#### DRAFT #####
External organisations’
positive action case
studies
Considerations for the police and
stakeholders on the use of positive action
initiatives being conducted by external
organisations
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Contents
1. External organisations’ positive action case
studies
1.1 Introduction
1.2 Ministry of Defence Cross-Civil Service Positive Action
development pathway ‘Levelling the Playing Field’
1.3 Ministry of Defence Cross-organisational mentoring circles for
Black, Asian and Minority Ethnic (BAME)
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1. External organisation initiatives
1.1 Introduction
The need for having a diverse workforce which represents society is also being
pursued by other public sector organisations and external companies.
Positive action initiatives under the Equality Act 2010 are being used by various
organisations to recruit, retain and progress Black and Minority Ethnic staff and
those who share protected characteristics.
The following case studies detail how companies have used positive action
initiatives to recruit, retain and progress those under-represented groups.
1.2 Ministry of Defence Cross-Civil Service Positive Action development
pathway ‘Levelling the Playing Field’
Summary
This paper informs potential applicants of the Cross-Civil Service Positive Action
development pathway ‘Levelling the Playing Field’ (LTPF), EO cohort programme,
which is due to be launched in January 2014. The programme specifically targets
women, ethnic minority and disabled staff below SCS level, and aims to equip
participants with the skills and confidence not only to achieve career progression
but also to realise their full potential. The scheme will complement other
development programmes, eg, Fast Stream and MIDIT – but will remain standalone in nature.
Background
The Cross-Civil Service Heads of Diversity group has been liaising with Civil
Service Learning (CSL) to commission a new Positive Action development
pathway, LTPF, to make available a structured development opportunity for staff
in under-represented groups. Positive Action refers to a range of measures and
initiatives that organisations can lawfully take to actively encourage individuals
from under-represented groups to apply and develop skill sets. It is envisaged
that this programme will be the main civil-service wide Positive Action
programme.
LTPF will initially focus on three under-represented groups ‒ women, ethnic
minority and disabled staff. The Ministry of Defence has agreed to
participate in the Band D cohort as a pilot before any decision is made to
participate in the other planned cohorts.
The programme will be available to all Band D staff within the three target
groups, and will provide structured development opportunities:
Band D staff with the potential to progress as a minimum to C2 middle
management level.
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Successful applicants will be assigned to the appropriate progression level cohort
group based on performance and potential demonstrated during the selection
and development centre stages. This means that the selection process will
provide sufficient flexibility to enable, in exceptional circumstances, a Band D
member of staff, with potential to operate at SCS level, to be placed in the SCS
progression cohort group.
In order to ensure the success of the ‘on the job’ learning element of the
pathway, a senior departmental sponsor with sufficient authority will enable
individual participants to benefit from meaningful ‘on the job’ learning activities.
This may involve project work or a cross-government secondment opportunity.
Selection process
Individuals wishing to participate on the programme will be required to complete
an online application form and an online test demonstrating evidence of the
required skills/competencies and progression potential. They will not be required
to obtain line manager approval, but the line manager will receive a notification
informing them that a member of their staff has applied to participate on the
pathway. Line managers will be invited to the launch event and we would
encourage candidates to inform their line managers of their application.
Civil Service Resourcing (CSR) will oversee the administration of the selection
stage, and individual departments will be involved in assessing and scoring the
written application forms.
There will be a measured online test pass mark, with assessors only required to
score written applications from applicants who achieve the required standard. It
may, however, be necessary to set an additional benchmark score requirement,
dependent on the number of applications received. The benchmark score may be
slightly higher or lower than the measured score, the intention is to maximise
the take up of the programme and ensure that the volume of written applications
assessed is in proportion to the number of places available (ratio of 3:1).
Although the selection element will be completed centrally, CSR will compile
individual departmental merit lists to ensure that departments obtain the
required number of participants on the pathway to meet business needs and
affordability. Successful applicants achieving the required overall pass mark will
be selected in strict merit list order, up to the agreed number of places required
by individual departments.
As an example, this means that if MOD identified a requirement for 12 places on
the Band D programme, CSR will allocate MOD up to 12 places in strict merit
order, as long as the top 12 on the DWP merit list all achieve the required overall
pass mark to participate on the pathway. CSR will ensure reasonable
adjustments are put in place for any disabled applicants.
Content of the programme
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An initial launch event ‒ involving participants and line managers.
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A development centre ‒ to identify individual participants’ learning needs and
the appropriate cohort progression level.
Mandatory positive action learning modules.
Support from an internal coach, sourced through the Civil Service Learning
(CSL) portal for the duration of the programme.
Action learning sets.
‘On the job’ learning such as project work.
Duration of the programme
The programme will take 12 months to complete and comprise an initial 3-month
period for completion of the application/selection stage followed by a 9-month
period of formal development activities. The application and selection phase of the
Band D cohort is scheduled to be completed during the period January to
February 2014, with the subsequent 9 months’ formal development activities
scheduled to be completed during the period March 2014 to December 2014.
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1.3 Ministry of Defence Cross-organisational mentoring circles for Black,
Asian and Minority Ethnic (BAME)
Race for Opportunity
Cross-organisational mentoring circles for
Black, Asian and Minority Ethnic (BAME)
This
information will introduce you to the programme and help you decide whether it’s for you employees
either as a mentor or as a mentee.
Why do we need a BAME mentoring programme?
In the UK only 1 in 15 of the BAME workforce is in management, compared with an
average of 1 in 8 of all employees in current employment, and 5.7% of FTSE 100
directors are from an ethnic minority. Also, while research has revealed that
progression is more important to BAME workers than to white employees, white
employees have an average of 4 promotions compared with 2.5 for ethnic minority
groups1. At the MOD we are committed to recognising and rewarding diverse talent
and to supporting and facilitating progression for BAME and all staff.
So, as members of Race for Opportunity (RfO) (a leading race diversity campaign
and part of Business in the Community), the MOD is joining the cross-organisational
mentoring circles programme to take targeted action which aims to go some way
towards addressing the above inequalities. We are now looking to identify
employees who would like to participate in this action learning programme, either as
mentees or as mentors.
What is mentoring? And what are mentoring circles?
Mentoring is to support
and encourage people
to manage their own
learning in order that
they may maximize
their potential, develop
their skills, improve
their performance and
become the person
they want to be.
1
A mentoring circle
involves a group of
people learning,
coaching, challenging
and supporting each
other whilst being led by
a more senior person
who acts as lead mentor.
‘Race to Progress’, Race for Opportunity, 2011
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Where and when will the programme take place?
The mentoring circles programme will start with a launch event and mentee briefing
session and then run for approximately 6 months. Circles will meet every month or
so over this time, and may continue informally after the programme has ended.
Each circle will comprise between eight and ten mentees from different organisations
who are of a similar professional level. Mentees will stay with the same circle (led
by the same Lead Mentor) throughout the programme, and each circle will be hosted
at a regular venue at one of the participating organisations in London or Birmingham
(you will be able to choose between these locations).
Still interested? Please read on.
Further information for prospective mentees
What will I get out of the programme?
Mentoring helps talented individuals rise up the career ladder. You will learn from
tangible role models and have access to a peer support group with similar
aspirations. You will be able to draw on a wide range of experiences, approaches
and views for mutual problem solving and decision making, and through the crossorganisational element of the programme you will gain a fresh perspective and
insight into different organisations and their cultures. You will build selfconfidence and self-esteem, and grow your networks. Mentoring circles provide
structured support, so there is more chance of attaining your professional goals, and
with a BAME focus, any anxiety around difference and disadvantage is reduced – the
focus is firmly on opportunity and career development.
What will be expected of me?
In order to benefit fully from participating in a mentoring circle, you should:
 Have a genuine desire for further development in your organisation and be
committed to the programme.
 Be proactive and honest, as well as constructively challenging and supportive
to colleagues.
 Attend all sessions (the launch event, circle meetings, and celebratory closing
event), and complete preparatory work before and between meetings as
required.
Is this for me?
Take some time to evaluate if this is a project that is right for you:
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 Are you serious about developing your career?
 Are you comfortable sharing challenges and experiences in a safe group
environment?
 Are you ready to hear and apply constructive criticism?
 Are you prepared to take responsibility for your own professional growth?
 Do you have the time and focus to commit to this programme?
If your answers to the above questions are ‘yes’, then contact Pers Trg-Sec-Diversity
Office (MULTIUSER) to make an application.
Further information for prospective mentors
What type of people are you looking for as mentors?
Mentors on the RfO cross-organisational mentoring circles programme can be
anyone (BAME or non-BAME) in a senior position genuinely committed to the
advancement of BAME staff in the workplace. Prior experience of mentoring is
helpful, but not essential. The programme needs both Lead Mentors, who will lead
all meetings of a circle throughout the programme, and Guest Mentors, who will
‘visit’ circles to speak about a particular topic or area of expertise.
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Be role models ‒ sharing their own experiences that have led them to their
current position.
Inspire their mentees, being both a source of information and knowledge, and
passionate and committed to the aims of the scheme.
Be open and approachable, and skilled at listening and questioning.
Provide a confidential forum in which mentees can set goals, discuss any
sensitive issues and brainstorm solutions.
Who would I be mentoring, and where will the circles be held?
The mentoring circles will comprise mentees from different organisations, in a range
of roles, but from a similar professional level (likely to be either at entry level with
some experience, or those seeking to progress from mid-management level).
Each circle will be hosted by one participating organisation. Lead Mentors will work
with their circle in the same venue throughout the programme (apart from the
launch and celebratory events). It will be up to the Lead Mentor and their circle to
agree specific arrangements for meetings, but it is likely that there will be 5
meetings across the 6-month programme. Guest Mentors will move between venues
to visit different circles, and the number of meetings that they are asked to attend
will depend on the interest and requests from the circles.
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What support and training will I get?
As a mentor you will attend an up-skilling session led by RfO and receive resources
which will provide guidance and information on successfully developing mentoring
relationships and facilitating a mentoring circle. You will also be supported internally
by the Head Office Diversity Team, and in addition there may be an opportunity to
receive support from a Race for Opportunity Diversity Advisor who will be working
closely with the MOD throughout the programme.
What will I get out of it?
Apart from the satisfaction in giving something back to your work community and in
fostering the growth and development of others, as a mentor on the crossorganisational mentoring circles programme, you will benefit from the following
business advantages:
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A chance to develop leadership and management skills.
An opportunity to increase visibility and professional reputation.
Unique insight into wider organisational practices.
Enhanced peer recognition and networking opportunities.
A direct link to the emerging talent pipeline.
A renewed focus on your own career development.
Is this for me?
Take some time to evaluate if being a mentor is right for you:
 Do you have what it takes to be a mentor?
 Do you have a genuine regard for, and interest in, others and a high level of
self-regard?
 Do you have the discipline to plan and prepare for the circle meetings?
 Are you objective, supportive and non-judgemental?
 Are you passionate about developing others?
 Does the programme fit with your own personal and professional aspirations?
 Can you commit the time and guarantee making space in your busy diary for meetings and
preparation?
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