0. Creating an Inclusive Workplace
Julie Comb Corporate Lead Workforce
Jo Richmond Neighbourhoods and Community Cohesion Manager
22 July 2015

1. ‘Everyone Different, Everyone Matters’
Calderdale Council
Inclusive Workplace – fairness, respect, equality, dignity and autonomy are promoted and are part of our everyday goals and behaviours
Managing diversity is a conscious choice and commitment by us to have a workforce representative of our community and value these differences by using diversity as a source of strength to achieve our councils objectives
Our definition:
‘Everyone Different, Everyone Matters’

2. Our Ethos Of Embedding Change
A person’s attitude and mind-set are determined by what they assume to be true, which in turn creates their mind-set (second-order change).
A person’s mind-set determines their behavior (first-order change).
A person’s behavior generates the results they create.
Create cultural change that spreads to communities, inequalities and stereotypes spread into the workplace from the wider society outside our doors and societal barriers to equality and human rights and inclusion can be amplified in the workplace
Colleagues to learn more from about each other and pass this knowledge onto others,

3. Incorporating inclusive working, so far we have ……
Attracted new talent through the FWP and external targeted recruitment campaigns with under – represented community groups
Through apprentices increased Disability, BME, readdressing the balance of an ageing workforce
Maintained Mindful Employer Status, achieved Bronze and ready for Silver IIP Standard,
Weaved equality and diversity behaviours into our values
Created a workforce diversity improvement action plan
Created, extended and improved HR policies – Dignity & Respect, Transgender, made sure other polices are equality proofed
Made equality, diversity and inclusion part of role profiles
Achieved 154th place in the Stonewall Employer Index
Recognised and embraced diverse skills through the FWP and targeted recruitment campaigns
Clear health and safety policies with regular risk assessment and ergonomic checks to promote staff health and well being, HR policies which are proportionate to wearing religious dress or articles of faith
Behaviours are within appraisal measures

4. Incorporating inclusive working, so far we have ……
Work experience placements
Encouraged employee networks and forums
Rewarded talent and achievement rather than stereotypical indicators of success
Acted on the results of ‘Our Voice’
Implemented ‘Living Wage’
Invested in LGBT Leadership Development Programme
Mentoring and Coaching for all staff
Weaved the inclusion lens through the Aspirational Leadership Development – encouraged and enabled development for all
Trained 60% of staff in Equalities & Diversity
Held Migration Yorkshire Conferences
Included equality and human rights measures in procurement tenders

5. What's next?
July Refresher Development for Contact Officers, HR & People Development team
August Analyse who uses our services, make up of our customers and their needs & analysis of delegates ALP
Analysis of who we employ from the highest level of multiple deprivation – Halifax Wards Park, Ovenden, Illingworth & Mixenden and Town
Sept Apprentice Recruitment Drive
Internal positive action for under-represented groups identify barriers
Sept 2 hour espresso sessions
Optimal Decision Making – unconscious bias
Managing your Brand – bring your whole self to work
Nov - Inclusion and Engagement Managers Conference – work with local Faith communities
Dec - Values and Behaviours Diversity & Inclusion Theme
In the pipeline
Volunteering and Advocacy
PREVENT workshops roll out
Proactive equality practice our ‘Stars Awards’
Millenniums' and the future workforce