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Diversity Champions

Overview

Having Diversity Champions is a unique way of mainstreaming all the important work that is already being achieved within an organisation.  The Champions become the conduit for disseminating information, driving behavioural and cultural change across the organisation and link equality, diversity and inclusion into corporate objectives of the organisation.

The Champions can raise awareness of

• the consequences of harassment and bullying
• help support staff by facilitating change
• model behaviour that is a fundamental part of building good business
• help the organisation work towards being a good employer
• help employees feel that it is a good place to work

What are the aims and objectives?

Aim: To introduce participants to the concepts of Diversity Champions and how the role of Champions can support the positive behaviours of the organisation

Objectives: by the end of the session you will:

• understand  some of the key concepts of equality and diversity
• understand the policy context of equality and diversity
• have some knowledge of the new Equality legislation
• understand the role of the Champion
• be able to challenge discriminatory comments and behaviour
• know where to find support and resources both internally and externally

Areas covered

• Equality legislation
• Role and responsibilities of the Champion
• Appropriate and inappropriate behaviours
• Building diversity competence in the workplace

Who should attend?

Those who want to champion equality as part of the organisations culture and competence

Benefits

Minimise the risk to the organisation of getting behaviours wrong

Consequences:

• poor morale
• poor employee relations
• poor performance both of individuals and the business
• loss of respect for those involved
• loss of productivity
• absence issues
• health and  wellbeing  -s tress
• organisational reputation
• financial costs
• support for employees

Evaluation and Action Planning

Impact evaluation will also support the concept of sustainability by using a 3 stage model of evaluation.

• Immediate reaction
• 3 month review – progress against objectives, issues raised and experiences
• 6 month review – measures of success
  • has the attitude and behaviour of the workforce changed,
  • is diversity an integral part of business activity

The organisation can choose how it evaluates the impact of the programme across the organisation.  In addition to specific impact and evaluation, questions can be built into to other organisational reviews such as Employee Surveys to measure the impact of the Equality Suite on your organisational culture.