Our aim is to mainstream equality, diversity and inclusion. That means taking diversity into account as we develop and deliver 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 that support us to do this.
Mainstreaming Equality, Diversity and Inclusion
Diversity assessment framework (DAF)
This is our overarching bespoke diversity measurement tool. It is used worldwide to assess the progress our business areas, country offices, and regional teams are making in mainstreaming diversity.
The Diversity Assessment Framework contains a series of indicators that help measure performance across key areas. All parts of the organisation submit evidence of action taken against these indicators which is centrally reviewed and assessed and generates a score, plus a detailed feedback report. The report helps us measure our progress in equality, diversity and inclusion (EDI) as an organisation.
Equality monitoring helps us build a detailed picture of who we work with and this helps us assess the impact of our Equality Policy and Diversity Strategy.
We have been collecting data from our UK contracted staff since 2001 and many of our overseas offices also collect data about their staff. The data we collect in the UK includes age, disability, ethnicity/race, gender, religion/belief, sexual orientation and working pattern.
We benchmark the results against the national & local populations and identify any recommendations where under or over representation seems to exist.
In some parts of the organisation we monitor our customers which helps us see whether we are reaching all sections of society or if specific targeted action is needed to extend our reach. Find out more about our approach to equality monitoring in the annimation below.
Equality screening and impact assessment
Whenever we introduce a new policy or process, we review the likely impact 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. It helps us to take a proactive approach and to build diversity into our work from the start.
All British Council staff around the world undertake equality, diversity and inclusion training. This consists of e-learning courses, webinars, and face to face sessions. The training raises awareness and develops capability in the area of equality, diversity and inclusion.
We have several internal and external networks and working groups to help us foster inclusion, engagement and dialogue in the area of equality, diversity and inclusion.