1. “Helping business to build an inclusive workplace” A Proposal for Membership of UK Council for Access and Equality

2. Diversity and CSR  CSR is becoming an increasingly important element of Competitive Advantage  Diversity is a critical component of CSR  Diversity not yet a measured component of most CSR profiles  All current Diversity legislation incorporated in one Act (the Single Equality Act) by 2010

3. Key Statistics  74% think most discrimination occurs at work  46% of people believe they have faced unfair discrimination  41% said this had occurred at work  19% had faced discrimination at work  73% who had faced discrimination did not make a complaint  38% who did not complain said there was nothing to gain by doing so  49% said age was most common reason for discrimination  48% said long term health problem or a disability reason for discrimination Source: GfkNOP survey for the Equality and Rights Commission (EHRC) - Sample size: 1087 (Sep 2007)

4. Key Statistics  20% of the workforce (6.9 million people) have some form of impairment recognised by the DDA (1995)  Only 17% of those people with a disability were born with it Source: Labour Force Survey National Statistics Office (Jun 2005)  33% of people aged 50-65 are disabled under the DDA (1995) Source: Disability Rights Commission (2004)  72.4% of men in age group 50-64 are working  68.4% of women in age group 50-59 are working  42% of women are part time workers  Only 11% of women are likely to reach senior management or Board Positions (18% for men) Source: Women and Equality Unity (Jun 2005)

5. Key Statistics  By 2020 nearly 40% of the population will be over 50  People over 50 own 80% of private wealth  People over 50 have over £175 billion of disposal income  40% of consumer demand is from people over 50 Source: National Population Projections Government Actuaries Department 2004  75% of employees expect to work beyond retirement age  1,000,000 people over retirement age currently working will rise to over 3,000,000 by 2017 Source: AON Consulting 2007 Source: AON Consulting 2007

6. CSR Requirements CSR Requirements  Identify and quantify current UK Business performance in diversity and inclusion  Use the information to improve performance and to better utilise resources  Broaden and deepen the resource pool  Use this information to benchmark overseas businesses  Continually improve reputation as an employer  Enhanced market share with enhanced reputation  Identify success to peer group and customers  Enhance competitive advantage

7. UK Council for Access and Equality UKCAE:  Is a not for profit organisation set up by business for business  Is a membership organsiation  Has a simple 2 Part structure comprising:  A Governing Body of 15 member organisations from business each with a senior (Main Board level) representative on the UKCAE Board  A Council of Reference of 15 member organisations from the Third Sector each with a position on the council  The Governing Body determines policy  The Council of Reference is first line of consultation and validation that UKCAE policy will meet the needs of everyone

8. UK Council for Access and Equality The Government Green Paper, A Framework for Fairness: Proposals for Single Equality Bill for Great Britain, proposes “a light touch Equality check tool for employers to use and consider introducing a voluntary equality standard scheme for business, which could be an independently assessed accredited standard or a non-accredited good practice and compliance tool”  UKCAE offers business this “light-touch Equality check tool”  The tool is delivered via a 3-Step Pathway  It is an independently assessed and recognised “equality standard scheme”  It has an integral learning and development process  The Pathway engages every individual within an organisation  The Pathway will bring real, measured change in the workplace

9. The UKCAE 3-Step Pathway  Step 1 is the foundation of the Pathway and provides basic awareness, understanding and removes some common misconceptions  Step 2 recognises existing good practice and requires examination of current practices to identify any discrimination  Step 3 implements changes identified in Step 2 and provides a measured and independently audited outcome that ensures inclusion is an ongoing and integral part of the workplace The entire process is on-line, audited and formally recognised

10. Step 1 - Detail Step 1  increases general awareness of equality legislation and the role of diversity in CSR  provides basic tips to enable an individual to feel more at ease working with a diverse group of people Step 1 requires  the organisation to produce a written policy statement committing itself to the Pathway  identification of who will manage the implementation of the Pathway within the organisation  all staff to undertake the Step-specific learning “Diversity and Inclusion: Understanding Disability” in order for real cultural change to begin to take place  identification of key members of staff, where relevant, within the organisation, who can help identify possible obstacles within their operational areas

11. Step 2 - Detail Step 2  builds on the knowledge and understanding gained in Step 1  requires a detailed assessment of current practice in 4 key areas: Employment ~ Communication ~ Physical Environment ~ Goods & Services  acknowledges inclusive practice already in place Step 2 Offers  additional learning and development resources to further the awareness and understanding of diversity within CSR  guidance for the organisation on developing a meaningful Inclusion Statement through the construction of an Implementation Programme that identifies and plans for the removal of any obstacles to inclusion  practical advice on how to resolve common issues  a network of Inclusion Partners who provide further advice and information  access to additional sources of specialist learning and development for key staff, where appropriate

12. Step 3 - Detail Step 3  implements changes identified at Step 2  ensures cultural change by embedding inclusive procedures and practices into the operational framework of the organisation. Step 3 Requires  an organisation to have completed the Implementation Programme compiled in Step 2  that appropriate monitoring, performance measures and reporting are put in place  an organisation to have embedded appropriate awareness and understanding of diversity and inclusion in the induction process for all new staff and refresher courses for other staff

13. UKCAE Membership  Founder Member – 15 companies each with a place on the UKCAE Board specifically chosen to ensure a balanced representation of each sector of UK business  Council of Reference – 15 third sector organisations  Affiliate Members – organisations affiliated to any of those in the first two categories  General Membership – open to all organisations no place on the board  Third Sector Membership

14. Benefits of UKCAE Membership  Access to the UKCAE 3-Step UKAS-recognised Pathway  1 day Pathway induction at Member’s offices  Access to the Members’ Area of the UKCAE website  Access to the UKCAE Information Resources Directory  Access to 1-2-1 support from UKCAE staff  Link from UKCAE website to Founder Member website  Opportunity to become a UKCAE Inclusion Partner and provide services to other UKCAE members

15. Specific Benefits of UKCAE Membership  Low cost high value diversity model  Shows public commitment to diversity and inclusion  Provides formal recognition of existing diversity practice  UKAS-recognised simple pathway to diversity and inclusion  Audited component of Corporate Social Responsibility  Improved staff and customer relations resulting from an inclusive workplace  Improved competitive advantage  Foundation for the arrival of the Single Equality Act  Provides a single, straightforward Equality Policy