SUBMISSION FORM

This form sets out the questions of Stonewall’s Workplace Equality Index 2016 and should be used to complete your submission to the Index.

Before completing this form you should read two important documents:

  1. Trans inclusion and the Workplace Equality Index– this document details the changes to the 2016 Index with the inclusion of trans criteria
  1. Guidance for participants – this will help you understand the criteria of the index, in addition to a new feature which enables you to use 2015 submission evidence

Once complete, this form should be uploaded to our secure submissions website, SmartSimple accessible via

Many questions require you to submit supporting evidence, which can also be submitted via the secure website. Please ensure that all evidence is correctly labelled using the appropriate question number.Marks will only be awarded if requested evidence is supplied.

Further information on the Index along withthe guidance documents can be found at

The deadline for submitting to the Workplace Equality Index is 5pm on Friday 4September 2015.

If you require further help, please contact your Account Manager in Stonewall’s Membership Programmes team. If you do not have one, please contact the Membership Programmes team on 020 7593 3473 or email us at .

ORGANISATION

Organisation name (this will be used when compiling Stonewall’s Top 100 Employers guide):

LEICESTERSHIRE COUNTY COUNCIL

Where do you have offices? Tick all that apply.

☐England

☐Scotland

☐Wales

☐Northern Ireland

Address in the United Kingdom:

County Hall, Glenfield, LEICESTER LE3 8TF

Sector:

Public Sector

Industry:

Local Government

Number of employees in the United Kingdom:

6384

Contact name:

Charlene Coates

Contact email:


Contact telephone:

0116 3056233

SECTION 1: EMPLOYEE POLICY

This section determines whether the organisation has policies in place that guarantee the equal treatment of lesbian, gay, bisexual and trans employees.This section is worth a total of 6per cent.

Foundations

1.1 Does the organisation have a policy that explicitly bars discrimination on the grounds of sexual orientation and gender identity?Tick all that apply.

☒Yes, on sexual orientation

☒Yes, on gender identity

☐No

Copy and paste the section relating to sexual orientation and gender identity (max 300 words).

From the Equalities Policy Statement:(
Committed to equality of opportunity in employment and services
The County Council wants to create a culture where people of all backgrounds and experience feel appreciated and valued… All people who access services, job seekers and employees will be treated fairly and without discrimination. Discrimination on the grounds of age, disability, gender reassignment, marriage and civil partnership, maternity and pregnancy, race, religion or belief, sex and sexual orientation (or any other unjustifiable criterion) will not be tolerated.

1.2 Does the organisation have a policy against bullying and harassment on the grounds of sexual orientation and gender identity that communicates a zero-tolerance approach? This policy should explicitly include examples of bullying and harassment on the grounds of sexual orientation and gender identity.Tick all that apply.

☒Yes, on sexual orientation

☒Yes, on gender identity

☐No

Copy and paste the section relating to sexual orientation and gender identity (max 300 words).

From the Behaviour in the Workplace Policy:
…The Council is opposed to any incident or behaviour which could reasonably be classified as unacceptable behaviour…
Definitions of Unacceptable Behaviour
…The following list provides some examples of possible unacceptable behaviour; this list is not exhaustive:
Harassment
Harassment is unwanted behaviour related to a relevant protected characteristic which includes age, disability, gender reassignment, race, religion or belief, sex and sexual orientation or any other personal characteristic which is reasonably considered to have the purpose or effect of violating an individual's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual.
Sexual Harassment
•Conduct that denigrates or ridicules or is intimidatory or physically abusive because of his or her sex, such as derogatory or degrading abuse or insults which are gender related and offensive comments about appearance or dress;
•Harassment of a sexual nature related to gender reassignment;
Homophobic Harassment
•Conduct that denigrates or ridicules a colleague because of his or her actual or presumed sexuality, such as derogatory remarks, graffiti, jokes. Such conduct can be physical or verbal;
•The display or sending of offensive letters, publications, threatening behaviour;
•Being “frozen out” of conversations;
•Jostling or assault, or other non accidental physical contact;
•Derogatory nicknames or homophobic name calling or jokes;
•Intrusive or inappropriate comments about someone’s personal life or family circumstances.

1.3 Does the organisation have apolicy in place which includes transitioning at work?

☐Yes

☒No

‼ Submit copies of any relevant policies or guidelines. This question is for information gathering purposes only and organisations should not attempt to develop a policy quickly without due consideration.

1.4 Does the organisation have a team or position in place whose remit covers issues relating to sexual orientation and gender identity diversity and inclusion? Tick all that apply.

☒Yes, covering sexual orientation

☒Yes, covering gender identity

☐No

Name the individual or team and describe the reporting structure to the board (max 100 words).

This response has been removed on the basis that it describes matters that are internal and specific to the Council's business.

Next Steps

1.5Are there any sexual orientation and gender identity specific targets, objectives or milestones in the organisation’s board-level agreed diversity and inclusion strategy?Tick all that apply.

☒Yes, covering sexual orientation

☒Yes, covering gender identity

☐No

List the sexual orientation and gender identity specific milestones (max 200 words).

•Annually review workforce equality targets around age, disability, race, religion and belief, sex and sexual orientation.
•Improve rates of self-declaration for equality monitoring purposes, with a particular focus on sexual orientation and trans declaration. A new communications campaign which includes this area of work was agreed by the Council’s Equalities Board in July 2015.
•Continue to raise the profile of equality and diversity (including LGB and T equality and diversity) through a targeted positive communications campaign and a programme of publicity and activities.
•Embed initiatives within the Learning and Development programme, including Unconscious Bias training and the continuation of the Spring Forward and Spring into Action courses to support our female, LGBT, BME and Disabled members of staff.
•Support and empower the Council’s workers groups (including LGBT Workers Group) to effectively implement actions that ensure fairness and equality of opportunity for all, specifically to support our LGBT, BME and Disabled members of staff.
•Utilise the Stonewall Workplace Equality Index as a tool to improve LGB and T policy and practice across the organisation.
•Through our Equality Monitoring Policy, continue to undertake work to address the gaps in data/information for all protected characteristics, with particular focus on sexual orientation and gender reassignment data. The Equality Monitoring Form was updated in July 2015 to reflect current thinking on how to structure the wording when asking gender identity questions. This was done in conjunction with Stonewall. The new wording is as follows: “Gender Identity: A person has an internal, deeply held sense of their own gender. For transpeople, their own sense of who they are does not match the sex that society assigns to them when they are born. Is your gender identity the same as the gender you were assigned at birth? Yes No

1.6Does the organisation use terminology that is explicitly inclusive of lesbian, gay, bisexual and trans employees in its benefits policies?

☒Yes

☐No

‼ Submit copies of any two of the following policies: paternity policy, adoption policy or compassionate/emergency leave policy.If you provide private health care, please submit evidence this is inclusive oftrans staff.

Best Practice

1.7 What are the advertised routes available for employees to report homophobic, biphobicand transphobic bullying and harassment incidents? These reporting routes should explicitly indicate that they are applicable to incidents of bullying and harassment on the grounds of sexual orientation and gender identity. Tick all that apply.

  1. Human resources☒
  2. Employee network group☒
  3. Dedicated point(s) of contact in every division, department and/or region☒
  4. Confidential hotline or messaging service☐
  5. Other☒
  6. None of the above☐

‼ Submit copiesof any communication(s) listing the various routes available to report homophobic, biphobicand transphobic bullying and harassment incidents.

Describe how you promote reporting channels to staff. If you chose the ‘Other’ option, please describe this (max 200 words).

This part of the response has been removed on the basis that it describes matters that are internal and specific to the Council's business
E. Employees who feel that they are subject to unacceptable behaviour on any grounds including on the basis of sexual orientation or gender identity are advised to discuss with named alternative parties if they feel their complaint cannot be referred to their manager - see Behaviour in the Workplace Policy attached.

SECTION 2: TRAINING

This section assesses the content and reachof the organisation’s sexual orientation and gender identitydiversity training.This section is worth a total of 11 per cent.

Foundations

2.1 Which of the following training topics do you offer to all staff?Tick all that apply.

Training that specifically covers sexual orientation and gender identity in the context of:

Offered & over 90% staff completed / Offered & under 90% staff completed / Not offered
  1. Organisational policy and legislation
/ ☐ / ☒ / ☐ /
  1. Language, stereotypes and assumptions
/ ☐ / ☒ / ☐ /
  1. Challenging inappropriate behaviour
/ ☐ / ☒ / ☐ /
  1. Faith, sexual orientation and gender identity
/ ☐ / ☒ / ☐ /
  1. Multiple identities
/ ☐ / ☒ / ☐ /
  1. Distinct issues faced by lesbians
/ ☐ / ☒ / ☐ /
  1. Distinct issues faced by bisexual people
/ ☐ / ☒ / ☐ /
  1. Distinct issues faced by trans people
/ ☐ / ☒ / ☐ /

‼ For each option selected, submit any relevant supporting evidence (e.g. training slides or a screenshot of the training web page highlighting sexual orientation and gender identity content).

☐Use 2015 submission evidence

Describe how you estimate completion rates (max 200 words).

This response has been removed on the basis that it describes matters that are internal and specific to the Council's business

Next Steps

2.2Have 90 per cent or more of staff who deal with bullying and harassment complaints undergone training that specifically covers incidents ofhomophobic, biphobic and transphobic bullying and harassment?

☒Yes

☐No

‼ Submit any relevant supporting evidence (e.g. training slides or a screenshot of the training web page highlighting sexual orientation and gender identity content).

☐Use 2015 submission evidence

Describe how you estimate completion rates (max 50 words).

This response has been removed on the basis that it describes matters that are internal and specific to the Council's business.

2.3Which of the following havebeen completed by 90 per cent or more of staff with recruitment responsibilities? Tick all that apply.

Training that specifically covers sexual orientation and gender identity in the context of:

  1. Business benefits and organisational strategy on diversity and inclusion☒
  2. Discrimination during the recruitment process☒
  3. Unconscious bias☒
  4. Maintaining confidentiality of diversity data☒
  5. None of the above☐

‼ Submit any relevant supporting evidence (e.g. training slides or a screenshot of the training web page highlighting sexual orientation and gender identity content).

☐Use 2015 submission evidence

Describe how you estimate completion rates (max 50 words).

This response has been removed on the basis that it describes matters that are internal and specific to the Council's business.

Best Practice

2.4Which of the following have been completed by 90 per cent or more of staff with management responsibilities? Tick all that apply.

Training that specifically covers sexual orientation in the context of:

  1. Business benefits and organisational strategy on diversity and inclusion☒
  2. Challenging discrimination within teams☒
  3. Sensitively handling complaints of homophobic, biphobic and transphobic

bullying and harassment ☒

  1. Unconscious bias☒
  2. Supporting trans staff
  3. None of the above☐

‼ Submit any relevant supporting evidence (e.g. training slides or a screenshot of the training web page highlighting sexual orientation and gender identity content).

☐Use 2015 submission evidence

Describe how you estimate completion rates (max 50 words).

This response has been removed on the basis that it describes matters that are internal and specific to the Council's business.

SECTION 3: STAFF NETWORK GROUP

This section looks at the facilities made available for lesbian, gay, bisexual and trans staff to network, consult and feedback to the organisation.This section is worth a total of 11 per cent.

Foundations

3.1 Does the organisation have a network group for lesbian, gay, bisexual and trans employees?Tick one.

  1. Yes, and the network has formal recognition and a defined role
/ ☒
  1. No, but we have a formal agreement with an external support network in our region or sector
/ ☐
  1. No, and we do not have an external agreement
[PLEASE PROCEED TO SECTION 4] / ☐

‼ Submit a copy of the network’s terms of reference or business plan.

☐Use 2015 submission evidence

If you have a formal agreement with an external support network, name the network and the sector or region in which it operates (max50 words).

3.2 Does the employee network provide all staff with confidential support and advice onlesbian, gay, bisexual and transissues at work?

☒Yes

☐No

‼Submitevidencedemonstrating that this service is available to all staff, not just members of the network group.

☐Use 2015 submission evidence

3.3 Does the organisation recognise contributions to the employee network group during staff performance appraisals (e.g. the annual performance review process)?

☒Yes

☐No

Describe how contributions are rewarded(max 200 words).

This response has been removed on the basis that it describes matters that are internal and specific to the Council's business.

Next Steps

3.4 In the past year, which of the following activities has the network engaged in or facilitated? Tick all that apply.

  1. Social networking event(s) for members ☒
  2. Sexual orientation awareness raising event(s) for all staff ☒
  3. Gender identity awareness raising event(s) for all staff☒
  4. Collaborated with other lesbian, gay, bisexual and trans employee network group(s)☒
  5. Collaborated with other internal employee network group(s)☒
  6. Mentoring or coaching programme☒
  7. Reverse mentoring programme☒
  8. None of the above☐

Describe each activity, event, or programme in no more than a few lines each (max 200 words).

A. The LGBT Workers' Group has regular social networking events through the year, such as the Christmas social, which support LGBT staff to meet and network.
B. The Workers' Group's conference in May 2015 was open to all staff and included sessions on sexual orientation identity and its impact on the workplace.
C.The same conference also included a session delivered by a trans man on his experiences. Again, this was open to all staff.
D. The Group has collaborated throughout the year with other network groups: for example, collaborating on joint flag raising events in Leicester to mark LGBT History Month in Feb 2015 and IDAHOBIT Day in May 2015 with network groups in Leicester City, the Police and Fire Service.
E. The Chairs of the Workers' Groups (LGBT, Black and Disabled) meet quarterly to share best practice, and we are currently developing a joint training session for members on the future direction of the workers' Groups.
F. The Group continues to support the council-wide mentoring and coaching programmes. The Learning and Development Lead for these schemes meets with the group annually to promote them. Members of the group have signed up as mentors in the scheme, and promote themselves as offering specific LGB mentoring when this is requested by mentees.
G. Andrew Murphy as group Chair reverse mentors the Equalities Champion on LGBT issues to support this role. Additionally, members of the LGBT Workers' Group sit on each of the Council's Departmental Equalities Group. Their role involves reverse mentoring each of the Chairs of these groups (who are also members of the Equalities Board) and the senior managers who sit on these groups.

Best Practice

3.5In the past year, which of the following strategic interventions has the lesbian, gay, bisexual and trans employee network group engaged in? Tick all that apply.

  1. The network was consulted onimproving internal policies and practices☒
  2. The network advised the organisation on business development or service delivery☒
  3. None of the above☐

Describe the actions taken and the resulting impact (max 200 words).

This response has been removed on the basis that it describes matters that are internal and specific to the Council's business.
B. The Group continues to support the delivery of inclusive services to LGBT people in Leicestershire. We have continued to work closely with Fostering and Adoption Services to encourage LGBT participation. We supported the Fostering and Adoption team to have a presence at Leicester pride as a prime engagement method, and we also promoted the Team's services at out annual conference: for example by having a stall to attract interest. Numbers of LGBT foster carers and adopters continues to grow. The group have also advised on the development and financially supported a book for children who have been adopted which features same sex couples. See further details under evidence for Q 10.2.

3.6In the past year, has the network held initiatives, seminars or events on topics specificto (tick all that apply):

  1. Lesbians☒
  2. Bisexual people ☒
  3. Trans people☒
  4. Black and minority ethnic lesbian, gay, bisexual and trans people☒
  5. Disabled lesbian, gay, bisexual and trans people☒
  6. Older lesbian, gay, bisexual and trans people☒
  7. lesbian, gay, bisexual and trans people of faith☐
  8. None of the above☐

Describe the initiative(s) in no more than a few lines each (max 200 words).