by Simon Chandler-Wilde
I’ve blogged before about the Stonewall Workplace Equality Index and Reading. On the LGBT Plus network’s blog I’ve talked about what is involved in a submission and talked about why – encouraged by our LGBT Plus network – we think being part of this charter mark is really worthwhile. Then last month on this blog I reported on the results of our submission into the Stonewall WEI 2017, resulting in our best marks ever and our best ever placing at 168 out of 439 submissions, compared to 204/415 last year.
In that last blog I promised an update after our face-to-face feedback meeting with our client manager Jessica James from Stonewall. We had that meeting on Tuesday, Jess meeting with me, Deb Heighes and Calvin Smith (Co-Chairs of the LGBT Plus staff network), and Alison Hackett and Yasmin Ahmed from HR. Jessgave us a breakdown of our marks and a comparison with other employers, and feedback for two hours on where we did well and where we can improve.
The 1st picture above summarises our rank over the last three years, and our score this year and how this compares with averages over:
- all submissions;
- all submissions in our Education sector (mainly universities but also a few further education);
- the Top 100 submissions.
We have made significant progress from last year, both in our score (up from 78 to 102), and in our ranking in the sector (up from 27/54 to 22/56). To get into the Top 100 we would need to make the same improvement in score again – this year the Top 100 had scores of 125 and above – and we would need a further significant improvement to hit the Top 100 average. (The University’s target is to be in the top 50 by 2020, so roughly the Top 100 average.) To avoid any complacency, its worth noting that we have to make some improvement each year just to stand still, as more employers enter each year and scores get better – overall average was 78 last year and 85 this year, while Top 100 average has increased from 143 to 148.
OK, so where did we do well and where is there room for improvement. Well let me start with a sample from the Staff Survey that Stonewall carries out electronically across all the employers who enter the Stonewall WEI – and Jess says our response rate was comparatively good, with 452 responses, of which 62 from LGBT employees, 390 non-LGBT.
The above tables are what the survey has to say about the experiences of our LGB staff (there were too few responses from trans staff for Stonewall to give us any data back). The above data I think speaks for itself. The lower table is very encouraging compared to elsewhere, except that our LGB staff are rather less comfortable declaring sexual orientation. There is work for us to do on encouraging declaration of sexual orientation on employee Self Service for all our staff, and in understanding why our LGB staff feel less comfortable than elsewhere in declaring. Our current sexual orientation declaration rate at 60.7% of our staff is low compared to many other employers, though hugely higher than this time last year.
The upper table suggests that we have more to do to make our LGB staff feel comfortable about being out at work. But I’m hopeful that our recent efforts on recruiting visible LGBT+ Allies – and I spotted over 20 LGBT+ ALLY postcards on office doors in my own department earlier this week – plus our efforts to encourage visible LGBT role models, and to make senior UEB and Leadership group LGBT role models and allies visible, will have an impact here.
My last table summarises in what areas we did well, and where we have significant room for improvement. There is a very positive story in policy – though even there we have work underway, not least HR leading a major update of our trans policy and guidance with much consultation to come in the next few months.
Equally we have done very well in the line managers section, in the information we push out to the leadership group (and ask to be pushed out to line managers further down), that our criteria for promotion to higher grades value commitment to diversity and, for our academic staff, explicitly value leadership in D&I and significant roles in staff network groups, including LGBT Plus. It was also very positive that we have School-level diversity KPIs, and that a number of our line managers, including in the Leadership group and UEB, have undertaken Stonewall role model or allies training, or have been very visible as LGBT role models. We have also done well on all staff engagement.
There is a lot of room for improvement in several areas, but particularly training, the work of our staff network group (which only formed in 2014), and community engagement. In these three areas we have the largest gaps between our scores and the maximum scores, and also between our scores and the Top 100 average.
On training we are frankly at a relatively early stage as an organisation in diversity and inclusion-related training, though with some bright spots in our training around recruitment and selection, in some of our induction training, and in our work on unconscious bias. We know we have much more to do here, much planning and implementation, and to be fair have only just in the last few months recruited a significant people development team who are leading on thinking through, with input from the Deans for D&I and others, what our training provision should be in the D&I area. Some work is kicking off already, e.g., very relevant to Stonewall concerns, work on Bystander Training, but we have further reflection to do on the many detailed Stonewall comments in this area, jointly with people development and our LGBT Plus network.
Related to the Staff Network Group category there is more that we can do in many areas if we can find the resource within the network and within the University to support the work of the network, and both of these should be possible. The network group, having been formed only in 2014, does a lot of good work already, but possibilities for further development include:
- involvement in mentoring or reverse mentoring – but this needs work on our mentoring opportunities at University level which I know is underway in the people development team;
- collaboration with other network groups, e.g. Women@Reading, our Cultural Diversity Group;
- initiatives, seminars and events addressing more of the L – G – B and T, and addressing intersectional issues: an example pushing in this direction was the excellent event in LGBT History Month last month with Jane Traies on her research work with older lesbians.
On community engagement, while we have already upped our game, e.g. strong use of social media, Uni/RUSU presence at Reading Pride, collaborations between MERL and Support U, LGBT Plus engagement with the LGBT STEMinar, our hosting a new Thames Valley LGBT+ Workplace Network, ideas for doing more include training for staff in supporting LGBT students, consulting with our LGBT students on their needs (and action on this is in train), doing LGBT-focussed recruitment and media work, taking more of a leadership role within our sector or with our partners, and supporting campaigning or training to tackle hate crime or homophobic, biphobic or transphobic bullying.
So, overall, very encouraging progress, and a lot of constructive feedback on what more we can do. I look forwards to working with staff and students across the University, but especially the LGBT Plus staff network, the RUSU Diversity and LGBT+ Officers, our VC as the UEB LGBT+ Champion, and our new University LGBT+ Action Plan Group, with the goal of making Reading one of the most supportive and inclusive of workplaces for our LGBT+ staff and students.