BWCI Diversity and Equality Induction Training Development 26
BWCI Diversity and Equality Induction Training Development 26 th April 2021 1
Outcomes today • Greater understanding of what is meant by diversity and unconscious bias • Better understanding of diversity in the Bailiwick and what is being planned to protect against discrimination locally • How to challenge ourselves and others to ensure we take everyone's needs into account • Actions to take away 2
Introducing Equality Guernsey We are a group of volunteers Equality Guernsey was formed to • help “accelerate the equality agenda” and • to ensure that equality legislation and the equality body are at the top of the States of Guernsey’s priority list 3
Equality Guernsey volunteers Karen Blanchford, founder Ellie Jones - equality lead We All Matter, Eh? (GDA) Liberate Access for All Youth Commission Analytics consultant 4
Activity: Characteristics A lot of the time we think of diversity in terms of just social categories, ‘protected characteristics’ or grounds, but there a large range of areas where difference can occur. What characteristics do you immediately think of when we talk about diversity? 5
These are the agreed grounds for the new legislation Sex Disability Sexual orientation Age Carer Status Trans Status Race Religion (and belief) *this list is not exhaustive 6
Did your list include these examples*? Politics Backgrounds Language Profession Life experiences Geographical area Marital status Ethnicity Economics Experiences Socioeconomic status Philosophy Viewpoints Gender identity Ex-offender Status *this list is not exhaustive 7
Activity: Diversity Bingo 8
Activity: Diversity Bingo Renovator Piercings Daughter with Autism Christian Motorbikes Dyslexic 9
Activity: Quiz 10
PWC: Boosting diversity 11
Diversity in Age • 14% of the • 56% of the • 40% of population is population over residents were over 70 years 70 are women not born in of age Guernsey 12
How diverse is Guernsey? [CATEGORY NAME] [PERCENTAGE] UK 25% [CATEGORY NAME] [PERCENTAGE] Rest of world 4% Unknown 12% Source: States of Guernsey digest 13
Diversity within our community 18% Of young people identify as LGBTQ+ 13, 500 Source: Children and Young People Survey 1 in 4 People have Mental Health Issues Source: Wellbeing Survey People have a disability / impairment and 4, 000+ carers Source: Disability Needs Survey 2013 Not Ethnicity known No information 14
FT: Workplace diversity and equality • “Women accounted for more than half of appointments to boards in the past financial year as the UK’s largest companies addressed gender disparities, but progress on ethnic diversity among company directors stalled. • The number of Black, Asian and Minority Ethnic directors stayed broadly the same across the 150 biggest listed companies at 8 per cent in the year to April, according to the annual boardroom report from Spencer Stuart, the executive search firm. ” Financial Times 2 nd November 2020 15
Video Gender stereotypes are defined between 5 and 7 years of age. 16
17
Potential risks if we are not aware of our biases • Lack of creativity and diversity of thought • Recruiting mini me’s - “If you always do what you’ve always done, you’ll always get what you’ve always got” • Group think • Only the ones who shout loudest get heard but there might be others with different styles with great ideas • Loss of revenue (green finance etc) • Reputational risk • Litigation • Making assumptions on behalf of people without the full picture 18
Video: FA Chairman Greg Clarke 19
20
Why do we have this risk? 21
Blame your Brain Our brains use two ‘thinking’ systems that operate simultaneously. (Kahneman, 2011) We evolved to instantly categorise people into in-group and out-group (Tajfel & Turner, 1979) Categories are also formed through association Biases are wired within the brain. (Bodenhausen and Mc. Crae, 1998) 22
Video: Schroders – Unconscious Biases 23
24
Where does bias come from? 25
Non. White Ingroup : Outgroup Gay/ Bi White Female Straight Male Non-trans Middle Young/ aged old Enabled Transgender Disabled But only 3 people have more than one ‘outgroup’ trait* *disclaimer - that we are aware of/they are open about 26
Activity: Visualiation Quiz 27
Categorise by Intuition We unconsciously assign positive and negative value to the categories we use We instinctively categorise people and things using easily observed criteria such as age / weight / skin colour / gender / ability or disability / tattoo's / piercing’s / facial hair …. automatically assigning presumed traits to anyone we subconsciously put into groups! 28
Inclusion “Diversity is being invited to the party, inclusion is being asked to dance” Verna Myers, D&I Professional 29
Inclusion We all like to think of ourselves as inclusive, easy-going, nonprejudiced people. If this were a reality, there would be no discrimination. So, why do we exclude people? 30
How do we change attitudes in Guernsey? • Education and awareness • Creating trust • Equity • Fairness • Embracing diversity • Social justice 31
How can you help affect this change? • Lead Cultural Change • Be a role model – treat everyone fairly and respectfully • Policy decision making – ensure it is representative • Challenge tokenism and group think • Consult widely - challenge your own biases • Budget and commissioning decisions • Value of diversity of committee membership • Proactive Communication – ask for support in representation • Legislation – voting for change and 32
Discrimination Legislation 33
Phase 1 Disability Sexual Orientation Carer Status Religious Belief Race 34
Phase 2 Age Marital Status Sex Gender Reassignment Pregnancy and Maternity 35
High-level Implementation Plan 2020 States Debate (April/Mat 2020)/ States Debate became July 2020 2021 2022 Enable 2021 Train 2022 Implement Begin Drafting discrimination legislation Return drafted legislation to the states Legislation comes into force Amend Legislation to change tribunal Expand train Tribunal, advice and conciliation service Start to conciliate and adjudicate cases. Statuary officials appointed to lead EEOS Prepare Guidance and training materials Training and guidance for employers and service providers Prejudice and discrimination survey Ongoing work to promote equality, raise awareness and address issues Additional policy letter on religious belief and sexual orientation 36
Future phases of development of the Ordinance Phase 2 2023 2022 In force: • Disability • Race • Carer status • Sexual orientation • Religious belief Policy letter: Age Replacement of Sex Discrimination Ordinance Equal pay for work of equal value Intersectional Discrimination 2024 In force: • Age • Replacement of Sex Discrimination Ordinance • Intersectional Discrimination 2027 In force: Physical features Accessibility Action Plans* Equal pay for work of equal value 2029 Postimplementation review *Public Sector Education complaints as soon as possible but by 2026 37
How can I find out more? • Free online Disability Awareness Training http: //www. signpost. gg/improvingislandlife • Policy Letter - https: //gov. gg/article/176559/Proposals-for-a-New. Discrimination-Ordinance Contact us: equality@gov. gg Follow Us: Twitter, Facebook, Instagram, Linked. In 38
Signposting • States Disability Officer – Gill Evans • Disability Awareness online training Equality Guernsey: • Age Concern • Carers Guernsey • Mental Health / Dementia friends • Guernsey Disability Alliance • DIFERA training • Freedom • GET • Youth Commission • Citizen Advice • Liberate 39
40
Moving Forward • Recognise that diversity contributes to the richness of our society and provides a valid evidence base about ways of knowing • Demonstrate an ongoing commitment to developing our own cultural competence in a two- way process with families and communities • Promote greater understanding of different ways of knowing and being • Engage in ongoing reflection relating to increasing your awareness around diversity and inclusion 41
Postcard Exercise 42
Where next? Please let us know if you would like any deep dives into any of these conversations 43
Questions? 44
- Slides: 44