Public good

This page details work carried out by members of the Equally Professional network that contributes to increasing equality of opportunity and welfare across all under-represented groups in the UK.

  • SIG established on community services. (Also relates to Member awareness)
    CILIP
  • Faith in the Workplace event held. (Also relates to Member awareness)
    CMI
  • Diversity Matters’ website set up in public affairs area of website. Sessions at international conference on influencing attitudes to disability, appealing to different audiences and culture, using new media to tackle physical and mental health issues in ethnic minority communities, communicating to Muslim women in Pakistan. Publish frequent articles both online and in magazine on equality issues, and the legislative requirements and how they apply to the profession. (Also relates to Member awareness)
    CIPR
  • Encourage professional firms to monitor and publish their own staff profiles. We also monitor the outcomes of regulatory activities. (Also relates to Monitoring)
    Law Society
  • Monitoring is, however, carried out to benchmark recruitment against the ethnic mix of the population within what is considered to be the usual ‘travel to work’ distances in relation to our offices. (Also relates to Staff development)
    CMI
  • Monitoring data indicates low recruitment from BME communities. Discussions ongoing with HE courses and employers. (Also relates to Recruitment and retention)
    ICG
  • ‘Employment champions’ – case studies in diversity microsite of diversity policies in practice. Publication of ‘Cultural Capital in ...: A Barrier to Diversity’ survey results September 2006. Publication of ‘The Business of Diversity’ report in October 2006 making the business case for a diverse workforce. (Also relates to Recruitment and retention)
    CIPR
  • Council is committed to supporting schools in meeting the equalities duties. (Also relates to Recruitment and retention)
    GTCE
  • Guidance and training is provided to law firms who recruit and select as well as to Law Society staff.  (Also relates to Recruitment and retention)
    Law Society
  • Research conducted on the feasibility of developing a trainee scheme to encourage more disabled people to embark on a career in housing.
    CIH
  • Annual libraries Change Lives award Diversity awards.  Conferences and seminars on best practice on providing services to minority groups.  Guidance notes on particular areas of service or client groups.  Network providing information and advice.
    CILIP
  • The professional practice leaflet on ‘managing diversity’ was published in July 2007 and has just been reprinted.  It is promoted via the Institute’s diversity web pages and printed copies made available free of charge on request.  Member research on ethnic minority managers and their career aspirations (with a particular focus on the public sector) was published in June 2008. Reporting to members and others via the annual report.
    CMI
  • Funded research project on ‘Social diversity in PR’ which was published in September 2006 under the title Cultural Capital in PR: A barrier to diversity? Published report on ‘The Business of Diversity’ October 2006, drawing on earlier CEBR report on PR industry, aiming to help PR practitioners to understand the business case for embracing social diversity.
    CIPR
  • Sessions with other professional bodies to explain how career guidance works.
    ICG
  • Public engagement team attended a range of festivals in 2007 with a view to rolling out further in 2008.
    IoP
  • Largely applicable to the regulatory and legal policy areas where we will ensure that any impact on specific groups is identified and brought to the attention of decision makers such as Government departments.
    Law Society

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