1. Achieving the Gold Standard
Masterclass

2. Natasha Landers
Head of DWfL
Welcome

3. Agenda
08:30 Welcome - Natasha Landers, Head of DWfL
Programme Update and Award presentation
Arun Batra - Director of Equality and Diversity, LDA
Key note speaker
Caroline Walters - OBE, Director, People & Policy, BT
Key note speaker
Pam Farmer - People & Policy Manager for Global Services,
Group Functions and Supplier Diversity, BT
Assessment Guidance
Jo Heath - SGS United Kingdom Ltd
Q&A
10:30 Networking

4. Arun Batra
Director of Equality and Diversity,
LDA

5. Caroline Walters OBE
Director, People & Policy, BT
Mainstreaming Diversity

6. Pam Farmer
People & Policy Manager for Global
Services, Group Functions and
Supplier Diversity, BT

7. Making Equality Count
Diversity Works for London Gold Standard
Pam Farmer BT
© British Telecommunications plc

8. BT Supplier Diversity Model
Customer Led
Model
First Tier
Public Policy
Suppliers
Requirements
Collaboration & BT’s Diversity
Compliance Footprint
Supplier Diversity
Support
Building to
Knowledge Minority
Making Sense Business
Local
Ethical Supply
Business/
Chain
Social Inclusion
© British Telecommunications plc

9. BT’s involvement with Supplier Diversity
• IPPR Task Force early 2000s •Contractual clauses on
–suggests Supplier Diversity diversity
as a key economic driver
• Member of the National •Yearly Supply chain
Employment Panel/DWP Job survey verification
Centre Plus group looking
into SD feasibility within JCP. •Introduced supply chain
reporting for recruitment
• Initiator/leader of the Law
companies supplying BT.
Society’s Procurement
Principles
•Initiator & project
• Building Futures – micro- member of RfO’s
business development Recruitment Tools
© British Telecommunications plc

10. Why go for Gold - Our environment
• EU – Social Considerations in Public Procurement
• Social Issues in Procurement – Office Government Commerce
– UK Equality Act 2010 – single Equality Duty
– Bold steps from leaders in public sector
– The impact of political change
• Customers
– Supply Chain Review - first request 2009
– Transport for London
– US Multinationals
– London 2012
• Our Sales and Bids teams
© British Telecommunications plc

11. Customers include Diversity in Bid requirements and
contracts
© British Telecommunications plc

12. BT Supplier Diversity Model
Customer Led
Model
First Tier
Public Policy
Suppliers
Requirements
Collaboration & BT’s Diversity
Compliance Footprint
Supplier Diversity
Support
Building to
Knowledge Minority
Making Sense Business
Local
Ethical Supply
Business/
Chain
Social Inclusion
© British Telecommunications plc

13. Public Policy
Collaboration & Compliance
Building Knowledge and
Making Sense
© British Telecommunications plc

14. Our Journey
2008 Decide to go for Gold - Self Audit
2009 Actions implemented and completed
2009 Agree with DwfL to Go for Gold
2010 January to April – evidence collection
2010 April - External Audit
2010 July Confirmed at Gold Standard
© British Telecommunications plc

15. Supplier Diversity Summary 2010
At BT we are committed to expanding opportunities
for Minority Business Enterprises to participate in our
procurement activities; to seek out more leading
edge, diverse solutions to meet new markets; to look
to diversity in our suppliers; and to ‘source with
Human Dignity’
Facts Policies Initiatives
• 64% of BT contracted • Supplier Diversity • Charter Member of
suppliers are SMEs
Procurement Policies
• 9% BT contracted suppliers
are diverse • Sourcing with Human
Dignity
• UK Equalities Act gives • Customer Led Model – working
opportunity to develop Awards with key supplier partners to
procurement to promote BT in IT and Recruitment
equalities Winner of the Race for
Sectors
• +80% of MSDUK Corporates Opportunity Supplier • IT Centre of Expertise
are BT customers Diversity Award 2009
• Annual Supplier Survey
(Diversity & Co size)
Supplier Diversity Champion • ‘Sourcing with Human Dignity’
questionnaire includes
appointed 2009 diversity questions
Diversity Works for London Gold Standard • Signatories of the Law Society
Diversity Charter
achievement 2010
© British Telecommunications plc

16. Finally….
Acceptance of the DWfL Gold Standard
© British Telecommunications plc

17. Jo Heath
SGS United Kingdom Ltd

18. Introduction to the Gold Standard
Delivered by Jo Heath
Date: 27th January 2011

19. What is the Gold Standard
 The Gold Standard is a comprehensive set of good
practice statements which address all aspects of business
performance including the workforce, marketplace and suppliers
 The Standard is stretching but achievable and flexible
enough to recognise that organisations have different equality and
diversity objectives that are appropriate for them and relevant
to their industry and sector
 To achieve the Gold Standard you will need to demonstrate
examples practice across a number of protected
characteristics and business functions

20. What is the structure of the Gold Standard?
There are 5 sections which make up the Gold Standard:-
 Diversity Monitoring and Outcomes
 Demonstrating Commitment to Equality and Diversity
 Employee Recruitment, Retention and Progression
 Organisational Culture & Inclusion
 Promoting Equality & Diversity Externally
Each section is underpinned by a number of key elements
Each element is supported by statements of good practice. There are
33 statements in total

21. So what’s in it for us?
The Gold Standard can help you to:
 Lead the field in diversity good practice
 Be recognised as an employer of choice
 Improve retention
 Gain more harmonious employee relations
 Improve networking and people-involvement activities
 Gain a competitive edge when bidding for contracts
 Increase productivity and profitability
 Improve bottom line
 Minimise the risk of costly litigation

22. 1. Application Stage
6. Report and Decision 2. Procurement Standard
Application and Review
Customer Journey – (LE/SME)
5. On Site Interviews 3. Planning Meeting
4. Document Review/
Scoring

23. 1. Submitting and Application
You can request an external assessment whenever you wish.
An easy to use online process enables you to complete a ‘self-
assessment’ exercise.
Results indicate whether you are ready for external assessment. If
you self-assess at ‘Gold’ then you can apply for external
assessment.
Application forms can be completed online via the DWfL website:
http://www.diversityworksforlondon.com

24. 2. Assessment of the Procurement Standard
All organisations applying for the Gold Standard will also be assessed
against the “Mayoral Procurement Standard for Equality and Diversity.”
The assessment requires a small document submission which is reviewed
against a compliance checklist.
The assessor will inform you if you are successful in meeting this
Standard and therefore eligible to undertake Gold Standard formal
assessment.
All evidence submitted will form part of your Gold Standard Submission
The assessment process should take no longer than 30 days to complete.

25. 3. Planning Meeting
Appointing of an assessor
Introductions by phone to your assessor
Booking of planning meeting
This is a key stage during which the assessor will explain the process and
agree with you how and when the assessment will take place.
Amongst other things, the assessor will:
 Provide you with an overview of the Standard and set expectations
 Explain how to collate and present documentary evidence for review
 Discuss potential outcomes
 Assure you of confidentiality for both written and verbal information
 Agree the verbal feedback arrangements and written report format
 Prepare a written assessment plan of assessment activities and dates
 Document submission pack requested within three weeks of meeting

26. 4. Document Review and Scoring
A key part of the assessment is demonstrating evidence to support the
statements and to show that practices are embedded and applied consistently
throughout the organisation.
The document review framework is used to identify documents that will help
demonstrate to the assessor that your organisation meets the requirements
of the Standard.
You should cross-reference where appropriate and ensure that any larger
documents are referenced by chapter or page.
The assessor will complete the review and send a document review report
that details any area of weakness that will be the focus of the on-site
assessment.

27. Document Review Example:
Element Statement Your Evidence Explanatory Example
Evidence Reference
2.2 The organisation’s Diversity Strategy A1: Chapter 1 – This statement seeks to ensure that organisations use
Equality and equality and diversity Plan Page 10-11 their identified drivers for diversity to develop an equality
and diversity policy and/or strategy which includes
Diversity strategy/plan has A1: Page 17
Action plan objectives.
strategy/plan and specific objectives. A2: Section B To meet it you need to demonstrate how achievable and
objectives detailing diversity A3: Page 4-6 measurable objectives have been set which are outcome
These objectives have objectives A4: Section A focused.
measurable outcomes
and are reviewed on a Meeting Minutes –
Evidence of this could include:
regular basis. detailing reporting
mechanism Strategy for Equality and Diversity
Equality and Diversity specific measurable
Diversity Strategy objectives
Plan – Planned The review and reporting mechanisms for the
review cycle strategy and it’s objectives
Equality and Diversity measurable objectives set for the
Local following:-
demographic data Workforce recruitment
Representation
report
Supplier diversity
Reducing equal pay gap
Any research carried out to identify local population
which could include that of customers and suppliers
or any other evidence that is appropriate
Please include evidence to demonstrate any
innovative work you are carrying out with regard to
this statement.

28. 5. On Site Interviews and Discussions
An itinerary would have been forwarded to you and agreed within one week
of your on site assessment.
A short opening meeting with the named contact, to confirm the
arrangements for the day and agree any changes.
Discussions/interviews are informal and confidential and the assessor will
need a quiet and secure room so that they can take place in private.
The assessor will greet each interviewee, explain the purpose, process, note-
taking and confidentiality aspects and try their very best to make them feel
comfortable.
The verbal evidence provided by people will confirm, supplement,
complement and validate any relevant documentary evidence.

29. Scoring Approach
Demonstration that you have met all minimum essential evidence criteria
across all 5 sections.
Holistic scoring system does enable some flexibility and the opportunity for
you to demonstrate innovative practice over and above defined criteria.
Scoring mechanism in place to measure organisation’s against all statements
in the framework. The size of the organisation will determine the level of
compliance required to meet the Gold Standard.
In addition to the essential criteria, there is a sliding scale for the proportion of
desirable criteria that needs to be met in each section, which is dependent
upon the number of employees within your organisation.

30. Scoring Approach
Organisation size Desirable criteria percentage to be
met in each section
1-20 10%
21-49 25%
50-99 30%
100 -149 35%
150-199 40%
200 - 249 45%
250 + 50%
The Gold Standard puts a big emphasis on innovative practice, so if you have
information that shows that you fulfil the statement but do so in a different way
from those presented in the guidance, do include it as this will be counted
towards your overall score.

31. 6. The Written Report & Decision
The assessor will prepare a written report, which usually consists of an
introduction plus:
6.The conclusion / recommendation
7.An overview or summary of the findings
8.Highlights of good/best practice
9.Areas that need to be addressed
10.Continuous improvement opportunities
11.Feedback on any special requirements you agreed with the assessor
The report should be a valuable document and will be something that you can
use to develop an action plan to ensure the Standard is maintained and
continuously improved during the three years until a review takes place.

32. 6. The Written Report & Decision
The assessor will inform DWfL of the outcome of the assessment,
submit the final assessment report and his or her recommendation
The independent awarding panel will review the report, consider the
recommendation and decide whether to award the Gold Standard.
If fully met, and the decision has been endorsed, recognition as a Gold
Standard company is awarded by DWfL.
DWfL will then send the final assessment report and arrange delivery of your
Gold Standard certificate.
If your organisation is not yet meeting all the requirements of the Standard,
then your assessor will provide DWfL with a report outlining the gaps
You will need to address the gaps and then invite the assessor back at a later
date (by submitting another application form) to continue the assessment.

33. The Two Yearly Review
If on your first application, you are successful the Standard will be reviewed
every two years.
If you do not meet the Standard or have been requested to submit actions
against some of the statements within the Standard then there will be a
planned review of these actions annually.

34. The Gold Standard Assessment Framework for LEs and SMEs
1. Diversity Monitoring and 2. Demonstrating 3. Employee Recruitment, 4. Organisational Culture 5. Promoting Equality
Outcomes Commitment to Equality & Retention and Progression & Inclusion & Diversity Externally
Diversity 4. 1
3.1 5.1
1.1 2.1 Employee consultation
Recruitment Policy Diverse supply
Capture of recruitment Equal Opportunities Policy covering: III)in evidence I) mechanisms for chain
data Recruitment, Selection, Training, consultation with
IV)Data capture form
Promotion, Discipline, Dismissal V)Info/guidance training employees
Discrimination VI)2 job ads showing EO II) reporting Equality &
Harassment and Victimisation commitment Diversity to workforce
1.2
Workforce monitoring 2.2 4.2 5.2
3.2
Data Equality & diversity strategy/ plan Employee support Customer/ client
Recruitment
Accessible
and objectives process
1.3
Monitoring of activities: 4.3
2.3 3.3 5.3
a) take up of training Employee retention
The Business Case for Conditions of service Targeted marketing
b) promotion
c) transfer equality & diversity
d) discipline and dismissed
e) leaving employment 5.4
3.4 4.4 Customer satisfaction
2.4
Performance management Employee benefits
Top-level commitment
1.4
Equal pay monitoring 5.5
2.5 3.5 4.5
Corporate Social
Employee commitment Reasonable adjustments Flexible working
1.5 Responsibility
Monitoring of complaints,
harassment and bullying 2.6 4.6
3.6
Equality and diversity Employee development Bullying and harassment
1.6 awareness raising policy
& training
Supplier monitoring and
review
2.7 3.7 4.7
1.7 Equal Pay commitment Investigating complaints
Employee surveys
Progress on equality

35. ?