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In association with

Celebrating Unity in Society

2013 DIRECTORY 29-31 Seymour Terrace Seymour St Liverpool L3 5PE 0151 708 5775 0151 709 7493 Editors • Paul Sesay • Terence Ryan • Hayley Flinn Project Coordinators • Paul Sesay • Gabriel Ihekoronye Design • Terence Ryan

I Spoil U Media have made every effort to ensure that the information provided within this directory is accurate. Under no circumstances whatsoever will I Spoil U Media accept liability for any error in, or omission of, any entry, whether relating to spacing, artwork, position, wording or contact details. No part of this publication may be reproduced, scanned, or transmitted in any form or by any other means, electronic, photocopying or otherwise without the express permission of the publishers, I Spoil U Media. Copyright © 2013 I Spoil U Media. All rights reserved

FOREWORD elcome to The Diversity Group 2013 Directory, produced by I Spoil U Media. The purpose of this Directory is to eliminate barriers to employment and education through reassuring people from all backgrounds that there are organisations offering an equal and fair chance, thus encouraging people to pursue careers, education and training regardless of age, disability, gender, race, religion or belief sexual orientation, transgender and ultimately for the workforce of organisations to reflect the society in which they operate. The Diversity Group Directory includes current information about equal rights, current legislation and helpful links for people who need advice on specific problems. Equality and diversity has evolved into a part of our everyday lives. There are however people in the UK from minority groups or backgrounds that don't believe this is the case. These people feel that they will be discriminated against and do not have the chance to pursue their ultimate career. The Diversity Group’s goals are to reassure and encourage people to further their career progression from all backgrounds and situations. Many Thanks

P Sesay Paul Sesay - Smith Managing Director

The Diversity Group 2012/13 Directory

CONTENTS Special Feature

Fostering & Adoption Sector Opportunities


The National Diversity Awards 2012 Celebrating Unity in Society BAAF: Making a Dierence to the Lives of Vulnerable Children

6 Private Sector Opportunities


61 UCAS: At the Heart Connecting People to Higher Education 44

What is Adoption and Who can Apply? 66

Options After 16:

Education Sector Opportunities


Getting into University and Higher Education 52 Disability Support in Higher Education 55 4

Becoming a Foster Carer 70

Types of Fostering 71

The Diversity Group 2012/13 Directory

Training and Financial Support for Foster Carers 72

Useful Fostering & Adoption Contacts

Public Sector Careers Advice

Disability Discrimination



Charity Sector Opportunities

Sex Discrimination and Equal Pay 114



Religion or Belief Discrimination

Housing Sector Opportunities



The Promotion of Human Rights

Racial Discrimination 118


We’re Here to Help! The Promotion of Religious Harmony Your Housing Rights 81

Public Sector Opportunities



Discrimination What are Your Rights?


Careers Advice 122


Top CV Tips 124 Age Discrimination

Redundancy Rights


131 5

The Diversity Group 2013 Directory: Special Feature

Celebrating Unity in Society

The Co-Operative Group receiving their award for Diverse Company of the year 2012

The National Diversity Awards 2012 in association with Microsoft, the UK’s largest diversity awards ceremony, was a celebration of the outstanding achievements of positive role models, charities and community organisations from across The United Kingdom. From Lands End to John O’Groats, Britain’s most inspirational people came together at The Midland Hotel, Manchester on September 21st, to honour the rich tapestry of our nation. The evening was phenomenal, rewarding individuals and groups from underrepresented backgrounds that work at the core of our communities to make a more equal, diverse and inclusive society.

The UK have taken such an event to their hearts receiving over 8000 nominations from the public this year, representing the positive aspects of every section of society. 51 nominees and 17 award winners had their various achievements showcased and were recognised for their commitment and dedication to fighting injustice and discrimination on a grass roots level. 6

The concept for the National Diversity Awards arose when The Diversity Group identified an urgent need for more positive role models from diverse backgrounds to be actively promoted, empowering and inspiring the wide breadth of communities within the UK. The evening was a glittering success featuring stellar performances from LGBT campaigners The L Project, and Unsung MOBO award winner Esco Williams. Soul singer Ruth Brown, best known for her performances on The Voice UK, ended the night on a high with a dazzling rendition of ‘I’m here’.

The Diversity Group 2013 Directory: Special Feature

The Star’s of ‘My Transsexual Summer’ showed their support alongside Paralympic champions Jody Cundy and Claire Harvey who presented the awards for The Lifetime Achiever and Positive Role Model for Disability. Other attendees included CBeebies presenter Cerrie Burnell and ‘Britain’s Gay Footballers’ Journalist Amal Fashanu. Hosting the evening was Big Brother presenter, Brian Dowling, who charmed the guests with his quick-witted humour and light hearted jokes. The National Diversity Awards gained support from major organisations including Riverside, PSS, and Mouchel – companies that are all striving to build a more diverse and stable workforce.

The Government has a vision of a ‘Big Society’, where grass-roots communities take on more active responsibilities; The National Diversity Awards have taken this into their own hands to give their vision substance, with a brand new generation of role models to lead the way. If ever there was a time to celebrate and elevate the truly staggering diversity of talent the UK has to offer, it is now - opportunities are thin and deprived communities need motivation and inspiration. The National Diversity Awards has empowered individuals, communities and companies where diversity and equality is at the forefront of their values, and will continue to do so for years to come.

The National Diversity Awards 2012 Host Brian Dowling

After generating so much interest and support in its first year, the awards are sure to go from strength to strength with next year’s event being held at The Queens Hotel, Leeds. Nominations for The National Diversity Awards 2013 will open in January.

All of us here at The Diversity Group are proud to be working on such an incredible event filled with celebration and unity. It has been extraordinary to witness the inspiring stretch of role models that the UK has to offer, and see the unfolding journeys of Britain’s most influential charities that often go unnoticed.

For more information please visit 7

The Diversity Group 2013 Directory: Special Feature

Positive Role Model Awards

Paralympian (left) Jody Cundy presenting the Positive Role Model Award for Disability with the Financial Obubsman Service’s

Michael Burton

Liam Mackin

Positive Role Model: Age

Positive Role Model: Disability

Michael’s passion, enthusiasm, dedication and commitment to help change the lives of students who often have had troubled pasts is truly inspiring. Students need role models to be able to understand more about life and how they can achieve their goals. Michael uses his own life experiences to help shape the lives of those he teaches.

Liam is a 17 year old with Ahlstrom Syndrome meaning he is deafblind. Liam has shown determination and initiative, embracing opportunities for self guided learning, and demonstrating reliability and commitment. Liam is a calm, confident and well prepared individual who shows a lot of enthusiasm and charisma.

Martyn James


He has done a lot for his community including raising an estimated £150,000 for charity. At the age of 14, Liam had two poetry books published in print, large print, Braille and audio all of which were sold at the same price, something that has never been done before or since.

The Diversity Group 2013 Directory: Special Feature

Bekezela Nsingo

Paris Lees

Zita Holbourne

Positive Role Model: Gender

Positive Role Model: Age

Positive Role Model: Disability

From her early days at Brighton's LGBT switchboard to her current post in lobbying organisation Trans Media Watch, Paris has achieved so much in the last few years. Instrumental in important debates with Channel 4, which have lead to a more sensitive portrayal of trans people she is also the editor of the newly launched META magazine, Britain's first trans magazine, in which she and her contributors critically engage with sometimes controversial and often cutting edge debates. She is a fitting and inspirational role model.

Zita is a working mother, artist, poet, PCS trade union representative and a founding member of Black Activists Rising against Cuts – a national campaign established to respond to the disproportionate impact of cuts on black workers, service users and deprived communities. Zita is a champion for equality and diversity and a committed human rights activist. She has 20 years experience specialising in this field and has been a member of the TUC race Relations Committee for 8 years. She also founded a black member structure in a predecessor union called ‘Ethnic Majority’ to bring black members together and fight underrepresentation and discrimination.

Bekezela Nsingo is a social Entrepreneur originally from the remote Insiza district in Filabusi. She is the Founder and Chief Executive Officer of The African Mothers Foundation International, an international development organisation headquartered in Wales. The organisation helps women rebuild their battered lives through various developmental projects. Bekezela has supported thousands of girls, mostly the forgotten children of Zimbabwe through her Keep Girls in School Campaign. She has built two libraries in remote areas where children’s illiteracy was ruling and has also campaigned for electricity to be installed at a secondary school. Most of the student’s Bekezela assists come from poor families and many are orphans.


The Diversity Group 2013 Directory: Special Feature

Entrepreneurial of Excellence Awards Initially specialising in chair-based exercises and movement to music bringing a unique blend of fun and humour, she then introduced standing exercises and is to be applauded for putting the exercises on DVD which makes it accessible to more people more often.

Dom faces life with courage and determination, always ready to accept a challenge. An individual who has not only succeeded at creating a viable business surrounding his passion but also shares his skills with others to encourage them to succeed. Dom co-founded Disabled Entrepreneurs to support people with a range of difficulties, be it physical or mental, to start-up in business with their idea.

Julie Robinson ‘Move It Or Lose It’ Entrepreneurial of Excellence Age Julie has worked tirelessly to promote the health benefits of exercise for everyone. Most people avoid exercise because it is seen as overly exhausting. However, Julie’s ‘Move it or Lose it’ programme has helped to improve the lives of many people suffering from a wide range of illnesses and physical limitations.

Dom Smith collecting his award from celebrity patron CBeebies Cerrie Burnell and Cardiff Metropolitan Universities Dr Katharine Cox

Dom Smith ‘Soundsphere Magazine’ Entrepreneurial of Excellence Disability Dom was born with Cerebral Palsy but never considered it a barrier to achieving his hopes and dreams. 10

Despite walking with the aid of two sticks, Dom regularly travels around the UK promoting and providing content for his business, Soundsphere magazine an online print publication that looks at rock music and culture specific to the North of England.

The Diversity Group 2013 Directory: Special Feature

Sheila Singh

Tris Reid-Smith

Mark Esho

‘London School of Academics’ Entrepreneurial of Excellence Gender

‘Gaystar News’ Entrepreneurial of Excellence LGBT

‘Easy Internet Services’ Entrepreneurial of Excellence Race

Sheila set up a bespoke training college London School of Academics in 2010 after holding down two jobs to support the start up. The college provides disadvantaged students with a range of opportunities and achieve their true academic potential. Despite enduring her own struggles and personal pain, this woman constantly challenged the negative attitudes towards her desire to teach, due to the lack of understanding towards her disability.

Tris Reid-Smith started out his career as a reporter for The Wokingham Times and The Reading Evening Post. He went on to assist in the relaunch of tabloid newspaper MPG and became managing editor of AXM. After spending almost a decade as editor-in-chief of Pink Paper, Tris and his partner saw a gap in the market for quality international journalism, leading to the birth of Gay Star News.

Mark is a successful internet entrepreneur and businessman. He started up his first company using just a credit card. Despite not having an IT background; he self taught culminating in a Master Degree in Business Administration and now owns three successful Internet companies, employs 18 staff and serves over 50,000 customers across the UK. Mark contracted polio at the age of 5, leaving him paralysed from the neck down for three years. Despite having post polio syndrome, in 2000, he quit his job and became self employed.


The Diversity Group 2013 Directory: Special Feature

Community Organisation Awards

Northampton Youth Forum Collecting their award from PSS’ Lesley Dixon

Northampton Youth Forum Community Organisation: Age This organisation captured the hearts and minds of young people by engaging them in real issues which resulted in fantastic results across a huge range of initiatives. They worked hard to break down the barriers and challenge stereotypes about young people, finding ways to get their voices heard and gave them influence in the communities in which they live.

Disability Online Community Organisation: Disability Disability Online was set up earlier this year when its founder, Wayne Clinton, found it hard to obtain services and support as a Disabled and Gay man. The organisation is a not for profit organisation that has volunteers working around the clock. They help people who are disabled and long term sick who need support, guidance and someone to talk to.


Wayne Clinton of Disability Online collecting his award from Mouchel’s Ruth Mundy.

The service is run by disabled people for disabled people, to offer advice to other disabled people and their carers free of charge and to promote their needs. Since their set up most of their work has been primarily with people who have lost their benefits or been asked for reviews. As a result they have assisted many in receiving disability living allowance, attendance allowance, Carers allowance and employment allowance.

The Diversity Group 2013 Directory: Special Feature



Community Organisation:

Community Organisation:



Amadudu was set up to address racism and barriers faced by black and racial minority women and children in mainstream services throughout wider society and to beneďŹ t women experiencing domestic violence, by the advancement of education, the protection of health and the relief of poverty, sickness and distress. Management, Sta and Service users have been involved in consultation and meetings to ensure the provision met the needs of black and racial minority women and children.

MindOut showed that with minimal funding how a voluntary organisation can meet the needs of its client group with creativity by organically weaving itself beyond the boundaries of the building and directly into the community it is serving, which is no mean feat considering the diversity within the LGBT communities. There were also heartfelt testimonials from existing and former clients as well as friends and family of clients who quite literally owe their lives to the people at MindOut.

Anthony Walker Foundation Community Organisation: Race


The Anthony Walker Foundation (AWF) is a charity established by Anthony’s family following the tragic murder of Anthony in a racially-motivated attack in July 2005. The mission of the Foundation is to promote equality and diversity through education, sport and arts events and to support law enforcement agencies and local communities to reduce hate crime and build safe cohesive communities. The AWF also provides outreach support to individuals and families in the community who have experienced, or are experiencing, hate-crime.

The Diversity Group 2013 Directory: Special Feature

Diverse Company Award The Co-Operative Group The Cooperative Group is the only retailer in the Stonewall Workplace Equality Index – at Number 11. Their employee LGBT network Respect is a great support for their almost 1000 employee members, keeping them up to date with all things LGBT. The company recognise that, 'Every one of their employees, each with their own unique personalities, skills and flair, help them to shape a diverse business where differences are seen as an asset.' The organisation supported nine UK pride events back in 2011 and has given millions of pounds to community groups every year, including raising £7 million pounds for Mencap alone.

Lifetime Achiever Award Peter Tatchell Peter’s incredible commitment to the human rights agenda most notably LGBT rights over the last 43 years is truly astonishing. He has inspired and led nearly 3000 direct action campaigns, written countless articles, 7 books, appeared on TV and radio and influenced changes to legislation internationally. From the late 1970s, Peter was a major proponent of a single unified equality law, to guarantee universal equal treatment and protect everyone against discrimination. His proposal for a comprehensive Equal Rights Act, to harmonise the patchwork of equality laws and create a level playing field of protection against discrimination, eventually found embodiment in the Equality Act 2010. Their current work as coordinator of the Equal Love campaign involves spearheading a dual campaign to end both the ban on same-sex civil marriages and the ban on opposite-sex civil partnerships. 14

The Diversity Group 2013 Directory: Special Feature

Testimonials Sponsor of the National Diversity Awards

Headline Sponsor of the National Diversity Awards The National Diversity Awards are a wonderful way to recognise the extraordinary contribution of real people to our communities. It’s a delight to able to support this fantastic celebration of local heroes. And what a great night, we all had the very best time and the feedback has been tremendous. We are very excited about next year and working with you on other projects.

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

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

Sponsor of the National Diversity Awards Sponsor of the National Diversity Awards It was an honour to attend such an emotional and inspiring event.

The night itself was fantastic and a very humbling experience, we were proud to be there not only sponsoring an award but also showing our respect for all the nominees and winners from the evening - Well done to the Diversity team for such a successful event!

To view more National Diversity Awards testimonials please go to 15







The Diversity Group 2013 Directory: Special Feature

Headline Sponsor

The National Diversity Awards 2013 will create and celebrate a new generation of Positive role models for the United Kingdom, proudly representing all that is great about this diverse nation.

Get involved and make a difference! For further information please visit 22




In association with

Celebrating Unity in Society 23




2013 Employers BAE Systems Nationwide Browne Jacobson Nationwide Chartis Insurance Nationwide


Co-Operative Group Nationwide


Colas Ltd Nationwide


England & Wales Cricket Board Nationwide

id e

GEO Group Ltd Nationwide

North East

Knight Frank LLP Nationwide

Yorkshire & Humberside

Liverpool Museums North West

North West East Midlands

Mouchel Nationwide

East of England


Natural History Museum London Persimmon Homes Nationwide


South East Water South East

South West

Yorkshire Building Society Nationwide

South East


Education 24


Thousands of different opinions. One vision. 7,971 different opinions, approaches, backgrounds, abilities and perspectives - that’s the size and range of our workforce and that’s what it takes to get the job done here. At Mouchel, we recognise the value of diversity, because we simply couldn’t exist without it. We provide a huge range of services that drive improvements in everything from roads and utilities to housing and schools, so of course our teams are multi disciplined. We provide services for many different communities and seek to mirror them through our own workforce. We’re proud to sponsor the National Diversity Awards, because it’s a cause that’s close to our hearts – all 7,971 of them. To find out more about the opportunities available, please visit and click on “Vacancy search”. Talent developed through diversity

DIVERSITY BENEFITS OUR PEOPLE AND GROWS OUR BUSINESS. At BAE Systems, diversity is important to us because it benefits our people and helps our business grow. A workforce with employees drawn from different backgrounds encourages innovation, improves productivity and brings us closer to our customers. Diversity and inclusion also help us create a positive employment experience and make us an employer of choice. We’re committed to attracting and retaining talented people from a wide variety of backgrounds – and helping them to develop their skills and build successful careers with us. That’s why we aim to create an inclusive environment where every one of our employees has the opportunity to maximise their potential and contribute to our business success. For more information go to


Altogether different

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

Yorkshire Building Society is an equal opportunities employer.

Careers as diverse as the homes we build. Here at Persimmon plc, we know that supporting our talented and diverse workforce is key to our success. After all, our people have made us one of the UK’s leading housebuilders with 25 offices around the country. As a growing business, we can offer ambitious individuals a whole range of roles from administrative, technical and professional opportunities to sales, management and building trades.

keen to build my career

committed to customer service

With award-winning training and development programmes, we’ll do everything we can to help you build a great future. What’s more, we’ll genuinely value the contribution you make to our company. You can look forward to excellent progression opportunities too, not to mention benefits that could include a bonus, private health cover and pension scheme. Find out more by visiting


We are an equal opportunities employer

individuals required...

Visit our website to view the latest opportunities.

Birmingham | Exeter | London | Manchester | Nottingham 0870 270 6000

The GEO Group UK Ltd is committed to delivering excellence in custody, care and control through the highest quality of detention and intervention services. We welcome applicants from all walks of life and aim to ensure that our workforce is representative of the diverse communities within which we operate; we value diversity, are committed to equality and do not tolerate discrimination. Opportunities include roles in custodial care, catering, education, maintenance and professional support functions. Visit us at for more information and current vacancies.


Thr ivin Div g on

ers ity

At Chartis - part of the AIG Group, our fundamental strength lies in our 45,000 employees who serve more than 70 million clients in over 160 countries and jurisdictions worldwide. Diversity is the combination of the singular abilities, life experiences, ideas, backgrounds, styles and qualities each of these employees brings to our global workplace. It is what makes Chartis, and ultimately our customers, so successful. As we help our customers seize opportunities around the globe, we draw strength, knowledge and powerful perspectives from the collage of people, places, and cultures that comprise our organisation. At Chartis, every difference, makes a difference. Diversity is not just a word, it’s our way of working... collaboratively, engaging employees at every level, embracing new thinking... making innovative ideas reality. An enduring commitment to inclusivity, cultural fluency and employee engagement makes Chartis and the AIG Group a great place to work and makes us better for our clients and our communities. Chartis also has a well ingrained entrepreneurial spirit: Our employees are encouraged everyday to rise to challenges and seize opportunities, by doing so; we bring to fruition the full benefits of our diverse workforce. Learn more about our vacancies via our website: or send your CV to the Talent Acquisition Team via email:


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

We don’t just offer employment. We create careers and invest in training and development. Colas is a progressive, far reaching company working to deliver intelligent, sustainable solutions for the development and maintenance of the nation’s road, rail and air infrastructure.

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

We’re passionate about building a better, more sustainable future for communities throughout the UK.

It is our intent to ensure that there will be open access to all those who wish to participate in all aspects of cricket and that all participants are treated fairly.

We hold a range of vacancies for positions across the UK including:

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

Graduates and apprentices HGV licence holders Highway and airfields specialists Office and administration

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

Project management Commercial and engineering To find our more visit Part of the International Colas Group


We supply 565 million litres of fresh water to 2.1 million people through 14,000 kilometres of mains pipeline every day. The changing lifestyle of customers has led to an ever increasing consumption of water and we at South East Water have to make sure that we can balance the demand for water with the supplies available to us, without adversely affecting the environment. Our vision is to be recognised as the leading water supplier in the South East of England and as an employer of choice in the region. Please look on our website at

We are committed to providing opportunity for all and welcome applications from all backgrounds. We are constantly seeking ways of improving the working environment and culture. to find out more about us or email

Get the job you want Over 1000 registered users a month

The Natural History Museum is one of the world’s leading museums, internationally recognised for its dual role as a centre of excellence in scientific research and as a leader in the presentation of natural history through exhibitions, public programmes, publications and the web.

Hundreds of active employers posting regular positions

Museum staff and volunteers cover a wide range of work. Scientists, curators, visitor services, exhibition technicians, and corporate services all work together to achieve the Museum’s vision.

Well paid, attractive jobs listed everyday

Our collections are a model of nature’s diversity. We are committed to equality at every level within our organisation. We apply this through our employment policies which support workforce diversity, provide flexible working arrangements and an established framework for learning and development.

Join the growing community

Contact our recruitment team via the Natural History Museum website:

Unification Through Diversification





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Celebrating Unity in Society 35

EDUCATION SECTOR 2013 Employers Bath Spa University South West

Leeds Metropolitan University Yorkshire & Humberside

The University of SheďŹƒeld Yorkshire & Humberside

Bath University South West

Lincoln College Yorkshire & Humberside

Training & Development Agency (TDA) Nationwide

Bird College, Dance, Music & Theatre London

Liverpool School of Tropical Medicine North West

Cardi Metropolitan University Wales

Manchester Metroploitan University North West

City College Plymouth South West Colchester Teacher Training Consortium East of England Durham Secondary Applied SCITT North East Ealing, Hammersmith & West London College London

Mountview Academy of Theatre Arts London Royal Holloway University London SAKS Education Limited North East Sussex Downs College South East

Highbury College London


Truro & Penwith College South West University of Chester North West University of Hull Yorkshire & Humberside University of Leicester East Midlands

The Diversity Group 2012/13 Directory: Education; Sector




onw id e

North East

Yorkshire & Humberside North West East Midlands East of England



South West South East




A breath of fresh air … … a provider of quality education and training … a breadth of courses from basic skills to higher education … a mix of academic and vocational qualifications … a welcoming and friendly environment for students and staff … a culture that celebrates the diversity of its community … City College Plymouth could be the breath of fresh air you need, taking you onto the next step of your career as a student or member of staff

To get a feel for what we have to offer you, visit our website, come to an open event and talk to the people who really know - our current students and staff.

City College Plymouth For education and training - that’s just the job!

01752 305865

Truro and PenwiTh College a levels voCaTional Courses aPPrenTiCeshiPs inTernaTional BaCCalaureaTe aCademies aCCess To higher eduCaTion higher eduCaTion ParT-Time Courses Business Training CommuniTy learning workforCe develoPmenT

LEEDS METROPOLITAN UNIVERSITY Leeds Metropolitan University is a dynamic and forward thinking university which is committed to equality and fairness in its student body and workforce. Our university community comes from a diverse range of social and cultural backgrounds. We celebrate diversity as a key strength and actively promote a positive working environment that is free from discrimination, harassment or victimisation. Leeds Metropolitan welcomes applications from all sections of the community to study or work with us. For more information on job vacancies please visit or phone 0113 812 3009 For more information on degree courses please visit or phone 0113 812 4914


Ealing, Hammersmith & West London College is one of the largest and most diverse colleges in the U.K. Located on four campuses in west London, we welcome thousands of students from London and the surrounding area and from across the world with more than 2,500 international students choosing us each year . More than 100 languages are spoken across the campuses and we are the only college in London to hold the prestigious Association of Colleges Charter for International Excellence.

Our Learner First strategy means that we put learners at the heart of everything we do in a safe and inspiring environment in which to work and study. We believe diversity is an asset to learning, valuing and celebrating the pleasure of learning and support students and staff in meeting their potential. Students and staff are treated as individuals, listening, respecting and responding to their needs. We value our students beyond their time at our College and will, wherever possible, continue to support them for as long as they need us. We value the importance of meeting the needs of employers,

Ealing, Hammersmith & West London College

partners and our local community through responsive, innovative and high quality services. Celebratory and awareness raising events are held throughout the year such as Learning Disability Week, Black History Month, World Aids Day, Refugee Week, Climate Week, No Smoking Day, Sports Relief Fundraising Day, Staff Wellbeing Day and many more. Our aim is to ensure that we create an open and inclusive learning and working culture in which all backgrounds are treated with respect and dignity, where everyone feels valued and can achieve their aspirations and goals.

You too can inspire future generations just like me…

Mr Jaggon

Beechen Cliff School, Bath

“Although it might sound like a cliché, it’s about making a difference and inspiring young people to reach their potential.”

Provided you hold an honours degree in any discipline, you can train to become a teacher by studying for a one year Post Graduate Certificate in Education at the University of Bath. This course includes an extensive work placement at a school so you’ll gain practical, hands-on experience to help you secure a job after graduation. You may be eligible for a University of Bath targeted bursary which amounts to £4,000 if you meet the specified criteria. To find out more about the PGCE, how I became a teacher and what I enjoy most about teaching, please visit You can also find out more about the University’s ‘Careers in Teaching’ information workshops where you will be able to discuss your particular circumstances.

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

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

To find out more please visit

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

To find out more please visit


The School is divided into three departments - together, these departments offer a wide range of programmes for both undergraduate and postgraduate students.

Cardiff School of Education... Department for Professional Development

Department for Humanities

BA (Hons) Youth and Community Education This programme is aimed at anyone who wishes to work with young people and communities in a professional capacity.

This vibrant department is situated in Europe’s youngest capital city. Offering a stimulating mix of programmes and subject areas at undergraduate and postgraduate level, we also pride ourselves in putting your experience at the heart of our practice.

MA / Post Graduate Diploma in Youth and Community Education The Post Graduate Diploma caters primarily for graduates who are engaged as practitioners but who have no professional qualification in youth and community work. For further programme information please view on line at or email us at Post Graduate CPD Framework in Education The programme team aims to play a key role in supporting the continuing professional development of teacher and education professional. For further programme information please view on line at or email us at Teacher Training in Post Compulsory Education and Training (PCET) This programme is designed for those interested in pursuing a career in teaching in post compulsory education or training or those wishing to refine, or further develop, existing training skills. For further programme information please view on line at or email us at

We recognise the importance of knowing that your degree is helping you build skills and abilities that are really valued by employers, so we work closely with external partners, schools and organisations to ensure that you can meet the demanding requirements of today’s workplace. Cardiff Metropolitan University welcomes mature learners, and offer flexible learning arrangements for part-time learners. Educational Centre of Excellence Current Humanities programmes are:

Department for Teacher Education and Training

BA (Hons) Educational Studies and English BA (Hons) Educational Studies and Early Childhood Studies BA (Hons) Educational Studies and Psychology BA (Hons) Educational Studies and Sport & Physical Activity BA (Hons) Educational Studies and Welsh

The Department is recognised as being amongst the largest centres of teacher education and training in the country. The Department has been particularly successful in developing quality partnership arrangements with over 130 secondary schools (13 Welsh medium) and 300 primary schools (47 Welsh medium) throughout South Wales; it has partnership schools in Switzerland, Belgium and Portugal. The department also has strong links with Teachers’ Continuing Professional Development (CPD). Our staff are enthusiastic and dedicated to creating rich and diverse learning opportunities within the programmes.

We are pleased to guarantee entry to the first stage of the selection process for the PGCE Primary programme at Cardiff Metropolitan University and PGCE Secondary Sport (for Sport and Physical Activity students only) on successful completion of our degree subject to meeting statutory entry requirements.

BA (Hons) English and Contemporary Media BA (Hons) English and Drama BA (Hons) English and Creative Writing MA/PgDip/PgCert English* MA/PgDip/PgCert English and Creative Writing* MA/PgDip/PgCert Creative Writing* MPhil / PhD in English or Creative Writing* *Attendance at the MA programmes can be full time (one year) or part time (two years). All taught sessions run from 5pm.

For further programme information please view on line at or email us at

All programmes include recommendations for Qualified Teacher Status (QTS) BA (Hons) Secondary Education Welsh - new students receive a bursary for £1200 in the first year UCAS code: XQ3M BA (Hons) Secondary Education Music - new students receive a bursary for £1200 in the first year UCAS code: XW33 Post Graduate Certificate in Education (Primary) Post Graduate Certificate in Education (Secondary) in the following subjects: Art & Design; Design & Technology, Drama, English, History, ICT, Mathematics, Modern Foreign Languages, Music, Welsh, Physics, Chemistry, Biology, Physical Education.

For further programme information: email: or call 029 2041 6771.

The Diversity Group 2013 Directory: Education Sector

At the heart of connecting people to higher education

CAS is here to connect people to higher education, and one of our key roles is to make sure that everyone has the right information they need to make a good application. Applying to university or college is likely to be a life-changing decision for anyone, so we advise doing as much research as possible about the institutions and courses before making a choice.

When thinking of applying to university or college, there are some key dates that need to be kept in mind: Mid June 2012: The facility to complete an online application in Apply ( Early September 2012: Applicants can send applications to UCAS from mid-September. 15 OCTOBER 2012: The UCAS deadline for all applications to Oxford or Cambridge, and for all courses in medicine, dentistry, and veterinary medicine/science. 44

15 JANUARY 2013: The deadline for the majority of courses (except those listed with a 15 October 2012 deadline and some art and design courses with a 24 March 2013 deadline). If you submit an application by 15 January you will be given equal-consideration along with others who meet the deadline. If you submit the application after this date (but not later than 30 June) the institutions may still consider you, if places are available on your chosen courses.

The Diversity Group 2013 Directory: Education Sector

30 JUNE 2012: The UCAS deadline for making one or more choices. Applications submitted after this date will not be sent to universities and colleges and will automatically go into Clearing. (Please note that some art and design courses have a 24 March deadline, rather than 15 January.) The UCAS website also offers a wealth of information for those thinking about applying to university or college for 2012. For example. our Six Step guide to applying to university or college rt/sixsteps is especially useful at this time of year - we began accepting applications from the middle of September. It starts with Choosing Courses follows the applicant journey through to Starting University.

One of the most important parts of the application is the personal statement. Some course tutors find UCAS personal statements crucial when making decisions on applications, so it’s important that you’re able to make yours stand out. Linking volunteering and leadership in extra-curricular activities to your area of study will strengthen your application. Along with writing about why you have applied for the course, universities also like to know the range of skills you have that will help you on the course, or generally at university. Go for a strong opening line to grab the reader's attention. A punchy opening line will bring attention to your application straight away, and give you something to build on for the remainder of your personal statement. Try to make it as original as possible. Expressing an interest in your chosen subject and showing real passion is crucial. Demonstrating your enthusiasm in as much detail as possible will show admissions tutors that you really are excited about studying this subject at higher education level.


It’s important to relate your outside interests to the courses that you are applying for. For example, playing a musical instrument shows sustained commitment and the ability to juggle your time effectively between your school and music studies. Think beyond the university course. For courses with a high placement element and a specific career at the end applicants must show a strong knowledge of the role of a professional in that career. Writing about the career paths that you are interested in after graduation shows that university that you are serious about your application. Getting the basics right shouldn’t be underestimated. Simple aspects of writing that are often forgotten can really take away from your beautifully crafted personal statement. Checking your spelling and grammar before submitting the application is of upmost importance. Admissions selectors are assessing your ability to write an essay at university standard. Think about your paragraph and sentence structure. Place yourself in the position of the university by reading your statement back to yourself; would you be impressed by it, or are silly mistakes letting it down?

It's important to use language you are comfortable with so as not to lose the focus of your writing. Try not to go too far and use words you wouldn't normally choose, to try and sound more 'academic'. For example, an 'incomparable orator' is more naturally described as 'having an aptitude or interest in public speaking'. Universities and colleges will pick up on this right away, and won’t look favourably on it. Take time to make it your best work. The UCAS application software is designed for you to log in multiple times before submitting your application, so there’s no need to rush. Start early, take your time and get feedback on your work before finally submitting it. Applicants' personal statements help institutions identify suitable candidates, especially in the most competitive courses. Rushing will mean mistakes and not provide you with enough time to get it checked over by your parents or teachers.

One final point to remember is that every personal statement is checked against a library of those previously submitted to UCAS, sample statements, and other sources. Any statement showing a level of similarity of ten per cent or more is reviewed by UCAS. The key message here is don’t cheat or copy someone else’s work. Universities are interested in your application and want to hear about you, not anyone else. As long as you follow the advice here, and tips given to you by your teachers, you won’t go far wrong. With higher education undergoing the biggest reforms for years and there being no longer a typical applicant, many universities and colleges are taking a fresh look at the way in which they deliver higher education.


In the past year UCAS completed a full consultation on the future of higher education admissions. One of the biggest changes coming out of this work was for UCAS to look at transforming the current Clearing system (for people without a place towards the end of the cycle) into a more fair, managed, online process catering for applicants who want access to the system after they have received their results. This includes those who have not been placed in the main scheme, those who are applying late for other reasons and those whose aspirations have changed on receipt of their examination results. The reform of Clearing creates choice for applicants. Those who want to apply after results can do so in a fair and balanced system. Confirming all offers before Clearing opens will enable the whole sector to understand the vacancy position and advertise those vacancies to applicants. The new system will enable universities and colleges to assess all applicants who are interested in their courses before deciding who to offer to. This will make it easier to ensure a good match between applicant and course and should decrease non-completion rates, which are higher for Clearing applicants.

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

Learn to teach with us Ten good reasons to learn to teach with us in Sheffield UK University of the Year in the 2011 Times Higher Education Awards Sheffield Students' Union rated the best Students' Union in the UK in the Times Higher Education's Student Experience Survey for the past 3 years Sheffield has been voted 'Most Popular UK Student Destination' Excellent ICT and library facilities Provider of courses in initial teacher education for over 50 years School of Education has a strong national and international research profile OFSTED grades confirm the consistent high quality of all aspects of the Sheffield PGCE Strong, highly interactive partnership with wide range of local schools

Choose from the following secondary subjects: English Geography Mathematics Languages Physics with Maths Science with Biology Science with Chemistry Science with Physics

“This course has made what seemed impossible a reality. An incredible opportunity.” PGCE student teacher, 2012 “I loved the course and feel that it has been really useful in preparing me for work.” PGCE student teacher, 2012 Enquiries to: The ITE Office, E: T: (0114) 222 8080 F: (0114) 222 8105 Course information is available here: /index Further advice on getting into the teaching profession is available from the Department for Education’s dedicated Teaching Agency Applications can be made online via the Graduate Teacher Training Registry website at: 47

Ralph Richardson Memorial Studios, Kingfisher Place, Clarendon Road, Wood Green, London N22 6XF

Tel: 020 8881 2201 Fax: 020 8829 0034

Production Arts

Plus an exciting programme of Part-time and Summer Courses


Undergraduate & Postgraduate Courses

Musical Theatre

Mountview is committed to equal opportunities

Teaching is a challenging profession... we can help you meet that challenge Becoming a teacher is a challenging, rewarding and exciting career – whether you choose to become a primary or a secondary teacher. We have a strong tradition in recruiting excellent students from a range of backgrounds, and we believe our diverse student body helps us to create the best teachers. We are looking for enthusiasm and outstanding communication and personal skills, as well as academic ability. In return we will provide you with excellent support from “Dedicated, enthusiastic and expert lecturers” (Ofsted). This has helped our students to achieve completion and employment rates significantly above national averages. To find out more about the rewards of studying to become a teacher, please see or email


*Conditions apply. See for full details.

The Faculty of Education Knowledge is Precious

Manchester Metropolitan University’s Faculty of Education is one of the UK’s leading, internationally recognised, educational centres.

leadership, counselling and mentoring and urban education. The University’s Education and Social Research Institute (ESRI), based at the Didsbury campus, is ranked by the Times Higher as 8th out of 81 UK educational research units based on the government’s research assessment exercise and is a ‘world leading’ centre of excellence.

The Faculty has a long-established reputation for initial teacher training. Ofsted rated our PGCE Primary and Secondary and BA Primary (QTS) programmes as ‘Outstanding’ in their 2011 inspection.* There is a strong partnership with 1,300 North West schools and 81% of our newly qualified teachers opt to live and work in the region. We also provide professional training in Youth & Community Work, Early Years & Childhood Studies and Education Studies. In addition, the Faculty has an extensive continuing

professional development portfolio for qualified teachers and education professionals. Specialisms include languages, inclusive education, education and business management

The educational aspirations and achievements of thousands of inner city learners are being raised through their involvement with the University’s world-leading Centre for Urban Education (CUE). For further details visit *Full report at inspection-reports

“I couldn’t have asked for a more exciting, challenging and fulfilling year. I left the course with even more passion and enthusiasm than when I started.” Rachel Davies, PGCE Primary

We train inspirational teachers Rated Ofsted ‘outstanding’ for our initial teacher training, we offer: • BA (Hons)/PGCE Primary and PGCE Secondary, all with QTS

• Strong mentor and tutor support

• Extensive teaching practice in at least two schools

• Alumni network and NQT support programme

• A commitment to equality of opportunities

Interested? Visit

• Careers and employability advice

The Diversity Group 2013 Directory: Education Sector

Options After 16

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

More Than Just Degrees

Routes into Higher Education: What are Your Options?

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

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

Universities and colleges set their own entry requirements, so they vary from course to course. When you’re choosing what to do at 16, it’s important to find out what qualifications and grades you’re likely to need for the type of higher education course you want to do. For full-time courses, you can look up entry requirements on the UCAS website. For part-time courses, get the university or college prospectus – most are now available online. You can Search for a higher education course on the UCAS website: 52

The Diversity Group 2013 Directory: Education Sector

Generally, you’ll need qualifications at level 3 on the National Qualifications Framework. For UK students, this usually means: A Levels Scottish Highers an Advanced Diploma NVQs (National Vocational Qualifications) SVQs (Scottish Vocational Qualifications) BTEC National Diplomas and Certificates GCEs in applied subjects You can also count Key Skills qualifications towards your application (Key Skills are the essential skills that employers need their workers to have). Students from outside the UK can apply for courses with qualifications such as the International Baccalaureate, European Baccalaureate and Irish Leaving Certificate.

Learning while You Work

Help with Study Costs

If you want to start work after Year 11, an Apprenticeship can be a route into higher education. You’ll usually need to take an Advanced Apprenticeship. This leads to an NVQ at level 3 on the National Qualifications Framework. As an Apprentice, you will also study for Key Skills, a technical certificate or other qualification relevant to your job. These can also count towards entry into higher education.

If you decide to go for higher education, there’s financial help available. For full-time courses, you can apply for Student Loans to cover your fees and living costs. You won’t have to start paying these back until you have left your course and are earning over £15,000 per year. You may also qualify for a non-repayable Maintenance Grant. There may be extra, non-repayable help available if you have a disability, or if you have children or adult dependants. You may be able to get additional help through a bursary from your university or college.

Work Experience For some courses - for example, many Foundation Degrees - the institution you apply to will look at your work experience as well as your qualifications. 53

SDC Equality Group Advert_Layout 1 02/08/2012 09:22 Page 1 The Diversity Group 2013 Directory: Education Sector

Get the Aimhigher Guide to Higher Education There’s lots more information in 'Your future, your choice' - the Aimhigher guide for young people aged 16 plus.

Sussex Downs College is one of the largest and most successful Colleges in the country. Our aim is to be a truly inclusive College where individual differences are respected and celebrated and where all staff and students have fair opportunities to fulfil their potential.

You can download a copy below, or order one by:

We especially welcome individuals from Black, Asian and Minority Ethnic communities as they are currently underrepresented in our workforce.

0845 015 0010 0845 015 0030 Quote reference 'URN 09/1157'. An audio version is also available (quote 'URN 09/1334').

Bring science to life Are you thinking about a career teaching science or physics with mathematics? If so, we can help you develop the skills you’ll need to inspire others.

What’s more, you could qualify for a bursary of £12,000 - £20,000 depending on your qualifications.


We have places available on our Secondary PGCE courses in Science (Chemistry or Physics) and Physics with Mathematics starting this September. So if you have an undergraduate degree at 2.2 or above in chemistry, physics or engineering, we’d love to hear from you. Applications are also welcomed from professionals with postgraduate experience or qualifications. Specialist science teachers are in demand - so make your move with us. For more details, contact the Teacher Education Team at or call on (+44) 01482 466698.

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

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

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

support with day-to-day living

accommodation adapted for the needs of disabled students

money and funding

professional care staff assistance from volunteers 55

The Diversity Group 2013 Directory: Education Sector

Every university or college has a Disability Adviser or disability coordinator to help you get the most out of your time in higher education. They can tell you about the support available - for example equipment to help you study. When applying to a university, you don't have to tell them about your disability - but you'd need to do so to get any additional support or funding. You may find it useful to contact your university or college's Disability Adviser or Learning Support Coordinator before you make a final decision about where to study. It's also a good idea to go and check the institution out for yourself.

Support while You're Studying There are many things universities can do to help disabled students, including: providing course materials in Braille and other accessible formats ensuring buildings and facilities are accessible encouraging flexible teaching methods providing support during exams, so that all students are assessed fairly allowing additional time to complete courses You may also need assistance on a day-to-day basis to help you study. This could be someone to: interpret words into sign language take notes for you write down your words - for example in an exam help you get around It's worth contacting your Disability Adviser or disability co-ordinator soon after you arrive at university or college so you can find out about the support available. 56

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.

Support With Day-to-day Living

‘All people are equal; it is not birth, it is virtue alone that makes the difference’. Voltaire.

You have the right to ask your local social services department for an assessment of your daily living needs. This can include any personal care or help you may require.

Since its foundation in 1839 as one of the UK’s first providers of higher education, the University of Chester has always believed in the importance of equality of opportunity for all staff, students and stakeholders - and recognising and rewarding their talents. We offer a friendly and considerate workplace with attractive terms and conditions of employment for 1,400 staff, including lecturers, researchers, technicians, administrators, caterers and cleaners … to name but a few. Our campuses in Chester and Warrington are noted for their sense of community and have recently benefited from multi million pound investment in new and refurbished buildings.

Going to university or college may mean that the support you are used to at home will no longer be available. However, social services should provide you with the support you need.

Approaching 16,000 students are currently studying 300 different subject combinations, covering Applied and Health Sciences; Arts and Media; Business, Management and Law; Health and Social Care; Humanities; Lifelong Learning and Social Science up to research degree level. We welcome and celebrate diversity and are committed to creating an environment in which people are treated fairly and feel valued and respected. For more information about joining the team, please call 01244 512047, email or visit

You can choose to have 'direct payments' to buy services that meet your assessed needs instead of receiving services directly provided by social services.

Committed to Equality The University of London was established to provide education on the basis of merit above and without regard to race, creed or political belief and was the first university in the United Kingdom to admit women to its degrees.

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.

Royal Holloway proudly continues this tradition and is committed to equality of opportunity in employment and admissions, and in teaching, learning and research activities. If you would like more information or for details of current job vacancies, please visit:


FIRST CLASS Rated outstanding by Ofsted, Bath Spa University regularly holds Initial Teacher Education events for those wanting to find out more about becoming a teacher and the full range of PGCE programmes on offer.

Take your first step, visit:

Researching and Educating to Save Lives Working for Us

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

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

For more information please visit

Colchester Teacher Training Consortium (CTTC) is a strong partnership of 14 secondary schools and colleges in and around the Colchester area. Please see our website for information about the different routes and subjects we are able to offer into teacher training. Entry Qualifications: Applicants should have at least 50% of their honours degree in their chosen specialist subject. GCSE English and Maths Grade C or above or equivalent.

Awards on Completion of Training: Qualified Teacher Status PGCE (SCITT route only) validated by the University of Greenwich. The PGCE is offered at both professional and post-graduate level Financial Support available for SCITT Trainees:

Please contact Student Finance England regarding eligibility for all grants and loans. Tuition Fees For the academic year 2013/14 our Tuition Fees will be in the region of £8-£8,500 and will be published on the website when confirmed.

The range of subject specialisms and awards to be found within the consortium schools is exceptional. The Colchester Teacher Training Consortium provides an opportunity to train in a friendly and supportive environment and to develop the skills required to be a highly successful teacher.

If you would like to know more about a career in teaching then please visit our website or contact the Colchester Teacher Training Consortium office. Tel: 01206 364728 Email:

Please see our website for information regarding Bursaries, Grants and Loans available in 2013/14

Web: 58




In association with

Celebrating Unity in Society 59


2013 Employers



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



Southend Council Fostering & Adoption East of England

onw id e

North East

Together Trust North West

Yorkshire & Humberside North West

WakeďŹ eld Council Fostering & Adoption Yorkshire & Humberside

East Midlands East of England



South West South East


Education 60


the Together Trust

Feeling like a fish out of water?

Join us and we will support you all the way. At the Together Trust we nurture and encourage children, young people and adults with complex needs to break through barriers and take control of their lives. And we’ve been doing it since 1870. We’re looking for people with different skills, backgrounds and experiences to join our team. From direct work with service users to administration or foster care there are many opportunities available. We also have a number of volunteering and membership opportunities available. Why not join us to gain experience and learn new skills. You can help ensure that everyone at the Together Trust gets the best chance in life. 0161 283 4828


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


The Diversity Group 2013 Directory: Fostering & Adoption Sector

Making a

difference to the lives of

vulnerable children doptive parents often say that they had never considered adoption until a chance conversation on the subject with a colleague, distant relative or neighbour. The power of seeing and hearing what an amazing thing adoption can be, from someone who has been through it, can be life changing. That’s why, as part of this year’s National Adoption Week (5-11 November), the British Association for Adoption & Fostering (BAAF) is continuing its initiative to turn ordinary people in to ‘Adoption Champions’.

Adoption Champions is a national community involvement scheme that encourages adoptive parents and adopted people to go into their local communities and use their experience, passion and enthusiasm for adoption to encourage others to do the same. The initiative is the first of its kind in the sector and BAAF hopes that it will help find families for some of the 4,000 children who need adopting every year in the UK.


An estimated one in four people have a connection to adoption so there is a real possibility of creating an army of literally hundreds of volunteers. Whether someone is 18 or 80, they can use their adoption experience to make a positive difference to the children waiting for adoption now. We know that disabled children are among those who wait longer for adoption. So BAAF was particularly pleased when foster carer and adoptive mum Avril Head was among the first people to sign up as an Adoption Champion.

The Diversity Group 2013 Directory: Fostering & Adoption Sector

“Making the decision to take on a special needs child can be daunting, but within a few days we had bonded and learning what our child needed or felt was natural,” Avril says. “We accepted him for who he was and what he was able to do. Working with our child has always felt a privilege and seeing him develop is an absolute mind blowing pleasure! It's a great feeling to know that by being an Adoption Champion and sharing my story, I may encourage others to think about adopting a disabled child.” BAAF has tried to make the Adoption Champions scheme as straight forward as possible by creating a range of tasks to help spread awareness. There are simpler options, like putting up a poster or using social media networks. For those wanting to get more involved a toolkit has been created to help the Champions to set up their own events. This includes How-To guides, posters, balloons and leaflets. There is also a special website for Adoption Champions with lots of information, ideas and a special video with Actress and adoptive mum Clare Grogan explaining all about Adoption Champions.

Anyone over 18 with experience of adoption can sign up to the scheme and BAAF is encouraging people to carry out their actions during National Adoption Week so that everyone can make a big noise about adoption together!

David Holmes, Chief Executive of BAAF, says: “It is a sad fact that some children are simply unable to remain with their birth family, because of neglect, abuse or perhaps just because their parents are unable to cope. Adoption is one of the best ways we know of giving these children a new family for life. Children with lots of different types of early experience may need adopting - some of them have had traumatic experiences, others have learning difficulties or health problems and it’s crucial that new loving and permanent families are found for them.”

There are no blanket bans in adoption, so you don’t have to be under 40, or need own your own home. You can be married or single; straight or gay. Please don’t rule yourself out – rule yourself in. The people who are needed are those who can offer a child or sibling group a loving and supportive family for life. People who can help a child recover from the reasons why they came in to care and can help them go on to thrive in a new family. By sharing their experiences, the To find out more about Adoption Champions can help adoption, the Adoption spread this message to Champions scheme, and how you potential adopters who can get involved, visit might otherwise assume they would be automatically ruled out.

For more info about adoption, head to


Adopting& Fostering Bradford

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

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

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

We found Fostering changes lives and gives children a safe place to grow and thrive.Could you find room to join us?

Call 0800 197 0320 www.wake


Creating opportunities today‌ for a brighter tomorrow

The Diversity Group 2013 Directory: Fostering & Adoption Sector

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

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

A child's eligibility for adoption Before the court can make an adoption order, the court has to be satisfied of all of the following: the child was under the age of 18 when the adoption application was made the child is not – or has never been – married or in a civil partnership both birth parents have given their consent to the adoption In some cases, it is not necessary to get consent from the birth parent or guardian. 66

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

The Diversity Group 2013 Directory: Fostering & Adoption Sector

Who can apply to adopt?

Do you have to be a British Citizen?

The following are eligible to apply to adopt:

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

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

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

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

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


The Diversity Group 2013 Directory: Fostering & Adoption Sector

Initial Application For Adoption

Preparation, Assessment And Training

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

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

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

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


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

The Diversity Group 2013 Directory: Fostering & Adoption Sector

How Long Does It Take To Adopt?

How Do Children Become Matched With Adopters?

Support for Adoptive Parents

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

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

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

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

financial support

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

If an adoption agency does not consider you suitable You have two options if you disagree with an adoption agency’s decision. You can either: challenge the agency's decision and explain why you disagree apply to the Independent Review Mechanism to look into the agency’s decision-making process 69

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

The Diversity Group 2013 Directory: Fostering & Adoption Sector

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

Applying to Become a Foster Carer

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

If you are interested in becoming a foster carer, the first 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. The first link below will let you enter details of where you live and then take you to your local authority website where you can find out more about fostering. 70

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 offence 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 fill 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.

The Diversity Group 2013 Directory: Fostering & Adoption Sector

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 Emergency


When children need somewhere safe to stay for a few nights

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

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

Short Breaks

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

When disabled children, children with special needs or children with behavioural diďŹƒculties regularly stay for a short time with a family, so that their parents or usual foster carers can have a break

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

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


The Diversity Group 2013 Directory: Fostering & Adoption Sector

Training & Financial Support for

Foster Carers

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


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


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

The Diversity Group 2013 Directory: Fostering & Adoption Sector

Useful Fostering & Adoption Contacts

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

Adoption UK

Fostering Network

Provides advice and information to the general public

A self help organisation for adoptive parents and prospective adopters

The Fostering Network is the UK’s leading charity for everyone with a personal or professional involvement in fostering

Adoption Interlink UK


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

Adoption and fostering information

Adopters Scotland An information site written by two adopters

Fostering Information Line Provides information and advice to members of the public 73

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

The Diversity Group 2013 Directory: Fostering & Adoption Sector

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

Pay Harvey, 17

New Family Social

I’m in my first job and have discovered that employees who are older than me are getting paid more.

A group for lesbian and gay adopters, and those taking their first steps towards adoption.

Young people seem to have to do all the rubbish jobs too!

North Wales Adoption Service We work to help find local families for local children in North Wales

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

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





In association with

Celebrating Unity in Society 75



2013 Employers


Derwentside Homes Ltd North East Scotland

Eastlands Homes North West


Family Housing Association Ltd Wales

onw id e

Hendre Group Wales

North East

Metropolitan Home Ownership London

Yorkshire & Humberside North West East Midlands

Peaks & Plains Housing Trust North West

East of England


Riverside North West


Symphony Housing Group North West

South West South East

United Welsh Housing Association Wales


Education 76


We are committed to providing excellent service to all our customers. More than 85,000 people nationwide call a Riverside property ‘home’. Whether rented, affordable home ownership or specialist support services, our customers get quality housing and extra services that genuinely transform lives. Our team is our greatest asset; we can only achieve our objectives through their commitment and hard work. Our Equality and Diversity Group is dedicated to making sure we consider all cultures and backgrounds in our policies and procedures, all aspects of our work and the services we provide. The group has three specialist employee groups that are open to all for information, support and advice. Black, Minority & Ethnic Staff Group acts as a forum for improving and promoting equal opportunities and diversity within Riverside and the communities it serves. Action for the Disabled Group is open to anyone who has suffered with short or long term illness or impairment. It aims to educate, raise awareness and promote an inclusive work environment. Lesbian, Gay, Bisexual and Transgender Group has an open forum to talk about various issues and share ideas on best practice. A charitable Industrial and Provident Society.

We need you To see the work we do and the job opportunities that our work creates, please visit our website. 0845 111 0000 With inclusive call packages or mobile phones, it may be cheaper to call 0345 111 0000

Peaks & Plains Housing Trust is a local company providing high quality, affordable homes in Macclesfield and the surrounding areas.

If you would like to know more about the trust or for details of current employment opportunities please visit our website at

With 5,000 properties, we provide a range of high quality housing for people in housing need - from one bedroom studio apartments to four bedroom family homes. We aim to provide homes and services to help local people build strong and united neighbourhoods.

Ropewalks, Newton Street, Macclesfield SK11 6QJ Email us on: Visit us at: Telephone us on: Freephone 0800 012 1311 or Switchboard: 01625 553 553

We are committed to contributing to the community as a whole, regardless of race, disability, gender, sexuality or any other irrelevant factor in order to create a vibrant place to live and work.


Our Values




Affordable Homes G

















To find out how we can help you buy or rent a home you can afford, contact us today. SI



















020 3535 2700

Putting our customers first Being business effective Delivering best quality Having care and concern for our employees














Our shared objective and vision for all that we do, wherever we work, is simple and clear: T











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

Hendre Group Members are: Hendre Ltd Hafod Housing Association Hafod Care Association Yellow Wales

Working for Us With over 1100 staff members and a diverse range of services the Hendre Group provides career opportunities in corporate services, development services, housing management, property maintenance and care and support services.

For more information on our companies and details of all current vacancies please visit us at

Every member of the Hendre Group remains committed to providing a learning environment in which our staff feel encouraged to give their best and develop their skills. As a result the Hendre Group continually invests in staff training and development. Email: Tel: 029 2067 5875 78

Committed to the five aims of our

Beyond Compliance

Valuing our staff


Meeting and where possible surpassing our legal and statutory responsibilities.

Derwentside Homes is a not for profit housing association, registered with the Tenant Services Authority and the Charity Commission.

Tailored Services For All

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

The diversity of our workforce and their varied backgrounds, skills and experiences help us to deliver an efficient and effective service to our tenants.

Promotion & Knowledge

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

We value our employees and ensure they can work in an environment where they are supported and treated with respect and dignity.

Inclusive Workplace

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

Better In Partnership

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

We also encourage job applicants from all areas of society and select, develop and retain staff on merit, ensuring all our employment practices and processes are free from discrimination. Valu Differeing nc

To find out more, please visit our website at

e @symphonyhousing


FAMILY HOUSING builds and maintains homes for families as well as those who need extra support such as people with mental health problems and older people who need care. We have been in Swansea since 1975. Our staff work in a variety of disciplines including office based roles providing support services such as finance, ICT and human resources; specialist roles such as surveyors and housing officers as well as cleaners, grounds maintenance and catering staff. The majority of our employees are support workers who work in shifts directly with tenants. We welcome job applications from all people who can help us achieve our aim to provide tenant services of the highest quality. Look at out website or telephone us for our latest vacancies. 01792 460192 79

The Diversity Group 2013 Directory: Housing Sector

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

Building Regulations 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.

The Diversity Group 2013 Directory: Housing Sector

Help and advice from the Equality and Human Rights Commission

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

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

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

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.

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

08457 622 633 08457 622 644

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

08457 778 878 Lines are open Monday, Tuesday, Thursday and Friday 9am-5pm; Wednesday 8am-8pm.

If you would like to find out more about our organisation and the job opportunities we have available please visit or telephone 0800


294 0195

Join the Growing Community

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





In association with

Celebrating Unity in Society 83



2013 Employers


British Antarctic Survey Nationwide Scotland

Communication Workers Union (CWU) Nationwide



Civil Nuclear Constabulary (CNC) Nationwide

id e

North East

National Assembly For Wales Wales

Yorkshire & Humberside North West East Midlands

OFGEM Nationwide

East of England



Serious Fraud OďŹƒce (SFO) Nationwide

South West South East


Education 84


I was the most popular person at the party when I said I worked for the British Antarctic Survey. People always make assumptions and I just love surprising them. When you tell them you’ve worked in Antarctica, it really does turn heads.

If you want to enjoy a different kind of challenge, then why not find out more about working in Antarctica. It’s thousands of miles away from the everyday.

You could say I have a spirit of adventure and you definitely need one to work in one of the most remote and fascinating places on earth. Your skills are absolutely vital in maintaining the life of the stations down there and you’ll be there supporting genuine research into issues such as global warming which affect us all.

Further information is available on our website

Not that it’s all work and no play. There’s plenty of time to really experience what Antarctica has to offer. Plus all your essentials like food and living arrangements are funded, so you see a lot more of your salary when you get back. You must be physically capable and medically fit to work in Antarctic conditions.

Promoting Choice and Value We are proud of our values – professionalism, respect, integrity and transparency – which clearly define our way of working and what you can expect as a valued employee. At Ofgem we recognise the importance of having a diverse team of people in the organisation so that we can meet our duty as a regulator to promote choice and value for existing and future consumers of gas and electricity. In addition to this we want Ofgem to be an accessible and attractive place to work. We have a strong commitment to equality and diversity and welcome applications from anyone that can support our values and commitment to diversity. We believe that having a fully diverse workforce helps us in delivering our corporate objectives. In addition to our commitment to equality and diversity we offer a generous compensation and benefits package. For more information about Ofgem, our benefits and current vacancies please visit 000

At Ofgem we recognise the importance of having a diverse team of people in the organisation so that we can meet our duty as a regulator to promote choice and value for existing and future consumers of gas and electricity. In addition to this we want Ofgem to be an accessible and attractive place to work. We have a strong commitment to equality and diversity, as well as to meeting our statutory duties under equality legislation. In 2011 Ofgem participated in the third annual Civil Service People Survey (CSPS). 97 organisations took part involving 300,000 people making this survey the largest engagement survey ever carried out in the UK. Ofgem had an excellent participation rate of 95% and our overall engagement score put us in the upper quartile amongst the participating organisations. We were very encouraged that 70% of our staff would recommend Ofgem as a great place to work.

Bullying & harassment ‘Is there anywhere I can turn for help?’

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

‘What rights do we all have to be protected from harassment?’


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.

Cynulliad Cenedlaethol Cymru Un o brif swyddogaethau’r Cynulliad Cenedlaethol yw cynrychioli buddiannau Cymru a’i phobl. I wneud hyn yn effeithiol, mae arnom angen cyflogeion sy’n cynrychioli poblogaeth amrywiol Cymru. Mae ein buddion yn cynnwys gweithio hyblyg, 31 diwrnod o wyliau blynyddol a threfniadau pensiwn ffafriol.

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


National Assembly for Wales

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

Rydym wedi ymrwymo i fod yn gyflogwr cyfle cyfartal da.

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

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

Our benefits include flexible working, 31 days annual leave and favourable pension arrangements. We are committed to being a good equal opportunities employer. The National Assembly for Wales is the democratically elected body that represents the interests of Wales and its people, makes laws for Wales and holds the Welsh Government to account.

Careers Advice Lizzie, 17 The careers adviser at our sixth form college seems to think that there are still “girls’ jobs and boys’ jobs...” I told her I was interested in becoming a plumber.

‘What can we do about this kind of old-fashioned advice?

She wasn’t very helpful and said it was difficult for girls to get taken on as apprentices.

What are our rights if we want to go for a different kind of job?’

She told my best mate Ryan that midwifery was no place for a young guy. 88

The Diversity Group 2013 Directory: Public Sector

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

Local Council Jobs

Health & Care Jobs

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

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

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

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

administration cleaning maintenance

Foreign and Commonwealth Office


Ministry of Defence


Department for Work and Pensions 89

The Diversity Group 2013 Directory: Public Sector

Teaching Jobs

Emergency Services Jobs

Armed Forces Jobs

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

The emergency services are made up of the:

The armed forces are made up of the:

Ambulance Service

British Army

Fire Brigade

Royal Air Force

Police Force

Royal Navy

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

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


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

General Secretary: Billy Hayes President: Beryl Shepherd



Find out more at 90




In association with

Celebrating Unity in Society 91



2013 Employers


Arts Council England Nationwide Scotland

Arts Council Wales Wales Nati


CTC Charitable Trust Nationwide

id e

North East

General Medical Council Nationwide

Yorkshire & Humberside North West East Midlands

National Museums Directorate Conference (NMDC) Nationwide

East of England



Together Trust North West

South West South East


Education 92


Set the standards. Protect the public. Make a difference. Find out how you could make a difference by joining our diverse team, follow the instructions below or visit


1. Download the free Aurasma Lite app from your App Store or Google Play Store. 2. Use the search tab to find the GMC channel and subscribe to it. 3. Then point your mobile device at this advert and watch it come to life. 000

the Together Trust

Feeling like a fish out of water?

Join us and we will support you all the way. At the Together Trust we nurture and encourage children, young people and adults with complex needs to break through barriers and take control of their lives. And we’ve been doing it since 1870. We’re looking for people with different skills, backgrounds and experiences to join our team. From direct work with service users to administration or foster care there are many opportunities available. We also have a number of volunteering and membership opportunities available. Why not join us to gain experience and learn new skills. You can help ensure that everyone at the Together Trust gets the best chance in life. 0161 283 4828


The Together Trust is committed to equality and diversity. The Together Trust is committed to safeguarding. 000


Arts Council England is the national development agency for the Arts in England We work to get great art to everyone by championing, developing and investing in artistic experiences. We develop and promote Arts across England acting as an independent body at arm's length from government. Between 2011 and 2015, we will invest £1.4 billion of public money from government and an estimated £0.85 billion from the National Lottery to help create these experiences for as many people as possible. Great art inspires us, brings us together and teaches us about ourselves and the world around us. In short, art makes life better. We are looking for people who have a range of skills, experiences and backgrounds and not necessarily just in the Arts. Business, advocacy, communication, research and project management skills are essential for the organisation. We need diverse and talented individuals who have the ability to influence decision-making, work in partnership with others and deliver results. Our commitment to diversity is reflected in our attitude towards our employees. We'll respect you as an individual - our internal support and network groups, fair policies, and practices are designed to include everyone's perspective and expertise. We proudly promote cultural diversity and equal opportunities for all

We Require Inspirational People For further information on our current vacancies please visit

Pregnancy Mandy, 20 I told my employer that I was pregnant. Next thing they tell me I’m not doing a good enough job and sack me. They never said there was anything wrong before.

‘What can I do?’ ‘What are my pregnancy and maternity rights?’


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

The Uk’s National Cyclists’ Organisation -

Cyngor Celfyddydau Cymru Polisi Recriwtio Ni yw'r prif gorff ar gyfer y celfyddydau yng Nghymru. Rydym yn sefydliad creadigol, deinamig a strategol sy'n ymrwymedig i ddatblygu, ariannu a hyrwyddo'r celfyddydau. Rydym yn ysbrydoli pawb yng Nghymru i ymgysylltu â'r celfyddydau.

Arts Council of Wales Recruitment Policy We are the lead body for the arts in Wales. We are a creative, dynamic and strategic organisation which is committed to developing, funding and promoting the arts. We inspire everyone in Wales to engage in the arts.

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

The Arts Council of Wales is committed to a policy of equal opportunity and is keen to reflect diversity at every level within the organisation. We welcome applications from all sections of the community, and we guarantee an interview to disabled candidates who meet the person specification criteria.

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

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

Cyngor Celfyddydau Cymru Plas Bute CARDIFF CAERDYDD

The National Museum Directors' Conference (NMDC) represents the leaders of the UK's national collections and major regional museums. These comprise the national museums in England, Scotland, Wales and Northern Ireland, four leading regional museums, the British Library, National Library of Scotland, and the National Archives. Our national museums, libraries and archives employ over 13,000 people across the UK and are committed to creating diverse workforces which reflect the communities they serve and where individual differences are valued and respected. Please visit The NMDC jobs website, for details of current vacancies across the UK's national museums, galleries, libraries and archives.

Royal Museums Greenwich is a group of world class museums incorporating the National Maritime Museum, the Royal Observatory Greenwich and the Queen's House, situated within 200 acres of Royal Greenwich Park land, at the heart of the Maritime Greenwich World Heritage Site. Be one of over 2 million visitors per year from around the world and who come to discover the history of British exploration and trade, stand on the Prime Meridian Line and reach for the stars in London's only Planetarium.

The Arts Council of Wales Bute Place CARDIFF CF10 5AL

The British Museum holds in trust for the Nation and the World a collection of art and antiquities from ancient and living cultures. Housed in one of Britain's architectural landmarks, attracting almost 6 million visitors per year, the collection is one of the finest in existence, spanning two million years of human history. To find out more please visit our website

The National Army Museum holds the premiere collection of material relating to the British Army and tells the story of the British Army at home and abroad from earliest times to the present day. Our mission is to gather, maintain and make known the story of the British Army and its role and impact in world history and to provide a museum experience that meets the widest range of public need and connects the British public with its Army. To find out more please visit our website

The National Gallery houses a world famous collection of Western European paintings, from around 1260 to 1900, that belongs to the nation. The building itself is listed, and is instantly recognisable as a major London landmark. With approximately 5 million visitors from around the world visiting us every year, The National Gallery is a vibrant place to visit and a stimulating place to work. Please do refer to our website to find out more: http://www.nationalgall

The National Portrait Gallery houses a unique collection of all forms of portraiture of the people who have made or who are currently contributing to British history and culture. With more than 1.9 million visitors each year, the Gallery is one of the country’s most important and popular galleries. To find out more please visit our website

If you believe you can achieve 96

The Diversity Group 2012/13 Directory: Charity Sector


Promotion of Human Rights This 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. In some cases the purposes used to describe the activities of the organisation, such as prevention of discrimination on the grounds of age or sexual orientation, have not previously been recognised as charitable.


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

The Diversity Group 2013 Directory: Charity Sector

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

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

6. Evidence of public benefit 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. They noted that their view is supported by evidence that:

4. Analogies

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.

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.


The Diversity Group 2013 Directory: Charity Sector

7. Considering future applications for registration

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;

In order for the Commission to be satisfied that any particular organisation is established for the purpose of promoting equality and diversity, it will need to be satisfied that the particular activities it carries out are capable of furthering the purpose. We recognise that this purpose may be furthered in a number of ways, including training schemes for employers and organising activities with the purpose of encouraging people from diverse backgrounds to interact with each other. We will consider each application on its merits and will adopt an open approach to the ways in which the purpose can be furthered but will require this to be clearly demonstrated before being satisfied in any particular case. We recommend that an organisation set out the means by which it will pursue this purpose in its objects to assist this consideration.


8. Charities recognised as furthering this purpose The Commission has registered organisations as charities furthering the purpose of promoting equality and diversity for the benefit of the public in a variety of ways. The Age Equality Association (registered on 9 May 2003 under number 1097441) promotes equality and diversity by the elimination of discrimination on the grounds of age. Pink Parents (UK) Ltd (registered on 20 January 2003 under number 1095492) promotes equality and diversity by the elimination of discrimination in relation to lesbian, gay and bisexual parents and parents-to-be and their children. The North East Centre for Diversity and Racial Equality (registered on 20 June 2003 under number 1098139) promotes equality and diversity by working towards the elimination of racial discrimination and to promote equality of opportunity and good relations between persons of different racial groups.

The Diversity Group 2013 Directory: Charity Sector

Promotion of Religious Harmony This guidance explains the extent to which the promotion of religious harmony for the public benefit is a charitable purpose. 1. Decision The Commissioners have concluded that the promotion of religious harmony for the benefit of the public is a charitable purpose. The Commission will accordingly consider applications from organisations established for such purposes for registration as a charity.

2. Background The Commissioners have received applications from organisations with objects which can generally be described as promoting religious harmony. The Commissioners, therefore, considered whether or not they should recognise that to promote religious harmony 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 booklet RR1A. Broadly the Commissioners first determine whether the new purpose is analogous to a purpose recognised by the Courts or the Commission. The second step is to decide whether the purpose results in a real and substantial benefit to the public at large or a sufficient section of the community. 100

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

The Diversity Group 2013 Directory: Charity Sector

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

6. Evidence of public benefit The Commissioners considered that the public benefit in eliminating both racial and sex discrimination is manifestly beneficial to the public without the need to consider evidential proof and that the public benefit of eliminating discrimination on the grounds of religion and promoting religious harmony is of the same order.

Nevertheless, they noted that their view is supported by evidence that:

7. Religion and Other Belief Systems

the promotion of religious harmony and tolerance could result in tangible benefits of reduction in conflict and crime. In addition, understanding other’s religious beliefs leads to more appropriate provision of services both in the public and the private sphere.

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

there is a common understanding of enlightened opinion that promoting religious harmony and tolerance is for the benefit of the public in view of the following: The Human Rights Act 1998 which incorporates Articles 9 and 14 of the European Convention on Human Rights into domestic law European Directive 2000/78/EC of 27 November 2000 prohibits discrimination on the grounds of religion or belief, disability, age or sexual orientation in employment, occupation and vocational training. The religious strand must be implemented by 2 December 2003 Towards Equality and Diversity – The consultation paper issued by the Department of Trade & Industry setting out the Government’s plans for implementing this European Directive. 101

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

The Diversity Group 2013 Directory: Charity Sector

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

10. Considering future applications for registration In order for the Commission to be satisfied that any particular organisation is established for the purpose of promoting religious harmony, it will need to be satisfied that the particular activities it carries out are capable of furthering the purpose. The Commissioners recommend that an organisation sets out the means by which it will pursue this purpose in its objects to assist this consideration.


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

The National Diversity Awards 2013 will create and celebrate a new generation of Positive role models for the United Kingdom, proudly representing all that is great about this diverse nation.

The National Diversity Awards Aims The Promotion of Equality and Diversity To create role-models from all sections of society The elimination of discrimination on the grounds of race, gender, gender identity, disability, sexual orientation, religion or age Celebrate the achievements of people, community/charity organisations and Companies that strive for a more inclusive society Highlight how diverse communities have contributed to the economy of the United Kingdom

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

The Diversity Group 2013 Directory: Discrimination What Are Your Rights?


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

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

having just had a baby or being pregnant

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


being married or in a civil partnership (this applies only at work or if someone is being trained for work) age (this applies only at work or if someone is being trained for work) These are known as ‘protected characteristics’.

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

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

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

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

Religion & Belief

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

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

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

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


The Diversity Group 2013 Directory: Discrimination - What Are Your Rights?

Where You are Protected

What can you do about discrimination?

You are protected from discrimination in the following situations:

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

at work in education

complain directly to the person or organisation.

as a consumer when using public services

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

When Discrimination Is Justifiable

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

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

Positive Action


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

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


The Diversity Group 2013 Directory: Discrimination - What Are Your Rights?

If you have been discriminated against you should get advice from the EHRC about what to do next.

Helpline - England 0845 604 6610 0845 604 6620 0845 604 6630

Helpline - Wales 0845 604 8810 0845 604 8820 0845 604 8830

Helpline - Scotland 0845 604 5510 0845 604 5520 0845 604 5530 If you believe you can achieve 107

The Diversity Group 2013 Directory: Discrimination - What Are Your Rights?


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


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

The Diversity Group 2013 Directory: Discrimination - What Are Your Rights?

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

What has Changed?


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

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

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

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


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

The Diversity Group 2013 Directory: Discrimination - What Are Your Rights?

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

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

What is Proportionate?

What to do Next

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

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

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

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

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

Source: Directgov


The Diversity Group 2013 Directory: Discrimination - What Are Your Rights?


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

Getting information from your employer

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


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

The Diversity Group 2013 Directory: Discrimination - What Are Your Rights?

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

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

When to use the questions form

Where to send your questions form

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

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

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

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


The Diversity Group 2013 Directory: Discrimination - What Are Your Rights?

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

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

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

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

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


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

The Diversity Group 2013 Directory: Discrimination - What Are Your Rights?

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

Sex Discrimination

Equal Terms - Equal Pay

Positive Action

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

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

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

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

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

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

dismissal 114

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

The Diversity Group 2013 Directory: Discrimination - What Are Your Rights?

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

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

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

‘Who can I turn to for help and protection?’ ‘Who is protected from hate crime?’


The Diversity Group 2013 Directory: Discrimination - What Are Your Rights?

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

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

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


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

The Diversity Group 2013 Directory: Discrimination - What Are Your Rights?

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

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

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

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

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


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

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

The Diversity Group 2013 Directory: Discrimination - What Are Your Rights?

Racial Discrimination

It'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 Act protects all racial groups, regardless of their race, colour, nationality, or national or ethnic origins.


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

The Diversity Group 2013 Directory: Discrimination - What Are Your Rights?

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

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

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


The Diversity Group 2013 Directory: Discrimination - What Are Your Rights?

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

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

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

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

Source: Directgov

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

Faith Mariam, 16

‘Can I do something about this?

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

‘What rights do we have to equal pay?’


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.

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.” 121

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.

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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! 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. 122

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.

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Proactive Similar to self-starter (above), a proactive person takes positive action to bring about change without too many instructions. 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. Competitive Salary and Benefits This could mean the salary is in line with similar roles for other organisations. It could also mean they haven't decided the salary yet and it depends on your skills and experience. If you're looking for a certain minimum salary you might like to find out as early in the process as possible what the range is, to make sure it's the kind of rate you're looking for.

Fast-paced/challenging/demanding Environment This means that they'd like someone who can juggle many different tasks, work to deadlines and put in the extra time and effort to meet targets. 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. Ability to Communicate at all Levels The employer wants someone who can get on with people at all levels of the company, from the people on the shop floor to the board room. They want to know you have the common touch and the ability to communicate with professionals. You could think of an example where you worked on a project with a wide range of people. Core competences These are the main skills you need to do the job. At all stages of the recruitment process try to keep in mind the top five skills the employer is looking for.


Commitment to Equal Opportunities The employer wants to know you'll treat everyone - colleagues and customers - equally. You could prove this by thinking of a situation where you took account of the needs of someone different from yourself. Stakeholders Stakeholders have an investment, share or interest in a company or industry. Fast Learner 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. Sense of Humour Required You should only need a sense of humour if the job itself is a joke, so steer well clear of this! The only job you need a sense of humour for is a comedian...

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What job adverts mean for your CV

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

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

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.

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. You could break down the job advert by asking these questions: what's the main purpose of the job? what are the main tasks? how is this role important to the company? what will its impact be?

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

what skills do they want applicants to have? what knowledge or experience do they want applicants to have? Breaking down the job advert enables you to put your finger on what the employer is after. You can then push your relevant skills and experience in your CV and covering letter.


Top CV Tips Everyone has their own way of putting together a CV but there are some essential do's and don'ts which every good candiate should be aware of. Writing a good CV 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. Check out the articles for more help...

Top 5 C.V. Tips

1 Show what Makes You Unique For every job you apply for you could be up against hundreds of other candidates so you need to make sure you stand out. Employers don't just buy skills, they buy solutions, so show how can you make the company money and how can you resolve the problems that they have.

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By thinking in more depth about your skills and abilities, you may realise that you are especially proficient at solving complex problems. So your USP is something along the lines of: "Seasoned project manager who excels at identifying and solving problems" 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 different from any other. It may be that it is smaller, lasts longer or tastes better than its competitors. The same principle applies to you when you are applying for a new job. You need to think about your unique selling points (USPs). What is the one reason that an employer should hire you above all other candidates? 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 What are Your Skills? Put yourself in the shoes of your clients or colleagues. The image that you have of yourself may differ from the image that you project and you may find that a skill that you excel at but consider to be routine, is highly regarded and desired by others.

What's Your Benefit? But employers don't just buy skills. They buy solutions. So how can you make the company money, how can you save the company money and how can you resolve the problems that they have? For instance, perhaps you are a project manager with a number of skills including software, hardware and management. Great! But that alone won't help you to stand out from every other project manager applying for the same position who has the same skills. 125

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

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

2 Keep it error free It's deceptively easy to make mistakes on your CV and exceptionally difficult to repair the damage once an employer gets it. As well as checking your spelling and grammar, make sure your employment dates match up and that you've provided the right phone number and email address. Ensuring that your CV 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

Poor Design

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."

Unless you're going for a design role, layout should always be second stage to the content of your CV. If your CV is wall-to-wall text featuring five different fonts styles and sizes you'll give the reader a headache. Black and white text on a clean design is all you need, so don't overdo it. Show your CV to several other people before sending it out to check they don't turn their heads in disgust.

Breaking the Two-page Rule

Spelling and Grammar

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.

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.


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No Tailoring

Leaving Out Information

Incorrect Personal Details

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.

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.

Highlighting Duties Instead of Achievements

"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."

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 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 '', be sure to use a more professional one on your CV.

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.

Using Cliches

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


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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 and struggle to find it amongst the array of elaborate graphics. 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 Seperated 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 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.

4 Tailor your CV to your audience It may sound like a time consuming process, but making the effort to tailor your CV to suit the requirements of each particular job that you are applying for can greatly increase your chances of securing an interview. It may sound time consuming but by tailoring certain aspects of your CV to suit the job your looking for can seriously increase your chance of success.

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The following are the key areas Preparing Your CV Your consultant needs an up to date resumé 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 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.


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

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

Hobbies and Interests 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.

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5 Keep your CV up-to-date When you put together a CV it's often difficulty remembering the projects you have been involved with and the achievements you have made. To avoid missing important pieces of information out, revisit your CV every month adding anything of importance, and cutting any information that is no longer required. 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. If you want to position yourself as one of the strongest candidates for the job, it is worth doing your homework on the company that you are applying to. Their job advert will provide you with a glimpse of what the company is like, but you can find valuable information on their corporate website that will help you to understand what they may be looking for in a job applicant. Try and make the way your CV comes across match their company ethos.

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.

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 ďŹ nd 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.

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.

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.

How to get on the Radar of Potential Employers

Redundancy Rights Redundancy can be the hardest pill to swallow, but it can also be the start of a bright new future. Weather your looking for the best way to get back in the game or just need some legal advise regarding a recent redundancy issue, we're here to help. Redundancy Legal Basics 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. Redundancy is where an employee is dismissed because the employer closes down the business, or the employer closes down the employee's workplace, or there is a diminishing need for employees to do work of a particular kind.

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. 131

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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.

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.

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.

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.

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.

Most people are nervous about contacting solicitors because they fear the costs involved. Many solicitors provide a free initial consultation, face-to-face or more usually on the telephone, to establish whether you have a case worth pursuing. If you have a case, an Employment Law expert will help you and give you indicative costs before proceeding.

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

For further information please visit 132

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Diversity Timeline


Equal Pay Act


Sex Discrimination Act


Race Relations Act


Sex Discrimination Act (Amendment)


Equal Pay Act (Amendment)


Employment Act


Disability Living & Disability Working Allowance


Asylum and Immigration Appeals Act


Race Relations Act


Disability Discrimination Act


Employment Rights Act Asylum and Immigration Act (Amendment)


Protection from Harassment Act


Human Rights Act / National Minimum Wage Act


Employment Relations Act Asylum and Immigration Act (Amendment) Sex Discrimination (Gender Reassignment) Maternity and Parental Leave Regulations


Race Relation Amendment Act (Amendment) Disability Rights Commission Act


Special Educational Needs and Disability Act


Race Relations Act (Amendment) Employment Equality (Sexual Orientation) Employment Equality (Religion and Belief)


Civil Partnership Act / Gender Recognition Act


Disability Discrimination Act (Amendment) Employment Equality (Sex Discrimination)


Employment Equality (Age) Equality Act Racial and Religious Hatred Act




Single Equality Bill Published 133

The Diversity Group 2013 Directory: Online Sources

Online Sources Equality and Diversity Forum The Equality and Diversity Forum (EDF) is a network of national organisations committed to equal opportunities, social justice, good community relations, respect for human rights and an end to discrimination based on age, disability, gender and gender identity, race, religion or belief, and sexual orientation

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

www.equalityhumanrights .com

Trade Union Congress With member unions representing over six and a half million working people, we campaign for a fair deal at work and for social justice at home and abroad.

Unison No matter if you're new to UNISON or a seasoned activist, here you'll ďŹ nd a wealth of interesting information, including how the union is structured, where we direct our energies and contact details for your local representatives.

Citizens Advice Bureau The online CAB service that provides independent advice on your rights

Diversity Link A dedicated portal commited to ďŹ nding you the latest jobs, industry news and information. 134

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

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.

Action on Elder Abuse

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

Employers Forum on Age

Age UK

Friends of the Elderly

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

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

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

Beth Johnson Foundation

National Benevolent Fund for the Aged

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

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

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


Third Age Trust

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Disability Organisations

Ability Net

British Deaf Association


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.

Access Matters UK Environmental Access Auditors and Consultancy.

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.


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

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.

Centre for Accessible Environments The UK's leading authority on inclusive design, helping to secure a built environment usable by everyone. 136

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.

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.

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Disability Wales


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.

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.


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

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.

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

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.

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


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


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

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Gender Organisations


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.

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.

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.

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.


Working for women's empowerment and gender equality.


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.

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.

The Diversity Group 2013 Directory: Online Sources

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

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

processes in offering a complete resource and evidence gathering solution for any organisation.

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.

The seven strands of diversity:

age, disability, family circumstances, gender, race, religion and belief and sexual orientation are covered

Women’s Resource Centre

within six practical work and role related units:

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

Equality, Diversity & The Law Working Together Sensitive Service Provision Managing Diversity Fair Selection Planning For Diversity

For more information please visit or telephone 0151 708 5775 139

The Diversity Group 2013 Directory: Online Sources

Race Organisations

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

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.

Black and Ethnic Minorities Infrastructure in Scotland (BEMIS)

Football Against Racism in Europe

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).

Black Environment Network

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.

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.

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.

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. 140

The Diversity Group 2013 Directory: Online Sources

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

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.

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.


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.

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


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.

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

The Diversity Group 2013 Directory: Online Sources

Religion Organisations

Bahá’í Community of the United Kingdom

Churches Together in England

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

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

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.

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.

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.

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.

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.

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

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


The Diversity Group 2013 Directory: Online Sources

Sexual Orientation Organisations

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

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.

Being Gay is Okay (BGIOK)


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

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

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


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

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


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

Gay Monitor Seeking Justice for the Gay Community. 143

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.

The Diversity Group 2013 Directory: Online Sources

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

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

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.

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

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

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

Queer Youth Network

Nottingham & Notts Lesbian & Gay Switchboard

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

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

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

Schools Out Working towards equality in education for lesbian, gay, bisexual and trans people since 1974. 144

The Diversity Group 2013 Directory: Online Sources

Stonewall Stonewall was founded in 1989 by a small group of women and men who had been active in the struggle against Section 28 of the Local Government Act.

The Intercom trust Intercom began in the summer of 1997, when eight LGBT people started meeting in Exeter to discuss our worries about gaps in local services for LGB people and Trans people.

The Lesbian and Gay Christian Movement

The Lesbian and Gay Foundation

The Lesbian and Gay Christian Movement is a UK-based international Charity which challenges homophobia and transphobia, especially within the Church and faith based organisations, as well as working to create and praying for an inclusive church.

The Lesbian and Gay Foundation is working towards a world where we are free to live our lives without fear, without prejudice and without discrimination.

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For more information please visit or telephone

The Diversity Group 2013 Directory: Online Sources

Transgender Organisations

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

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.

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

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.

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

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

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). 146

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

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

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

Creating opportunities today‌For a brighter tomorrow Jobs Get the job you want. Browse thousands of jobs with our easy to use search facility.

Education View a wide range of courses from Universities and Colleges from around the UK.

Training The Diversity Group’s e-Training is the most comprehensive diversity e-learning solution currently available in the UK.

The Diversity Group Resources Advice & Support include School Workshops Housing Associations

Fostering & Adoption

Education & Training

Charity & Volunteering If you believe you can achieve

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The Diversity Group 2013 Directory  

The Diversity Group 2013 Directory

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