News & Support 4

1. News and Support
No 4 — October 2010
“Working with Difference” - Making a Difference
Editorial LinkedIn Groups — In addition to the Equality Edge
Many thanks for all the feedback to items in last group “Beyond Diversity—Working with Difference”, there are
countless equality and diversity groups available through
News & Support. It has been suggested that it
LinkedIn, with a fascinating range of discussions and topics of
should be produced on two sides (less compact).
interest. They provide great opportunities for learning and a way
Please let us know if you agree—this month re-
to test some of your theories on the subject in a global forum.
mains a one side issue.
This is a list of the groups
A new LinkedIn group has been created to raise
Equality Edge takes part in.
the status of “Working with Difference”. Why not
Why not join up and have a
check it out click here to find it.
browse.
Diversity Professionals,
EC Equalitynews, The Diversity and Inclusion Group
Something’s not Right, But What? - Case Study Workplace bullying ,Diversity - A World of Change
Equality, Diversity and Inclusion Forum
A high functioning senior management team in a public sector
organisation were not working as well as they had before a new
member of staff had been appointed. Although work output was still
at a high level the director knew something was not as it should be.
Top Equality Tips for Managers
A “Working with Difference” workshop was commissioned to help 1. Check out the new legislation. Within the past few
uncover any hidden tension. The team, five women and a man were weeks, the Equality Act has come into force. As with
invited to describe themselves anonymously on paper using three other anti-discrimination laws, it is a framework for
animal metaphors—what animal are you at work, where are you and good practice and should be treated as a driver to check
name one attribute you have. The answers ranged from an ant out existing employment and management practices.
following well known paths, to a dormouse scurrying round the 2. Undertake Equality Impact Assessments (EIA).
edges of the room, to a lion on the prowl on the plains of Africa.
Delivering an effective EIA is essential as a undertaking
The group were asked “what must it be like having a lion on the Health and Safety audits. It helps in reviewing policies
prowl in the office”? Breaking from the anonymity, the only man
present declared himself as the lion and said “I may prowl, but I don’t
and practices across the entire organisation. On-line or
bite”. A colleague also declaring her animal self (the dormouse) face-to-face support services are available.
“Actually it can be quite oppressive”. 3. Be aware of possible bullying trigger moments. Times of
So ensued a lengthy debate about what it was like having a lion (the downsizing and staff redundancies are particularly
only man) on the prowl in the office. Unanimously, the group told him vulnerable moments for managers as well as their staff.
how much he was liked, but his pattern of taking up more than his As the likelihood of redundancies increases, particularly
allocation of the open plan office they shared was a problem. in the statutory sector, be sure you have all the support
When the new worker had joined the team, she had replaced the you need. Make sure you do it right; consult and offer
only other man, leaving just one male colleague. Without realisation support throughout your staff team.
of this happening, he began to exert his masculinity in the otherwise
all female space.
A free coaching session is available to the first two respon-
As a result of the workshop, he began to see how his behaviour had dents to this notice and also a free one hour workshop.
changed and how it impacted on his colleagues and that it could be
oppressive. They all agreed acceptable behaviour and decided that (quoting NSO10) Conditions apply
now with open dialogue, the women would be empowered to tell him
if his behaviour became a problem again. Equality Edge Social Media Details
Although there was not a accusation against him of sexist behaviour, Twitter - @Equality_Edge with regular daily posts
“Working with Difference” was able to bring out difficulties that had LinkedIn - Michael Lassman daily updates
arisen out of having a gender imbalanced team. Blog - equalityedge.wordpress.com weekly posts
Equality Edge offers service to help organisations fulfil their legal requirement. In dispute management, impartiality is
maintained enabling mutually acceptable resolutions to be found. Programmes help minimise the negative impact of
bullying at work, reducing long term sick leave and improving staff morale and productivity. This will cut potentially
exorbitant legal fees, ET compensation or compromise agreement pay-offs. No more will you be a hostage to the lose/
lose scenario — we can find the win-win solution. Contact for a no-obligation and confidential discussion.
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