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TTrff___PPT10i. +D=' = @B +   (  r  S tv    x  c $v     r  S 4w p    H  0޽h ? TTrff___PPT10i.+D=' = @B +    (  r  S w    x  c $Tx     r  S x p   H  0޽h ? TTrff___PPT10i."+D=' = @B +   (  r  S ty    x  c $y     r  S 4z p    H  0޽h ? TTrff___PPT10i.к"+D=' = @B +   (  r  S z    x  c $T{     r  S $ p    H  0޽h ? TTrff___PPT10i. +D=' = @B +    (  r  S     x  c $D     r  S  p    H  0޽h ? TTrff___PPT10i.+D=' = @B +}  $(  r  S d    r  S  - "    H  0޽h ? TTrff___PPT10i.,z!z+D=' = @B +' 0 @7(  X  C      S d  @   9%Overview of what I plan to talk aboutH  0޽h ? ̙3380___PPT10.|f  0  (  X  C      S D  @   VConcerns in relation to this around integration and sharing of good practice both for deliverers and ensuring clients are accessing the most appropriate services for them. The numbers of women accessing services have reduced over the last year, although there has been a slight increase in the number of women with disabilities accessing services from 30% to 33%. The gender breakdown for the Tyne and Wear area is 51% women to 49% male. Yet significantly more men are accessing services. In the last year the number of women accessing advice services has dropped by 4% and enhanced services by 9% *lWH  0޽h ? ̙3380___PPT10. @?J   0 Z(  X  C      S tO @   \,There is extensive evidence from both the questionnaires and the on-site visits that equality and diversity is a key issue for employers both in how they support staff members to deliver services, but also in relation to the workplace itself and employees rights. The first two all the organisations can ascribe to, the second ones are less universal. A wide range of policies and procedures and for some it is difficult to differentiate between HR and what is ED and is ED integrated fully with HR. An interesting discussion point! Some evidence of on-going support is that it is a regular item on staff meeting agendas. This was a perhaps can be expected one of the more mixed  with some polarised approaches from those organisations who from day one promote ED with staff and clients, to those who include it at induction and sporadically afterwards to those who provide little emphasis- unless required to do soH  0޽h ? ̙3380___PPT10.ˎ 0 JB(  X  C    B  S   @l/TL___PPT9.&   NEGATIVITY, PASSIVITY, COMPLIANCE, PROMOTION. We didn t find anyone in the first category, but a distribution curve for the rest, with the majority moving through passivity and wanting to progress from What ED means within the organisation- responses fell into three categories That organisations see it as core to their existence it represents the values of the organisation This is predominantly because it is the disadvantaged groups they are working with Importance of senior management Read quote  We include Equal Opp s as part of the twelve-week induction process for staff. We also include Equal Opp s in course content for clients. All staff act as role models and set an example and challenge inappropriate behaviour or comments . F., OH  0޽h ? ̙3380___PPT10.Px 0 p(  X  C      S   @   PDesk research included national initiatives around ED and definitions ALI- classifications to help us obtain some sense of where organisations were in how they approached equality and diversity. NEGATIVITY, PASSIVITY, COMPLIANCE, PROMOTION. We didn t find anyone in the first category. Predominantly the normal distribution curve The questionnaire included questions about  what ED means within the organisation Do they have ED polices. What other polices If monitor under-represented groups The on site visits explored this in more detail and particularly looked at staff perceptions and understanding of ED both how they are supported and how they promote this with clients. H  0޽h ? ̙3380___PPT10.M 0  0(  X  C       S   @   _Good Morning and thank you for inviting me to your meeting I have been invited to share with you the research we undertook earlier in the year to explore what equality and diversity practices within the network I am planning to talk to you for about twenty minutes and then to consider actions we can take in relation to some of the recommendations (<#`H  0޽h ? ̙3380___PPT10.@ 0 (  X  C      S P @   fThank you for listening What I would like to do now  there are a couple more recommendations that I have included in the presentation then were in the executive summary. I would like you in small groups perhaps three to select what you feel are the top five recommendations and to identify what actions could be taken to address them- obviously some are aimed at sub-contractors and others at New Pathways Then feedback the key pointsH  0޽h ? ̙3380___PPT10.b 0 P(  X  C      S   @   pBack ground Annual evaluation Importance of ALI Inspections  lots of good practice already evident from nextstep Equality and diversity underpins all the Common Inspection framework Wanted to explore how equality and diversity is embedded within IAG provision and to identify good practice which could be shared -9H  0޽h ? ̙3380___PPT10.КMX 0 ` h(   X   C       S   @   jImportant to have a definition this is from ACL, but incorporates all the key issues; widening participation, trageting under presented groups; being inclusive in how services are delivered, having a diverse workforce; elimination of oppressive behaviours; comply with legislationn H   0޽h ? ̙3380___PPT10.  0 (  X  C      S   @   The theme headings linked to the LSC ED strategy- we tried to reflect these in the findings. The LSC Strands were; Leadership Reaching learners Supporting compliance Inclusive learning Working with employers Measuring outcomes sqH  0޽h ? ̙3380___PPT10.01sz  0 $(  $X $ C     $ S d  @   xStrong evidence identified throughout this theme of commitment by organisations to provide services to clients. All identified they would see any one who came through the door regardless of funding  a genuine wanting to help any one they can- hence why we are in this area of work. A few key points to identify are;H $ 0޽h ? ̙3380___PPT10.0W 0 *"((  (X ( C    " ( S 4P @   EDIM- are not targets as such but are about directing attention to quality issues and changing attitudes in work based learning and are as relevant to employers as to providers. For e.g. reducing gender stereotyping in work based learning Increasing numbers of people from a specific group in work based learning To increase participation rates of older learners within work based learningH ( 0޽h ? ̙3380___PPT10.`+/r@PG1Ɯv P m04 ""%(+.w_6,:CDM1T.X]dbehYmp q6Oh+'0TR hp, @L l x @Manchester Enterprises Continuous Quality Improvement Workshop Siobhan NearyerSC:\Program Files\Microsoft Office\Templates\Presentation Designs\Sumi Painting.pot lindsayjm F17dMicrosoft PowerPointoso@0M8[@ @@0B=GPoM  R('& &&#TNPPp0 & TNPP &&TNPP     'A x(xKʦ """)))UUUMMMBBB999|PP3f3333f333ff3fffff3f3f̙f3333f3333333333f3333333f3f33ff3f3f3f3333f3333333f3̙33333f333ff3ffffff3f33f3ff3f3f3ffff3fffffffff3fffffff3f̙ffff3ff333f3ff33fff33f3ff̙3f3f3333f333ff3fffff̙̙3̙f̙̙̙3f̙3f3f3333f333ff3fffff3f3f̙3ffffffffff!___wwwּݼּּּݼּּּݼּּݼּּּݼּݼּּݼݼּּּݼּּּݼaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaaݵaaaaaaaݵݵݼݵּּּݼּݼaֵּݼֵֵֵּݼݼֵּּݼּݼݼݼݼݼּּݵݼֵݼֵݼݵݼֵݵּݼݼֵ--&TNPP &՜.+,D՜.+,h    On-screen ShowThe Guidance Council j TahomaTimes New RomanSumi Painting3New Pathways Review of Equality and Diversity 2005 Overview Project aims=Common Inspection Framework (CIF) and Equality and Diversity"Equality and Diversity Definition Methodology Findings(The Organisational approach- Leadership*Reaching out to under represented groups!Inclusivity Responding to needStaff Measuring and monitoring impactRecommendationsYour nextsteps!  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