hr seminar - equality & diversity

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  • TPP HR SEMINAR EQUALITY & DIVERSITY

  • TPP HOSTS

    ROB HAYTERTPP DIRECTORSENIOR APPOINTMENTS PRACTICE LEAD

    MATT ADAMSSENIOR CONSULTANTHR & CORPORATE RESOURCES

  • GUEST SPEAKERS

    PETER HALLMEMBERS ENGAGEMENT MANAGERENEI

    CHRIS PROCTORLEGAL OFFICERNACRO

    DOMINIC HEADLEYLEGAL OFFICERNACRO

  • OUR PRINCIPLES

  • CHARITY HR SALARY SURVEY 2015 THE RESULTS

    Survey results Feb-March 2015, across HR professionals in the not for profit sector.

  • HEADLINES

    Salaries up - 6% on average

    Biggest increases at senior level

    Significant difference in pay between men/women

    Flexible working already a popular benefit, but very much in demand

    HR recruitment steady increased focus on Business Partner roles.

    HR divisions increasingly connected with volunteer

  • SALARY CHANGE

    3%

    38%

    54%

    4%

    2%

    Increased a lot

    Increased a little

    Stayed the same

    Decreased a little

    Decreased a lot

  • SENIORITY

    Director 64,401 8%

    Head of 48,166 6%

    Business Partner 38,752 3%

    Manager 36,478 6%

    Officer/ Advisor/ Executive 26,654 3%

    Assistant/ Admin 23,165 3%

  • GENDER GAP

  • SIZE OF ORGANISATION

    Large organisations

    43,268 37,799

    Small organisations

    14%

  • LOCATION

    28%

    35,604 Avg

    27,803 Avg

  • BENEFITS

    Pension Contributions

    82% Receive

    5% want

    Flexible Working

    Hours

    47% Receive

    27% Want

    Season Ticket Loans

    38% Receive

    7% Want

    Childcare Vouchers

    37% Receive

    5% Want

    Life Insurance

    29% Receive

    16% Want

    Medical Cover

    13% Receive

    33% want

    Voluntary Leave/

    Trusteeships

    11% Receive

    0% Want

    Secondments/ Sabaticals

    14% Receive

    9% Want

    Car Allowance

    5% Receive

    11% Want

    Other

    2% Receive option to buy

    holiday

  • SALARY SURVEYS

    Salary Surveys for the following divisions available online:

    Marketing and Communications Fundraising and Development Finance HR Social Care

    http://www.tpp.co.uk/employers/recruitment-advice/salaries-recruitment-advice/salary-surveys-recruitment-advice

    Matt Adams TPP Senior Appointments0207 198 6060matt.adams@tpp.co.uk

    http://www.tpp.co.uk/employers/recruitment-advice/salaries-recruitment-advice/salary-surveys-recruitment-advicemailto:matt.adams@tpp.co.uk

  • Equality & Diversity Breakfast

    Seminar

    Peter Hall

    Employers Network for Equality & Inclusion

  • Overview

    We will explore:

    Brief history of Diversity and Inclusion

    Facts

    Business case for Diversity

    Top Tips Attraction/Retention

  • A very brief history of D&I

    Equal Opportunities 1970s

    Risk & Compliance

    Group based

    Re-active

    Deficit model

    Diversity 1990s

    Business orientated

    Focus on talent

    attraction

    Pan diversity

    Beyond legal groups to

    individual differences

    Inclusion 2000s

    Addresses culture and

    behaviours

    Unconscious Bias

    Leadership

    Noahs ark

    approach

    Boxes

    people upIs it addressing

    structural barriers?

  • Some facts

    There are now 41,000 16 to 24 year olds from Black, Asian and

    Minority Ethnic (BAME) communities who are long term

    unemployed. This is a 49% rise from 2010

    A 2012 Race for Opportunity report showed just 29% of black and

    ethnic minority candidates were offered a job through recruitment

    agencies, compared with 44% of white applicants

    Ethnic minorities are less likely to reach senior positions in

    employment e.g. of the top 50 fundraising charities only 12 per

    cent of CEOs, 6 per cent of senior management team members

    and 8 per cent of Trustees are non- white. (Third Sector Diversity:

    the deficit at the top of the biggest charities, August 2014)

  • Mckinsey (2014): Companies with

    diverse top teams exceeded others by:

    1. 56% in operating results

    2. 53% higher return on equity

    3. EBIT margins were 14% higher

    30%

    Business Case for Diversity

  • The impact of affinity bias on talent management

    Individuals and groups gravitate to people like them

    Commonality /

    Likeability

    CompetenceTrust

    Recruit in our own likeness

    Listen to people like us

    Value the opinions of people like us

    Affect how we allocate work

    Impact feedback

    Affect the way we provide informal

    mentoring and support

    Business networks

    3 fold impact

    Whats in a

    name?

  • Top Tips - Attracting the best talent

    Qualifications and essential requirements- First language must be

    English

    Ensure that what you are asking for is actually necessary. For example,

    employers could ask for a high standard of English, or say that you

    will be testing applicants language skills during the recruitment

    process.

    Experience- This role involves travelling around the world, someone

    independent who has lived away during university

    Some cultures encourage young people to stay close to home whilst

    studying, the above statement could discriminate against individuals

    who were encouraged by their parents to live at home.

  • Top Tips - Attracting the best talent

    Language- Preferably of European origin

    Do not use language on job adverts that implies you only want to

    hire a particular race.

    Advertisement- If you only buy advertising space in, for example, a

    magazine mainly read by white people it will not receive applications

    from ethnic minority candidates.

    Application Forms- The use of a bias-free application form will

    minimise the risk of race being used within recruitment selection. A

    tear off equal opportunity monitoring form will provide you with

    monitoring information.

  • Top Tips - Attracting the best talent

    Recruitment Agencies- An agency will work in the way they believe

    to be the most efficient and this may involve making assumptions

    about the type of candidate they target, to reduce the time spent

    filling your position.

    CVs- The traditional CV makes it more difficult to remove race

    associations such as name or nationality, and this means that those

    carrying out the first sift of applications must have in-depth equality

    and diversity training.

    Interviews- All interviews should be based on competence and skill

    and be carried out by trained managers. If a panel is used, then some

    attempt at diversity should be made.

  • Top Tips - Retaining the best

    Tip Example

    Extend your networks Sponsor someone who is not like you

    Use exemplars and role models Actively remember leaders from out groups and their positive

    contribution

    Build in accountability Ask your colleagues to justify their decisions

    Extend trust Allocate challenging work to all team members / keep a record

    Breaking your thinking patterns Create a diverse project team

    Learn to mistrust your thinking patterns

  • Questions & Answers

  • Peter Hall

    Employers Network for Equality & Inclusion

    0788 597 6450 / peter.hall@enei.org.uk

    Contact:

    mailto:peter.hall@enei.org.uk

  • TPP Recruitment HR Summit

    14th October 2015

    Copyright Nacro 2015

  • http://www.google.co.uk/url?sa=i&rct=j&q=&esrc=s&frm=1&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCIOY4ML_8MYCFbII2wodqVEGSQ&url=http://www.biography.com/people/halle-berry-9542339&ei=dLuwVYOOJbKR7Aapo5nIBA&bvm=bv.98476267,d.eXY&psig=AFQjCNEuT3xsSH1iMO2Z6elHMxZurAZi4Q&ust=1437732075952655http://www.google.co.uk/url?sa=i&rct=j&q=&esrc=s&frm=1&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCIOY4ML_8MYCFbII2wodqVEGSQ&url=http://www.biography.com/people/halle-berry-9542339&ei=dLuwVYOOJbKR7Aapo5nIBA&bvm=bv.98476267,d.eXY&psig=AFQjCNEuT3xsSH1iMO2Z6elHMxZurAZi4Q&ust=1437732075952655

  • Did you know

    thats over 20% of the

    working age population

  • Most people who have criminal records come from varied backgrounds and possess a wide range of skills, qualifications, motivation and experience.

    https://www.google.co.uk/url?sa=i&rct=j&q=&esrc=s&frm=1&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCO27ltWSrsgCFUo4FAodaPQNPw&url=https://cancerdundee.wordpress.com/weekly-quizz/pound-sign-3/&bvm=bv.104317490,d.d24&psig=AFQjCNFA3RWZsrykZ-WARty6EvztmuaJUQ&ust=1444230910451924https://www.google.co.uk/url?sa=i&rct=j&q=&esrc=s&frm=1&source=images&cd=&cad=rja&uact=8&ved=0CAcQjRxqFQoTCO27ltWSrsgCFUo4FAodaPQNPw&url=https://cancerdundee.wordpress.com/weekly-quizz/pound-sign-3/&bvm=bv.104317490,d.d24&psig=AFQjCNFA3RWZsrykZ-WARty6EvztmuaJUQ&ust=1444230910451924

  • However, 75% of employers would use a declaration of

    criminal records to either reject a candidate outright or to

    discriminate in favour of those without

    Only 18% knowingly employed a person with convictions

    Mismatch between desired skills and perceived skills of

    typical off

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