysfunction disorder Dystonia. H&M’s first hijab-wearing model Mariah Idrissi gifted groundbreaking children’s book author Robyn Smart the gender accolade, and Trans*formation co-founder Emma Cusdin was named LGBT role model of the year for creating the UK’s largest professional networking organisation. Bafta Award winning actor Adam Deacon awarded Career Nuggets creator Morenike Ajayi the positive role model award for race, faith and religion, whilst Coralie Rose scooped the Entrepreneur of Excellence Award for using real and underrepresented people in commercial campaigns through her innovative company Road Casting. Another highlight of the evening came when the Last Leg Star Adam Hills accepted the Celebrity of the Year Award, and Hollyoaks stars Ross Adams and Parry Glasspool presented the Diverse Company Award to the Royal Bank of Scotland.
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The Childhood Tumour Trust were commended for raising awareness of Neurofibromatosis 1 (NF1), and Reluctantly Brave was hailed by professional boxer Natasha Jonas for training young people to become strategists. Men Tell Health were applauded for being the only men-specific mental health organisation in the region of Teesside, and ELOP were praised for supporting thousands of LGBT people across East London. Caribbean Social Forum beat seven other competitors for the Race, Faith & Religion category, and Activ8 Fitness Camp emerged as the winner of the Community Organisation Award (Multi-strand) presented by former WBO champion Johnny Nelson. After decades of supporting thousands of people with learning disabilities through the art of dance, Avril Hitman BEM received the prestigious lifetime achiever award. A list of tremendous achievements were recognised by judges, including Avril’s determination to challenge perceptions surrounding disability and impacting on the wider world of dance, health and education.
2017 AWARDS WINNERS
Joshua Beckford
James Sutliff
Robyn Smart
Positive Role Model Award for Age
Positive Role Model Award for Disability
Positive Role Model Award for Gender
Joshua Beckford is recognised internationally in over 90 countries for his extraordinary educational achievements. A 12-year-old child Prodigy who is diagnosed with Autism, Joshua has already achieved more than most neuro-typical people in the world. At 2 years old, he quickly mastered reading fluently using phonics and was speaking Japanese by the age of 3. At the age of 6 he became the youngest person in the world to study Philosophy and History at Oxford University, gaining a distinction in both subjects.
7 years ago James’ life took a sudden, unexpected change. After a normal night out on the town with friends, James returned home and woke up the next day feeling slightly unwell. Putting this down to a hangover, James took a small nap only to wake up with severely distorted and slurred speech. Overtime the problem worsened and numerous tests could not point to a cause. Six years on there is still no treatment plan, however, in 2012 James was diagnosed with a neurological dysfunction disorder, known as Dystonia.
Robyn Smart is a groundbreaking children’s book author, mentor, and CEO for Unlimited You Empowerment Program. Robyn is currently taking the world by storm with her self-published children’s books that focus on diversity and the human experience. She is an inspiration for any woman experiencing obstacles in her path and struggling to surpass them. 5 years ago Robyn developed a mystery illness resulting in the loss of her speech and memory. She began having seizures and a plethora of other illnesses which still plague her to this day. Unable to pursue her career in law and bedridden most days, Robyn began to write.
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www.nationaldiversityawards.co.uk
Emma Cusdin
Morenike Ajayi
Coralie Rose
Positive Role Model Award for LGBT
Positive Role Model Award for Race, Religion & Faith
Entrepreneur of Excellence Award
Emma Cusdin has over 20 years experience in Human Resources having worked for global financial services organisations. She is currently a People Director with Aviva and is a Fellow of the Chartered Institute of Personnel & Development. Emma is an openly trans woman, having transitioned in 2009, and is passionate about raising awareness of trans issues. She has spoken at many events, is a trustee for Gires and sits on the trans advisory group for LGBT insurance company Emerald Life.
Currently Assistant Director of Finance and Procurement at a London Housing Association, Morenike continues to make transformational changes and contributions to the organisation. In addition to her day job, Morenike is passionate about developing and seeing others excel in their chosen career. Having mentored several candidates, Morenike recognised that many are being held back from higher aspirations, largely due to a negative mind-set and ineffective work ethics. Identifying the gap in the marketplace has compelled her to create “Career Nuggets”, a social enterprise aiming to bridge this gap.
Coralie Rose is a casting director & founder of Road Casting. Previously an actor, she first appeared on television in an occasional role in ITV1’s Night & Day in 2004 before taking supporting roles on several BBC, ITV and Channel 4 dramas. In the same year, she featured in the “Dove Beauties” Campaign; advert series for Dove moisturising cream shot by Rankin, but is most well known for her gritty portrayal of Denny in British Gangster film Rise of the Footsoldier and its more recent sequel.
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2017 AWARDS WINNERS
Reluctantly Brave
Childhood Tumour Trust
Men Tell Health
Community Organisation Award for Age
Community Organisation Award for Disability
Community Organisation Award for Gender
Reluctantly Brave helps clients navigate uncharted territory to get to their right answer. The business world has changed, markets are constantly being disrupted and companies need to work smarter to constantly adapt with speed. A new type of consultancy is necessary for this new world: Reluctantly Brave. Diversity is central to Reluctantly Brave’s ability to find the best, most imaginative solutions fast. Bringing the best out of diverse, inclusive teams means they can harness the transformative power of collective thinking for their clients. (Young) Braves are at the heart of this.
Neurofibromatosis 1 (NF1) is an incurable genetic condition which very few people have heard of, although the Childhood Tumour Trust are doing their best to change that. The Trust is a charity dedicated to making the lives of children, young people and their families affected by neurofibromatosis type 1 better. They do this in a variety of different ways including a 24/7 Facebook support group, special days out and tickets to various attractions around the country, annual ‘life changing’ camps for teens and tireless hard work to raise awareness and improve services for people affected by NF1.
Men Tell Health is a male-focussed mental health Community Interest Company. Their aim is to reduce male suicide and to help men understand, manage and accept their own mental well-being. They do this differently to almost everyone else. They do it in the way they talk about mental health, initially by using humour to destigmatise and to engage. This extraordinary organisation is the brainchild of Gary Pollard who lives with PTSD, depression and acute anxiety.
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www.nationaldiversityawards.co.uk
ELOP
Caribbean Social Forum
Activ8 Fitness Camp
Community Organisation Award for LGBT
Community Organisation Award for Race, Relgion & Faith
Community Organisation Award for Multi-Strand
ELOP exists to support Lesbian Gay Bisexual and Transgender (LGBT) people living in East London. ELOP also works to raise awareness of LGBT issues across London, to confront discrimination, and to influence national policy. This extraordinary organisation has been supporting local and pan-London LGBT communities for 20 years. Set up in 1995, ELOP is the only East London based organisation providing a range of dedicated services specifically for LGBT people. They support 5,000 LGBT people of all ages each year and have an impressive core team of 50 volunteers.
The elderly in the UK are under-served, lonely and somewhat isolated – Caribbean OAP’s even more so. With the passion of its founder Pamela Franklin, this incredible organisation aims to help. The main focus of the Forum is to energise and engage people who are ‘about to become’ or are retired. The Forum provides them with a meeting place to engage and participate in social activities.
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Founded by Ben Green in 2014, Activ8 Fitness Camp provides services to the public, supporting families who have children with social, emotional, mental health and other disabilities. The organisation has grown from strength to strength and Activ8 Kids now have a large amount of members who attend weekly from different boroughs. They have also formed good links with the LGBT community, bringing in others who may not feel completely comfortable in a normal fitness class setting such as children with ASD.
2017 AWARDS WINNERS
Adam Hills & Alex Brooker Celebrity of the Year Award Alex Brooker, a journalist and television presenter, and comedian and radio presenter Adam Hills are best known as co-presenters of the award winning TV show ‘The Last Leg’ alongside Josh Widdicombe. Originally a one off series for the 2012 London Paralympics, the show attracted a growing audience of loyal fans and has been on air ever since. Adam and Alex, who both have disabilities of their own, were applauded earlier this year for launching a scathing attack on Tory disability cuts, likening them to a ‘genocide’ against disabled people.
RBS Diverse Company Award The Royal Bank of Scotland plc (RBS) is made up of hundreds of past banks. They were all different – large and small, city and country, traditional and innovative – and grew to serve the banking needs of unique communities all over the UK. Each one has left its mark on RBS’ identity. Becoming more inclusive is key to achieving RBS’ ambition of #1 for customer service, trust and advocacy by 2020.
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Normalising difference is an essential part of how they’re improving: ensuring everyone can bring the best of themselves to work knowing we’ll support them. And, for their customers, ensuring they take account of difference when delivering services. RBS celebrates diversity and find ways to turn it to their advantage. Supported by a prioritized plan (sponsored by their Executive Committee) with clear, measurable goals, RBS is building a more inclusive culture.
www.nationaldiversityawards.co.uk
Avril Hitman BEM Lifetime Achiever Award Avril founded Magpie Dance in 1985 as an inclusive contemporary dance company for people with learning disabilities, developing an innovative programme of participation, performance and training across the UK. Her uncompromising values and steadfast support of participants and their ability to confound expectations has enabled many people to lead more fulfilling lives. Avril has fuelled Magpie to develop a ground-breaking mentoring scheme for dancers with learning disabilities to profile their work in professional arts venues.
Her passion and dedication has enabled Magpie to be recognised nationally for its pioneering and inspiring approach to inclusive dance. Today her work challenges perceptions surrounding disability and impacts on the wider world of dance, health and education. ‘Avril has done more to remove barriers and improve the lives of people with learning disabilities in dance than any other’ said one nominator.
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w w w.inclusivetop50.co.uk/membership or contact info @in clusivetop50.co.uk
084 5 077 9300 D ive r sit y is th e m ix , i n c l u s i o n i s m a k i n g t h e m i x wo rk