We believe in mainstreaming equal opportunity and diversity (EO&D). Mainstreaming means building diversity into all processes and functions, considering it as part of policy decisions and building it into the planning of programmes and projects. We have a variety of tools and processes that enable us to do this.
Mainstreaming equality and diversity
Diversity assessment framework (DAF)
This is our overarching and innovative diversity measurement tool. It is used across the globe to assess organisation-wide progress in mainstreaming diversity.
All British Council offices submit a biennial assessment of their work and progress. All submissions are reviewed and scored by a panel of diversity experts. Their performance is measured against a set of well-established indicators and the results feed into an organisational report. The report informs us about our progress in equal opportunitited and diversity (EO&D) as an organisation.
You can read more about the DAF in our booklet available to download below.
Equality monitoring helps us build a detailed picture of who we employ and this helps us to assess the impact of our equal opportunity police and diversity strategy.
We have been collecting data from our UK contracted staff since 2001, many of our overseas offices also collect data about their staff. The data we collect includes details of: age, disability, ethnicity/race, gender, religion/belief, sexual orientation and working pattern.
From the recommendations, we an examine our processes, identify tends and patterns, highlight progress and note where further action is needed to ensure that unjustified discrimination is eliminated and equality is promoted.
You can find out more about Equality monitoring on our resources page.
Equality screening and impact assessment
This refers to a formal process where we review the likely impact of proposed new policies, functions or practices and the impact that they may have on different groups of people. We consider if there is any potential for unjustified discrimination that we could change, or any opportunity to promote equality that we could introduce.
Our corporate induction policy ensures that all British Council staff around the world undertake Equal Opportunity and Diversity training. This consists of e-learning courses and refresher workshops. We continually develop and update these courses.
We have also provided bespoke training in the private, public and third sectors. For more details, see our comprehensive training handbook, the British Council UK Equal Opportunity & Diversity workbook.
We have several internal and external networks and working groups to help us foster engagement, dialogue, and progress best practice in equal opportunity and diversity. You can read more about our networks in the who we are section.