What we do - Diversity - British Council

Equal Opportunity and Diversity



		What we do


		Who we are


		Equality and diversity in the UK


		Diversity Areas & Human Rights


		Diversity Projects & Events


		Contact us

Equal Opportunity Policy

Diversity Strategy

Executive Summary Integrated Equality Scheme

Diversity Assessment Framework

Equality Monitoring Executive Summary 2007/08

	What we do

As an international organization working in over 100 different countries there are hugely complex equality and diversity issues to contend with. In many countries, there are different social norms, cultural expectations and legal obligations, but across all, we operate with a clear commitment to equality and diversity. Managing diversity is also central to the British Council's values.

What does this mean to us?
To gain an insight into how we define and understand equal opportunities and diversity please read the relevant document.

Our supporting tools

In order to make progress we have developed various policies and tools to help us reach our goals. For more information on them please visit the links below:

			Equal Opportunity Policy
			Diversity Strategy
			The Integrated Equality Scheme is the tool we have developed to help us promote equality and eliminate discrimination in the areas of gender, race and disability. As a UK public body we are legally required to promote equality in these areas, but because we are an international organisation our Integrated Equality Scheme applies worldwide, not just in the UK. The easiest way to understand the Integrated Equality Scheme is to read the Executive Summary, along with the equality objectives outlined for disability, gender and race. We will report each year on the progress we have made against our Integrated Equality Scheme. Integrated Equality Scheme - Full document Integrated Equality Scheme - Executive Summary Disability, Gender, and Race objectives - how we propose to deliver equality in these three areas Our first annual progress report is available to read, outlining the action that has been taken over the first year of our Integrated Equality Scheme. Year One Progress Report Year One Action Plan Annex 1 - Progress in Disability Annex 2 - Progress in Gender Annex 3 - Progress in Race Implementation of the IES 2006-2009: Progress in Year One Below is our second year's progress report outlining the action taken up to December 2008 during the second year of our Integrated Equality Scheme. Year Two Progress Report Appendix 1 - Examples of work to promote race, gender and disability equality in our programmes and services. Year 2 - Action Plan Annex 1 - Progress in Disability Annex 2 - Progress in Gender Annex 3 - Progress in Race
			Diversity Assessment Framework (DAF) What is the DAF? The purpose of the DAF is to evaluate progress in the mainstreaming of Equal Opportunity and Diversity (EO&D) across the organisation. It shows up strengths and weaknesses, highlights development opportunities and supports risk management with respect to EO&D. It also supports the organisation’s Diversity Strategy and assists in the achievement of common standards, as well as contributing to the monitoring of progress against the Integrated Equality Scheme. The DAF takes the form of a continuum of five levels, each consisting of a number of indicators reflecting performance around a specific area of EO&D. For more information on what the Diversity Assessment Framework (DAF) is please read this document. For the moderation process the completed self-assessment forms are sent to the Diversity Unit, along with all supporting evidence which is centrally moderated to ensure rigour and consistency across the organisation.For more information please read the 2009 moderation process. The moderation reports of previous years are available to read: DAF moderation report 2006 - 07 DAF moderation report 2007 - 08
			Equality Impact Assessment (EIA) Whenever we introduce new policies or revise existing ones, or when we introduce new ways of working or deliver activities in a different way, we need to consider these changes from different perspectives, to ensure we have considered the needs of diverse groups of staff and customers. Equality Impact Assessment is the formal name given to this process of consideration, as we are assessing the impact of the change on people from different groups and trying to ensure equality. In 2006 over 200 policies owned by Facilities (now Global Estates), Finance, HR, IT (now Global IS), Procurement and Records Management underwent equality screening, carried out by colleagues in Corporate Affairs and BC Northern Ireland. The list of policies and the results of the equality screening is contained within this table. These policies will need to go through Equality Impact Assessment when they are next reviewed or amended by the policy owners. We have developed an extended approach to Equality Impact Assessment that covers the nine equality grounds protected by equality legislation in Northern Ireland and also covers the organisation's values. The UK process guide can be viewed below: UK EIA Process Guide In addition we have developed a lighter touch process to be used outside the UK, still covering nine grounds and the values. Please view the overseas guide below: Overseas Equality Impact Assessment Guidance Equality Impact Assessment carried out during 2007/08 include: Overseas Section Egypt - policy for receiving visitors Libya - practice of not paying for chaperones to accompany female staff when travelling UK Section Anti-Fraud and Corruption policy Arts Group restructuring Learning and Development plan for staff in Contracts and Projects Religion and Belief Guide Performance Management and Leadership Development frameworks De-diplomatisation policy Decision to withdraw free car parking for UK staff New shift rota for FABS service desk Strategy for Leaders
			UK staff equality monitoring data 2007/08 – our UK staff equality monitoring data is analysed and reviewed annually. The Headline data on the equality monitoring are also available. Please read this document with FAQs about monitoring religion/belief and sexual orientation and this equality monitoring article.

To provide focus we have agreed that we will concentrate on 7 areas of diversity. Each raises different issues across the diverse countries and cultures we work with. For more information on what we do in each area please click on the links below:

			Age
			Disability
			Gender
			Race
			Religion
			Sexual Identity
			Work Life Balance

Equal Opportunity and Diversity Training

A position statement on equal opportunity and diversity training has been written by Learning and Development in consultation with the Diversity unit and sets out why equal opportunity and diversity is essential training for staff, who is eligible to deliver it, what type of training is on offer for staff, and how staff take up of equal opportunity and diversity training is monitored.