1. Diversity Unit Measuring impact in EO&D Fiona Bartels-Ellis Head of Equality and Diversity British Council

2. Diversity Unit About the British Council  UK’s international cultural relations body  110 countries, 8 regions  Funding: govt grant (28%), earned income (English and exams) and managing contracts  Around 7,000 staff – 6,000 locally contracted  3 core areas of work –Arts, Education and Society and English Purpose - to create international opportunities for the people of the UK and other countries and build trust between them worldwide.

3. Diversity Unit Our approach to EO&D Sexual identity Work-life balance Disability Gender Religion or belief Ethnicity Age Arts Education and society English A process not an event Achieving impact for the UK Business LegalMoral mainstreaming mainstreaming Aligned to our values Supporting Inclusion & Human Rights

4. Diversity Unit Our Diversity Strategy 3 main objectives Fostering inclusion Growing leadership and capability Performance, impact and legal compliance

5. Diversity Unit Measuring performance and impact  Equality monitoring  Equality Screening and Impact Assessment  EO&D index in staff survey  *Diversity Assessment Framework*

6. Diversity Unit The DAF in detail  Bespoke tool to drive and evaluate progress  10 mandatory indicators split across Essential and Good Practice levels  Optional Best Practice level  Mix of assurance statement and evidence  Moderated scores confirmed by small team

7. Diversity Unit What’s measured, counts  Essential  Recruitment and deployment; Induction: Job requirements, Working environment; Leadership  Good Practice  Working culture; Stakeholders; Contracted services; Equality monitoring; Delivery  Best Practice (optional)  Holistic approach (7 areas and whole-country); External leadership and impact

8. Diversity Unit The process  Webinars / Detailed guidance  Good examples on intranet  Submission through online portal

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11. Roles and responsibilities  DAF Coordinator – explain/coordinate  All staff – offering relevant evidence  Regional Lead - support/peer assessment  HR Leads and Country Directors/ Managers – to sign relevant assurance statements  Self assessment panels inc relevant external – to confirm assurance statements and help select strongest evidence  Moderation team  Diversity Unit

12. Diversity Unit The DAF journey  Moved from 5 level cumulative tool  Moved from all evidence to combination of limited evidence and signed assurance statements  Amended to reflect organisational maturity & to support and strengthen mainstreaming  Moved from annual to bi-ennial submission  Still learning http://www.britishcouncil.org/daf_book.pdf

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14. Success measures  Strengthened mainstreaming based on evidence coming through  Achievement targets – organisational  Engagement with others – Nigeria  Recognition – Mauritius, Uzbekistan

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