Diversity and Equality Interview and Questionnaire Results

© 2007 McKenzie Human Resources UK If I experienced an issue of discrimination or harassment in the workplace, I would know how to deal with it Positive Indicators = Negative Indicators = 79 % 21 % Summary: Equality and Diversity Questionnaire Results

© 2007 McKenzie Human Resources UK I am aware of my responsibilities surrounding race, gender, disability, sexual orientation, religion/belief and age legislation Positive Indicators = Negative Indicators = 30 % 70 % Summary: Equality and Diversity Questionnaire Results

© 2007 McKenzie Human Resources UK I believe our working environment is free of bullying and/or harassment Positive Indicators = Negative Indicators = 20 % 80 % Summary: Equality and Diversity Questionnaire Results

© 2007 McKenzie Human Resources UK We demonstrate visible commitment to diversity, which is supported by management and senior management throughout the organisation Positive Indicators = Negative Indicators = 76 % 24 % Summary: Equality and Diversity Questionnaire Results

© 2007 McKenzie Human Resources UK Supplementary Interviews What do the terms Equality and Diversity mean to you? “It is all about people from ethnic minorities. I don’t really understand it.” “Equality means your differences don’t matter as to how you are treated. But within it, you need to recognise difference.“ “It is all about treating people equally – regardless of background. My informed judgement is that the organisation has not yet got to grips with embedding it. When the word Diversity is mentioned, it is more a ‘black’ and ‘white’ issue than the broader spectrum.” “It boils down to similarity of treatment for all groups who might be regarded as minorities. Our office building is unsuitable for quite a few disabilities.” “There are double standards for different types of diversity.” “People here are afraid of the unknown and the language around sexual orientation.” “How we treat our colleagues is the most insidious area. We have labels on them and half the time we don’t know what we are doing.” “Equality means no matter who you are and what you do, you are treated as an individual on an equal footing and your rights are respected.” “Equality means fairness, all things being equal and allowances for differences – e.g. disability and dyslexia.” “Inclusiveness – no distinction between the two terms equality and diversity. Treating people on a fair and equal basis.”

© 2007 McKenzie Human Resources UK Supplementary Interviews Would you describe XYZ Organisation as a ‘Diversity friendly’ Company ? “No, not really. There are pockets of great people and some poor approaches. I don’t think we have grasped a best practice approach.” “In my opinion, internally we are not. There are not many senior managers from minority cultures. It is unbalanced.” “No, there are examples re: practices and sexual orientation where people feel isolated.” “Diversity in the workforce doesn’t filter up to senior level. It is OK in terms of gender but not race.” “No. To be honest, they do not give people equal opportunities in terms of job prospects. We do not take people for who they are, they look at your face and personality and not merit. The number of people from ethnic minorities in senior posts are very few. Usually, white people get the jobs. This comes out in staff surveys but nothing is done about it.” “I personally have never had an issue. There are many other areas where we could improve. One of the things that keeps me here is that people recognise I am different.” “By and large, yes. We have quite a range of different ethnic groups, we make reasonable adjustments for different faiths and encourage staff to form their own network groups. My caveat to this is that we want to get everything done on the basis of compliance, It may not be the intention, but that is the impression.” “Yes. In our group, we have people from different areas. We are very friendly and we are getting better all the time.” “The disability scheme is good internally. Externally, its hamstrung. Funding is ring fenced.” “We have a quiet room.”

© 2007 McKenzie Human Resources UK Supplementary Interviews How is difference in terms of race, gender, disability, sexual orientation, religion and age currently accommodated with the XYZ Organisation ? “I think we are an ageist organisation. I’ve know older people treated as ‘baggage’. We have a lack of performance management across the board as we have a ‘nice’ approach.” “I wonder if there is a lack of opportunity for black people. There are more junior black people with only one or two in higher positions.” “We have disability related problems in terms of access.” “Race and disability is well covered. Sexual orientation is invisible.” “In my department, females should be given more of a chance.” “Disability is low key, sexual orientation – we haven't gone there.” “We have a strong black community within the XYZ Organisation. “Religion. We have a prayer room although we are not tuned in to faith calendars.” “Disability. Especially good provisions made.” “Race. We have lots of people from all different areas.”