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w w w.d iver s i t yg ro u p. co. u k The UK's leading diversity careers platform - Engaging job seekers and recruiters nationwide 29-31 Seymour Terrace Seymour St, Liverpool, L3 5PE 0151 708 5775 0151 709 7493 @ndawards

Director •

Paul Sesay

Editors • •

Hayley Flinn Emma Houghton

Project Coordinators • •


William Bruce Freya Kirk-Roberts

Design •

Terence Ryan @Diversity_Today

w w w.isp o 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 © 2015 I Spoil U Media. All rights reserved. @nationalcareersexpo

CONTENTS The Diversity Group 2016 Employer Listings 4 Foreword 6

Housing Advice & Support 34

Charity Sector

CV Tips 70

37 Charity Commission Guidance 39

Private Sector 7

Education Sector

Public Sector



Careers Advice 67

Redundancy Rights 77

Your Guide to Fostering & Adoption 79

Public Sector Careers 48

Options After 16 24 Disability Support in Higher Education 26 Qualifications: What Do They Mean? 28

Housing Sector 31

The 2015 National Diversity Awards Celebrating Unity in Society 51

We’re Here To Help! Housing Rights 32

66 Interview Guidance 66


Age Discrimination


Disability Discrimination


Racial Discrimination


Religion or Belief Discrimination


Sex Discrimination & Equal Pay


Online Sources


The 2015 Excellence in Diversity Awards Championing Diversity, Promoting Inclusion 115

TDG 2016 Employers

BAE Systems

Peter Brett Associates LLP Nationwide Nationwide


Taylor Wimpey Nationwide Nationwide North West

First ScotRail

The Cooperative Funeralcare Scotland Nationwide

Kier Group

City & Islington College Nationwide London

Knight Frank

City of Liverpool College Nationwide North West


Ealing, Hammersmith & West London College Nationwide

Persimmon Homes Yorkshire & Humberside

Liverpool School of Tropical Medicine

Manchester Metropolitan University North West

Royal Holloway University of London London

SAKS Apprenticeships North East

County Durham Housing Group Ltd London North East

RCT Homes

Leeds Beckett University Yorkshire & Humberside Wales

Sovini Group North West


The Electoral Commission Nationwide

SSAFA Military Nationwide


British Antarctic Survey Nationwide North East

Civil Nuclear Constabulary North West Nationwide

Yorkshire & Humberside

Communication Workers Union Nationwide

East Midlands West Midlands


East of England

Wales Nationwide



South West Nationwide


South East

FOREWORD elcome to The Diversity Group 2016 Directory, produced by I Spoil U Media. Founded in 2006, The Diversity Group is widely regarded as one of the most proactive promoters of equality and diversity across the UK, embarking on various initiatives in order to promote equal opportunities.


The primary objective of this directory is to eliminate barriers into employment; education & training, whilst reassuring people of all backgrounds that there are organisations offering a fair and equal chance at

Employing people from a wide range of backgrounds, ages and life experiences can add significant value to organisations. Open and inclusive recruitment processes mean that employers have a greater choice of talent to choose from. The Diversity Group Directory can play an important role in helping clients to encourage potential candidates from all backgrounds to put themselves forward for roles with confidence. In addition, the directory provides current information about equal rights, legislation and helpful links for those that may need advice on specific problems. Britain is becoming widely diverse and is integrated into every part of our society – our goals and the purpose of this publication is to encourage people to pursue their chosen career, education or training, regardless of age, disability, gender, race, sexual orientation, gender identity, religion and/or belief. As well as this directory, the NDA Group has other exciting projects. The National Diversity Awards, which showcase an outstanding array of role models and community organisations across the UK. The Excellence in Diversity Awards, which honour inclusive UK employers and diversity champions. The widely anticipated National Careers Expo will also launch in 2017, were schools and graduates will gather with business directors, major organisations and influential leaders. The expo will pose as a leading platform for organisations to present real jobs and employment, apprenticeships, careers pathways, traineeships, university and graduate programmes, and educational opportunities to thousands across the UK. Diversity goes beyond fair & equal treatment to recognise and appreciate the benefits that people’s different talents bring to an organisation or community, and here at The Diversity Group we value this and embrace equality & diversity at its highest form

P.Sesay Paul Sesay Founder & CEO



PRIVATE SECTOR w w w.d iversi t yg rou p. co. u k The UK's leading diversity careers platform - Engaging job seekers and recruiters nationwide 7

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




LIFETIME ACHIEVERS For further information please visit To make a nomination please go to @ndawards | #nda2016

/NationalDiversityAwards 10

Come as you are, do what you love Microsoft values diversity of thought and perspective. It’s a big part of why we’ve been voted 4th in Great Places to Work (UK) this year. Not to mention our passion for creating quality products and reputation for supporting career development. We seek out people from diverse backgrounds, nurture their unique potential and reward their great work. We encourage our employees to take risks and approach challenges unconventionally, because together we can drive positive innovation in both our lives, and communities. To find out more about careers at Microsoft, visit

Care for our communities

We are extremely proud to be the UK’s leading skincare company. We can be found everywhere from department stores and health and beauty salons in over 150 countries around the world. We actively promote equal opportunities because we recognise the value in enabling us to provide the excellent customer service we're famous for. So we want our skincare specialists and therapists to represent the communities they serve. We consider individuals solely on their ability to do a job and are committed to providing good employment opportunities for all.

The Co-operative Funeralcare is at the heart of its communities. In 2014, colleagues carried out more than 9,000 activities working with their local communities, ranging from charity fundraising to organising local events.

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

Careers Online

Exceptional People

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

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

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

ScotRail is operated by

If you are at the top of your game and looking for a new challenge, discover more about career opportunities at Knight Frank at 12

Diverse people. Different ideas. Common goals. Extraordinary results.

We don’t conform to the ordinary. Celebrating our differences leads to a rich range of views and ideas and a great place to work. We are an award winning, development and infrastructure consultancy and a Sunday Times Top 100 company to work for. Find out more about joining our team at

CAREERS AS DIVERSE AS THE HOMES WE BUILD. Here at Persimmon plc, supporting our talented and diverse workforce is a key priority. After all, our people have made us one of the UK’s leading housebuilders and this year we will be embarking on an ambitious growth plan creating hundreds of new jobs around the country. We also believe that equality isn’t just something we should make bold statements about – or tick boxes – it’s something that must be embedded at every level of our business. For the last two years we have been accredited in ‘Employment’ and ‘Customer Service’ for our commitment to equality, so not only can our staff be sure that they are treated fairly, but the people that they deal with will be too.

As a growing organisation, we can offer ambitious individuals a whole range of roles from administrative, technical and professional opportunities to sales, management and building trades. With award-winning training and development programmes, we’ll do everything we can to help you build a great future. You can look forward to excellent progression opportunities too, not to mention benefits that depending on your role, could include a company car, bonus, commission, private health cover, life assurance and contributory pension scheme. To find out more, visit

WWW.PERSIMMONJOBS.COM We are an equal opportunities employer


Excellence through diversity Kier are a leading property, residential, construction and services group. At Kier, our job is to keep the world working. But it’s not just what we do; it’s how we do it that sets us apart from other companies and their people. It is our mix of different viewpoints, backgrounds and experiences within our international workforce that drives the creativity behind the solutions we develop each day to meet our clients’ challenges and improve the places where people live, work and play. We have a well-established Equality and Diversity policy that aligns with our corporate values and related support services such as our Employee assistance programme.

Together we make the world work better

Showcase Your Diversity Stance! The Excellence in Diversity Awards honours the remarkable work of inclusive employers and diversity champions across the UK. The Excellence in Diversity Awards is the only awards ceremony that rewards organisations for harnessing a truly diverse workforce, thus recognising the signiďŹ cant eorts of organisations nationwide that excel in their commitment to equality and inclusion across all strands of diversity. The awards cover excellence in all areas of diversity including age, disability, gender, sexual orientation, race, faith and religion, as well as highlighting diverse employers and employees across a wide variety of sectors including housing, public, private, charity and education.

For more information please visit @EiDAWARDS #eida16



EDUCATION SECTOR w w w. divers i t ygroup. co. uk The UK's leading diversity careers platform - Engaging job seekers and recruiters nationwide 19

Art & Design

Find the course that’s right for you

Accounting & Finance

Media Studies

Business Technology

Physiology Performing Arts




Creating opportunities today... For a brighter tomorrow

LEEDS BECKETT UNIVERSITY Leeds Beckett University is dynamic, forward-thinking and committed to equality and fairness in its student body and workforce. Our community is drawn from a range of social and cultural backgrounds, and respecting and valuing each other is an integral part of working and studying at Leeds Beckett. We welcome applications from all sections of society to study or work with us. For information on job vacancies, please visit or phone 0113 812 1821 For information on degree courses, please visit or phone 0113 812 3113 ®

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 23

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: 24

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. 25

Disability support in


Education Universities and colleges are increasingly aware of the needs of disabled students. Disabilities include long-term illnesses, mental-health conditions or specific learning difficulties such as dyslexia. Find out what support and extra financial help is available.

WHAT IS HIGHER EDUCATION? Higher education is the next step on from further education. Studying at university or college, you'll work towards one of a range of qualifications such as a degree - for example, a BA or BSc - Foundation Degree, or a diploma/certificate of higher education. You can go into higher education at any age but most people enter when they are around 18 years old.

There's a lot to consider if you're planning to go into higher education, and as a disabled student you'll need to give plenty of thought to:

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

where to study the support you may need while studying

accommodation adapted for the needs of disabled students

support with day-to-day living

professional care staff

money and funding

assistance from volunteers


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.

encouraging flexible teaching methods

There are many things universities can do to help disabled students, including: providing course materials in Braille and other accessible formats ensuring buildings and facilities are accessible

providing support during exams, so that all students are assessed fairly allowing additional time to complete courses You may also need assistance on a day-to-day basis to help you study. This could be someone to: interpret words into sign language take notes for you write down your words - for example in an exam help you get around It's worth contacting your Disability Adviser or Disability Coordinator soon after you arrive at university or college so you can find out about the support available.


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

FURTHER HELP AND ADVICE If you are currently in further education, you can get advice and guidance from your teacher or college about the courses, colleges or universities you are interested in. The Careers Helpline for Young People can help disabled people throughout their time in further and higher education, sometimes up to the age of 25.


NQF and QCF qualifications include:


English for Speakers of Other Languages (ESOL) Skills for Life GCSEs and A Levels International Baccalaureate BTEC courses Foundation Learning National Vocational Qualifications (NVQs)

There are 4 main frameworks that group all qualifications into the same levels from entry to level 8.

Higher National Certificates (HNC)

The frameworks in England, Wales and Northern Ireland are:

NQF and QCF Qualifications

National Qualifications Framework (NQF)

Courses in these frameworks range from entry level up to level 8.

Qualifications and Credit Framework (QCF) in England and Northern Ireland Credit and Qualifications Framework for Wales (CQFW) in Wales

Cambridge Nationals

Higher National Diplomas (HND)

QCF courses are vocational (work-related). They use a credit system so that you can study units at your own pace and build these up into qualifications over time.

Framework for Higher Education Qualifications (FHEQ) This is the framework for higher education courses. It starts at level 4 and goes up to level 8. Qualifications it covers include: Certificate of Higher Education Diploma of Higher Education

Framework for Higher Education Qualifications (FHEQ)

bachelor’s degrees

All qualifications in these frameworks are accredited (officially recognised).

master’s degrees doctoral degree 28

Join one of the fastest growing further education colleges in England and the largest apprenticeship college in the UK. For a list of current job vacancies or to find out more about courses, visit: or call 0151 252 1515

The City of Liverpool College Group has a student population of approximately 22,000 and a turnover of ÂŁ65 million

GET THE AIMHIGHER GUIDE TO HIGHER EDUCATION There’s lots more information in 'Your future, your choice' -

For further copies of this booklet call (freephone)

the Aimhigher guide for young people aged 16 plus.

0800 587 8500 quoting reference HEGUIDE or go to the website


You can also obtain copue of this booklet in large print by calling freephone 0800 587 8500



City and Islington College seeks to recruit a workforce that fully reflects and embraces the diverse nature our students. We aim to appoint individuals who can help create a positive and inspiring environment where everyone is treated with dignity, fairness and respect.

with Ealing, Hammersmith & West London College


Royal Holloway, University of London was first established as a College for women. It is proud to continue providing first class education without regard to sexual orientation, transgender, gender, ethnicity, age, marital or parental status, disability, religion or beliefs. It commits itself to equality of opportunity for all in employment, admissions and its teaching and research activities, ensuring applicants for employment are treated fairly and individuals are judged solely on reference to their abilities, qualifications, aptitude and potential. We particularly welcome applicants from an ethnic minority background as they are currently under represented in some areas. If you would like more information or details of current job vacancies, please visit: 30

Our commitment to equality and diversity attracts students from all over the UK and beyond who are seeking a first rate education.


HOUSING SECTOR w w w.di ve rs i t yg ro u p. co. u k The UK's leading diversity careers platform - Engaging job seekers and recruiters nationwide 31

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

Buying & Renting Property

Building Regulations

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

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

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


Putting tenants at the heart of everything We are working not just to improve the standard of social housing in Rhondda Cynon Taff but to change lives, neighbourhoods and opportunities for tens of thousands of people. For further information please visit 33

HOUSING Advice And Support Most Housing Associations provide a range of housing suited to single people, couples and families. Some also provide housing for people who need certain support.

AGE Know your right to stay – Your Rights as an Elderly Person If you are renting, you will have different rights to stay in a property depending on the type of tenancy you have. However, in most cases you cannot be evicted by your landlord unless they have a possession order from the court.

DISABILITY Renting Options for the elderly There are three main types of rented housing – council housing, accommodation provided by housing associations, and private rented property.

Know your right to stay – Your Rights as a Disabled Person If you are a disabled person, the Disability Discrimination Act also gives you certain rights when renting property.

Sheltered Housing for the elderly If you want to live independently but in a smaller, easier-to-manage home, with support, then sheltered housing (also called retirement housing) might appeal to you.

It is unlawful to treat disabled people less favourably than others, for a reason related to their disability – this applies to property aswell as other goods and services.

Renting Options (Under 18) If you are under 18, the law says you are not allowed to hold a tenancy; however there are ways that a landlord can work around this. 34

The term ‘housing and property’ includes residential accommodation such as flats, houses, bungalows and mobile homes, and caravan sites, as well as ‘bricks and mortar’ housing, and commercial premises.

Sheltered Housing for the Disabled Apply for sheltered housing that has special facilities like alarms and warden services – available for elderly and disabled people. Disabled Facilities Grants (DFG) Disabled Facilities Grants are grants provided by your council to help meet the cost of adapting a property for the needs of a disabled person. Buying a Home if You Are a Disabled Person If you are a disabled person, buying your own home can lead to greater independence, you can choose where and how you want to live and adapt your home to suit your lifestyle.



Housing and premises, such as business premises, are also covered by Part III of the Race Relations Act. In general, it is unlawful for someone to discriminate on race grounds, when selling, letting, subletting or managing property.

The SDA 1975 (‘SDA’) makes it unlawful to directly or indirectly discriminate on grounds of sex (or victimize) in the renting, allocation, management, sub-letting or selling of accommodation. Don’t Suffer In Silence – We are here to help!

Racial Discrimination – Know Your Rights The law on discrimination is now part of the Equality Act 2010 which came into force on 1st October 2010. All of the provisions on race discrimination from earlier legislation remain. This means that ‘race’, including colour, nationality and national or ethnic origin, is one of the ‘protected characteristics’ under the new act, along with others such as disability or sexual orientation. The act protects against both direct and indirect discrimination, as well as harassment and victimisation, on the basis of any of the protected characteristics. 35

If a person you live with, or have lived with has abused you whether physically or not, you could be experiencing domestic abuse. The law can protect you and help you change your situation. Housing Rights for Pregnant Women Having children is one of life’s biggest changes and could dramatically change your housing needs.

Housing Options for Single Parents Whatever your situation, it is important to get advice about your housing options, so that you are aware of the choices available to you.

Help and advice RELIGION OR BELIEF HOMELESS SHELTERS from the Equality and Human Rights If you have nowhere to stay or it is Regardless of your religion or belief Commission (or lack thereof), you have the same housing rights as everybody else. You also have the right to enjoy your home and property without harassment. Faith/Religious Discrimination – Know Your Rights Housing ReligionThe Equality Act makes it unlawful to discriminate on grounds of religion or belief in relation to housing and business property (the ‘disposal’ of premises). This includes not only sales, but also tenancy agreements, and extends to the way in which tenanted properties are managed, and to other facilities provided in relation to the tenancy.

unsafe for you to return home there are housing associations across the UK that can help you find sheltered accommodation.

Emergency Housing Your council must help if you’re legally homeless, but how much depends on your eligibility, your level of need and if your homelessness is your fault. For further information please visit -housing-if-homeless

The Equality and Human Rights Commission is a good source of advice if you feel you may have been discriminated against. The commission's helpline provides advice and information about the Disability Discrimination Act 1995 to disabled people, employers, service providers, schools and colleges, and friends and families of disabled people. 08457 622 633 08457 622 644 08457 778 878 Lines are open Monday, Tuesday, Thursday and Friday 9am-5pm; Wednesday 8am-8pm.



CHARITY SECTOR w w w.di ve rs i t yg ro u p. co. u k The UK's leading diversity careers platform - Engaging job seekers and recruiters nationwide 37

Every year, through our award winning teams and services, SSAFA provides support to around 90,000 members of our Armed Forces and their families worldwide. But we would not be able to do this essential, life-changing work without the talent and hard work of our people. We are committed to providing an environment that values the diversity of our volunteers, employees and beneficiaries and we welcome applications to join the SSAFA family from all sections of the community.

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.

Visit Electoral-Commission-advert_Layout 1 22/05/2013 17:13 Page 1

They never said there was anything wrong before.

‘What can I do?’ Putting voters first

‘What are my pregnancy

We are an independent body set up by the UK Parliament to regulate party and election finance and set standards for well-run elections.

and maternity rights?’

We are committed to encouraging a diverse workforce and welcome applications from all sections of the community.

For current vacancies please visit or call 020 7271 0686


Charity Commission Guidance

PROMOTION OF EQUALITY & DIVERSITY FOR THE BENEFIT OF THE PUBLIC his guidance explains why the advancement of human rights is recognised as a charitable purpose. It also considers the various ways (including political campaigning) in which a charity may promote human rights. The Promotion Of Equality And Diversity For The Benefit Of The Public This guidance explains the meaning of the promotion of equality and diversity for the public benefit.

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

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


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

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

4. ANALOGIES The Commissioners considered that to promote equality and diversity is analogous to existing charitable purposes namely: the promotion of equality of women with men the promotion of racial harmony the moral or spiritual welfare and improvement of the community the promotion of religious harmony the promotion of human rights.

They noted that their view is supported by evidence that:

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

6. EVIDENCE OF PUBLIC BENEFIT The Commissioners noted the considerable public harm caused by discrimination and the clear benefits arising from promoting diversity in society and considered that it was unnecessary to consider evidential proof on this point. They recognised that the overwhelming intangible benefit is a fairer and more just society in which people are valued for themselves. 40

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

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

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

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

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

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





PUBLIC SECTOR w w w.diversit The UK's leading diversity careers platform - Engaging job seekers and recruiters nationwide 43


No better start to your career.

Exciting graduate careers Imagine. It’s your first day on the job and you’re taking on the likes of cyber criminals, terrorists, hackers, fraudsters, and organised gangs. As the government’s security and intelligence agency, we play a major role in combating diverse cyber threats, keeping the country’s connections and infrastructure safe and secure. And as a graduate, you can play an important part in it.

Make a complex world yours

In a role that promises to be technically challenging and intellectually stimulating, we’ll ask you to tackle ever more sophisticated threats on a daily basis. Simply, you’ll be pushing technology to the limit to protect millions of lives.

More about us GCHQ is the UK government’s expert in cyber security, with a mission to protect the country’s people, businesses and interests in the cyber age. That means we use our technical expertise to provide intelligence, protect information, inform government policy, and ultimately to keep the UK’s society safe, secure and successful. Our work is highly complex and technical, as we combat increasingly sophisticated threats from cyber criminals, terrorists, hackers, fraudsters and organised criminal gangs every day. So we’re constantly developing unique technical solutions. The nature of the challenges we are tackling means we’re home to a diverse workforce where staff are encouraged to share their knowledge and expertise. With the wide variety of mathematical, cryptographic, technical, analytical and cyber opportunities, it also means our people enjoy the scope to improve their skills and develop their careers in a wide range of areas. Our people share a commitment to our mission – to help protect the UK. But they also share an intellectual curiosity, an ability to adapt to constantly changing needs, and a capacity for solving seemingly unsolvable problems with uniquely innovative solutions. Our graduate opportunities cover a broad range of roles, skills and responsibilities. We also offer industrial and summer placements.

What are our graduate opportunities? We recruit graduates from a variety of degree disciplines into a number of focused areas, including: Network Security, Information Assurance, Technology & Engineering, IT Service Management, Research & Development, Information Management, Language Analysts, Intelligence Analysts, Systems Engineering, Computer Network Operations, PM, Finance / Accountants and Procurement. We recruit all year round, so go to our careers website for more information and to apply.

How do we select? We play a vital role in national security, so we have strict nationality, residency and security requirements. Due to the sensitive nature of our work, we only accept applications from British citizens. Our rigorous, but fair, vetting process will look into your character, family history and personal circumstances. It’s a thorough process that can take up to nine months. You’ll understand why when you join us.


The Inclusive Top 50 UK Employers is a definitive list of UK based organisations that promote inclusion across all protected characteristics, throughout each level of employment within their organisation. Representing the promotion of all strands of diversity including Age, Disability, Gender, LGBT, Race, Faith & Religion the list will highlight many different organisations across various different sectors.

For further information please visit or telephone

0845 077 9300

Campaigning for diversity, fighting for equality. Billy Hayes General Secretary Jane Loftus President

I was the most popular person at the party when I said I worked for the British Antarctic Survey. The Royal Liverpool and Broadgreen University Hospitals NHS Trust is one of the largest and busiest teaching hospital trusts in the North of England, employing over 5,000 staff and providing services to almost 1 million patients each year. There is no doubt that our staff are the key to our success and with plans to build a new hospital to replace the current Royal Liverpool University Hospital well underway as well as a future Foundation Trust application to look forward to , there’s no better time to join our team.

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.

We are committed to equality and diversity and aim to employ a workforce that is representative of the local population. We have a range of career opportunities and welcome applications from all communities.

Further information is available on our website You must be physically capable and medically fit to work in Antarctic conditions.

For information on our Trust and current employment opportunities log on to the NHS jobs career website and search for vacancies or contact our Human Resources Department 0151 706 5570.


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.




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 48

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

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

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

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

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





Teachers are always in demand.

The emergency services are made up of the:

The armed forces are made up of the:

Ambulance Service

British Army

Fire Brigade

Royal Air Force

Police Force

Royal Navy

From nursery to university, there are vacancies all across the country for teachers.

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


JOIN THE GROWING COMMUNITY Over 1000 registered users a month Hundreds of active employers posting regular positions Well paid, attractive jobs listed everyday 50


Liverpool’s Anglican Cathedral | September 18th 2015 51

Best of British Diversity Honoured at National Diversity Awards TV Star Brian Dowling and ITV News Presenter Charlene White hosted the UK's Largest Diversity Awards on September 18, 2015. OLE MODELS and charities were honoured nationwide on September 18th at the breathtaking Liverpool Anglican Cathedral, rewarding Britain's most inspirational people for their fight against inequality.

A record 20,000 nominations and votes were received this year, paying tribute to grass root communities nationwide. Microsoft were just one of the brands supporting a skyfall of diversity talent – positive role models, community organisations and businesses from the LGBT, ethnic minority, age, gender, religion and disability communities.

Community heroes from across the UK gathered in the bustling city of Liverpool to celebrate the outstanding achievements of those who have demonstrated their outstanding devotion to diversity, equality and inclusion.

Other brands include PwC, Barclays, Kier Group, Liverpool City Council, Transport for London, Penna, Financial Ombudsman Service, MI5, The Army, Co-operative Funeralcare, The Open University and ThoughtWorks.


The energy in the room was an intrinsically positive one, with each nominee being extremely supportive of each other. The evening was kicked off by founder of the NDA's Paul Sesay, discussing the importance of the National Diversity Awards and what inspired him to create the ceremony. As passionately as ever, Sesay said, "The grassroots organisations that The National Diversity Awards recognise are pioneering amazing initiatives on equality, diversity and inclusion; and we need to promote, empower, profile and acknowledge their extraordinary achievements." The ceremony, without a doubt, delivered on that promise.

After decades of supporting disabled people through his organisation Microlink, Dr Nasser Siabi OBE was awarded the Lifetime Achiever Award by singing sensation Lemar.

Britain's most senior black lawyer in the UK pharmaceutical industry, Funke Abimbola scooped the Gender Positive Role Model Award for impacting diversity across the sector.

A list of tremendous achievements were recognised by judges, including Nasser's incredible feat of founding the largest independent supplier of Assistive Technology and disability related management solutions, improving the lives of over a quarter of a million individuals globally.

Named 2015's Age Community Organisation of the year, Include Me TOO were hailed as 'a perfect example of a community organisation' by TV star Philip Olivier, whilst Havering Dementia Action Alliance took the gong in the Disability category.

Another highlight of the evening came when 21 year-old Foster Focus Founder, Luke Rodgers was honoured with the Entrepreneur of Excellence Award. Guests were told of Luke's courageous eorts in challenging the foster care system and empowering the voice of children into service improvement. Venus Vs Mars actress Letitia Hector awarded Aurora New Dawn the Gender Community Organisation Award, for their bold work with victims of violence and domestic abuse, whilst 'My Transsexual Summer' star Lewis Hancox gifted Megan Key, @TransGirlsCan campaigner, the Positive Role model Award for LGBT.

With support from national Cheerleaders, Result CIC were commended for uplifting those who feel marginalised and providing expert coaching to groups across Greater Manchester. Bristol based radio station Ujima, were awarded in the Race, Faith & Religion category, and Trans Masculine Support & Advice UK collected the award in the LGBT category. 'Your Future, Your Ambition' founder Tunji Akintokun was applauded for inspiring over 3000 young people to pursue careers in STEM-based industries.


Despite being up against strong competition, Oliver Hellowell emerged as the winner of the Positive Role Model Award for Disability, and The Calico Group beat nine other competitors for the Diverse Company Award. Britain's favourite weatherman Alex Beresford awarded Merseyside Housing Champion Philip Leong with the Race, Faith and Religion accolade. The night was wrapped up with stellar performances from Liverpool Dance Sensations MD Productions, and sensational Britain's Got Talent Semi Finalists Revelation Avenue. The National Diversity Awards was a real feel good ceremony, where each nominee had earned their right to be in attendance for their fantastic work in their speciďŹ c community. The Golden Globes of the diversity world was a wholeheartedness event refreshingly celebrated in such swanky style, that it was evident who were the stars of this show, the well-deserving, humble and extraordinary nominees.


Tunji Akintokun

Oliver Hellowell

Funke Abimbola

Positive Role Model Award for Age

Positive Role Model Award for Disability

Positive Role Model Award for Gender

Founder and co-director of the innovative social enterprise Your Future, Your Ambition, Tunji Akintokun inspires children and young adults from ethnically diverse backgrounds into studying STEM related subjects and pursuing careers in STEM-based industries, touching over 3000 school children and students since 2012. This sustainable initiative continues to evolve to reach thousands of young people; Over the last 2 years YFYA has taken place at the Emirates Stadium with an average of nearly 700 children attending.

Oliver Hellowell is an 18 year old who loves skateboarding and has a business as a photographer – he also happens to have Down’s syndrome. He was recently on the One Show and promotes positive and achievable expectations for all people with Down Syndrome. The transition into adulthood can bring many challenges, especially if you have a disability. Oliver’s outlook on life and his ambition to succeed in his photography business is a joy and an inspiration – Not many young adults at 18 can say they have their own business.

Funke is a single mother and a practising solicitor now leading the UK & Ireland legal team of Roche, the world’s largest biotech company. She is currently the most senior black lawyer working in the UK pharmaceutical industry. Funke had to overcome significant obstacles in pursuing and progressing her legal career. This extraordinary individual mentors a number of female solicitors and as a recognised diversity champion within the UK legal industry, is having a phenomenal impact across the sector.


Megan Key

Philip Leong

Luke Rodgers

Positive Role Model Award for LGBT

Positive Role Model Award for Race, Religion & Faith

Entrepreneur of Excellence Award

Public Sector worker Megan has been an exemplary role model within the National Probation Service, moving from Probation Officer to Equalities Manager in the Midlands division, where she is now responsible for strategic design and delivery of equality and inclusion for service users and employees. Since choosing to live visibly as a transgender woman three years ago, Megan has been active in highlighting trans issues and promoting acceptance. The impact she’s had on the lives of trans people and members of other minority groups as a result is phenomenal.

Housing is a crucial element in supporting health and well-being; recent legislative and financial changes have led to many challenges – particularly for minority ethnic-led housing associations. Philip has shown his extensive leadership skills in supporting Pine Court Housing Association as a board member since 2007 and Chair since 2011, in particular by empowering tenants, supporting staff and making bold changes which mean that PCHA is one of few BME housing associations nationally that is building new homes for the community. 55

Luke is a care leaver and Founder of Foster Focus; an innovative organisation that provides training for young people that gives them the skills to conduct their own training workshops. Luke’s journey is one of great courage and determination. As a child who grew up in a family of abuse and violence, Luke was moved into foster care after already attending 11 primary schools. Branded an under achiever and left to live independently from the age of 16, Luke set up an award winning social enterprise to make a difference to the lives of children in care and care leavers through youth participation.


Include Me TOO Community Organisation Award for Age Include Me TOO is the only national charity supporting disabled children, young people and their families from BAME and other marginalised community backgrounds. IM2 supports and promotes social justice, equality and rights for all children and young people. They provide a range of support including peer support, befriending services, activities, holiday clubs, outreach, information and advice. Over the years the charity has been constant in working effectively locally and nationally at a grassroots and strategic level.

Havering Dementia Action Alliance Community Organisation Award for Disability Dementia is an often forgotten issue. The Havering Dementia Action Alliance, at two years old, is the largest Dementia Action Alliance in the country. There are over 70 members who embrace all sections of Havering. There are local authority departments, health banks, shops, transport, leisure facilities and charities. The Havering Dementia Action Alliance has achieved, and is still working towards many changes for people living with dementia. There are 52 trained Dementia Champions in the Borough, covering every care home and domiciliary care agency in this area. 56

Aurora New Dawn Community Organisation Award for Gender Aurora New Dawn believe that violence against women and hidden violence are both the causes and consequences of gender inequality, and that ending violence is central to achieving a world where no one is limited by their sex or gender. This distinctive charity was founded in 2011 by a small group of women with over 30 years of collective experience working in the violence and abuse sector. The organisation was created in direct response to the public sector cuts threatening service provision to victims and survivors of violence and abuse.

Trans* Masculine Support & Advice UK

Ujima Radio

Result CIC

Community Organisation Award for LGBT

Community Organisation Award for Race, Relgion & Faith

Community Organisation Award for Multi-Strand

Set up in 2011 to provide advice, guidance and support for those on the trans* masculine spectrum, TMSA-UK are a perfect example of a community organisation doing incredible work for the trans community. This remarkable group provides anonymity and fellowship to over 1000 trans masculine members throughout the UK. The essential services and support TMSA-UK provide to their growing members is unsurpassed, and we are delighted to honour their work with this award.

Ujima Radio 98FM has proven to be an outstanding community radio station based in central Bristol, primarily promoting African and Caribbean artistic, economic and community enhancement. During the day they run topical discussion programmes which reflect the concerns of the more disadvantaged residents of Bristol. These programmes have involved very high levels of participation from local people who could never expect to voice their concerns on mainstream or commercial radio stations. 57

Result CIC is led by three professional directors who each belong to some of the most marginalised communities in our society: e.g. living with impairments or backgrounds involved with hearing loss, mental illness, HIV, LGBT, immigrant to the UK. However, Andy, Hormoz and Jane are confidently different. This outstanding organisation provide expert coaching and training to people from minority groups across Greater Manchester, and use their own personal achievements and skills to stimulate people’s ambitions.


The Calico Group Diverse Company Award The Calico Group is one of the largest employers in Lancashire, with a workforce that has grown from around 120 to 647 over the last five years. They provide a diverse range of services across a wide area of the North West, including but not limited to, Traditional social housing to over 4,500 families, Tenancy sustainment services to over 1000 vulnerable annually, Two Domestic Violence women’s refuges; helping 691 women last year, and a Homeless hostel supporting 125 people last year.

Calico go beyond legislation and meet their moral duty to respond to the wider social diversity within communities and the areas in which they operate. They promote and celebrate the positive effect that diversity has in the workplace and in their communities by ensuring everyone’s views are taken into account, and that the environment in which they work and live is truly inclusive.


Dr Nasser Siabi OBE Lifetime Achiever Award Dr Nasser Siabi OBE has committed his life for the past 25 years to spreading the Inclusivity message and creating the basis for providing opportunities for disabled people. He is Founder of Microlink, the largest independent supplier of Assistive Technology and disability related management solutions, employing 40% disabled people and helping hundreds globally.

Established in 1992, its pioneering services in Education, Public and Private Sectors have positioned the company as the most visionary and successful of its kind. Nasser developed a mass screening tool to identify needs and target solutions for disabilities, which has been successfully piloted in several schools across Cape Town, South Africa. Nasser is devoted to raising disability awareness, and beyond the remits of Microlink, is an individual that has dedicated his life and personal time to his vision.


The National Diversity Awards are thought provoking, humbling, inspiring, and not least entertaining. These are the reasons Microsoft are delighted to continue to be involved and have committed to sponsoring the National Diversity Awards 2015. It’s a delight to be able to support this fantastic celebration of local heroes

Headline Sponsor

The National Diversity Awards 2015 Hosts: Brian Dowling and Charlene White


Hannah Cawthorne of Microsoft delivers her opening speech

The Vice Dean of Liverpool Cathedral, Canon Myles Davies gives his opening speech

Founder of the National Diversity Awards Paul Sesay


Tunji Akintokun wins the Positive Role Model for Age, which was presented by Dr Rob Berkley MBE (BBC) and Yasir Mirza (The Guardian) (Both pictured Left)

Oliver Hellowell wins the Positive Role Model Award for Disability, presented by Deputy Lord Mayor Councillor Ann O’Byrne and on behalf of Able Magazine, Tom Jamison 62

Funke Abimbola wins the Positive Role Model Award for Gender

Megan Key wins the Positive Role Model Award for LGBT

Philip Leong wins the Positive Role Model Award for Race, Religion & Faith 63

Actor, Ross Adams and on behalf of Transport for London, Laily Thomson present the Community Organisaion Award for LGBT

Which is won by Trans* Masculine Support & Advice

On behalf of the Co-operative Funeralcare, David Collingwood presents the Community Organisaion Award for Multi-Strand

Ujima Radion win the Community Organisation Award for Race, Religion & Faith

Result CIC win the Community Organisation Award for Multi-Strand 64

Singer, Lemar and on behalf of Microsoft, Hannah Cawthorne present the prestigious Lifetime Achiever Award

Founder of Microlink, Dr Nasser Siabi OBE wins the 2015 Lifetime Achiever Award

Revelation Avenue end the night with a stella performance


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

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

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

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


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

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


Fast Learner

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

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

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

Stakeholders have an investment, share or interest in a company or industry. 68

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

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

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

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

how is this role important to the company?

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

what will its impact be?

Pro Rata: usually written next to an annual salary where the job is part-time. It means 'proportionately'. For example, if the wage is ÂŁ10,000 for full-time (say 40 hours per week) and you are working 20 hours, then you will earn ÂŁ5,000 in a year

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

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

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


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

Top 5 C.V. Tips Show What Makes You Unique For every job you apply for you could be up against hundreds of other candidates so you need to make sure you stand out. Employers don't just buy skills, they buy solutions, so show how can you make the company money and how can you resolve the problems that they have.

It may be that it is smaller, lasts longer or tastes better than its competitors. The same principle applies to you when you are applying for a new job.

When a company is determining how to advertise their products to consumers, they focus on its unique selling points - the things which make the product dierent from any other.

What is the one reason that an employer should hire you above all other candidates?

You need to think about your unique selling points (USPs).


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

Here are a few ways to help you to identify your USPs.

So your USP is something along the lines of:

What are your skills?

"Seasoned project manager who excels at identifying and solving problems."

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

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


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

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

Being Vague Using fluffy lines like "Seeking a challenging position that offers professional growth." doesn't really give your reader anything to go on. Give them something specific that focuses on their company's needs as well as your own. "I'm looking for a challenging entry-level Marketing position that allows me to contribute my skills and experience to fundraising for a Charity." Breaking The Two-page Rule 2 pages of A4 is more than enough room to persuade your potential employer that you're worth contacting for an interview. They're busy people and don't have time to read five or six pages of your career history. Use lots of white space to make it easy to read, make all your sections stand out clearly and only include information that will get you the job. Less is often more. Writing Lots, But Saying Nothing Why use 20 words when 5 would do? Employers aren't looking for you to explain everything you've ever done, just a few of the key elements that will persuade them you can do the job. Grab their attention with bullet points rather than long sprawling sentences.

Spelling And Grammar Even in roles where writing is not necessarily a key skill, poor writing shows a lack of care which no Manager will want in their team. Never trust a computer's spell checker and always get someone else to read through your CV to spot any errors that you may have overlooked. Grammar can be tweaked by reading a piece out loud - if it doesn't sound correct, then it probably won't read very well. No Tailoring Whenever you try to develop a one-size-fits-all CV to apply for lots of vacancies, you almost always end up with something employers will ignore. Each employer is looking for a CV and cover letter that applies to their role and as all roles are different, you should make small adaptations so that it matches their specific requirements. Show that you understand what it is they want you to do. 72

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

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

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. 73

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

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

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

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

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


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

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

Personal Statement


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

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

Employment History

Hobbies and Interests

If you are applying for a managerial position but have never previously worked as manager, emphasise that your previous roles involved considerable responsibility and decision-making duties such as delegation, chairing meetings, training staff, etc.

Most job advertisements stipulate certain personality traits required for positions, so identify what they are and see how your hobbies can relate to the requirements.

If a separate role is more of a sideways step, you may want to focus more on innovative ways you have achieved success in the role to show your competency. Make it clear that whatever it is they want, you're able to fulfil their needs.


If you are applying for a senior position, then the fact that you captained your football team and ran training sessions will demonstrate your leadership and organisational ability. If you are seeking a position as a designer, then make reference to the exhibitions that you attend or are actively involved in and the designers that you admire.

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

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


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

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


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

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

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

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


Pensions, Tax And Job Seekers Allowance

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

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

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

w w 78

Your Guide to

Fostering & Adoption 79

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

Who Can Apply?

Applying to Become a Foster Carer

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

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

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

whatever your race, religion or sexuality


TYPES OF FOSTERING There are dierent types of foster care depending on the needs of both the child and their family. These include short-term care for just a few days or weeks, to long-term placements, as well as care for disabled children or children with behavioural problems.

Categories of Foster Care Short-Term


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

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

Short Breaks


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

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

Emergency When children need somewhere safe to stay for a few nights 81

'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:

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.

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

Adoption Orders

A child's eligibility for adoption

Only a court can make an adoption order. The effect of the adoption order is that the birth parents no longer have any parental rights and responsibilities for their child. Those rights and responsibilities are given to the adoptive parents.

Before the court can make an adoption order, the court has to be satisfied of all of the following:

Once the court has made an adoption order the child becomes a full member of the adoptive family. They take the surname of their adoptive parents and have the same rights and privileges as if they had been born to them. This includes the right of inheritance.

the child is not – or has never been – married or in a civil partnership

the child was under the age of 18 when the adoption application was made

both birth parents have given their consent to the adoption In some cases, it is not necessary to get consent from the birth parent or guardian. 83

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

Who can apply to adopt?

Do you have to be a British Citizen?

The following are eligible to apply to adopt:

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

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

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

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

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

You and all adult members of your household will be required to have a police check.


Initial Application For Adoption

Preparation, Assessment And Training

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

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

They will:

invite you to preparation classes these are normally held locally and offer parenting advice and information on issues like the skills required for adoption, the needs of adopted children and the effect adoption can have on all the people involved

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

carry out police checks to be sure that you or an adult member of your family have not committed an offence that would make you ineligible to adopt interview referees who know you and your family organise for you to have a full medical examination arrange for a social worker to visit you and carry out a detailed assessment of your suitability to become an adoptive parent including your strengths and weaknesses, areas you might need support in, and the stability of your relationship if you are adopting as a couple 85

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

How Long Does It Take To Adopt?

How Do Children Become Matched With Adopters?

Support for Adoptive Parents

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

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

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

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

financial support

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

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


advice, information and counselling

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

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

Foster Talk

Provides advice and information to the general public

A self help organisation for adoptive parents and prospective adopters

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

Adoption Interlink UK

Fostering Network

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

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


New Family Social A group for lesbian and gay adopters, and those taking their ďŹ rst steps towards adoption.

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

Faith Mariam, 16

‘Can I do something about this?

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

‘What rights do we have to equal pay?’


Resources Career Opportunities Courses Training Advice & Support


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 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 6 and 12 months' notice. There is also the possibility of an extension of up to six months through the ‘right to request’. This means the latest possible retirement date that could be set using default retirement age is 5 October 2012. This change in the law does not affect the State Pension age.

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


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

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

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

What is Proportionate?

What to do Next

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

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

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

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

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




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

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

Getting information from your employer

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

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

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

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


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

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

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

When to use the questions form

Where to send your questions form

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

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

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

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


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:

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?’

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

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

Race Includes

The different kinds of racial discrimination at work

Colour Nationality Ethnic or national origins Under the Act, it doesn't matter if the discrimination is done on purpose or not. What counts is whether (as a result of an employer's actions) you are treated less favourably than someone else because of race. The Equality Act 2010 protects all racial groups, regardless of their race, colour, nationality, ethnic or national origins. 96

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

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

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

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


If you are being discriminated against at work If you feel that another employee or a member of management other than your immediate boss is discriminating against you because of race, talk to your immediate boss and explain your concerns. Your employee representative (such as a trade union oďŹƒcial) - if you have one - may also be able to help. If your line manager or supervisor is discriminating against you, you should talk to their boss or to the company's human resource (HR) department. Be clear in your mind about what you see as discrimination, and if necessary give examples in writing. Many employers have an equal opportunities policy, and you should ask to see a copy of this. You should also talk to your employer if you are told to act in a way that you think discriminates for example if you are told to treat someone dierently because of race, colour, nationality, ethnicity or national origins.

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


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

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

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


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

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

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

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

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

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


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

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

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

Sex Discrimination

Equal Terms - Equal Pay

Positive Action

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

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

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

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

It covers:

the same or similar work (like work) work rated as equivalent in a job evaluation study by the employer work of equal value

recruitment employment terms and conditions pay and benefits training promotion and transfer opportunities redundancy dismissal

There may be exceptions where there is a genuine material factor which explains the difference. Pay secrecy clauses in employment contracts are unenforceable if you are trying to find out if any difference in pay is connected with a 'protected characteristic', for example sex. 101

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

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

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

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

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



ONLINE SOURCES w w w.d i versit The UK's leading diversity careers platform - Engaging job seekers and recruiters nationwide 103



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

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

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

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.

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

Third Age Trust

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

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

Friends of the Elderly

National Benevolent Fund for the Aged The National Benevolent Fund for the Aged was founded to improve the quality of life for older people in the UK who live on a low income. 104

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. 105

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.

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.

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.

UNIFEM UK 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.

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.

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.

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.


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. 109

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.

Religion & Faith Organisations

Bahá’í Community of the United Kingdom

Churches Together in England

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

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

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.


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 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. 112

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.


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.

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. 113

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.

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.

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

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). 114

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.

CHAMPIONING DIVERSITY PROMOTING INCLUSION Excellence in Diversity Awards Manchester Midland Hotel | May 14th 2015 115

COMPANIES and charities were honoured nationwide at the breathtaking Midland Hotel, Manchester, rewarding the best of British diversity across all UK industries. J.P. Morgan, Thomson Reuters and Action for Children were just a few of the brands supporting a skyfall of diverse talent – Diverse Companies, Employees of the Year, Best Diversity Resources, Head’s of Diversity, Outstanding Networks, Diversity Champions, Marketing Campaigns and Lifetime Achievers. Hundreds of endorsements were received paying tribute to those from under-represented backgrounds who have dedicated their lives to enhancing the equality agenda.

The one-of-a-kind ceremony kicked off with an inspirational speech from Activist and Campaigner, Peter Tatchell, to let the audience know why the awards were special to him. Tatchell said “It is a huge honour to be here at the Excellence in Diversity Awards, which does such outstanding work to promote, empower, profile and acknowledge organisations that are pioneering amazing initiatives on surrounding inclusion.” He added that “Diversity is the motor of creativity, and a force for social progress”. With that positive message, to spread equality to people of all diverse backgrounds, the awards started flowing. 116

Founder Paul Sesay welcomed guests to the exciting ceremony and discussed the importance of inclusion, and what inspired him to create the ceremony. As passionately as ever, Sesay said “Our aim is to have innovative and truly diverse award ceremonies, celebrating employers and diversity champions that excel in the field of inclusion. It is through people like you, that change can happen.” The ceremony, without a doubt, delivered on that aspiration.

With support from numerous cheerleaders, Youth Media Agencies National Campaign #PressChange4Youth was honoured for calling for fair press of children & young people across the UK.

After decades of supporting BME and disabled people through her organisation the Equalities National Council, Julie Charles was awarded the Lifetime Achiever Award by 5×Paralympic gold medallist Jody Cundy.

Asda, Gentoo, The Open University, St Giles Trust and Centro, were all awarded the Diverse Company of the Year Award in their respective sectors.

A list of tremendous achievements were recognised by judges, including Julie’s incredible feat of pioneering the only advocacy and mentoring enterprise specifically targeting BME disabled people. Another highlight of the evening came when Reverend Fred Annin was honoured for his charitable efforts with the Diversity Champion Award. Guests were informed of Fred’s courageous efforts campaigning against HIV stigma in UK and African churches. Evenbreak founder, Jane Hatton was awarded the Diversity Champion Award in the Private Sector for changing the way disability is viewed in the workplace, whilst Cam Kinsella from Merlin Housing Society was recognised in the Housing Category. Other winners in this category included Jiten Patel in the Education Category, and Lindsey Ambrose in the Public Category.

Groundbreaking Network HSBC Balance scooped the Outstanding Diversity Network Award (Accepted by Layla Mullins - Co-Chair of The UK Balance Network pictured above) and cutting edge organisation Special iApps, took home the Best Diversity Resource Award for supplying innovative apps to disabled children. Named 2015’s Employee of the Year, Damian Kitson from Asda was hailed a perfect example of its namesake, whilst, Sarah Churchman took the gong for Head of Diversity and Inclusion, for her remarkable work at PwC. 117

The prestigious black-tie event has attracted a growing list of top employers including ITV, PwC and The Co-operative Group. The night was wrapped up with a brilliant performance from The Voice UK winner 2014, Jermain Jackman who performed the pick of an impressive catalogue of songs. The Excellence in Diversity Awards was a real feel good event, where each nominee had earned their right to be in attendance for their fantastic work in their specific sector.


Rev. Fred Annin

Jiten Patel

Cam Kinsella

Diversity Champion

Diversity Champion

Diversity Champion

Rev. Fred Annin founded Actionplus Foundation (UK) in 1997 to campaign against HIV stigma and prejudice, which operates both in the church and in the community. His quest was to intervene in the growing number of people living with HIV, most of whom are from the African Community. He personally lead the campaign by targeting black African churches and educating them about HIV and the benefits of early testing. He successfully reduced the rate of HIV infection in Ghana from 3.6% in 2007 to 1.3% in 2013.

Jiten is the Acting Head of Equality & Diversity at The Open University and has made a significant impact on the education sector through his passion for diversity and inclusion. Jiten designed and delivered an outstanding Leadership Mentoring Programme for minority groups at The OU, and is course Author for their Centre for Continual Professional Learning and Development. Additionally, Jiten has specialised in ‘Positive Action’ and mentoring, and delivered pioneering diversity training to all staff at the National College for School Leadership.

Diversity, equality & inclusion for Cam isn’t just her ‘job’, it’s her whole world. Removing inequalities is Cam’s greatest passion and this is evident through her extraordinary achievements over the past 8 years across the industry. Cam transformed Golden Gates Housing Trust from an organisation with no systems in place to promote, monitor or support equality, into a leader within the sector; becoming the first winner of the DNA award and the only organisation still to date to have received 10 distinctions.

ActionPlus Foundation Charity Sector

The Open University Education Sector


Merlin Housing Society Housing Sector

Jane Hatton

Lindsey Ambrose

Damian Kitson

Diversity Champion

Diversity Champion

Employee of the Year

Jane founded Evenbreak in 2011, a specialist job board run by disabled people for disabled people, helping inclusive employers to attract disabled candidates across the employment market. Jane’s work has been crucial in helping employers to connect with disabled people who are actively seeking careers opportunities. Jane herself has a spinal condition and speaks from experience, setting up Evenbreak to address all of the concerns and frustrations she had experienced when talking to employers.

Lindsey witnessed ethnic violence and killings in Sri Lanka so, together with her family, chose to warn and rescue people. Growing up, Lindsey qualified as a lawyer, volunteered with Citizens Advice Bureau, developed a Law Society national helpline for trainee solicitors and produced staff diversity awareness at Northampton University. Lindsey has continued to assist people in fear for their lives and has helped to draw in £millions of investment to Northampton.

Damian is Head of Record to Report at Asda. Beyond his core role, Damian seeks out opportunities to further develop an inclusive workplace. He is the chair of Asda’s Disability Network, where his current focus is to help remove the public stigma of mental health. Damian is also an active member of the Gender Steering Group, personally challenging himself and others to be fair in creating opportunities for both men and women.


Private Sector

St Andrews Healthcare Public Sector




Special iApps

HSBC Balance

Best Diversity Resource

Outstanding Diversity Network

#Presschange4youth Diversity Marketing Campaign

Special iApps is a cutting edge non-profit organisation, setup to create educational resources to help disabled children reach their true potential. Bev and Colin Dean co founded Special iApps when their son William was awarded an iPad. They felt that the apps available were not accessible to children like their own son who has Down syndrome, complex needs and poor fine motor skills. This was the start of a pioneering journey which saw Colin and Bev write and design education apps for disabled children and adults, starting with Special Words and Special Stories.

HSBC’s Balance Network launched in October 2010 and was set up to help drive HSBC’s diversity & inclusion aim to increase senior female representation. Balance’s vision is to support the recruitment, development and engagement of a gender-balanced workforce within HSBC. Balance's pioneering approach set out to impact gender diversity, including both men and women equally. The network now has 2,073 members in the UK and over 23 branches worldwide. The impact and rapid growth of this astonishing network deserves to be applauded.

Youth Media Agency is the national home for UK Youth Media: raising the profile of, and supporting over 300 exciting media platforms. They deliver campaigns and media training, working with 16-25 year olds and support over 150 Youth Media platforms. Their impressive network highlights youth media as a credible careers pathway, showcasing extraordinary young people from diverse backgrounds. They have over 280 young Creative Associates under the YMA wing and for the past year have been helping them to find opportunities within the media industry.


Youth Media Agency

Sarah Churchman PwC

Head of Diversity & Inclusion 14 years ago, Sarah Churchman, recognising the need for PwC to focus on diversity and inclusion, established the first D&I team from scratch and has developed it into its current format of a team of 6 covering the UK. Sarah has tirelessly driven and shaped the diversity and inclusion agenda at PwC, and has been fundamental in shifting the firms focus from equality to diversity to inclusion. PwC has made significant progress and is a now viewed as a thought leader in this area.

St Giles Trust

The Open University

Diverse Company

Diverse Company

Charity Sector

Education Sector

London based charity St Giles Trust has a national remit which has been running for over 50 years, serving society’s most vulnerable; the homeless, those with criminal convictions, those who come from complex backgrounds, those with chaotic lives. Rather than just affording a service to this group, St Giles Trust has taken it one step further through its Peer Advice Model both in prison and in the community.

For over 40 years The Open University has been open to people, places, methods and ideas, providing flexible higher education across the UK and internationally. The OU promote educational opportunity and social justice by providing high-quality education to all. As an organisation with social justice at the heart of their mission, they are committed to developing an inclusive university and contributing to an inclusive society.



Gentoo Group



Diverse Company

Diverse Company

Diverse Company

Housing Sector

Private Sector

Public Sector

Gentoo Group is a social business whose ambition is to improve the lives of the people, communities and the environment in which they operate by investing in people, the planet and property, what they call ‘the Art of Living’. As a ‘profit for purpose’ organisation, they use any profits from their commercial activity to reinvest back in towards achieving this. Gentoo has obtained recognition from a number of sources for its work and commitment to equality and diversity and clearly puts a phenomenal amount of effort into this area.

Diversity and inclusion sits at the heart of Asda. They place great emphasis on creating a working environment that truly promotes this, not just because it is the right thing to do, but to make them representative of the customers they serve and the local communities they work in. Exceptional evidence highlights why inclusion is important to their business, and diversity is seen as more than just a policy, but plays a central role in everything they do. We are thrilled to honour Asda with the Diverse Company Award.

As the West Midlands Integrated Transport Authority, Centro takes a leading role in transforming public transport services in the region, putting diversity and inclusion at the heart of public transport services and employment practice. Centro has heavily invested in the development of fully accessible facilities such as state of the art bus stations and accessibility aids, including their award winning bus hailers. Over the last 10 years, 55 community projects have been funded through the Transport Regeneration Fund.

122 Julie Charles Lifetime Achiever Award For nearly 30 years, Julie Charles has been deeply involved with developing BME community driven strategies, and in 1996 founded Equalities National Council. Over the past 18 years, her energies have been focused on developing recognized, sustainable, local and national BME disabled people and carer’s driven strategies, all of which has been at an unpaid capacity. Julie advises on a variety of ministerial boards, all of which have of course benefited from her entrepreneurial style and wealth of grass roots knowledge.

@EiDAWARDS | #eida16

ENC is at the cutting edge of breaking into seams of a tough bureaucratic process and has truly emerged as the National Strategic Body. ENC is the only Advocacy and mentoring enterprise specifically targeting BME disabled people and carers, and those with mental health difficulties and long term impairments.



Furthermore, it is actively engaged in making national representation on these issues. Julie has become an ambassador for change by implementing policies and practices. Her lifetime worth of work is truly astonishing.

We have attended many awards ceremonies in the last few years but it was one of the few events where not winning was only held in brief disappointment, once you realised what others were doing and the reasons they came first. To be included and recognised in such company was humbling and also highlighted how much we need to do for the future.

Shortlisted nominee for the Outstanding Diversity Network Award

The Excellence in Diversity Awards 2015 host – Steph McGovern

Founder of the Excellence in Diversity Awards Paul Sesay

So many awesome inspiring nominees and winners. I was so honoured to join The Lord Mayor of the City of Manchester delivers her keynote speech

you and speak. Thank you Human Rights Activist Peter Tatchell gives the ďŹ nal keynote speech of the evening 125

Peter Tatchell

Reverend Fred Annin (ActionPlus Foundation) is the winner of the Diversity Champion Award for Charity

Northern Power Women Founder, Simone Roche presents the Diversity Champion Award for Charity

On behalf of J.P. Morgan, Nate Parker presents the Diversity Champion Award for Education

The Open University’s Jiten Patel is the Winner of the Diversity Champion Award for Education

Thank you very much for a lovely night – very well organised, great nominees and winners, great speeches and a very enjoyable evening overall Anna Sirmoglou (Centro)


Mike Magrane (QHotels) presents the Diversity Champion Award for Housing

Cam Kinsella of Merlin Housing wins the Diversity Champion Award for Housing

Mark Shrimpton of Disability Rights UK presents the Diversity Champion Award for Public Sector Dianah Worman OBE, on behalf of CIPD presents the Diversity Champion Award for Private Sector

Lindsey Ambrose (St Andrews Healthcare) is the winner of the Diversity Champion Award for Public Sector

A fabulous night, many many thanks indeed Jane Hatton of Evenbreak is the winner of the Diversity Champion Award for Private Sector

Sarah Churchman (PwC) 127

Sharon Pegg of the Cooperative Group presents the Employee of the Year Award

Damian Kitson (Asda) is the winner of the 2015 Employee of the Year Award

On behalf of UCAS, Andrew Hargreaves (pictured right) presents the Best Diversity Resource Award, which is won by Special iApps and accepted by Colin Dean (Co-Founder) and shortlisted nominee for the Diversity Champion Award for Education

HSBC Balance Network are the winners of the Outstanding Diversity Network Award, by Layla Mullins - Co-Chair the Balance Network

PwC Partner, Andy WoodďŹ eld presents the Outstanding Diversity Network Award


Nachda Sansaa deliver an exciting performance

On behalf of Action for Children, Siobhan Corria (pictured right) presents the Diverse Company Award for Charity, which is won by St Giles Trust

The Open University are the winners of Diverse Company Award for Education, which is accepted by Tony O’shea-Poon

On behalf of NUT, Max Hyde presents the Diverse Company Award for Education

On behalf of Inside Housing, Martin Hilditch (pictured right) presents the Diverse Company Award for Housing, which is won by Gentoo

On behalf of The Diversity Group, Hayley Flinn (pictured right) presents the Diverse Company Award for the Private Sector, which is won by Asda


Kasia Allan (CBI Senior Assistant Director for London) presents the Diverse Company Award for the Public Sector

Centro are the winners of the Diverse Company Award for Public Sector, which is accepted by Anna Sirmoglou

On behalf of ITV, Miranda Wayland (pictured right) presents the Diversity Marketing Campaign of the Year, which is won by Youth Media Agency #Presschange4youth

Georey Williams of Thomson Reuters(pictured right) presents the Head of Diversity and Inclusion, which is won by Sarah Churchman

5x time Paralympic Gold Medallist, Jody Cundy (pictured right) presents Julie Charles with the 2015 Lifetime Achiever Award 130

The night was wrapped up with a brilliant performance from The Voice UK 2014 winner, Jermain Jackman who performed the pick of an impressive catalogue of songs

The definitive Excellence in Diversity Audit is an essential part to an organisations equality strategy. We understand that each organisation differs to the next, and no matter how well you are doing; there is always room for improvement. This audit is not about looking at your gaps and areas for developments in a negative way, but as a tool for improvements and making sure you are using your resources in the right areas.

For further information about the Excellence in Diversity Audit please contact

0845 077 9300 Or visit

Tdg 2016 directory  
Tdg 2016 directory