Themes
general
general: Notable quotes
1
:
~Org approaches; ~recruitment; ~positive discrimination
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We do not purposefully go out to recruit people from a diverse background. To us, that is discriminatory. Why should someone who is black be treated any differently to someone who is white or a male versus a female. They are all equal."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Status quo; satisfactory
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Our senior management team is made up of 5 women and one man. Two are gay, two are black, four are migrants, three are parents. Four are living with physical or learning disabilities"
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; recruitment; equal treatment
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We do not purposefully go out to recruit people from a diverse background. To us, that is discriminatory. Why should someone who is black be treated any differently to someone who is white or a male versus a female. They are all equal."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; role models; not tolerating bias
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Leadership sets an important example.
Creating an open culture for 'calling out' bias is critical so as not be penalised"
| Female | Straight /Heterosexual | Not specified
1
:
Org approaches; leadership; respect for diversity
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Respect is key"
| Male | Straight /Heterosexual | 3-Senior management
1
:
Org approaches; strategy; open discussions regarding all challenges
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"There is always more that can be done in any organisation but ensuring we keep having open discussions regarding all the challenges that we face as individuals and putting plans in place to ensure equality for all."
| Female | Straight /Heterosexual | 1-Junior management | Scotland
1
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
1
:
Org approaches; recruitment; based on compassion/action/respect everyone values
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We will continue to support all people who are appropriate for the role into our organisation - we will always strive for the best people with the best qualties which match our values - CARE - Compassion, Action, Respect, Everyone."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; leadership; forefront of good practice
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Our management is at the forefront of good practice in relation to training and recruitment and has been for many years."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; innovation; gender decoder to ensure there are no unconscious biases in adverts
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"We use a Gender decoder to ensure the language we use in our adverts doesn't convey unconscious biases."
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Status quo; cultural change required for anything to be set in motion
-->
~Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Huge culture change is required and it is possible that the recently appointed top management may set this in motion but I would need to see action to be convinced."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Status quo; homophobia embedded
-->
~Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"As a vicitm of homophobia, I am very fearful or addressing addressing it, as it is very embedded."
| Male | Gay/ lesbian | 3-Senior management | South East
1
:
Org approaches; leadership; homophobic
-->
~Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"The problem is at board level and with the CEO, it is very frightening to tackle issues of homphobia and gender discrimmination (its is literally laughed at)"
| Male | Gay/ lesbian | 3-Senior management | South East
1
:
Org approaches; leadership; non discriminatory
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"They need clear posiitve non discrimiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiinatory leadership"
| Male | Gay/ lesbian | 3-Senior management | South East
1
:
~Org approaches;~strategy;~work in relation to Stonewall's Diversity Champions programme
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"I think my organisation should stop letting stonewall write our guidance and policies and have a genuine conversation about problems inherent in uncritically accepting these"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
general: Map
general: Approaches including actions, strategy/policy, training
| label |
out_degree |
in_degree |
| Inclusive workplace |
0 |
47 |
| Inclusive recruitment |
0 |
6 |
| Org approaches; strategy; equal treatment |
5 |
0 |
| Org approaches; actions; societal/cultural difference needs to be changed |
4 |
0 |
| Org approaches; strategy; zero tolerance to disrespectfulness |
3 |
0 |
| label |
out_degree |
in_degree |
| Org approaches |
58 |
0 |
| Inclusive workplace |
0 |
47 |
| Inclusive recruitment |
0 |
6 |
| ~Inclusive recruitment |
0 |
2 |
| ~Inclusive workplace |
0 |
2 |
4
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"There is always more that can be done in any organisation but ensuring we keep having open discussions regarding all the challenges that we face as individuals and putting plans in place to ensure equality for all."
| Female | Straight /Heterosexual | 1-Junior management | Scotland
4
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"As all are treated equally the current processes etc seem adequate"
| Male | Straight /Heterosexual | Not specified | South East
4
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
4
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Everyone is treated equally so there is no m]need to make allowances for some that could negatively effect others."
| Male | Straight /Heterosexual | Not specified | South West
2
:
Org approaches; actions; societal/cultural difference needs to be changed
-->
~Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"It is sad that we even have to have such conversations, rules, policies and 'surveys' - but we must work together to change societal / cultural difference in these areas"
| Male | Straight /Heterosexual | 3-Senior management
2
:
Org approaches; actions; societal/cultural difference needs to be changed
-->
~Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"It is sad that we even have to have such conversations, rules, policies and 'surveys' - but we must work together to change societal / cultural difference in these areas."
| Male | Straight /Heterosexual | 3-Senior management
2
:
Org approaches; actions; societal/cultural difference needs to be changed
-->
~Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"It is sad that we even have to have such conversations, rules, policies and 'surveys' - but we must work together to change societal / cultural difference in these areas."
| Male | Straight /Heterosexual | 3-Senior management
2
:
Org approaches; actions; societal/cultural difference needs to be changed
-->
~Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"It is sad that we even have to have such conversations, rules, policies and 'surveys' - but we must work together to change societal / cultural difference in these areas."
| Male | Straight /Heterosexual | 3-Senior management
2
:
Org approaches; policy; establish new policies
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Clearly establish new polices"
| Female | Straight /Heterosexual | Not specified
2
:
Org approaches; policy; establish new policies
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"It is a small company, as it grows it needs to consider it's policies to ensure inclusiveness."
| Female | Gay/ lesbian | 2-Middle management | London
2
:
Org approaches; strategy; good communication
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"I think we will continue to listen to people"
| Female | Straight /Heterosexual | 2-Middle management | East of England
2
:
Org approaches; strategy; good communication
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"I think consultation is key as certain groups can be indirectly discriminated if there is an oversight of certain circumstances and obstacles."
| Female | Straight /Heterosexual | 2-Middle management | West Midlands
2
:
Org approaches; strategy; open and fair
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"No change - this whole issue is blown way out of proportion by the current media frenzy. If we are authentic then we deal with things openly and fairly irrespective of the issue."
| Male | Gay/ lesbian | 3-Senior management | Scotland
2
:
Org approaches; strategy; open and fair
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"To be able to recognise the variety of needs that people experience based on their gender, gender identity and sexual orientation and to be fair and consistent in how they manage a diverse team of people."
| Female | Straight /Heterosexual | 0-Non-management | South West
2
:
Org approaches; policy; whistleblowing policy
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"We have a whistleblowing policy and managers know they can report (and so do all staff) any incidents of discrimination or harassment to any member of our Senior Leadership Team. "
| Female | Straight /Heterosexual | 3-Senior management | South East
2
:
Org approaches; policy; whistleblowing policy
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"We have a whistle blowing policy and a very clear policy on bullying in the workplace."
| Female | Straight /Heterosexual | 2-Middle management | West Midlands
1
:
Org approaches; actions; follow verbal D&I policy
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"I would like to see the organisation have the courage to stand up and meet its words and promises around fairness, diversity and inclusivity."
| Female | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; enable equal opportunities
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"Take a stand as an equal opportunities employer and back that up with a statement about what that means"
| Female | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; D&I trailblazer
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"It would be good to see the firm be the trailblazer in D&I that it wants to be seen to be."
| Female | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; equal treatment
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Everyone are treated with fair and equal regardless their gender, ethnicity and religion"
| Male | Prefer not to say | 2-Middle management
1
:
Org approaches; policy; addresses disadvantaged groups
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"The organization has been implementing an affirmative action policy that addresses disadvantaged groups"
| Female | Straight /Heterosexual | Not specified
1
:
Org approaches; policy; equal treatment
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Establish a policy for recruitment, assessment, treatment, promotion etc."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; policy; equal opportunity
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"In order to maintain inclusive workplace, equal opportunity is given irrespective of gender"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; raising awareness
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Raise awareness"
| Female | Straight /Heterosexual | Not specified
1
:
Org approaches; training; sensitising training for all staff
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Sensitise Managers and employees through training "
| Female | Straight /Heterosexual | Not specified
1
:
Org approaches; strategy; open discussions regarding all challenges
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"There is always more that can be done in any organisation but ensuring we keep having open discussions regarding all the challenges that we face as individuals and putting plans in place to ensure equality for all."
| Female | Straight /Heterosexual | 1-Junior management | Scotland
1
:
Org approaches; strategy; equal treatment
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"I believe so, I am an open lesbian and am a middle manager, I have no problems being open and honest about my sexuality within my workplace and being made to feel included"
| Female | Gay/ lesbian | 2-Middle management | South East
1
:
Org approaches; strategy; acting upon surveys
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"be responsive to staff surveys "
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; strategy; constantly evolving
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"I think we are forever evolving to a more inclusive culture."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; strategy; equal opportunities
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"All have the same opportunities."
| Male | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; strategy; staff reports discrimination/harassment
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"We have a whistleblowing policy and managers know they can report (and so do all staff) any incidents of discrimination or harassment to any member of our Senior Leadership Team. "
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; strategy; induction programme
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"We have a robust induction programme and I am not aware of managers attitudes to inclusivity differing from our organisational policies. "
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; strategy; constantly asking for feedback from staff to improve policies
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Our organisation approach is one of continuous improvement. We regularly seek advice from staff, students and peer support networks to improve our policies and procedures."
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; strategy; engage with external organisations to inform good practice
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
" We also actively engage with external networks and organisations to inform good practice."
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; strategy; engaged with Athena SWAN
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"The University's engagement with Diversity Charter Mark schemes such as Athena SWAN and Stonewall's Diversity Champion Programme has supported the implementation of inclusive recruitment practices across the institution as a whole."
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; strategy; engaged with Stonewall's Diversity Champion Programme
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"The University's engagement with Diversity Charter Mark schemes such as Athena SWAN and Stonewall's Diversity Champion Programme has supported the implementation of inclusive recruitment practices across the institution as a whole."
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; policy; anti bullying policy
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"We have a whistle blowing policy and a very clear policy on bullying in the workplace."
| Female | Straight /Heterosexual | 2-Middle management | West Midlands
1
:
Org approaches; strategy; support Pride events
-->
Inclusive workplace
5) Recruitment and progression - orgs could do MORE - Generic comment
"we actively support the Pride events in the community"
| Female | Straight /Heterosexual | 2-Middle management | West Midlands
1
:
Org approaches; policy; policies that ensure inclusive workplace
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"we are confident that we have the policies and processes in place that ensure we are an inclusive workplace"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; strategy; workshops/updates about issues encountered by staff
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"We provide regular training, workshops and updates on issues which are encountered by our staff, volunteers and participants."
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; strategy; zero tolerance to prejudice
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"We have a zero tolerance to any prejudice of all manifestations."
| Male | Straight /Heterosexual | Not specified | North West
1
:
Org approaches; strategy; flexible working
-->
Inclusive workplace
4) Recruitment and progression - orgs currently - Generic comment
"Flexi time and flexible working is available as standard on the majority of roles. "
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches; strategy; zero tolerance to disrespectfulness
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"The organisation takes punitive action against those individuals being seen to show sexual, gender or other biased or adverse attitudes to the point of dismissal if proven"
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; strategy; zero tolerance to disrespectfulness
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"As long as no one is breaking any rules or being rude or disrespectful, I don't know how an organisation can ve expected to influence grown adults to think differently. "
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches; strategy; zero tolerance to disrespectfulness
-->
Inclusive progression
5) Recruitment and progression - orgs could do MORE - Generic comment
"The organisation takes punitive action against those individuals being seen to show sexual, gender or other biased or adverse attitudes to the point of dismissal if proven"
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; training; to be easily available
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Available training is not easily available, unless you specifically look for it you would not be able to find it. "
| Female | Straight /Heterosexual | 1-Junior management | East of England
1
:
Org approaches; training; mandatory training for managers
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"managers should definitely be on mandatory training, at the moment as it is voluntary it is not always seen as important"
| Female | Straight /Heterosexual | 1-Junior management | East of England
1
:
Org approaches; policy; policies under review
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Policies continuously under review"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; strategy; fairness
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Maintain fairness."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; policy; inclusivity policy
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"There is a company policy, regular training and a journey to change in progress relating to inclusivity for all types regardless of differences."
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; training; inclusivity training
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"There is a company policy, regular training and a journey to change in progress relating to inclusivity for all types regardless of differences."
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; strategy; reward hard work
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"To treat all staff better. There focus is predominately on the financials - making a return for shareholders. Employees are treated equally but in a lot of regards that is equally poorly. There is little concern for work life balance and hard work is not rewarded."
| Male | Straight /Heterosexual | 1-Junior management | South East
1
:
Org approaches; actions; equality proactive
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"I would have liked to see more equality proactive moves not just compliance in policy etc"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; strategy; have genuine conversation about uncritical acceptance
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"I think my organisation should stop letting stonewall write our guidance and policies and have a genuine conversation about problems inherent in uncritically accepting these"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
1
:
Org approaches; strategy; transparency
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Greater transparancy "
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; strategy; transparent salaries
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"salaries are anything but transparent. "
| Female | Bi/ bisexual | 0-Non-management | South East
1
:
Org approaches; strategy; extend knowledge/commitment
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Extend the knowledge and commitment lower down the organisation even more."
| Male | Straight /Heterosexual | Not specified | Scotland
1
:
Org approaches; strategy; internal PR
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"we need to do more internal PR"
| Male | Straight /Heterosexual | 2-Middle management | Scotland
general: Leadership
| label |
frequency |
| Inclusive workplace |
52 |
| Inclusive recruitment |
27 |
| Inclusive progression |
15 |
| Org approaches; leadership; equal treatment |
11 |
| Org approaches; leadership; leading by example |
5 |
| Org approaches; leadership; forefront of good practice |
4 |
| ~Inclusive workplace |
3 |
| Org approaches; leadership; treat people as individuals |
3 |
| Org approaches; leadership; training for staff |
2 |
| Org approaches; leadership; unbiased approach |
2 |
| Org approaches; leadership; progression; annual review |
2 |
| Org approaches; leadership; unbiased approach; best fit for the job |
2 |
| Org approaches; leadership; no judgement |
2 |
| Org approaches; leadership; supportive |
2 |
| Org approaches; leadership; sanction harrasment |
1 |
| Org approaches; leadership; recruitment; enable unbiased recruitment |
1 |
| Org approaches; leadership; apply same benefits to all staff |
1 |
| no consequence |
1 |
| ~Inclusive recruitment |
1 |
| Org approaches; leadership; merit based treatment |
1 |
| Org approaches; leadership; progression; enable shadowing |
1 |
| Org approaches; leadership; progression; ensure progression based on KPI |
1 |
| Org approaches; leadership; unconscious bias training |
1 |
| Org approaches; leadership; aware of unconscious bias |
1 |
| Org approaches; leadership; open minded |
1 |
| Org approaches; leadership; equal treatment in all aspects of work |
1 |
| Org approaches; leadership; recruitment; equal opportunities |
1 |
| Org approaches; leadership; progression; equal opportunities |
1 |
| Org approaches; leadership; role models; not tolerating bias |
1 |
| Org approaches; leadership; recruitment; ensure equal opportunities |
1 |
| Org approaches; leadership; respect for diversity |
1 |
| Org approaches; leadership; building trust |
1 |
| Org approaches; leadership; progression; encouraging others |
1 |
| Org approaches; leadership; open approach to addressing issues |
1 |
| Org approaches; leadership; to stop discrimination |
1 |
| Org approaches; leadership; sanctions unacceptable behaviour |
1 |
| Org approaches; leadership; good communication skills |
1 |
| Org approaches; leadership; openly discuss about all issues |
1 |
| Org approaches; leadership; workshops to discuss protocols/procedures |
1 |
| Org approaches; leadership; workshops to discuss training needs |
1 |
| Org approaches; leadership; report discrimination/harassment |
1 |
| Org approaches; leadership; follow organisational policies |
1 |
| Org approaches; leadership; advocating inclusivity |
1 |
| Org approaches; leadership; trailblazers |
1 |
| Org approaches; leadership; equal treatment; based on performance/capability |
1 |
| Org approaches; leadership; to follow organisational policies; support progression of all employees |
1 |
| Org approaches; leadership; ensure equal treatment |
1 |
| Org approaches; leadership; recruitment; ensure merit based recruitment |
1 |
| Org approaches; leadership; LGB managers sharing their experience |
1 |
| Org approaches; leadership; overstretched so there is no sufficient time to develop ideas |
1 |
| Org approaches; leadership; local management not in line with organisational rules |
1 |
| Org approaches; leadership; support recruitment and progression |
1 |
| Org approaches; leadership; received full training |
1 |
| Org approaches; leadership; understanding |
1 |
| Org approaches; leadership; at odds with their own beliefs |
1 |
| Org approaches; leadership; each manager has different attitude |
1 |
| Org approaches; leadership; feedback on proper wording of adverts |
1 |
| Org approaches; leadership; approachable |
1 |
| Org approaches; leadership; following policies |
1 |
| Org approaches; leadership; striving to bring changes |
1 |
| Org approaches; leadership; positive approach |
1 |
| Org approaches; leadership; encourage teams to partake in EDI activities |
1 |
| Org approaches; leadership; supports promotion of EDI |
1 |
| Org approaches; leadership; ensure balanced panels |
1 |
| Org approaches; leadership; ensure focused interview questions |
1 |
| Org approaches; leadership; understand staff abilities/personalities |
1 |
| Org approaches; leadership; stand out and take responsibilities |
1 |
| Org approaches; leadership; concerned about staff's wellbeing |
1 |
| Org approaches; leadership; homophobic |
1 |
| Org approaches; leadership; non discriminatory |
1 |
| Org approaches; leadership; not forcing using pronouns in correspondence |
1 |
| Org approaches; leadership; understanding importance |
1 |
| Org approaches; leadership; role models |
1 |
| Org approaches; leadership; encourage allyship |
1 |
| Org approaches; leadership; promotes company's intolerance of discrimination |
1 |
| Org approaches; leadership; recruitment; responsible/accountable |
1 |
| Org approaches; leadership; champions |
1 |
| Org approaches; leadership; signpost employees for diversity groups |
1 |
| Org approaches; leadership; help staff identify development needs |
1 |
| Org approaches; leadership; accountable |
1 |
6
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"The organisation has a clear and transparent fair treatment policy and in my experience the managers are open and empathetic to all employees, regardless of backgrounds, gender or sexuality"
| Male | Straight /Heterosexual | 2-Middle management
6
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Everyone are treated with fair and equal regardless their gender, ethnicity and religion"
| Male | Prefer not to say | 2-Middle management
6
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"We have a diverse workforce and all people regardless of gender and or sexual orientation are treated equally. "
| Male | Straight /Heterosexual | 3-Senior management | East Midlands
6
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"As all are treated equally the current induction and management etc seem adequate"
| Male | Straight /Heterosexual | Not specified | South East
6
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
6
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Everyone is treated equally regardless."
| Male | Straight /Heterosexual | Not specified | South West
4
:
Org approaches; leadership; equal treatment
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"There is an annual appraisal system where each manager is assessed on two levels: their performance over the previous year against their job description and the agreed job objectives and their development potential. A development/training programme is agreed in relation to the latter. This applies to all individuals with absolutely no discrimination by gender, religion or sexual orientation."
| Male | Straight /Heterosexual | Not specified | South East
4
:
Org approaches; leadership; equal treatment
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"Should this be any different to any other employee? If so are you then discriminating against straight people? Surely everyone equally deserves a decent training and development plan"
| Female | Gay/ lesbian | 2-Middle management | South East
4
:
Org approaches; leadership; equal treatment
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"I have never seen or heard of any instances where staff of any orientation have been hindered from progression but there are no specific support programs or policies for anyone"
| Male | Straight /Heterosexual | 1-Junior management | South East
4
:
Org approaches; leadership; equal treatment
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"Individual managers need to support all staff equality in respect of their ethnicity"
| Female | Straight /Heterosexual | 3-Senior management | East of England
4
:
Org approaches; leadership; leading by example
-->
Inclusive workplace
6) Recruitment and progression - role of managers - Generic comment
"They also need to be free to do something to stop discrimination earlier than culture changes. It is only pushing a culture through and leading by example."
| Female | Straight /Heterosexual | 3-Senior management | North West
4
:
Org approaches; leadership; leading by example
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"The role of a line manager is crucial in advocating inclusivity and set the example for their teams. "
| Female | Straight /Heterosexual | 3-Senior management | South East
4
:
Org approaches; leadership; leading by example
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"As an organisation this is lived by our deeds and actions and is supported by our board and driven by our senior leaders and managers"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
4
:
Org approaches; leadership; leading by example
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"They share the knowledge and let it be known that we are intolerant of any discrimination. Then be seen to walk the talk - calling out any diversion from policy."
| Male | Straight /Heterosexual | Not specified | Scotland
3
:
Org approaches; leadership; forefront of good practice
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Our management is at the forefront of good practice in relation to training and recruitment and has been for many years."
| Male | Straight /Heterosexual | Not specified | South East
3
:
Org approaches; leadership; forefront of good practice
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"They play a key role. They are the key players in recruiting, managing and supporting staff through shortlisting, interviewing, mentoring and coaching, and performance managing."
| Female | Straight /Heterosexual | 0-Non-management | South West
3
:
Org approaches; leadership; forefront of good practice
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"They have to lead by example and adopt a different mindset which does not focus just on the bottom line."
| Male | Straight /Heterosexual | Not specified | West Midlands
2
:
Org approaches; leadership; training for staff
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Continue applying the training"
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; leadership; training for staff
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Continue applying the training"
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; leadership; unbiased approach
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"not judging"
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; leadership; unbiased approach
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"not judging"
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; leadership; progression; annual review
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"Annually, and also on an ad-hoc moment, management teams review skill and experience improvement and gaps, identity opportunities to broaden skill sets or persue deeper understanding"
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; leadership; progression; annual review
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"Annually, and also on an ad-hoc moment, management teams review skill and experience improvement and gaps, identity opportunities to broaden skill sets or persue deeper understanding"
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; leadership; no judgement
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Just accept everyone as people."
| Male | Gay/ lesbian | 3-Senior management | Scotland
2
:
Org approaches; leadership; no judgement
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"accept that there will be individuals who have different view points to you (some of which you will vehemently disagree with) but they can still be effective in their roles and treat them as you would anyone else which includes making 'allowances' that you may find distasteful. "
| Male | Straight /Heterosexual | 2-Middle management | South West
2
:
Org approaches; leadership; treat people as individuals
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"We drive a person centred culture which focuses on the individual as opposed to their culture, colour, gender or sexual orientation (or indeed any other defining feature). "
| Male | Straight /Heterosexual | Not specified | North West
2
:
Org approaches; leadership; treat people as individuals
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"It's important to allow everyone a voice on the team as they represent a certain demographic. By doing the former we accommodate the employee and consumer indirectly."
| Female | Straight /Heterosexual | 2-Middle management | West Midlands
1
:
Org approaches; leadership; sanction harrasment
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Individual managers need to take action when they are informed about harassment or examples of discrimination instead of trying to ignore or wish it away."
| Female | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; recruitment; enable unbiased recruitment
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"They could take individual actions to ensure their recruitment processes are fair and unbiased e.g. akin to blind auditions;"
| Female | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; apply same benefits to all staff
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"and ensure they apply the benefits equally to all staff without challenging non-'normative' couples and families."
| Female | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; merit based treatment
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Treat everyone on merit, no matter what the pain of that resource may bring"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; equal treatment
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
1
:
Org approaches; leadership; progression; enable shadowing
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"shadowing someone with experience in a particular field for small periods."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; progression; ensure progression based on KPI
-->
Inclusive progression
3) Inclusive workplaces - the role of managers - Generic comment
"Everyone are able to progress higher in an organisation based on keys performance indicators which stipulated by the work of the organisation."
| Male | Prefer not to say | 2-Middle management
1
:
Org approaches; leadership; unconscious bias training
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Take unconscious bias training."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; aware of unconscious bias
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Be aware of the existence of unconscious bias and keep open to differences."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; open minded
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Be aware of the existence of unconscious bias and keep open to differences."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; equal treatment in all aspects of work
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Individual manager don't consider pay, increment or promotion based on gender, gender identity or sexual orientation."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; recruitment; equal opportunities
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"All opportunity are made available to every individual irrespective of gender."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; progression; equal opportunities
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"All opportunity are made available to every individual irrespective of gender."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; role models; not tolerating bias
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Leadership sets an important example.
Creating an open culture for 'calling out' bias is critical so as not be penalised"
| Female | Straight /Heterosexual | Not specified
1
:
Org approaches; leadership; recruitment; ensure equal opportunities
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Generally they don't demand recruitment by gender
the labour market responds to a opening"
| Female | Straight /Heterosexual | Not specified
1
:
Org approaches; leadership; respect for diversity
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Respect is key"
| Male | Straight /Heterosexual | 3-Senior management
1
:
Org approaches; leadership; building trust
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Knowing their direct staff and empathising with them"
| Female | Straight /Heterosexual | 1-Junior management | Scotland
1
:
Org approaches; leadership; progression; encouraging others
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"This varies depending on the line managers and what skills they have, as to whether they encourage development."
| Female | Straight /Heterosexual | 1-Junior management | Scotland
1
:
Org approaches; leadership; open approach to addressing issues
-->
Inclusive workplace
6) Recruitment and progression - role of managers - Generic comment
"regular training needs are addressed and there is an open approach to addressing issues as they arise."
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Our approach is to look at the training need matching the business need, not who or what the person is."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"When we recruit for roles, we think of the fit for the role and within the organisation and are always keen to bring in experiences which broaden the skillset and lived experience of our team members."
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; leadership; to stop discrimination
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Individual managers need the freedom to take action to stop discrimination as soon as possible. "
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; leadership; leading by example
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Managers set a lead of how to engage with people, and are seen as leaders to be respected and respect others. Leading by example."
| Male | Straight /Heterosexual | 3-Senior management | East Midlands
1
:
Org approaches; leadership; sanctions unacceptable behaviour
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"A sexist comment on a Whatsapp group was called out straight away. A company meeting was set up that week where one of the Directors discussed and apologised on behalf of our company to employees."
| Female | Gay/ lesbian | 2-Middle management | London
1
:
Org approaches; leadership; good communication skills
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"We are a small business and, as such, there are no communication barriers and it is evident to everyone if an individual is not contributing or is experiencing personal problems."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; openly discuss about all issues
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Matters are there to be discussed and dealt with in open forum."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; workshops to discuss protocols/procedures
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"We regularly run line manager workshops to discuss openly and safety any processes/protocols that need reviewing or where line managers need refresher training. "
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; leadership; workshops to discuss training needs
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"We regularly run line manager workshops to discuss openly and safety any processes/protocols that need reviewing or where line managers need refresher training. "
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; leadership; report discrimination/harassment
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"We have a whistleblowing policy and managers know they can report (and so do all staff) any incidents of discrimination or harassment to any member of our Senior Leadership Team. "
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; leadership; follow organisational policies
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"We have a robust induction programme and I am not aware of managers attitudes to inclusivity differing from our organisational policies. "
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; leadership; advocating inclusivity
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"The role of a line manager is crucial in advocating inclusivity and set the example for their teams. "
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; leadership; trailblazers
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"However, I would say that some managers are more approachable than others."
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; leadership; equal treatment; based on performance/capability
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"PDRs are used as a way to identify possible progression and further training and not opinion or perception. It is all based on performance and capability and nothing else."
| Female | Straight /Heterosexual | 2-Middle management | West Midlands
1
:
Org approaches; leadership; to follow organisational policies; support progression of all employees
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"Our organisation values and supporting policies require all managers to support the development and progression of all employees regardless of their gender, gender identity and or sexual orientation"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; leadership; ensure equal treatment
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"We work in a very male dominated sector and our managers have to ensure that all employees regardless of sexual orientation, gender or attitude are treated equallly"
| Male | Straight /Heterosexual | 3-Senior management | Scotland
1
:
Org approaches; leadership; forefront of good practice
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"its an important influencing role, managers need to walk the talk and be inclusive to set an example for others to follow."
| Female | Straight /Heterosexual | 2-Middle management | South West
1
:
Org approaches; leadership; recruitment; ensure merit based recruitment
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"We all do our best to ensure that the people we hire will bring new skills and experience to the team and that they will be team players who support and encourage each other's ;earing and development."
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; leadership; treat people as individuals
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"We hope they are also person centric and focus on strengths of every stakeholder."
| Male | Straight /Heterosexual | Not specified | North West
1
:
Org approaches; leadership; LGB managers sharing their experience
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Many managers are also part of the schemes and networks themselves and are open and honest about their lived experiences to give others confidence"
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches; leadership; overstretched so there is no sufficient time to develop ideas
-->
~Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"As a manager involved heavily in recruitment and training and progression, I would say that we know what we should do and have loads of great ideas to do things even better but we are overstretched and don't have the time to dedicate to development that we need."
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches; leadership; local management not in line with organisational rules
-->
~Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Local management often diverse from the organisational direction, there is not enough regulation to see how local departments are being run. Any complaints are dealt with inhouse and do not get the recognition they should receive. This allows local management to ignore being inclusive"
| Female | Straight /Heterosexual | 1-Junior management | East of England
1
:
Org approaches; leadership; support recruitment and progression
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"I think managers (and recruitment teams) are fundamental in supporting recruitment and progression of all workers."
| Female | Gay/ lesbian | 2-Middle management | London
1
:
Org approaches; leadership; supportive
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Supportive & understanding"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; supportive
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Supportive and received full training"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; received full training
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Supportive and received full training"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; understanding
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Supportive & understanding"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; at odds with their own beliefs
-->
~Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Sometimes maybe at odds with their own beliefs."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; each manager has different attitude
-->
no consequence
3) Inclusive workplaces - the role of managers - Generic comment
"Each individual manager does the following differently: induction, training, updating and passing on (ideally repeating) messages about company culture, to be proactively explicit and not wait for someone to need to ask for information or advice."
| Female | Straight /Heterosexual | 1-Junior management | South West
1
:
Org approaches; leadership; feedback on proper wording of adverts
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Feedback on how to word job adverts and role outlines, sought from existing minority employees."
| Female | Straight /Heterosexual | 1-Junior management | South West
1
:
Org approaches; leadership; approachable
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"To be approachable and trained to have difficult conversations around gender, gender identity and sexual orientation"
| Female | Straight /Heterosexual | 0-Non-management | South West
1
:
Org approaches; leadership; following policies
-->
Inclusive workplace
6) Recruitment and progression - role of managers - Generic comment
"policy and guidance should be followed consistently and tested to ensure it is being followed."
| Female | Straight /Heterosexual | 2-Middle management | South West
1
:
Org approaches; leadership; striving to bring changes
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"The recently appointed HR Director is trying to bring about change but it is and will continue to be an uphill struggle."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; leadership; positive approach
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Some managers are good at taking a positive approach and others are not."
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; leadership; encourage teams to partake in EDI activities
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Educate themselves and encourage teams to partake in DEI activity. have objectives in place to support the promotion of DEI"
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; leadership; supports promotion of EDI
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Educate themselves and encourage teams to partake in DEI activity. have objectives in place to support the promotion of DEI"
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; leadership; ensure balanced panels
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Balanced Panels, focused interview questions on workplace culture, DEi initiatives etc"
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; leadership; ensure focused interview questions
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Balanced Panels, focused interview questions on workplace culture, DEi initiatives etc"
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; leadership; understand staff abilities/personalities
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Therefore it's important that they understand the workforce in terms of personalities and abilities."
| Female | Straight /Heterosexual | 2-Middle management | West Midlands
1
:
Org approaches; leadership; stand out and take responsibilities
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"no managers stood out as taking responsibility for these areas"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; leadership; concerned about staff's wellbeing
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"wellbeing was high on my managers list"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; leadership; homophobic
-->
~Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"The problem is at board level and with the CEO, it is very frightening to tackle issues of homphobia and gender discrimmination (its is literally laughed at)"
| Male | Gay/ lesbian | 3-Senior management | South East
1
:
Org approaches; leadership; non discriminatory
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"They need clear posiitve non discrimiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiinatory leadership"
| Male | Gay/ lesbian | 3-Senior management | South East
1
:
Org approaches; leadership; not forcing using pronouns in correspondence
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Stop forcing people to put pronouns in e-mail signatures."
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
1
:
Org approaches; leadership; understanding importance
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Be curious
Understand why this is important to role"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; leadership; role models
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"Visible role models"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; leadership; encourage allyship
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
" Encourage allyship"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; leadership; promotes company's intolerance of discrimination
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"They share the knowledge and let it be known that we are intolerant of any discrimination. Then be seen to walk the talk - calling out any diversion from policy."
| Male | Straight /Heterosexual | Not specified | Scotland
1
:
Org approaches; leadership; recruitment; responsible/accountable
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"They are totally responsible and accountable for supporting this"
| Male | Straight /Heterosexual | Not specified | Scotland
1
:
Org approaches; leadership; champions
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"There are champions among the senior leadership at the organisation level for each protected characteristic."
| Female | Straight /Heterosexual | 3-Senior management | East of England
1
:
Org approaches; leadership; signpost employees for diversity groups
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"To signpost employees to various staff support networks for each protected characteristic in the organisation"
| Female | Straight /Heterosexual | 3-Senior management | East of England
1
:
Org approaches; leadership; help staff identify development needs
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"The good ones help individuals identify their development needs and support individuals in addressing them, this includes highlighting progression opportunities, encouraging and supporting applications."
| Male | Straight /Heterosexual | 2-Middle management | South West
1
:
Org approaches; leadership; accountable
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"be open and accountable"
| Male | Straight /Heterosexual | 2-Middle management | Scotland
general: Recruitment & Progression
| label |
frequency |
| Inclusive recruitment |
112 |
| Inclusive progression |
47 |
| Inclusive workplace |
25 |
| Org approaches; leadership; equal treatment |
11 |
| Status quo; satisfactory |
7 |
| Org approaches; recruitment; equal treatment |
7 |
| ~Inclusive recruitment |
5 |
| Org approaches; strategy; equal treatment |
5 |
| Org approaches; leadership; leading by example |
5 |
| Org approaches; recruitment; based on required skills |
4 |
| Org approaches; recruitment; transparent recruitment |
4 |
| Org approaches; recruitment; blind recruitment |
4 |
| Org approaches; recruitment; equal opportunities |
4 |
| Org approaches; recruitment; best person for the job |
4 |
| Org approaches; leadership; forefront of good practice |
4 |
| Org approaches; recruitment; based on #merit- |
3 |
| Org approaches; progression; based on KPI |
3 |
| Org approaches; progression; equal treatment |
3 |
| Org approaches; leadership; treat people as individuals |
3 |
| Org approaches; strategy; zero tolerance to disrespectfulness |
3 |
| Org approaches; recruitment; anonymous recruitment process |
3 |
| no consequence |
2 |
| Org approaches; actions; societal/cultural difference needs to be changed |
2 |
| ~Org approaches; ~recruitment; ~positive discrimination |
2 |
| Org approaches; progression; on the job training |
2 |
| Org approaches; leadership; progression; annual review |
2 |
| Org approaches; recruitment; inclusive recruitment policy |
2 |
| Org approaches; recruitment; equal opportunity |
2 |
| Org approaches; progression; transparent progression |
2 |
| Org approaches; recruitment; third party recruitment |
2 |
| Org approaches; recruitment; based on merit |
2 |
| Org approaches; leadership; unbiased approach; best fit for the job |
2 |
| Org approaches; recruitment; based on experience |
2 |
| Org approaches; recruitment; external advertising to attract diversities |
2 |
| Org approaches; recruitment; policies need update |
2 |
| Org approaches; leadership; supportive |
2 |
| Org approaches; recruitment; ignorance regarding topic |
1 |
| Org approaches; actions; enable equal opportunities |
1 |
| Org approaches; actions; D&I trailblazer |
1 |
| Org approaches; leadership; recruitment; enable unbiased recruitment |
1 |
| Org approaches; leadership; apply same benefits to all staff |
1 |
| Org approaches; leadership; merit based treatment |
1 |
| Org approaches; leadership; progression; enable shadowing |
1 |
| Org approaches; recruitment; user-friendly policy |
1 |
| Org approaches; recruitment; outsourcing for higher positions |
1 |
| Org approaches; leadership; progression; ensure progression based on KPI |
1 |
| Org approaches; progression; inclusive progression policy |
1 |
| Org approaches; leadership; aware of unconscious bias |
1 |
| Org approaches; leadership; open minded |
1 |
| Org approaches; progression; equal opportunities |
1 |
| Org approaches; leadership; recruitment; equal opportunities |
1 |
| Org approaches; leadership; progression; equal opportunities |
1 |
| Org approaches; recruitment; active diverse recruitment policy |
1 |
| Org approaches; recruitment; clear policies |
1 |
| Org approaches; progression; clear policies |
1 |
| Org approaches; leadership; recruitment; ensure equal opportunities |
1 |
| Org approaches; leadership; progression; encouraging others |
1 |
| Org approaches; recruitment; based on compassion/action/respect everyone values |
1 |
| Org approaches; recruitment; wording of vacancies needs to be changed |
1 |
| Org approaches; recruitment; recruitment methods need to be changed |
1 |
| Org approaches; leadership; to stop discrimination |
1 |
| Org approaches; recruitment; based on qualifications |
1 |
| Org approaches; recruitment; based on attitude |
1 |
| Org approaches; recruitment; review recruitment process |
1 |
| Org approaches; strategy; engaged with Athena SWAN |
1 |
| Org approaches; strategy; engaged with Stonewall's Diversity Champion Programme |
1 |
| Org approaches; recruitment; use diversity networks/platforms to promote job opportunities |
1 |
| Org approaches; recruitment; adopt good practice according to Stonewall Diversity Champions |
1 |
| Org approaches; leadership; trailblazers |
1 |
| Org approaches; groups; more focused groups |
1 |
| Org approaches; leadership; equal treatment; based on performance/capability |
1 |
| Org approaches; recruitment; to include welcoming statements in job advertising |
1 |
| Org approaches; leadership; to follow organisational policies; support progression of all employees |
1 |
| Org approaches; recruitment; trying to diversify recruitment |
1 |
| Org approaches; progression; best person for the job |
1 |
| Org approaches; recruitment; best fit for wider team |
1 |
| Org approaches; recruitment; equal opportunities policy |
1 |
| Org approaches; progression; professional development training |
1 |
| Org approaches; leadership; recruitment; ensure merit based recruitment |
1 |
| Org approaches; recruitment; involve customers in recruitment procedure |
1 |
| Org approaches; progression; internal progression; embed organisational culture |
1 |
| Org approaches; innovation; gender decoder to ensure there are no unconscious biases in adverts |
1 |
| Org approaches; recruitment; expand advertising to wider audience |
1 |
| Org approaches; leadership; overstretched so there is no sufficient time to develop ideas |
1 |
| Org approaches; recruitment; no requirement for personal preferences disclosure |
1 |
| Org approaches; recruitment; use Pink Paper to advertise vacancies |
1 |
| Org approaches; leadership; support recruitment and progression |
1 |
| Org approaches; recruitment; in line with organisational values |
1 |
| Org approaches; leadership; understanding |
1 |
| Org approaches; leadership; feedback on proper wording of adverts |
1 |
| Org approaches; recruitment; no nepotism |
1 |
| Org approaches; recruitment; no judgement |
1 |
| Org approaches; progression; talent management policy |
1 |
| Org approaches; recruitment; decentralised from leadership |
1 |
| Org approaches; progression; mentorship |
1 |
| Org approaches; progression; shadowing |
1 |
| Org approaches; progression; secondments |
1 |
| Org approaches; progression; mentorship for all employees no only senior positions |
1 |
| Org approaches; progression; to enable anonymous applications for internal candidates |
1 |
| Org approaches; progression; survey to monitor/review performance |
1 |
| Org approaches; progression; data capture to monitor/review performance |
1 |
| Org approaches; progression; coaching |
1 |
| Org approaches; progression; leadership programme |
1 |
| Org approaches; leadership; ensure balanced panels |
1 |
| Org approaches; leadership; ensure focused interview questions |
1 |
| Org approaches; leadership; understand staff abilities/personalities |
1 |
| Org approaches; recruitment; improve benefit packages |
1 |
| Org approaches; recruitment; nepotism present in some cases |
1 |
| Org approaches; recruitment; recognise talent |
1 |
| Org approaches; leadership; concerned about staff's wellbeing |
1 |
| Org approaches; leadership; non discriminatory |
1 |
| Org approaches; leadership; role models |
1 |
| Org approaches; progression; progression targets presented |
1 |
| Org approaches; leadership; encourage allyship |
1 |
| Org approaches; progression; based on required skills |
1 |
| Org approaches; recruitment; seek guidance on best practice |
1 |
| Org approaches; leadership; recruitment; responsible/accountable |
1 |
| Org approaches; progression; support protected groups to make progress |
1 |
| Org approaches; progression; focus on achievements |
1 |
| Org approaches; progression; focus on abilities |
1 |
| Org approaches; progression; provide wider range of career profiles |
1 |
| Org approaches; leadership; help staff identify development needs |
1 |
7
:
Org approaches; recruitment; equal treatment
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"ensure a fair assessment of the candidates’ suitability for the job regardless of their gender, gender identity or sexual orientation, and nature of the job."
| Male | Straight /Heterosexual | 2-Middle management
7
:
Org approaches; recruitment; equal treatment
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"Everyone are treated with fair and equal regardless their gender, ethnicity and religion."
| Male | Prefer not to say | 2-Middle management
7
:
Org approaches; recruitment; equal treatment
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We do not purposefully go out to recruit people from a diverse background. To us, that is discriminatory. Why should someone who is black be treated any differently to someone who is white or a male versus a female. They are all equal."
| Male | Straight /Heterosexual | Not specified | South East
7
:
Org approaches; recruitment; equal treatment
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
7
:
Org approaches; recruitment; equal treatment
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
7
:
Org approaches; recruitment; equal treatment
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"Treat all applicants the same regarding the position provided they are physically able."
| Male | Straight /Heterosexual | Not specified | South East
7
:
Org approaches; recruitment; equal treatment
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"Everyone is treated equally as not to disadvantage anyone for the sake of some one else (particularly to quota fill) or to cause harm to anyone in the organisation."
| Male | Straight /Heterosexual | Not specified | South West
6
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"The organisation has a clear and transparent fair treatment policy and in my experience the managers are open and empathetic to all employees, regardless of backgrounds, gender or sexuality"
| Male | Straight /Heterosexual | 2-Middle management
6
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Everyone are treated with fair and equal regardless their gender, ethnicity and religion"
| Male | Prefer not to say | 2-Middle management
6
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"We have a diverse workforce and all people regardless of gender and or sexual orientation are treated equally. "
| Male | Straight /Heterosexual | 3-Senior management | East Midlands
6
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"As all are treated equally the current induction and management etc seem adequate"
| Male | Straight /Heterosexual | Not specified | South East
6
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
6
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Everyone is treated equally regardless."
| Male | Straight /Heterosexual | Not specified | South West
4
:
Status quo; satisfactory
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We have a diverse workforce and no one is excluded from progression, training, promotion or any other benefits with in the organisation,"
| Male | Straight /Heterosexual | 3-Senior management | East Midlands
4
:
Status quo; satisfactory
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We are trying our best, no further action is planned"
| Male | Straight /Heterosexual | 3-Senior management | Scotland
4
:
Status quo; satisfactory
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"See previous answers"
| Male | Straight /Heterosexual | 3-Senior management | Scotland
4
:
Status quo; satisfactory
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"Nothing in particular - the travel industry in general has always been very inclusive"
| Male | Straight /Heterosexual | 1-Junior management | South East
4
:
Org approaches; leadership; equal treatment
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"There is an annual appraisal system where each manager is assessed on two levels: their performance over the previous year against their job description and the agreed job objectives and their development potential. A development/training programme is agreed in relation to the latter. This applies to all individuals with absolutely no discrimination by gender, religion or sexual orientation."
| Male | Straight /Heterosexual | Not specified | South East
4
:
Org approaches; leadership; equal treatment
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"Should this be any different to any other employee? If so are you then discriminating against straight people? Surely everyone equally deserves a decent training and development plan"
| Female | Gay/ lesbian | 2-Middle management | South East
4
:
Org approaches; leadership; equal treatment
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"I have never seen or heard of any instances where staff of any orientation have been hindered from progression but there are no specific support programs or policies for anyone"
| Male | Straight /Heterosexual | 1-Junior management | South East
4
:
Org approaches; leadership; equal treatment
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"Individual managers need to support all staff equality in respect of their ethnicity"
| Female | Straight /Heterosexual | 3-Senior management | East of England
4
:
Org approaches; recruitment; based on required skills
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"To my knowledge, the recruitment and promotion processes have a defined list of skills required for each job"
| Male | Straight /Heterosexual | 2-Middle management
4
:
Org approaches; recruitment; based on required skills
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"The only variables that are considered are their skill set(s), their relevant experience and their attitude set."
| Male | Straight /Heterosexual | Not specified | South East
4
:
Org approaches; recruitment; based on required skills
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"Our recruitment and selection processes and promotion panels ensure a fair assessment of a candidates suitability for a job regardless of their, gender identity or sexual orientation, and the nature of the job"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
4
:
Org approaches; recruitment; based on required skills
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"When we advertise for roles which do not require a specific gender, sexuality, ethnicity or age, we look specifically at the skills and talents of the individual, as well as how they will fit into the wider team"
| Male | Gay/ lesbian | 3-Senior management | London
4
:
Org approaches; recruitment; transparent recruitment
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"I think the best approach would be introducing a recruitment policy which is transparent, user-friendly and simple to understand."
| Female | Straight /Heterosexual | Not specified
4
:
Org approaches; recruitment; transparent recruitment
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"Clear policies and transparent measures"
| Female | Straight /Heterosexual | Not specified
4
:
Org approaches; recruitment; transparent recruitment
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"Opportunities are openly advertised and gender neutral"
| Female | Straight /Heterosexual | 2-Middle management | West Midlands
4
:
Org approaches; recruitment; transparent recruitment
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"talent was not recognised and misleading statements regarding job security occurred"
| Female | Straight /Heterosexual | Not specified | South West
4
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"There is always more that can be done in any organisation but ensuring we keep having open discussions regarding all the challenges that we face as individuals and putting plans in place to ensure equality for all."
| Female | Straight /Heterosexual | 1-Junior management | Scotland
4
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"As all are treated equally the current processes etc seem adequate"
| Male | Straight /Heterosexual | Not specified | South East
4
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
4
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Everyone is treated equally so there is no m]need to make allowances for some that could negatively effect others."
| Male | Straight /Heterosexual | Not specified | South West
4
:
Org approaches; recruitment; blind recruitment
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"Any recruitment is judged without any prior knowledge of the person's gender, gender identity or sexual orientation."
| Female | Straight /Heterosexual | 1-Junior management | Scotland
4
:
Org approaches; recruitment; blind recruitment
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"We have recruitment training which will cover these topics, we also recruit 'blind' so we are unaware of sex etc."
| Female | Straight /Heterosexual | 2-Middle management | East of England
4
:
Org approaches; recruitment; blind recruitment
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"All personal data collected on application forms is hidden from recruiters and only visible after the "blind sifting" stage to ensure no bias can enter into the decision to interview a particular candidate"
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
4
:
Org approaches; recruitment; blind recruitment
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"It has a robust application process where all applications are separated from their diversity monitoring information for shortlisting purposes."
| Female | Straight /Heterosexual | 0-Non-management | South West
4
:
Org approaches; leadership; leading by example
-->
Inclusive workplace
6) Recruitment and progression - role of managers - Generic comment
"They also need to be free to do something to stop discrimination earlier than culture changes. It is only pushing a culture through and leading by example."
| Female | Straight /Heterosexual | 3-Senior management | North West
4
:
Org approaches; leadership; leading by example
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"The role of a line manager is crucial in advocating inclusivity and set the example for their teams. "
| Female | Straight /Heterosexual | 3-Senior management | South East
4
:
Org approaches; leadership; leading by example
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"As an organisation this is lived by our deeds and actions and is supported by our board and driven by our senior leaders and managers"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
4
:
Org approaches; leadership; leading by example
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"They share the knowledge and let it be known that we are intolerant of any discrimination. Then be seen to walk the talk - calling out any diversion from policy."
| Male | Straight /Heterosexual | Not specified | Scotland
4
:
Org approaches; recruitment; equal opportunities
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"Adverts have both mixed genders in their content and the same training is made available for employees regardless of gender or sexual identification - it is relevent to the role."
| Female | Straight /Heterosexual | 2-Middle management | West Midlands
4
:
Org approaches; recruitment; equal opportunities
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"This is already in place especially within local government."
| Female | Gay/ lesbian | 2-Middle management | South East
4
:
Org approaches; recruitment; equal opportunities
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"Recruitment is open all groups of people"
| Female | Straight /Heterosexual | 3-Senior management | East of England
4
:
Org approaches; recruitment; equal opportunities
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"Recruitment and progression are opened to all. "
| Female | Straight /Heterosexual | 3-Senior management | East of England
4
:
Org approaches; recruitment; best person for the job
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We are only interested in selecting the best person for a job/promotion etc. Nothing else is relevant"
| Male | Straight /Heterosexual | Not specified | South East
4
:
Org approaches; recruitment; best person for the job
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"No discrimination. Select the most appropriate person for the role."
| Male | Straight /Heterosexual | Not specified | South East
4
:
Org approaches; recruitment; best person for the job
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"The organisation does a lot in this space, just keep ensuring we hire the best individuals for the job using equity to support DEI"
| Male | Gay/ lesbian | 3-Senior management | London
4
:
Org approaches; recruitment; best person for the job
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"Recruitment is purely based on the best person for the job with gender and sexual orientation paying no part. "
| Male | Straight /Heterosexual | Not specified | South West
3
:
Org approaches; recruitment; based on #merit-
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"treat everyone on merit"
| Male | Straight /Heterosexual | 2-Middle management
3
:
Org approaches; recruitment; based on #merit-
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"none it should be on merit regardless the gender and diversity must include ethnic diversity this looks like a white supremacy study"
| Male | Straight /Heterosexual | 3-Senior management
3
:
Org approaches; recruitment; based on #merit-
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We will continue to support all people who are appropriate for the role into our organisation - we will always strive for the best people with the best qualties which match our values - CARE - Compassion, Action, Respect, Everyone."
| Female | Straight /Heterosexual | 2-Middle management | East of England
3
:
Status quo; satisfactory
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"I believe we have a fully inclusive work place"
| Male | Straight /Heterosexual | 3-Senior management | East Midlands
3
:
Status quo; satisfactory
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Our senior management team is made up of 5 women and one man. Two are gay, two are black, four are migrants, three are parents. Four are living with physical or learning disabilities"
| Male | Gay/ lesbian | 3-Senior management | London
3
:
Status quo; satisfactory
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Nothing specific. The company have always been very inclusive. To be honest the travel industry is generally."
| Male | Straight /Heterosexual | 1-Junior management | South East
3
:
Org approaches; progression; based on KPI
-->
Inclusive progression
2) Inclusive workplaces - what orgs could do MORE - Generic comment
" Everyone are able to progress higher in an organisation based on keys performance indicators which stipulated by the work of the organisation."
| Male | Prefer not to say | 2-Middle management
3
:
Org approaches; progression; based on KPI
-->
Inclusive progression
4) Recruitment and progression - orgs currently - Generic comment
"Everyone are able to progress higher in an organisation based on keys performance indicators which stipulated by the work of the organisation."
| Male | Prefer not to say | 2-Middle management
3
:
Org approaches; progression; based on KPI
-->
Inclusive progression
5) Recruitment and progression - orgs could do MORE - Generic comment
"Everyone are able to progress higher in an organisation based on keys performance indicators which stipulated by the work of the organisation"
| Male | Prefer not to say | 2-Middle management
3
:
Org approaches; progression; equal treatment
-->
Inclusive progression
5) Recruitment and progression - orgs could do MORE - Generic comment
"Everyone are treated with fair and equal regardless their gender, ethnicity and religion."
| Male | Prefer not to say | 2-Middle management
3
:
Org approaches; progression; equal treatment
-->
Inclusive progression
5) Recruitment and progression - orgs could do MORE - Generic comment
"Work planning and progression is an issue but not because of gender, gender identity or sexual orientation."
| Female | Straight /Heterosexual | 1-Junior management | Scotland
3
:
Org approaches; progression; equal treatment
-->
Inclusive progression
4) Recruitment and progression - orgs currently - Generic comment
"These things are not a problem - employees are free to be themselves."
| Male | Straight /Heterosexual | Not specified | South East
3
:
Org approaches; leadership; forefront of good practice
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Our management is at the forefront of good practice in relation to training and recruitment and has been for many years."
| Male | Straight /Heterosexual | Not specified | South East
3
:
Org approaches; leadership; forefront of good practice
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"They play a key role. They are the key players in recruiting, managing and supporting staff through shortlisting, interviewing, mentoring and coaching, and performance managing."
| Female | Straight /Heterosexual | 0-Non-management | South West
3
:
Org approaches; leadership; forefront of good practice
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"They have to lead by example and adopt a different mindset which does not focus just on the bottom line."
| Male | Straight /Heterosexual | Not specified | West Midlands
3
:
Org approaches; recruitment; anonymous recruitment process
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"We have an anonymous recruitment process for new roles and for progression within the organisation."
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
3
:
Org approaches; recruitment; anonymous recruitment process
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"They could completely anonymise applications, thus removing any bias or judgement that the shortlisting team might unconsciously use during the shortlisting process."
| Female | Straight /Heterosexual | 0-Non-management | South West
3
:
Org approaches; recruitment; anonymous recruitment process
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"should be taking name anonymous applications -"
| Female | Bi/ bisexual | 0-Non-management | South East
2
:
Org approaches; actions; societal/cultural difference needs to be changed
-->
~Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"It is sad that we even have to have such conversations, rules, policies and 'surveys' - but we must work together to change societal / cultural difference in these areas."
| Male | Straight /Heterosexual | 3-Senior management
2
:
Org approaches; actions; societal/cultural difference needs to be changed
-->
~Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"It is sad that we even have to have such conversations, rules, policies and 'surveys' - but we must work together to change societal / cultural difference in these areas."
| Male | Straight /Heterosexual | 3-Senior management
2
:
~Org approaches; ~recruitment; ~positive discrimination
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"Not drive positive discrimination"
| Male | Straight /Heterosexual | 2-Middle management
2
:
~Org approaches; ~recruitment; ~positive discrimination
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We do not purposefully go out to recruit people from a diverse background. To us, that is discriminatory. Why should someone who is black be treated any differently to someone who is white or a male versus a female. They are all equal."
| Male | Straight /Heterosexual | Not specified | South East
2
:
Org approaches; progression; on the job training
-->
Inclusive progression
4) Recruitment and progression - orgs currently - Generic comment
"offer on the job training"
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; progression; on the job training
-->
Inclusive progression
4) Recruitment and progression - orgs currently - Generic comment
"The organisation offers shadowing, secondments, and on the job training."
| Female | Straight /Heterosexual | 0-Non-management | North East
2
:
Org approaches; leadership; progression; annual review
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"Annually, and also on an ad-hoc moment, management teams review skill and experience improvement and gaps, identity opportunities to broaden skill sets or persue deeper understanding"
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; leadership; progression; annual review
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"Annually, and also on an ad-hoc moment, management teams review skill and experience improvement and gaps, identity opportunities to broaden skill sets or persue deeper understanding"
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; recruitment; inclusive recruitment policy
-->
Inclusive recruitment
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Establish a policy for recruitment, assessment, treatment, promotion etc."
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; recruitment; inclusive recruitment policy
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"i think we have a fair policy from what i have seen, i do not think there is anything specific other than it is inclusive and caters fro an array of differences and abilities."
| Female | Straight /Heterosexual | 2-Middle management | South West
2
:
Org approaches; recruitment; equal opportunity
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"Equal opportunity for every individual is followed by organization irrespective of sexual orientation."
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; recruitment; equal opportunity
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"We attract the best possible people to join us regardless of gender sexual orientation, religion, disability or race. "
| Male | Straight /Heterosexual | 3-Senior management | East Midlands
2
:
Org approaches; progression; transparent progression
-->
Inclusive progression
5) Recruitment and progression - orgs could do MORE - Generic comment
"Clear policies and transparent measures"
| Female | Straight /Heterosexual | Not specified
2
:
Org approaches; progression; transparent progression
-->
Inclusive progression
5) Recruitment and progression - orgs could do MORE - Generic comment
"Transparency on career routes of both men and women in the organisation."
| Female | Straight /Heterosexual | 1-Junior management | South West
2
:
Org approaches; recruitment; third party recruitment
-->
no consequence
4) Recruitment and progression - orgs currently - Generic comment
"As recruitment is through third parties this is difficult to answer"
| Female | Straight /Heterosexual | Not specified | South West
2
:
Org approaches; recruitment; third party recruitment
-->
no consequence
6) Recruitment and progression - role of managers - Generic comment
"again for a company with a third party recruitment process and a very flat structure this is difficult to answer."
| Female | Straight /Heterosexual | Not specified | South West
2
:
Org approaches; recruitment; based on merit
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"We don't make any exceptions - quality in the role is the single criterion"
| Male | Gay/ lesbian | 3-Senior management | Scotland
2
:
Org approaches; recruitment; based on merit
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"Each candidate is selected on merit regardless of their sexuality."
| Female | Straight /Heterosexual | 2-Middle management | West Midlands
2
:
Org approaches; recruitment; based on experience
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We don't use shortlists or agencies in the recruitment process. People are open to apply from anywhere and we look at CVs from the perspective of experience and qualifications for the role - nothing else."
| Male | Gay/ lesbian | 3-Senior management | Scotland
2
:
Org approaches; recruitment; based on experience
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"The only variables that are considered are their skill set(s), their relevant experience and their attitude set."
| Male | Straight /Heterosexual | Not specified | South East
2
:
Org approaches; leadership; treat people as individuals
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"We drive a person centred culture which focuses on the individual as opposed to their culture, colour, gender or sexual orientation (or indeed any other defining feature). "
| Male | Straight /Heterosexual | Not specified | North West
2
:
Org approaches; leadership; treat people as individuals
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"It's important to allow everyone a voice on the team as they represent a certain demographic. By doing the former we accommodate the employee and consumer indirectly."
| Female | Straight /Heterosexual | 2-Middle management | West Midlands
2
:
Org approaches; recruitment; external advertising to attract diversities
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"We are ensuring the majority of jobs at all levels are advertised externally as well as internally to attract a diverse workforce. "
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
2
:
Org approaches; recruitment; external advertising to attract diversities
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"The organisation could be more creative where they advertise in order to achieve a diverse workforce."
| Female | Straight /Heterosexual | 2-Middle management | West Midlands
1
:
Org approaches; recruitment; ignorance regarding topic
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"In the UAE it takes a "don't ask, so you don't get told" approach - a preference for ignorance on the topic and therefore no requirement to address anything."
| Female | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; enable equal opportunities
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"Take a stand as an equal opportunities employer and back that up with a statement about what that means"
| Female | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; D&I trailblazer
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"It would be good to see the firm be the trailblazer in D&I that it wants to be seen to be."
| Female | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; recruitment; enable unbiased recruitment
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"They could take individual actions to ensure their recruitment processes are fair and unbiased e.g. akin to blind auditions;"
| Female | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; apply same benefits to all staff
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"and ensure they apply the benefits equally to all staff without challenging non-'normative' couples and families."
| Female | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; merit based treatment
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Treat everyone on merit, no matter what the pain of that resource may bring"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; equal treatment
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
1
:
Org approaches; leadership; progression; enable shadowing
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"shadowing someone with experience in a particular field for small periods."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; recruitment; user-friendly policy
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"I think the best approach would be introducing a recruitment policy which is transparent, user-friendly and simple to understand."
| Female | Straight /Heterosexual | Not specified
1
:
Org approaches; recruitment; outsourcing for higher positions
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"I also recommend outsourcing recruitment work for higher positions to avoid bias when they are filled internally"
| Female | Straight /Heterosexual | Not specified
1
:
Org approaches; leadership; progression; ensure progression based on KPI
-->
Inclusive progression
3) Inclusive workplaces - the role of managers - Generic comment
"Everyone are able to progress higher in an organisation based on keys performance indicators which stipulated by the work of the organisation."
| Male | Prefer not to say | 2-Middle management
1
:
Org approaches; progression; inclusive progression policy
-->
Inclusive progression
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Establish a policy for recruitment, assessment, treatment, promotion etc."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; aware of unconscious bias
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Be aware of the existence of unconscious bias and keep open to differences."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; open minded
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Be aware of the existence of unconscious bias and keep open to differences."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; progression; equal opportunities
-->
Inclusive progression
5) Recruitment and progression - orgs could do MORE - Generic comment
"Recruitment and progression are opened to all. "
| Female | Straight /Heterosexual | 3-Senior management | East of England
1
:
Org approaches; leadership; recruitment; equal opportunities
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"All opportunity are made available to every individual irrespective of gender."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; progression; equal opportunities
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"All opportunity are made available to every individual irrespective of gender."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; recruitment; active diverse recruitment policy
-->
Inclusive recruitment
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Actively recruit diversity by stating clearly"
| Female | Straight /Heterosexual | Not specified
1
:
Org approaches; recruitment; clear policies
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"Clear policies and transparent measures"
| Female | Straight /Heterosexual | Not specified
1
:
Org approaches; progression; clear policies
-->
Inclusive progression
5) Recruitment and progression - orgs could do MORE - Generic comment
"Clear policies and transparent measures"
| Female | Straight /Heterosexual | Not specified
1
:
Org approaches; leadership; recruitment; ensure equal opportunities
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Generally they don't demand recruitment by gender
the labour market responds to a opening"
| Female | Straight /Heterosexual | Not specified
1
:
Org approaches; strategy; equal treatment
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"I believe so, I am an open lesbian and am a middle manager, I have no problems being open and honest about my sexuality within my workplace and being made to feel included"
| Female | Gay/ lesbian | 2-Middle management | South East
1
:
Org approaches; leadership; progression; encouraging others
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"This varies depending on the line managers and what skills they have, as to whether they encourage development."
| Female | Straight /Heterosexual | 1-Junior management | Scotland
1
:
Org approaches; recruitment; based on compassion/action/respect everyone values
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We will continue to support all people who are appropriate for the role into our organisation - we will always strive for the best people with the best qualties which match our values - CARE - Compassion, Action, Respect, Everyone."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Our approach is to look at the training need matching the business need, not who or what the person is."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"When we recruit for roles, we think of the fit for the role and within the organisation and are always keen to bring in experiences which broaden the skillset and lived experience of our team members."
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; recruitment; wording of vacancies needs to be changed
-->
Inclusive workplace
4) Recruitment and progression - orgs currently - Generic comment
"we need to recognise that simply wording changes as well as different methods of recruitment for different socio-economic backgrounds, in order to begin to change the gender equality, gender identify and socio-economic hardships for people of colour - it is this that will begin to improve female and BAME representation of the public sector workforce in general that will begin to automatically improve the potential for unrepresented groups at a senior management level. "
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; recruitment; recruitment methods need to be changed
-->
Inclusive workplace
4) Recruitment and progression - orgs currently - Generic comment
"we need to recognise that simply wording changes as well as different methods of recruitment for different socio-economic backgrounds, in order to begin to change the gender equality, gender identify and socio-economic hardships for people of colour - it is this that will begin to improve female and BAME representation of the public sector workforce in general that will begin to automatically improve the potential for unrepresented groups at a senior management level. "
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; leadership; to stop discrimination
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Individual managers need the freedom to take action to stop discrimination as soon as possible. "
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; leadership; leading by example
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Managers set a lead of how to engage with people, and are seen as leaders to be respected and respect others. Leading by example."
| Male | Straight /Heterosexual | 3-Senior management | East Midlands
1
:
Org approaches; recruitment; based on qualifications
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We don't use shortlists or agencies in the recruitment process. People are open to apply from anywhere and we look at CVs from the perspective of experience and qualifications for the role - nothing else."
| Male | Gay/ lesbian | 3-Senior management | Scotland
1
:
Org approaches; recruitment; based on attitude
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"The only variables that are considered are their skill set(s), their relevant experience and their attitude set."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; recruitment; review recruitment process
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We could review our recruitment process to make it as easy as possible for candidates to apply."
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; strategy; engaged with Athena SWAN
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"The University's engagement with Diversity Charter Mark schemes such as Athena SWAN and Stonewall's Diversity Champion Programme has supported the implementation of inclusive recruitment practices across the institution as a whole."
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; strategy; engaged with Stonewall's Diversity Champion Programme
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"The University's engagement with Diversity Charter Mark schemes such as Athena SWAN and Stonewall's Diversity Champion Programme has supported the implementation of inclusive recruitment practices across the institution as a whole."
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; recruitment; use diversity networks/platforms to promote job opportunities
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We could make use of diversity networks and platforms to promote job opportunities."
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; recruitment; adopt good practice according to Stonewall Diversity Champions
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"Use groups such as Stonewall and Pink Paper to advertise vacancies
"
| Female | Gay/ lesbian | 2-Middle management | London
1
:
Org approaches; leadership; trailblazers
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"However, I would say that some managers are more approachable than others."
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; groups; more focused groups
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We could do with more focused groups"
| Female | Straight /Heterosexual | 2-Middle management | West Midlands
1
:
Org approaches; leadership; equal treatment; based on performance/capability
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"PDRs are used as a way to identify possible progression and further training and not opinion or perception. It is all based on performance and capability and nothing else."
| Female | Straight /Heterosexual | 2-Middle management | West Midlands
1
:
Org approaches; recruitment; to include welcoming statements in job advertising
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We are working on including appropriate welcoming statements in our job packs and advertising"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; leadership; to follow organisational policies; support progression of all employees
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"Our organisation values and supporting policies require all managers to support the development and progression of all employees regardless of their gender, gender identity and or sexual orientation"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; recruitment; trying to diversify recruitment
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"We actively try to include diversity in our recruitment but it is very difficult when there is a small percentage of applicants that are not male."
| Male | Straight /Heterosexual | 3-Senior management | Scotland
1
:
Org approaches; progression; best person for the job
-->
Inclusive progression
5) Recruitment and progression - orgs could do MORE - Generic comment
"We are only interested in selecting the best person for a job/promotion etc. Nothing else is relevant"
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; forefront of good practice
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"its an important influencing role, managers need to walk the talk and be inclusive to set an example for others to follow."
| Female | Straight /Heterosexual | 2-Middle management | South West
1
:
Org approaches; recruitment; best fit for wider team
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"When we advertise for roles which do not require a specific gender, sexuality, ethnicity or age, we look specifically at the skills and talents of the individual, as well as how they will fit into the wider team"
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; recruitment; equal opportunities policy
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"We have a very clear equal opportunities policy."
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; progression; professional development training
-->
Inclusive progression
5) Recruitment and progression - orgs could do MORE - Generic comment
"additional professional development training would be helpful in supporting employees to progress in their roles. This is an area where some improvement would be useful."
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; leadership; recruitment; ensure merit based recruitment
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"We all do our best to ensure that the people we hire will bring new skills and experience to the team and that they will be team players who support and encourage each other's ;earing and development."
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; leadership; treat people as individuals
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"We hope they are also person centric and focus on strengths of every stakeholder."
| Male | Straight /Heterosexual | Not specified | North West
1
:
Org approaches; recruitment; involve customers in recruitment procedure
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"We recruit with the individual customer in mind. "
| Male | Straight /Heterosexual | Not specified | North West
1
:
Org approaches; progression; internal progression; embed organisational culture
-->
Inclusive progression
5) Recruitment and progression - orgs could do MORE - Generic comment
"We are huge advocates for internal progression so we can embed our culture into everything we do."
| Male | Straight /Heterosexual | Not specified | North West
1
:
Org approaches; strategy; zero tolerance to disrespectfulness
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"The organisation takes punitive action against those individuals being seen to show sexual, gender or other biased or adverse attitudes to the point of dismissal if proven"
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; strategy; zero tolerance to disrespectfulness
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"As long as no one is breaking any rules or being rude or disrespectful, I don't know how an organisation can ve expected to influence grown adults to think differently. "
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches; strategy; zero tolerance to disrespectfulness
-->
Inclusive progression
5) Recruitment and progression - orgs could do MORE - Generic comment
"The organisation takes punitive action against those individuals being seen to show sexual, gender or other biased or adverse attitudes to the point of dismissal if proven"
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; innovation; gender decoder to ensure there are no unconscious biases in adverts
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"We use a Gender decoder to ensure the language we use in our adverts doesn't convey unconscious biases."
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches; recruitment; expand advertising to wider audience
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We are already doing everything you suggest in the examples. I'm not sure what else we should do except continue to expand our advertising of opportunities to reach a wider audience. "
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches; leadership; overstretched so there is no sufficient time to develop ideas
-->
~Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"As a manager involved heavily in recruitment and training and progression, I would say that we know what we should do and have loads of great ideas to do things even better but we are overstretched and don't have the time to dedicate to development that we need."
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches; recruitment; policies need update
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"Up date policies"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; recruitment; policies need update
-->
~Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Recruitment policies and procedures can be updated and followed relatively easily and those changes and improvements are getting embedded but softer initiatives within the team to provide opportunities for staff are harder to get off the ground because of overworked managers and staff, limited time and insufficient resources."
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches; recruitment; no requirement for personal preferences disclosure
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"recruitment is completed without an ask for any information on personal preferences"
| Female | Straight /Heterosexual | 1-Junior management | East of England
1
:
Org approaches; recruitment; use Pink Paper to advertise vacancies
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"Use groups such as Stonewall and Pink Paper to advertise vacancies
"
| Female | Gay/ lesbian | 2-Middle management | London
1
:
Org approaches; leadership; support recruitment and progression
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"I think managers (and recruitment teams) are fundamental in supporting recruitment and progression of all workers."
| Female | Gay/ lesbian | 2-Middle management | London
1
:
Org approaches; leadership; supportive
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Supportive & understanding"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; supportive
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Supportive and received full training"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; recruitment; in line with organisational values
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"Open to all as long as individual accepts values of organisation and meet DBS requirements"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; understanding
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Supportive & understanding"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; feedback on proper wording of adverts
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Feedback on how to word job adverts and role outlines, sought from existing minority employees."
| Female | Straight /Heterosexual | 1-Junior management | South West
1
:
Org approaches; recruitment; no nepotism
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"There is still some suggestion at times that recruitment decisions are being made before the interviewing has taken place, its not rife, but it does exist and really should not these days."
| Female | Straight /Heterosexual | 2-Middle management | South West
1
:
Org approaches; recruitment; no judgement
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"It may indicate a lack of understanding y some, whom then just apply their own judgements instead of in accordance with the application criteria."
| Female | Straight /Heterosexual | 2-Middle management | South West
1
:
Org approaches; progression; talent management policy
-->
Inclusive progression
4) Recruitment and progression - orgs currently - Generic comment
"A talent management policy is in the process of adoption but I have yet to see any evidence of it being applied."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; recruitment; decentralised from leadership
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"There is a need for proper processes which are applied across the Group. It can't and should not be left to local leaders to operate completely independently (as long as they achieve financial targets)."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; progression; mentorship
-->
Inclusive progression
4) Recruitment and progression - orgs currently - Generic comment
"Surveys, data capture and analysis to monitor and review performance, Leadership programmes, coaching and mentoring programmes."
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; progression; shadowing
-->
Inclusive progression
4) Recruitment and progression - orgs currently - Generic comment
"The organisation offers shadowing, secondments, and on the job training."
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; progression; secondments
-->
Inclusive progression
4) Recruitment and progression - orgs currently - Generic comment
"The organisation offers shadowing, secondments, and on the job training."
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; progression; mentorship for all employees no only senior positions
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
" Mentorship programmes are in place for senior people but not for those at lower levels. "
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; progression; to enable anonymous applications for internal candidates
-->
Inclusive progression
5) Recruitment and progression - orgs could do MORE - Generic comment
"Application forms are anonymous, however, internal candidates can be tracked due to positions held, so it could be said that complete impartiality is not obtainable."
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; progression; survey to monitor/review performance
-->
Inclusive progression
4) Recruitment and progression - orgs currently - Generic comment
"Surveys, data capture and analysis to monitor and review performance, Leadership programmes, coaching and mentoring programmes."
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; progression; data capture to monitor/review performance
-->
Inclusive progression
4) Recruitment and progression - orgs currently - Generic comment
"Surveys, data capture and analysis to monitor and review performance, Leadership programmes, coaching and mentoring programmes."
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; progression; coaching
-->
Inclusive progression
4) Recruitment and progression - orgs currently - Generic comment
"Surveys, data capture and analysis to monitor and review performance, Leadership programmes, coaching and mentoring programmes."
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; progression; leadership programme
-->
Inclusive progression
4) Recruitment and progression - orgs currently - Generic comment
"Surveys, data capture and analysis to monitor and review performance, Leadership programmes, coaching and mentoring programmes."
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; leadership; ensure balanced panels
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Balanced Panels, focused interview questions on workplace culture, DEi initiatives etc"
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; leadership; ensure focused interview questions
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Balanced Panels, focused interview questions on workplace culture, DEi initiatives etc"
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; leadership; understand staff abilities/personalities
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"Therefore it's important that they understand the workforce in terms of personalities and abilities."
| Female | Straight /Heterosexual | 2-Middle management | West Midlands
1
:
Org approaches; recruitment; improve benefit packages
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"The company needs to improve its benefits package for everyone - that will aid recruitment"
| Male | Straight /Heterosexual | 1-Junior management | South East
1
:
Org approaches; recruitment; nepotism present in some cases
-->
~Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"recruitment was taken seriously sometimes and other times people appeared without any interviewing."
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; recruitment; recognise talent
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"talent was not recognised and misleading statements regarding job security occurred"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; leadership; concerned about staff's wellbeing
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"wellbeing was high on my managers list"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; leadership; non discriminatory
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"They need clear posiitve non discrimiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiiinatory leadership"
| Male | Gay/ lesbian | 3-Senior management | South East
1
:
Org approaches; leadership; role models
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"Visible role models"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; progression; progression targets presented
-->
Inclusive progression
5) Recruitment and progression - orgs could do MORE - Generic comment
"Show progression and growth targets"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; leadership; encourage allyship
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
" Encourage allyship"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; progression; based on required skills
-->
Inclusive progression
4) Recruitment and progression - orgs currently - Generic comment
"everyone is encouraged to apply for promotions that they have the skills for, regardless of gender, gender identity or sexual orientation
groups such as women, those who are transgender, or gay / bi / lesbians aren't encouraged any more than others."
| Female | Bi/ bisexual | 0-Non-management | South East
1
:
Org approaches; recruitment; seek guidance on best practice
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"Seek guidance on best practice an adopting that."
| Male | Straight /Heterosexual | Not specified | Scotland
1
:
Org approaches; leadership; recruitment; responsible/accountable
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"They are totally responsible and accountable for supporting this"
| Male | Straight /Heterosexual | Not specified | Scotland
1
:
Org approaches; progression; support protected groups to make progress
-->
Inclusive progression
5) Recruitment and progression - orgs could do MORE - Generic comment
"some protected characteristic groups would need support to make progress in the organisation"
| Female | Straight /Heterosexual | 3-Senior management | East of England
1
:
Org approaches; progression; focus on achievements
-->
Inclusive progression
4) Recruitment and progression - orgs currently - Generic comment
"focus is on individual's achievements and abilities"
| Male | Straight /Heterosexual | 2-Middle management | South West
1
:
Org approaches; progression; focus on abilities
-->
Inclusive progression
4) Recruitment and progression - orgs currently - Generic comment
"focus is on individual's achievements and abilities"
| Male | Straight /Heterosexual | 2-Middle management | South West
1
:
Org approaches; progression; provide wider range of career profiles
-->
Inclusive progression
5) Recruitment and progression - orgs could do MORE - Generic comment
"provide a wider range of career profiles covering more diverse characteristics"
| Male | Straight /Heterosexual | 2-Middle management | South West
1
:
Org approaches; leadership; help staff identify development needs
-->
Inclusive progression
6) Recruitment and progression - role of managers - Generic comment
"The good ones help individuals identify their development needs and support individuals in addressing them, this includes highlighting progression opportunities, encouraging and supporting applications."
| Male | Straight /Heterosexual | 2-Middle management | South West
general: Differences
general: Differences: level 1
#ETHNICITY_PV:
| from_label |
to_label |
Diverse ethnic groups |
White |
| Org approaches |
Inclusive progression |
8 |
26 |
| Totals |
|
29 |
205 |
#ORG SIZE_PV:
| from_label |
to_label |
0: No employees |
3: 10-49 employees |
4: 50-249 employees |
5: 250-499 employees |
6: 500+ employees |
| Org approaches |
Inclusive progression |
0 |
2 |
0 |
0 |
23 |
| Totals |
|
5 |
18 |
31 |
11 |
105 |
#ROLE_IN_ORGANISATION_PV:
No highly significant results
#IndustrySector_PV:
| from_label |
to_label |
Administration and support services |
Education |
Electricity, gas, steam and air-conditioning |
Financial services |
Health and social work |
Manufacturing |
Other |
Professional services |
Public admin, defence, social security |
Transportation and storage |
Water supply and other |
Wholesale and retail trade and other |
| Org approaches |
Inclusive progression |
3 |
1 |
2 |
5 |
6 |
0 |
3 |
0 |
5 |
1 |
1 |
1 |
| Totals |
|
7 |
19 |
5 |
11 |
33 |
2 |
52 |
5 |
31 |
6 |
3 |
3 |
#Gender:
| from_label |
to_label |
Female |
I'd prefer not to say |
Male |
| no influence |
no consequence |
9 |
1 |
0 |
| Totals |
|
139 |
4 |
91 |
#Gender identity:
No highly significant results
#Sexual orientation:
No highly significant results
#AGE_PV:
| from_label |
to_label |
"18-24" |
"25-34" |
"35-44" |
"45-54" |
"55-64" |
65+ |
| no influence |
no consequence |
0 |
0 |
8 |
1 |
1 |
0 |
| Totals |
|
5 |
12 |
53 |
65 |
54 |
45 |
#SEC_main_earner:
| from_label |
to_label |
-- |
0-Lower socio-economic backgrounds |
1-Intermediate backgrounds |
2-Professional backgrounds |
| Org approaches |
Inclusive progression |
9 |
4 |
5 |
16 |
| Totals |
|
83 |
54 |
16 |
81 |
general: Differences: level 2
#ETHNICITY_PV:
| from_label |
to_label |
Diverse ethnic groups |
White |
| Org approaches; progression |
Inclusive progression |
7 |
16 |
| Totals |
|
29 |
205 |
#ORG SIZE_PV:
| from_label |
to_label |
0: No employees |
3: 10-49 employees |
4: 50-249 employees |
5: 250-499 employees |
6: 500+ employees |
| Org approaches; recruitment |
Inclusive recruitment |
3 |
7 |
7 |
5 |
16 |
| Totals |
|
5 |
18 |
31 |
11 |
105 |
#ROLE_IN_ORGANISATION_PV:
No highly significant results
#IndustrySector_PV:
| from_label |
to_label |
Administration and support services |
Education |
Electricity, gas, steam and air-conditioning |
Financial services |
Health and social work |
Manufacturing |
Other |
Professional services |
Public admin, defence, social security |
Transportation and storage |
Water supply and other |
Wholesale and retail trade and other |
| Org approaches; progression |
Inclusive progression |
2 |
0 |
1 |
5 |
5 |
0 |
1 |
0 |
3 |
0 |
1 |
1 |
| Totals |
|
7 |
19 |
5 |
11 |
33 |
2 |
52 |
5 |
31 |
6 |
3 |
3 |
#Gender:
| from_label |
to_label |
Female |
I'd prefer not to say |
Male |
| no influence |
no consequence |
9 |
1 |
0 |
| Totals |
|
139 |
4 |
91 |
#Gender identity:
No highly significant results
#Sexual orientation:
No highly significant results
#AGE_PV:
| from_label |
to_label |
"18-24" |
"25-34" |
"35-44" |
"45-54" |
"55-64" |
65+ |
| no influence |
no consequence |
0 |
0 |
8 |
1 |
1 |
0 |
| Totals |
|
5 |
12 |
53 |
65 |
54 |
45 |
#SEC_main_earner:
| from_label |
to_label |
-- |
0-Lower socio-economic backgrounds |
1-Intermediate backgrounds |
2-Professional backgrounds |
| Org approaches; progression |
Inclusive progression |
5 |
3 |
5 |
10 |
| Totals |
|
83 |
54 |
16 |
81 |
general: Differences: level 1
#ETHNICITY_PV:
No highly significant results
#ORG SIZE_PV:
No highly significant results
#ROLE_IN_ORGANISATION_PV:
No highly significant results
#IndustrySector_PV:
No highly significant results
#Gender:
| from_label |
to_label |
Female |
I'd prefer not to say |
Male |
| no influence |
no consequence |
9 |
1 |
0 |
| Totals |
|
139 |
4 |
91 |
#Gender identity:
No highly significant results
#Sexual orientation:
No highly significant results
#AGE_PV:
| from_label |
to_label |
"18-24" |
"25-34" |
"35-44" |
"45-54" |
"55-64" |
65+ |
| no influence |
no consequence |
0 |
0 |
8 |
1 |
1 |
0 |
| Totals |
|
5 |
12 |
53 |
65 |
54 |
45 |
#SEC_main_earner:
No highly significant results
theme:gender
theme:gender: Notable quotes
1
:
Org approaches; networking; group for sharing experiences /theme:gender
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"We have been holding Menopause Cafe's for around 4 years, where women can talk about the topic and share experiences."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; recruitment; based on compassion/action/respect everyone values
-->
Inclusive recruitment; theme:gender
5) Recruitment and progression - orgs could do MORE - Gender
"We will continue to support all people who are appropriate for the role into our organisation - we will always strive for the best people with the best qualties which match our values - CARE - Compassion, Action, Respect, Everyone."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive recruitment; theme:gender
6) Recruitment and progression - role of managers - Gender
"Our approach is to look at the training need matching the business need, not who or what the person is."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; strategy; promoting gender equality; SWAN award
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"The University holds a Silver Athena SWAN award recognising good employment practices in promoting gender equality. "
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; strategy; pay gap /theme:gender
-->
~Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Gender
"The gender pay gap is still an issue - particularly in senior academic (Professor) and administrative roles. "
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; strategy; publish pay gaps/theme: gender
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"We publish gender and race pay gaps and have just started reporting pay gap for Sexuality as well"
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches recruitment; training on unbiased interviewing
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
" Gender is not a factor in recruitment, and the company offers training in unbiased interviewing and awareness of subconscious bias when choosing people to work with."
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; strategy; obsessed/theme:gender
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"My organisation is obsessed with gender"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
1
:
~Org approaches;~leadership;~sanctions unacceptable behaviour
-->
~Inclusive workplace;~theme:gender
3) Inclusive workplaces - the role of managers - Gender
"Managers don't call out bad practice - 'banter' about / directed at women has been heard from senior managers on multiple occasions"
| Female | Bi/ bisexual | 0-Non-management | South East
theme:gender: Map
theme:gender: Approaches including actions, strategy/policy, training
| label |
out_degree |
in_degree |
| Inclusive workplace; theme:gender |
0 |
47 |
| Inclusive workplace |
0 |
6 |
| Org approaches; strategy; equal treatment |
6 |
0 |
| Org approaches; actions; ensure /theme:gender equality in all fields/aspects |
5 |
0 |
| Inclusive recruitment; theme:gender |
0 |
3 |
| label |
out_degree |
in_degree |
| Org approaches |
65 |
0 |
| Inclusive workplace |
0 |
54 |
| ~Inclusive workplace |
0 |
4 |
| Inclusive recruitment |
0 |
4 |
| Inclusive progression |
0 |
2 |
6
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"All treated equally"
| Male | Straight /Heterosexual | 3-Senior management | East Midlands
6
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"All treated equally"
| Male | Straight /Heterosexual | 3-Senior management | East Midlands
6
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"Everybody is treated openly and honestly as equals,"
| Male | Straight /Heterosexual | Not specified | South East
6
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"A person's gender is not an issue"
| Male | Straight /Heterosexual | Not specified | South East
6
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"As all are treated equally the current processes etc seem adequate"
| Male | Straight /Heterosexual | Not specified | South East
6
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
3
:
Org approaches; policy; well implemented policies /theme:gender equality
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing - generic
"Generally well implemented policies on gender equality, others such as LGBTQ representation - to some extent yes but I am not convinced that it is well monitored as followed by lower levels"
| Female | Straight /Heterosexual | 3-Senior management | North West
3
:
Org approaches; policy; well implemented policies /theme:gender equality
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"Openly accepted, fully implemented and policies and recruitment programmes in place to improve the female representation on a senior level."
| Female | Straight /Heterosexual | 3-Senior management | North West
3
:
Org approaches; policy; well implemented policies /theme:gender equality
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"We have and implement a gender equality policy"
| Male | Straight /Heterosexual | 3-Senior management | Scotland
3
:
Org approaches; policy; policy/theme: gender equality
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"Has policies for equal pay and gender equality"
| Female | Gay/ lesbian | 2-Middle management | South East
3
:
Org approaches; policy; policy/theme: gender equality
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"All of the above including parental leave are covered in the relevant policies"
| Female | Gay/ lesbian | 2-Middle management | South East
3
:
Org approaches; policy; policy/theme: gender equality
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"It has a comprehensive suite of inclusive policies and practices that support gender in the workplace."
| Female | Straight /Heterosexual | 0-Non-management | South West
1
:
Org approaches; actions; societal/cultural difference needs to be changed
-->
~Inclusive recruitment; theme:gender
5) Recruitment and progression - orgs could do MORE - Generic comment
"It is sad that we even have to have such conversations, rules, policies and 'surveys' - but we must work together to change societal / cultural difference in these areas."
| Male | Straight /Heterosexual | 3-Senior management
1
:
Org approaches; training; general training to support managers
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"Good Support and regular training (keeping current)"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; policy; theme:gidentity seen as personal choice
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"Seen as a personal choice and not force outed"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; ensure /theme:gender equality
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Gender equality"
| Male | Straight /Heterosexual | 3-Senior management
1
:
Org approaches; actions; ensure /theme:gender equality
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"There needs to be better parental leave without prejudice of gender, this needs to be addressed and any gender made to feel able to request such leave. The organisation should stop making assumptions on who is capable of giving care."
| Female | Straight /Heterosexual | 1-Junior management | East of England
1
:
Org approaches; actions; include /theme:LGBT
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Gender
"We recognised two main gender only which are females and males employees."
| Male | Prefer not to say | 2-Middle management
1
:
Org approaches; training; periodic /theme:gender training
-->
Inclusive workplace
1) Inclusive workplaces - what orgs are currently doing - generic
"The company conducts periodic training throughout the organization"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; ensure /theme:gender equality in all fields/aspects
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Gender
"Gender Equality is followed in organization towards the equal opportunity, pay, increment or promotion."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; ensure /theme:gender equality in all fields/aspects
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender identity
"gender equality is followed in terms on opportunity, pay, increment or promotion"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; ensure /theme:gender equality in all fields/aspects
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Gender
"Gender equality is followed in terms of opportunity, pay, promotion etc."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; ensure /theme:gender equality in all fields/aspects
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"Gender Equality is followed in several occasions likewise, opportunity, pay, etc."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; ensure /theme:gender equality in all fields/aspects
-->
Inclusive progression
5) Recruitment and progression - orgs could do MORE - Gender
"Gender Equality is followed in organization towards the equal opportunity, pay, increment or promotion."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; policy; starting to create new policies /theme:gender
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"Starting to address issues and put policies in place for menopause, men's health etc."
| Female | Straight /Heterosexual | 1-Junior management | Scotland
1
:
Org approaches; actions; recognising different needs /theme:gender identity
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"Recognising different needs and putting measures in place to assist"
| Female | Straight /Heterosexual | 1-Junior management | Scotland
1
:
Org approaches; strategy; encouraging GE
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"being an industrial company historically most workshop employees are male, however there is encouragement to take on female apprentices and any apprentice based on their ability."
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; training; awareness training /theme:gender
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"Our workpforce is mainly female - 83%. We have introduced Menopause awareness training for managers and also anyone affect by menopuase"
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; strategy; good communication /theme:gender
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"I think we will continue to listen to people"
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; strategy; acting upon surveys /theme:gender
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"be responsive to staff surveys "
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; strategy; versed/implemented /theme:gender
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"Well versed in this and implmented for a long time"
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; policy; policy to increase equality /theme:gender equality
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"there are policies and programmes in place to increase the equality between men and women in senior management roles."
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; strategy; programmes to improve management skills /theme:gender
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"We have programmes in place to improve management skills for women "
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; policy; policies to prevent discrimination /theme:gender
-->
Inclusive progression; theme:gender
6) Recruitment and progression - role of managers - Gender
"In theory, all progression should be fair and we do have policies in place to prevent discrimination. "
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; strategy; based on merit
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"Who cares - the question is "are they any good at the job?""
| Male | Gay/ lesbian | 3-Senior management | Scotland
1
:
Org approaches; strategy; supportive
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"There has to be much greater support for women"
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; strategy; promoting gender equality; SWAN award
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"The University holds a Silver Athena SWAN award recognising good employment practices in promoting gender equality. "
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; strategy; find role models
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"Authentic role models"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; strategy; pay gap /theme:gender
-->
~Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Gender
"The gender pay gap is still an issue - particularly in senior academic (Professor) and administrative roles. "
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; strategy; annual report/action plan /theme:genderpaygap
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"We publish an annual report and action plan in relation to the gender pay gap. "
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; training; unconscious bias training for members of recruitment panel
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"Unconscious Bias training for panellists"
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; strategy; mentoring schemes /theme:gender
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"We do mentoring schemes, and our HR Director specifically targets females with a passion for performance for personal mentoring."
| Female | Straight /Heterosexual | 2-Middle management | West Midlands
1
:
Org approaches; policy; policies that ensure inclusive workplace
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"we are confident that we have the policies and processes and behaviours in place that ensure we are an inclusive workplace"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; policy; equal pay
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"Has policies for equal pay and gender equality"
| Female | Gay/ lesbian | 2-Middle management | South East
1
:
Org approaches; strategy; awareness/theme:gender
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Be more aware of current attitudes around gender and equality"
| Male | Straight /Heterosexual | 3-Senior management | Scotland
1
:
Org approaches; strategy; awareness/theme:gender
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"Be more aware of current attitudes around gender and equality"
| Male | Straight /Heterosexual | 3-Senior management | Scotland
1
:
Org approaches; training; equality training
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"There is mandatory training on protected characteristics under the Equalities Act "
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches; strategy; flexible working
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"Opportunities are open to all and flexible working is offered for most roles. We also have flexitime and no set core hours which allows people to manage their work-life balance."
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches; strategy; publish pay gaps/theme: gender
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"We publish gender and race pay gaps and have just started reporting pay gap for Sexuality as well"
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches; policy; policies need update/theme: gender
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"It has not filtered down that any gender may need to take leave for care, it is still predominantly thought to be a females role, especially for children, managers are not taking care to look at the newer procedures and staff are having to fight for rights"
| Female | Straight /Heterosexual | 1-Junior management | East of England
1
:
Org approaches; strategy; not widely addressed/theme:gender
-->
~Inclusive workplace; ~theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"Again this is not addressed widely enough"
| Female | Straight /Heterosexual | 1-Junior management | East of England
1
:
Org approaches; strategy; individual must support values of the company
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"Individual must supports the values of programme and meets all the requirements under DBS"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; policy; policies under review
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"Policies continuously under review"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; strategy; does not differentiate/theme:gender
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"Does not differentiate between genders."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
1
:
Org approaches; strategy; anonymous feedback system
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"Anonymous feedback systems about experiences."
| Female | Straight /Heterosexual | 1-Junior management | South West
1
:
Org approaches; strategy; low percentage/theme:gender in senior positions
-->
~Inclusive workplace; ~theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"there are still considerably more women recruited at lower levels than the percentage of women in the most senior positions at the top represents"
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; actions; equality proactive
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"I would have liked to see more equality proactive moves not just compliance in policy etc"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; strategy; reductive stereotypes/theme:gender
-->
~Inclusive workplace; ~theme:gender
1) Inclusive workplaces - what orgs are currently doing - generic
"potentially harmful to women by fully subscribing to untested ideas and reductive stereotypes about what is male and female"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
1
:
Org approaches; strategy; obsessed/theme:gender
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"My organisation is obsessed with gender"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
1
:
Org approaches; strategy; reverse mentoring
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"Reverse mentoring
"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; training; train managers on policies
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"Train senior managers on our policies "
| Male | Straight /Heterosexual | Not specified | Scotland
1
:
Org approaches; strategy; extend knowledge/commitment
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"Extend the knowledge and commitment lower down the organisation even more."
| Male | Straight /Heterosexual | Not specified | Scotland
1
:
Org approaches; strategy; champions
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"They have gender champion"
| Female | Straight /Heterosexual | 3-Senior management | East of England
1
:
Org approaches; strategy; champion at organisational level
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"Organisation's level Champion"
| Female | Straight /Heterosexual | 3-Senior management | East of England
1
:
Org approaches; strategy; promotion of/theme:gender groups
-->
Inclusive workplace
1) Inclusive workplaces - what orgs are currently doing - generic
"promotion and support to staff networks covering a range of groups including women and LGBTQ+
support and promotion of LGBTQ+ allies
senior 'champions' for inclusion and specific characteristics
reverse mentoring
clear well publicised bullying and harassment policy
"
| Male | Straight /Heterosexual | 2-Middle management | South West
theme:gender: Leadership
| label |
frequency |
| Inclusive workplace; theme:gender |
28 |
| Inclusive recruitment; theme:gender |
7 |
| Org approaches; leadership; equal treatment |
7 |
| Inclusive progression; theme:gender |
5 |
| Org approaches; leadership; leading by example |
3 |
| Org approaches; leadership; training for staff |
2 |
| Org approaches; leadership; unbiased approach |
2 |
| Org approaches; leadership; unbiased approach; best fit for the job |
2 |
| Org approaches; leadership; supportive |
2 |
| Inclusive workplace |
1 |
| Inclusive recruitment; theme:LGBT |
1 |
| Inclusive workplace; theme:gidentity |
1 |
| Org approaches; leadership; ensure /theme:gender equality in all aspects of work |
1 |
| Org approaches; leadership; attending awareness trainings /theme:gender |
1 |
| Org approaches; leadership; evolving in the field of gender issues |
1 |
| ~Inclusive workplace; ~theme:gender |
1 |
| Org approaches; leadership; fair treatment |
1 |
| Org approaches; leadership; bias not accepted |
1 |
| Org approaches; leadership; sanctions unacceptable behaviour |
1 |
| Org approaches; leadership; act as professional support lead for SWAN activities |
1 |
| Org approaches; leadership; trained to promote workplace diversity; theme: gender/gidentity/LGBT |
1 |
| Org approaches; leadership; to follow organisational policies; support progression of all employees |
1 |
| Org approaches; leadership; ensure equal treatment |
1 |
| Org approaches; leadership; forefront of good practice |
1 |
| Org approaches; leadership; recruitment; irrelevant/theme:LGBTQ+ |
1 |
| Org approaches; leadership; doesn't ensure gender equality |
1 |
| Org approaches; leadership; received full training |
1 |
| Org approaches; leadership; understanding |
1 |
| Org approaches; leadership; not judging; competence and performance important |
1 |
| Org approaches; leadership; provide development opportunities |
1 |
| Org approaches; leadership; diverse leadership/theme:gender |
1 |
| Org approaches; leadership; stand out and take responsibilities |
1 |
| Org approaches; leadership; concerned about staff's wellbeing |
1 |
| Org approaches; leadership; not using/theme:gidentity in oppressive way |
1 |
| Org approaches; leadership; advocate form minority members |
1 |
| Org approaches; leadership; encourage allyship |
1 |
| Org approaches; leadership; promotes company's intolerance of discrimination |
1 |
| Org approaches; leadership; signpost employees for diversity groups |
1 |
| Org approaches; leadership; offer inclusive diverse opportunities |
1 |
5
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"Gender doesn't matter for individual manager in considering progression of any individual."
| Male | Straight /Heterosexual | 2-Middle management
5
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"All treated equally"
| Male | Straight /Heterosexual | 3-Senior management | East Midlands
5
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"As all are treated equally the current induction and management etc seem adequat"
| Male | Straight /Heterosexual | Not specified | South East
5
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
5
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
3
:
Org approaches; leadership; leading by example
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"As an organisation this is lived by our deeds and actions and is supported by our board and driven by our senior leaders and managers"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
3
:
Org approaches; leadership; leading by example
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"walk the talk in all situations that need it"
| Male | Straight /Heterosexual | Not specified | Scotland
3
:
Org approaches; leadership; leading by example
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"They share the knowledge and let it be known that we are intolerant of any discrimination. Then be seen to walk the talk - calling out any diversion from policy."
| Male | Straight /Heterosexual | Not specified | Scotland
2
:
Org approaches; leadership; training for staff
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"Continue applying the training"
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; leadership; training for staff
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender identity
"Continue applying the training"
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; leadership; unbiased approach
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"not judging"
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; leadership; unbiased approach
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender identity
"not judging"
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive recruitment; theme:gender
6) Recruitment and progression - role of managers - Gender
"Our approach is to look at the training need matching the business need, not who or what the person is."
| Female | Straight /Heterosexual | 2-Middle management | East of England
2
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive recruitment; theme:gender
6) Recruitment and progression - role of managers - Gender
"We are interested in having the best person for any job."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; equal treatment
-->
Inclusive recruitment; theme:gender
6) Recruitment and progression - role of managers - Gender
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
1
:
Org approaches; leadership; equal treatment
-->
Inclusive progression; theme:gender
6) Recruitment and progression - role of managers - Gender
"Individual managers need to support all staff equality in respect of their ethnicity"
| Female | Straight /Heterosexual | 3-Senior management | East of England
1
:
Org approaches; leadership; ensure /theme:gender equality in all aspects of work
-->
Inclusive workplace; theme:gender
6) Recruitment and progression - role of managers - Gender
"Gender equality is followed by organization in terms of opportunity, pay, incentives, promotions."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; attending awareness trainings /theme:gender
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"Our workpforce is mainly female - 83%. We have introduced Menopause awareness training for managers and also anyone affect by menopuase"
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; leadership; evolving in the field of gender issues
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"I think we are forever evolving to a more inclusive culture."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; leadership; fair treatment
-->
Inclusive recruitment; theme:gender
6) Recruitment and progression - role of managers - Gender
"These are embedded and have been for years so managers at all levels are fair and if not action can and is taken against them."
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; leadership; bias not accepted
-->
Inclusive workplace; theme:gender
6) Recruitment and progression - role of managers - Generic comment
"We simply won't accept bias on the grounds of sexuality/gender. "
| Male | Gay/ lesbian | 3-Senior management | Scotland
1
:
Org approaches; leadership; sanctions unacceptable behaviour
-->
Inclusive workplace; theme:gender
6) Recruitment and progression - role of managers - Generic comment
"We simply won't accept bias on the grounds of sexuality/gender. If that's expressed then the individual is taken aside and coached"
| Male | Gay/ lesbian | 3-Senior management | Scotland
1
:
Org approaches; leadership; act as professional support lead for SWAN activities
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"School Managers usually act as the Professional Support lead for Athena SWAN activities within their home department, and promote local activities to support gender equality."
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; leadership; trained to promote workplace diversity; theme: gender/gidentity/LGBT
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"All our managers have received training in promoting workplace diversity including the equality of opportunity of all regardless of gender, gender identity or sexual orientation. "
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; leadership; to follow organisational policies; support progression of all employees
-->
Inclusive progression; theme:gender
6) Recruitment and progression - role of managers - Gender
"Our organisation values and supporting policies require all managers to support the development and progression of all employees regardless of their gender, gender identity and or sexual orientation"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; leadership; ensure equal treatment
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"We work in a very male dominated sector and our managers have to ensure that all employees regardless of sexual orientation, gender or attitude are treated equallly"
| Male | Straight /Heterosexual | 3-Senior management | Scotland
1
:
Org approaches; leadership; forefront of good practice
-->
Inclusive recruitment; theme:gender
6) Recruitment and progression - role of managers - Gender
"Our management is at the forefront of good practice in relation to training and recruitment and has been for many years. "
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; recruitment; irrelevant/theme:LGBTQ+
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Gender
"Their credentials in relation to LGBTQ+ etc are irrelevant."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; doesn't ensure gender equality
-->
~Inclusive workplace; ~theme:gender
3) Inclusive workplaces - the role of managers - Gender
"I have witnessed local management not allowing a male member of staff time for childcare, they decided he had a female partner (who worked for another company) and she should look after the children. This took a long time to resolve and nearly lost the organisation a long term and efficient worker."
| Female | Straight /Heterosexual | 1-Junior management | East of England
1
:
Org approaches; leadership; supportive
-->
Inclusive recruitment; theme:gender
6) Recruitment and progression - role of managers - Gender
"Supportive & understanding"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; supportive
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"Supportive and received full training"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; received full training
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"Supportive and received full training"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; understanding
-->
Inclusive recruitment; theme:gender
6) Recruitment and progression - role of managers - Gender
"Supportive & understanding"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; not judging; competence and performance important
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"No matter, as long as they are competent and perform satisfactorily."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; provide development opportunities
-->
Inclusive progression; theme:gender
6) Recruitment and progression - role of managers - Gender
"Line Managers need to support and provide opportunities for women to grow and develop professionally."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; leadership; diverse leadership/theme:gender
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Gender balanced boards and improved diversity at board level."
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; leadership; stand out and take responsibilities
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"no managers stood out as taking responsibility for these areas"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; leadership; concerned about staff's wellbeing
-->
Inclusive progression; theme:gender
6) Recruitment and progression - role of managers - Gender
"wellbeing was high on my managers list"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; leadership; not using/theme:gidentity in oppressive way
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender
"Stop using gender identity in a way which is oppressive as it has become"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
1
:
Org approaches; leadership; advocate form minority members
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"Advocate for minorty member
"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; leadership; encourage allyship
-->
Inclusive progression; theme:gender
6) Recruitment and progression - role of managers - Gender
"Encourage allyship"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; leadership; promotes company's intolerance of discrimination
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"They share the knowledge and let it be known that we are intolerant of any discrimination. Then be seen to walk the talk - calling out any diversion from policy."
| Male | Straight /Heterosexual | Not specified | Scotland
1
:
Org approaches; leadership; signpost employees for diversity groups
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"There is a Gender network group that managers can signpost to their staff members"
| Female | Straight /Heterosexual | 3-Senior management | East of England
1
:
Org approaches; leadership; offer inclusive diverse opportunities
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"offer inclusive diverse oportunities"
| Male | Straight /Heterosexual | 2-Middle management | Scotland
theme:gender: Recruitment & Progression
| label |
frequency |
| Inclusive recruitment; theme:gender |
52 |
| Inclusive workplace; theme:gender |
14 |
| Inclusive progression; theme:gender |
14 |
| Org approaches; leadership; equal treatment |
7 |
| Status quo; satisfactory |
5 |
| Org approaches; actions; ensure /theme:gender equality in all fields/aspects |
5 |
| Inclusive recruitment |
4 |
| Org approaches; recruitment; equal treatment |
4 |
| Org approaches; recruitment; based on #merit- |
3 |
| Inclusive workplace |
3 |
| Org approaches; recruitment; blind recruitment |
3 |
| Org approaches; progression; inclusive progression programme /theme:gender /theme:gidentity /theme:LGBT |
3 |
| Org approaches; recruitment; diverse interview panels /theme:gender |
3 |
| ~Inclusive recruitment; theme:gender |
2 |
| ~Org approaches; ~recruitment; ~positive discrimination |
2 |
| Inclusive recruitment; theme:LGBT |
2 |
| Org approaches; recruitment; based on required skills |
2 |
| Org approaches; progression; equal opportunities |
2 |
| Org approaches; recruitment; recruitment training /theme:gender |
2 |
| Inclusive recruitment; theme:gidentity |
2 |
| Org approaches; leadership; unbiased approach; best fit for the job |
2 |
| Org approaches; recruitment; equal opportunities |
2 |
| Org approaches; recruitment; no barriers /theme:gender |
2 |
| Org approaches; recruitment; best person for the job |
2 |
| Org approaches; progression; development opportunities/theme:gender |
2 |
| Org approaches; leadership; supportive |
2 |
| Org approaches; progression; mentorship |
2 |
| Org approaches; recruitment; not using/theme:gidentity in oppressive way |
2 |
| Org approaches; actions; societal/cultural difference needs to be changed |
1 |
| Inclusive progression |
1 |
| Org approaches; recruitment; positive discrimination |
1 |
| Org approaches; recruitment; transparent recruitment |
1 |
| Org approaches; progression; equal treatment |
1 |
| Org approaches; recruitment; establish /theme:gender equality policy |
1 |
| Org approaches; recruitment; equal opportunity |
1 |
| Inclusive progression; theme:LGBT |
1 |
| Org approaches; recruitment; not /theme:gender specific |
1 |
| Org approaches; recruitment; based on compassion/action/respect everyone values |
1 |
| Org approaches; recruitment; recruitment methods need to be changed |
1 |
| Org approaches; strategy; programmes to improve management skills /theme:gender |
1 |
| Org approaches; recruitment; gamified recruitment policy |
1 |
| Org approaches; recruitment; sponsorship programmes /theme:gender equality /theme:gidentity /theme:LGBT |
1 |
| Org approaches; policy; policies to prevent discrimination /theme:gender |
1 |
| Org approaches; leadership; fair treatment |
1 |
| Org approaches; recruitment; based on qualifications |
1 |
| Org approaches; recruitment; based on experience |
1 |
| Inclusive progression; theme:gidentity |
1 |
| Org approaches; recruitment; gender neutral language in job adverts |
1 |
| Org approaches; training; unconscious bias training for members of recruitment panel |
1 |
| Org approaches; progression; promotion depending on quality not quantity on work |
1 |
| Org approaches; recruitment; to include welcoming statements in job advertising |
1 |
| Org approaches; leadership; to follow organisational policies; support progression of all employees |
1 |
| Org approaches; recruitment; trying to diversify recruitment |
1 |
| Org approaches; progression; best person for the job |
1 |
| Org approaches; leadership; forefront of good practice |
1 |
| Org approaches; leadership; recruitment; irrelevant/theme:LGBTQ+ |
1 |
| Org approaches; recruitment; in line with organisational values |
1 |
| Org approaches; leadership; understanding |
1 |
| Org approaches; recruitment; efforts to increase/theme:gender equality |
1 |
| Org approaches; leadership; provide development opportunities |
1 |
| Org approaches; progression; no/theme:gender barrier for promotion |
1 |
| Org approaches recruitment; training on unbiased interviewing |
1 |
| Org approaches; recruitment; action to be taken against nepotism |
1 |
| Org approaches; recruitment; leadership to follow company ideal |
1 |
| Org approaches; recruitment; recognise talent |
1 |
| Org approaches; leadership; concerned about staff's wellbeing |
1 |
| Org approaches; recruitment; balanced interview panel |
1 |
| Org approaches; progression; allyship |
1 |
| Org approaches; leadership; encourage allyship |
1 |
| Org approaches; recruitment; seek guidance on best practice |
1 |
5
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"Gender doesn't matter for individual manager in considering progression of any individual."
| Male | Straight /Heterosexual | 2-Middle management
5
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"All treated equally"
| Male | Straight /Heterosexual | 3-Senior management | East Midlands
5
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"As all are treated equally the current induction and management etc seem adequat"
| Male | Straight /Heterosexual | Not specified | South East
5
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
5
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
4
:
Org approaches; recruitment; equal treatment
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"Ignored"
| Male | Gay/ lesbian | 3-Senior management | Scotland
4
:
Org approaches; recruitment; equal treatment
-->
Inclusive recruitment; theme:gender
5) Recruitment and progression - orgs could do MORE - Gender
"Ignored - it's irrelevant"
| Male | Gay/ lesbian | 3-Senior management | Scotland
4
:
Org approaches; recruitment; equal treatment
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
4
:
Org approaches; recruitment; equal treatment
-->
Inclusive recruitment; theme:gender
5) Recruitment and progression - orgs could do MORE - Gender
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
3
:
Org approaches; recruitment; based on #merit-
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"everyone on merit"
| Male | Straight /Heterosexual | 2-Middle management
3
:
Org approaches; recruitment; based on #merit-
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender identity
"treat everyone on merit"
| Male | Straight /Heterosexual | 2-Middle management
3
:
Org approaches; recruitment; based on #merit-
-->
Inclusive recruitment; theme:gender
5) Recruitment and progression - orgs could do MORE - Gender
"We will continue to support all people who are appropriate for the role into our organisation - we will always strive for the best people with the best qualties which match our values - CARE - Compassion, Action, Respect, Everyone."
| Female | Straight /Heterosexual | 2-Middle management | East of England
3
:
Status quo; satisfactory
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"good"
| Male | Straight /Heterosexual | 3-Senior management
3
:
Status quo; satisfactory
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"Why would we change from being good people who understand gender?"
| Male | Gay/ lesbian | 3-Senior management | Scotland
3
:
Status quo; satisfactory
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"High volume of females in senior management and a high involvement in Women in Transport."
| Female | Straight /Heterosexual | 2-Middle management | West Midlands
2
:
~Org approaches; ~recruitment; ~positive discrimination
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"Not drive positive discrimination"
| Male | Straight /Heterosexual | 2-Middle management
2
:
~Org approaches; ~recruitment; ~positive discrimination
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender identity
"Not drive positive discrimination"
| Male | Straight /Heterosexual | 2-Middle management
2
:
Status quo; satisfactory
-->
Inclusive recruitment; theme:gender
6) Recruitment and progression - role of managers - Gender
"No changes - we don't ever experience an issue"
| Male | Gay/ lesbian | 3-Senior management | Scotland
2
:
Status quo; satisfactory
-->
Inclusive recruitment; theme:gender
5) Recruitment and progression - orgs could do MORE - Gender
"We are trying our best, no further action is planned"
| Male | Straight /Heterosexual | 3-Senior management | Scotland
2
:
Org approaches; recruitment; based on required skills
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"Our recruitment and selection processes and promotion panels ensure a fair assessment of a candidates suitability for a job regardless of their, gender identity or sexual orientation, and the nature of the job"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
2
:
Org approaches; recruitment; based on required skills
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"The company recruits on the grounds of skills, experience and qualifications."
| Female | Straight /Heterosexual | 0-Non-management | North East
2
:
Org approaches; progression; equal opportunities
-->
Inclusive progression; theme:gender
4) Recruitment and progression - orgs currently - Generic comment
"RECRUITMENT AND PROGRESSION doesn't matter on any of the gender"
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; progression; equal opportunities
-->
Inclusive progression; theme:gender
4) Recruitment and progression - orgs currently - Gender
"Gender doesn't matter as part of any individual career progression."
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; recruitment; blind recruitment
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"We have recruitment training which will cover these topics, we also recruit 'blind' so we are unaware of sex etc."
| Female | Straight /Heterosexual | 2-Middle management | East of England
2
:
Org approaches; recruitment; blind recruitment
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"Anonymised applications used for short-listing"
| Female | Straight /Heterosexual | 2-Middle management | North East
2
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive recruitment; theme:gender
6) Recruitment and progression - role of managers - Gender
"Our approach is to look at the training need matching the business need, not who or what the person is."
| Female | Straight /Heterosexual | 2-Middle management | East of England
2
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive recruitment; theme:gender
6) Recruitment and progression - role of managers - Gender
"We are interested in having the best person for any job."
| Male | Straight /Heterosexual | Not specified | South East
2
:
Org approaches; recruitment; equal opportunities
-->
Inclusive recruitment; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"We ensure equal opportunities for all this includes inclusive policies in recruitment and selection and for maternity, parental leave, adoption leave and support for staff in relation to the menopause"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
2
:
Org approaches; recruitment; equal opportunities
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"Recruitment is open to all genders"
| Female | Straight /Heterosexual | 3-Senior management | East of England
2
:
Org approaches; recruitment; no barriers /theme:gender
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Generic comment
" do not see any aspects of gender that would be a barrier to our recruitment or progression in our workplace."
| Female | Straight /Heterosexual | 3-Senior management | South East
2
:
Org approaches; recruitment; no barriers /theme:gender
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
" Gender is not a factor in recruitment, and the company offers training in unbiased interviewing and awareness of subconscious bias when choosing people to work with."
| Female | Straight /Heterosexual | 0-Non-management | North East
2
:
Org approaches; recruitment; best person for the job
-->
Inclusive recruitment; theme:gender
5) Recruitment and progression - orgs could do MORE - Gender
"We are only interested in selecting the best person for a job/promotion etc. Nothing else is relevan"
| Male | Straight /Heterosexual | Not specified | South East
2
:
Org approaches; recruitment; best person for the job
-->
Inclusive recruitment; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"Best person for the job."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; actions; societal/cultural difference needs to be changed
-->
~Inclusive recruitment; theme:gender
5) Recruitment and progression - orgs could do MORE - Generic comment
"It is sad that we even have to have such conversations, rules, policies and 'surveys' - but we must work together to change societal / cultural difference in these areas."
| Male | Straight /Heterosexual | 3-Senior management
1
:
Org approaches; leadership; equal treatment
-->
Inclusive recruitment; theme:gender
6) Recruitment and progression - role of managers - Gender
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
1
:
Org approaches; leadership; equal treatment
-->
Inclusive progression; theme:gender
6) Recruitment and progression - role of managers - Gender
"Individual managers need to support all staff equality in respect of their ethnicity"
| Female | Straight /Heterosexual | 3-Senior management | East of England
1
:
Org approaches; recruitment; positive discrimination
-->
~Inclusive recruitment; theme:gender
5) Recruitment and progression - orgs could do MORE - Generic comment
"implementing more diverse shortlists to hire more women and LGBTQ+ candidates in top positions,“ This will only ensure Equality of Outcome which breeds only resentment within all communities and a loss of faith in a fair management structure"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; recruitment; transparent recruitment
-->
Inclusive recruitment; theme:gender
5) Recruitment and progression - orgs could do MORE - Gender
"talent was not recognised and misleading statements regarding job security occurred this was generic"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; progression; equal treatment
-->
Inclusive progression; theme:gender
4) Recruitment and progression - orgs currently - Gender
"These things are not a problem - employees are free to be themselves."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; recruitment; establish /theme:gender equality policy
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"Establish a policy, follow the procedure and continue updating common sense for gender equality."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; ensure /theme:gender equality in all fields/aspects
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Gender
"Gender Equality is followed in organization towards the equal opportunity, pay, increment or promotion."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; ensure /theme:gender equality in all fields/aspects
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender identity
"gender equality is followed in terms on opportunity, pay, increment or promotion"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; ensure /theme:gender equality in all fields/aspects
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Gender
"Gender equality is followed in terms of opportunity, pay, promotion etc."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; ensure /theme:gender equality in all fields/aspects
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"Gender Equality is followed in several occasions likewise, opportunity, pay, etc."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; ensure /theme:gender equality in all fields/aspects
-->
Inclusive progression
5) Recruitment and progression - orgs could do MORE - Gender
"Gender Equality is followed in organization towards the equal opportunity, pay, increment or promotion."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; recruitment; equal opportunity
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Generic comment
"RECRUITMENT AND PROGRESSION doesn't matter on any of the gender"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; recruitment; not /theme:gender specific
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Generic comment
"It all starts at recruitment - which is not gender specific except for certain jobs that require heavy lifting or night shifts"
| Female | Straight /Heterosexual | Not specified
1
:
Org approaches; recruitment; blind recruitment
-->
Inclusive workplace; theme:gender
2) Inclusive workplaces - what orgs could do MORE - Gender
"Blind CVs"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; recruitment; recruitment training /theme:gender
-->
Inclusive recruitment
4) Recruitment and progression - orgs currently - Generic comment
"We have recruitment training which will cover these topics, we also recruit 'blind' so we are unaware of sex etc."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; recruitment; recruitment training /theme:gender
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"We have recruitment training which will cover these topics, we also recruit 'blind' so we are unaware of sex etc."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; recruitment; based on compassion/action/respect everyone values
-->
Inclusive recruitment; theme:gender
5) Recruitment and progression - orgs could do MORE - Gender
"We will continue to support all people who are appropriate for the role into our organisation - we will always strive for the best people with the best qualties which match our values - CARE - Compassion, Action, Respect, Everyone."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; recruitment; recruitment methods need to be changed
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"Capture the need and drive to make a difference to recruitment methods even if the cost is higher and that will drive change quicker in the civil service. There are plenty of studies that show that job vacancies are written with bias for women, BAME, gender identities and even where the civil service recruits impact the number of applications received from under-represented groups. "
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; strategy; programmes to improve management skills /theme:gender
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"We have programmes in place to improve management skills for women "
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; recruitment; gamified recruitment policy
-->
Inclusive recruitment; theme:gender
5) Recruitment and progression - orgs could do MORE - Gender
"How do you implement more diverse shortlists for women and LGBTQ+ if recruitment is blind until the interview stage? The only way to do that is to change the way we recruit and adopt gamified testing and other methods known to remove unconscious bias. "
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; recruitment; sponsorship programmes /theme:gender equality /theme:gidentity /theme:LGBT
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We need more sponsorship of programmes for BAME, gender equality, gender identify and sexual orientation - all are affected yet the civil service has programmes for women and BAME increased representation only which is wrong. "
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; policy; policies to prevent discrimination /theme:gender
-->
Inclusive progression; theme:gender
6) Recruitment and progression - role of managers - Gender
"In theory, all progression should be fair and we do have policies in place to prevent discrimination. "
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; leadership; fair treatment
-->
Inclusive recruitment; theme:gender
6) Recruitment and progression - role of managers - Gender
"These are embedded and have been for years so managers at all levels are fair and if not action can and is taken against them."
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; recruitment; based on qualifications
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"The company recruits on the grounds of skills, experience and qualifications."
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; recruitment; based on experience
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"The company recruits on the grounds of skills, experience and qualifications."
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; progression; inclusive progression programme /theme:gender /theme:gidentity /theme:LGBT
-->
Inclusive progression; theme:gender
4) Recruitment and progression - orgs currently - Generic comment
"We are introducing a Career Accelerator Programme this year which will provide staff with opportunities to develop further both professionally and personally. This will be an inclusive programme which I feel will help us when recruiting new staff to show candidates that they can progress, whatever their gender, gender identity or sexual orientation is. "
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; progression; inclusive progression programme /theme:gender /theme:gidentity /theme:LGBT
-->
Inclusive progression; theme:LGBT
4) Recruitment and progression - orgs currently - Generic comment
"We are introducing a Career Accelerator Programme this year which will provide staff with opportunities to develop further both professionally and personally. This will be an inclusive programme which I feel will help us when recruiting new staff to show candidates that they can progress, whatever their gender, gender identity or sexual orientation is. "
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; progression; inclusive progression programme /theme:gender /theme:gidentity /theme:LGBT
-->
Inclusive progression; theme:gidentity
4) Recruitment and progression - orgs currently - Generic comment
"We are introducing a Career Accelerator Programme this year which will provide staff with opportunities to develop further both professionally and personally. This will be an inclusive programme which I feel will help us when recruiting new staff to show candidates that they can progress, whatever their gender, gender identity or sexual orientation is. "
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; recruitment; gender neutral language in job adverts
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"Use of gender neutral language in job adverts "
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; recruitment; diverse interview panels /theme:gender
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"Gender representation on short-listing and interview panels "
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; recruitment; diverse interview panels /theme:gender
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"Gender representation on short-listing and interview panels "
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; recruitment; diverse interview panels /theme:gender
-->
Inclusive recruitment; theme:gidentity
4) Recruitment and progression - orgs currently - Gender identity
"Gender representation on short-listing and interview panels "
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; training; unconscious bias training for members of recruitment panel
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"Unconscious Bias training for panellists"
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; progression; promotion depending on quality not quantity on work
-->
Inclusive progression; theme:gender
5) Recruitment and progression - orgs could do MORE - Gender
"Promotions criteria for academic staff refers to number of research outputs. However, we should look at the quality of these outputs rather than the quality, and take into consideration periods of maternity leave and childcare responsibilities."
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; recruitment; to include welcoming statements in job advertising
-->
Inclusive recruitment; theme:gender
5) Recruitment and progression - orgs could do MORE - Gender
"We are working on including appropriate welcoming statements in our job packs and advertising"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; leadership; to follow organisational policies; support progression of all employees
-->
Inclusive progression; theme:gender
6) Recruitment and progression - role of managers - Gender
"Our organisation values and supporting policies require all managers to support the development and progression of all employees regardless of their gender, gender identity and or sexual orientation"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; recruitment; trying to diversify recruitment
-->
Inclusive workplace; theme:gender
4) Recruitment and progression - orgs currently - Gender
"We actively try to include diversity in our recruitment but it is very difficult when there is a small percentage of applicants that are not male. "
| Male | Straight /Heterosexual | 3-Senior management | Scotland
1
:
Org approaches; progression; best person for the job
-->
Inclusive progression; theme:gender
5) Recruitment and progression - orgs could do MORE - Gender
"We are only interested in selecting the best person for a job/promotion etc. Nothing else is relevan"
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; forefront of good practice
-->
Inclusive recruitment; theme:gender
6) Recruitment and progression - role of managers - Gender
"Our management is at the forefront of good practice in relation to training and recruitment and has been for many years. "
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; recruitment; irrelevant/theme:LGBTQ+
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Gender
"Their credentials in relation to LGBTQ+ etc are irrelevant."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; progression; development opportunities/theme:gender
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Gender
"more development opportunities need to be made available for those already in the organisation whilst recruitment efforts need to be made to bring in more women to the organisation."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; progression; development opportunities/theme:gender
-->
Inclusive progression; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"There are some development opportunities targeted at women including the 30% Club"
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches; leadership; supportive
-->
Inclusive recruitment; theme:gender
6) Recruitment and progression - role of managers - Gender
"Supportive & understanding"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; supportive
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender
"Supportive and received full training"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; recruitment; in line with organisational values
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"Open to all as long as individual accepts values of organisation and meet DBS requirements"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; understanding
-->
Inclusive recruitment; theme:gender
6) Recruitment and progression - role of managers - Gender
"Supportive & understanding"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; recruitment; efforts to increase/theme:gender equality
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Gender
"more development opportunities need to be made available for those already in the organisation whilst recruitment efforts need to be made to bring in more women to the organisation."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; progression; mentorship
-->
Inclusive recruitment; theme:gender
5) Recruitment and progression - orgs could do MORE - Gender
"Women need to have access to mentors and to be given a chance to progress rather than be given little or no consideration."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; progression; mentorship
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"mentoring programmes"
| Male | Straight /Heterosexual | 2-Middle management | South West
1
:
Org approaches; leadership; provide development opportunities
-->
Inclusive progression; theme:gender
6) Recruitment and progression - role of managers - Gender
"Line Managers need to support and provide opportunities for women to grow and develop professionally."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; progression; no/theme:gender barrier for promotion
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing- Gender
"Gender is no barrier to applying for promotion but there is definitely a disparity related to the numbers accepted for higher positions."
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches recruitment; training on unbiased interviewing
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
" Gender is not a factor in recruitment, and the company offers training in unbiased interviewing and awareness of subconscious bias when choosing people to work with."
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; recruitment; action to be taken against nepotism
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"On the other hand, no positive actions are taken to address any imbalance caused by individuals recruiting to personal preference"
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; recruitment; leadership to follow company ideal
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"managers are allowed to recruit according to their perception of what their team requires, rather than towards a company ideal."
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; recruitment; recognise talent
-->
Inclusive recruitment; theme:gender
5) Recruitment and progression - orgs could do MORE - Gender
"talent was not recognised and misleading statements regarding job security occurred this was generic"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; leadership; concerned about staff's wellbeing
-->
Inclusive progression; theme:gender
6) Recruitment and progression - role of managers - Gender
"wellbeing was high on my managers list"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; recruitment; not using/theme:gidentity in oppressive way
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"Stop using gender identity in a way which is oppressive as it has become"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
1
:
Org approaches; recruitment; not using/theme:gidentity in oppressive way
-->
Inclusive recruitment; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Gender
"Stop using gender identity in a way which is oppressive as it has become"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
1
:
Org approaches; recruitment; balanced interview panel
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"balanced interview pannel"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; progression; allyship
-->
Inclusive progression; theme:gender
5) Recruitment and progression - orgs could do MORE - Gender
"Encourage allyship"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; leadership; encourage allyship
-->
Inclusive progression; theme:gender
6) Recruitment and progression - role of managers - Gender
"Encourage allyship"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; recruitment; seek guidance on best practice
-->
Inclusive recruitment; theme:gender
5) Recruitment and progression - orgs could do MORE - Gender
"Seek guidance on best practice an adopting that."
| Male | Straight /Heterosexual | Not specified | Scotland
theme:gender: Differences
theme:gender: Differences: level 1
#ETHNICITY_PV:
No highly significant results
#ORG SIZE_PV:
| from_label |
to_label |
0: No employees |
3: 10-49 employees |
4: 50-249 employees |
5: 250-499 employees |
6: 500+ employees |
| Org approaches |
Inclusive progression |
0 |
1 |
3 |
0 |
5 |
| Totals |
|
8 |
14 |
7 |
2 |
93 |
#ROLE_IN_ORGANISATION_PV:
| from_label |
to_label |
0-Non-management |
1-Junior management |
2-Middle management |
3-Senior management |
Not specified |
| Org approaches |
~Inclusive workplace |
1 |
3 |
2 |
0 |
0 |
| Totals |
|
21 |
15 |
40 |
53 |
40 |
#IndustrySector_PV:
| from_label |
to_label |
Administration and support services |
Education |
Electricity, gas, steam and air-conditioning |
Financial services |
Health and social work |
Manufacturing |
Other |
Professional services |
Public admin, defence, social security |
Transportation and storage |
Water supply and other |
Wholesale and retail trade and other |
| Org approaches |
Inclusive recruitment |
1 |
9 |
1 |
0 |
12 |
0 |
1 |
2 |
10 |
0 |
0 |
0 |
| Totals |
|
5 |
19 |
7 |
1 |
23 |
2 |
22 |
8 |
35 |
2 |
3 |
2 |
#Gender:
No highly significant results
#Gender identity:
No highly significant results
#Sexual orientation:
No highly significant results
#AGE_PV:
No highly significant results
#SEC_main_earner:
No highly significant results
theme:gender: Differences: level 2
#ETHNICITY_PV:
No highly significant results
#ORG SIZE_PV:
No highly significant results
#ROLE_IN_ORGANISATION_PV:
No highly significant results
#IndustrySector_PV:
No highly significant results
#Gender:
No highly significant results
#Gender identity:
No highly significant results
#Sexual orientation:
No highly significant results
#AGE_PV:
No highly significant results
#SEC_main_earner:
No highly significant results
theme:gender: Differences: level 1
#ETHNICITY_PV:
No highly significant results
#ROLE_IN_ORGANISATION_PV:
No highly significant results
#Gender:
| from_label |
to_label |
Female |
I'd prefer not to say |
Male |
| Org approaches; strategy; equal treatment |
Inclusive workplace; theme:gender |
0 |
0 |
6 |
| Totals |
|
107 |
6 |
56 |
#Gender identity:
No highly significant results
#Sexual orientation:
No highly significant results
#AGE_PV:
No highly significant results
#SEC_main_earner:
No highly significant results
theme:gidentity
theme:gidentity: Notable quotes
1
:
Status quo; no approaches
-->
no consequence
5) Recruitment and progression - orgs could do MORE - Gender identity
"This seems so far from where the organisation is now that I can't even think of one positive idea to move things forward."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; recruitment; based on compassion/action/respect everyone values
-->
Inclusive recruitment; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Gender identity
"We will continue to support all people who are appropriate for the role into our organisation - we will always strive for the best people with the best qualties which match our values - CARE - Compassion, Action, Respect, Everyone."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Our approach is to look at the training need matching the business need, not who or what the person is."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Status quo; discrimination present /theme:gidentity
-->
~Inclusive workplace; ~theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"Not so much, relatively new and I think that discrimination at a local level is much more than senior managers would ever admit to."
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; policy; support policy for transitioning staff /theme:gidentity
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"We have staff and student policies in place to support staff who are transitioning."
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Status quo; homophobic and discriminatory/theme:gidentity
-->
~Inclusive workplace; ~theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - generic
"My workplace is very homophobic and discrimintory regarding gender identity."
| Male | Gay/ lesbian | 3-Senior management | South East
1
:
Org approaches; recruitment; concerned about issues/theme:gidentity
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"Take it seriously rather than laughing at it ."
| Male | Gay/ lesbian | 3-Senior management | South East
theme:gidentity: Map
theme:gidentity: Approaches including actions, strategy/policy, training
| label |
out_degree |
in_degree |
| Inclusive workplace; theme:gidentity |
0 |
43 |
| Org approaches; actions; theme:gidentity noted |
6 |
0 |
| Org approaches; strategy; equal treatment |
4 |
0 |
| Org approaches; actions; societal/cultural difference needs to be changed |
3 |
0 |
| Inclusive recruitment; theme:gidentity |
0 |
2 |
| label |
out_degree |
in_degree |
| Org approaches |
53 |
0 |
| Inclusive workplace |
0 |
46 |
| Inclusive recruitment |
0 |
4 |
| ~Inclusive workplace |
0 |
2 |
| Inclusive workplace /theme:gidentity |
0 |
1 |
5
:
Org approaches; actions; theme:gidentity noted
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"Gender identity is noted by my organization, but gender equality is well maintained."
| Male | Straight /Heterosexual | 2-Middle management
5
:
Org approaches; actions; theme:gidentity noted
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"Gender identity is recorded, but gender equality is followed."
| Male | Straight /Heterosexual | 2-Middle management
5
:
Org approaches; actions; theme:gidentity noted
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"I'm not sure, if sexual orientation is getting captured by my organization"
| Male | Straight /Heterosexual | 2-Middle management
5
:
Org approaches; actions; theme:gidentity noted
-->
Inclusive workplace; theme:gidentity
4) Recruitment and progression - orgs currently - Gender identity
"Gender identity is recorded by Organization"
| Male | Straight /Heterosexual | 2-Middle management
5
:
Org approaches; actions; theme:gidentity noted
-->
Inclusive workplace; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Gender identity
"Gender identity is recorded by organization"
| Male | Straight /Heterosexual | 2-Middle management
4
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"All treated equally"
| Male | Straight /Heterosexual | 3-Senior management | East Midlands
4
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"Everybody is treated openly and honestly as equals."
| Male | Straight /Heterosexual | Not specified | South East
4
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"As all are treated equally the current processes etc seem adequate"
| Male | Straight /Heterosexual | Not specified | South East
4
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
2
:
Org approaches; actions; societal/cultural difference needs to be changed
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"Typically in the public sector the culture is a long way behind what our senior leaders preach."
| Female | Straight /Heterosexual | 3-Senior management | North West
2
:
Org approaches; actions; societal/cultural difference needs to be changed
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"Typically we see senior managers championing things such as acceptance of gender identity and sexual orientation without any follow through for a good few years which impacts how quickly our culture changes within the service. For a good few years yet lower level staff will refer to it as the "new" in thing to spout about without any change in discrimination against people who have a right to be themselves and the freedom to be open about it. Culture takes a long long time to change in the Civil Service and open adoption seems to occur once we see senior civil servants follow through rather than just spout that they champion something."
| Female | Straight /Heterosexual | 3-Senior management | North West
2
:
Org approaches; strategy; supportive
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"On the few occasions when we have encountered this we've always been supportive"
| Male | Gay/ lesbian | 3-Senior management | Scotland
2
:
Org approaches; strategy; supportive
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"Although not agreeing with all aspects, it is an individual's decision to regard their self as what the see they are."
| Male | Straight /Heterosexual | Not specified | South East
2
:
Org approaches; strategy; find role models
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"We need to do more to create an inclusive culture where people feel confident about talking about these issues and stepping forward as visible role models. "
| Female | Straight /Heterosexual | 2-Middle management | North East
2
:
Org approaches; strategy; find role models
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"
Authentic role models"
| Female | Straight /Heterosexual | 0-Non-management | London
2
:
Org approaches; policy; policies/theme: gidentity
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"There are also policies and procedures to follow to ensure people are safe and included at work"
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
2
:
Org approaches; policy; policies/theme: gidentity
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"It has a comprehensive suite of inclusive policies and practices that support gender identity in the workplace, including, but not limited to providing support for staff to share their gender identity if they feel comfortable doing so."
| Female | Straight /Heterosexual | 0-Non-management | South West
1
:
Org approaches; actions; societal/cultural difference needs to be changed
-->
Inclusive recruitment; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Gender identity
"There is nothing in the civil service for this at the moment. We have only just starting talking about it. People will, for a long time yet, not be open about their gender identify as discrimination will still occur for 10 years yet until culture begins to change on all levels."
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; policy; theme:gidentity seen as personal choice
-->
Inclusive workplace; theme:gender
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"Seen as a personal choice and not force outed"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; include /theme:LGBT
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"Based on 2 sexes which are male and female."
| Male | Prefer not to say | 2-Middle management
1
:
Org approaches; actions; ensure /theme:gender equality in all fields/aspects
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender identity
"gender equality is followed in terms on opportunity, pay, increment or promotion"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; theme:gidentity noted
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"I'm not to sure, if gender identity is being captured by my organization"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; recognising different needs /theme:gender identity
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"Recognising different needs and putting measures in place to assist"
| Female | Straight /Heterosexual | 1-Junior management | Scotland
1
:
Org approaches; training; awareness training /theme:LGBTQ+
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"We have also now introduced LGBTQ+ awareness training and aim for all staff to attend this training by the end of this year."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; strategy; good communication /theme:gidentity
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"I think we will continue to listen to people"
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; strategy; acting upon surveys /theme:gidentity
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"be responsive to staff surveys"
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; training; theme:gidentity training
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"Relatively new, now starting to see more training about it and more senior managers pubically backing it."
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; policy; no /theme:gidentity policy
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Generic comment
"No actual policies for gender identify as yet and senior managers seems to consider that it can just be merged with existing policy on gender equality."
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; policy; no /theme:gidentity policy
-->
~Inclusive workplace; ~theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"New to the civil service, much more openly seen in equality communications from a senior level but no specific policies for it are being put in place as far as I know. Relatively new to be openly discussed in society in general and typically the civil service, numbering 90,000 will take a decade or more for it to be openly accepted as part of every day diversity in our workforce. "
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; policy; EDI policy
-->
Inclusive recruitment; theme:gidentity
4) Recruitment and progression - orgs currently - Gender identity
"Not aware that this has any bearing on recruitment as such. As above, the general policy for Equality and Diversity is emphasised across the company"
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; policy; support policy for transitioning staff /theme:gidentity
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"We have staff and student policies in place to support staff who are transitioning."
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; strategy; create inclusive culture; people talking about gender identity
-->
Inclusive workplace /theme:gidentity
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"We need to do more to create an inclusive culture where people feel confident about talking about these issues and stepping forward as visible role models. "
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; training; unconscious bias training for members of recruitment panel
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Gender identity
"Unconscious Bias training for panellists"
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; policy; anti bullying policy
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"We have a zero tolerance of bias or bullying when it comes to gender or sexual orientation"
| Male | Straight /Heterosexual | 3-Senior management | Scotland
1
:
Org approaches; policy; policies that ensure inclusive workplace
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"we are confident that we have the policies and processes and behaviours in place that ensure we are an inclusive workplace"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; strategy; awareness/theme:gidentity
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"Be more aware of current attitudes around gender and equality"
| Male | Straight /Heterosexual | 3-Senior management | Scotland
1
:
Org approaches; strategy; irrelevant/theme:identity
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"It is irrelevant - as long as they can do their job."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; training; equality training
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"There is mandatory training on protected characteristics under the Equalities Act and policies and procedures in place to protect everyone."
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches; training; training/theme:gidentity
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"We have dedicated training and again, employee networks which focus on gender identity."
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches; strategy; more understanding
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"such places as non gender toilets are not available, these need to be in situ to show the organisation is committed to the information they provide, showing that they are committed as they say they are"
| Female | Straight /Heterosexual | 1-Junior management | East of England
1
:
Org approaches; strategy; individual must support values of the company
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"No particular problem. Individual must supports the values of programme and meets all the requirements under DBS"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; policy; policies under review
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"Policies continuously under review"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; strategy; does not differentiate
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"Does not differentiate between gender identities"
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
1
:
Org approaches; policy; has/theme: gidentity
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"Has policy"
| Female | Gay/ lesbian | 2-Middle management | South East
1
:
Org approaches; strategy; establish new values
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"Work at changing the basic culture and establishing values that are lived and which would encourage people to feel confident about raising this."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; policy; equal opportunities policy
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"In theory, all genders are equally accepted and have equal opportunities and there are policies in place to educate staff accordingly"
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; actions; equality proactive
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"I would have liked to see more equality proactive moves not just compliance in policy etc"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; strategy; fails to deal with discrimination/theme:gidentity
-->
~Inclusive workplace;~theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"fails to deal with discrimination on the basis of sex adequately
"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
1
:
Org approaches; strategy; raising awareness
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"Celebrating awareness day (e.g non-binary peoples day, pansexual awareness days)"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; strategy; encourage pronouns in email signatures
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"We also encourage pronouns in email signitures and all our senior leaders have their pronouns on social channels"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; training; train managers on policies
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"Train senior managers on our policies"
| Male | Straight /Heterosexual | Not specified | Scotland
1
:
Org approaches; strategy; extend knowledge/commitment
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"Extend the knowledge and commitment lower down the organisation even more."
| Male | Straight /Heterosexual | Not specified | Scotland
1
:
Org approaches; strategy; to promote/theme: gidentity
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"a few individuals exist but it is not really prmoted."
| Male | Straight /Heterosexual | 2-Middle management | Scotland
theme:gidentity: Leadership
| label |
frequency |
| Inclusive workplace; theme:gidentity |
23 |
| Inclusive recruitment; theme:gidentity |
10 |
| Inclusive progression; theme:gidentity |
6 |
| Org approaches; leadership; leading by example |
4 |
| Org approaches; leadership; not using/theme:gidentity in oppressive way |
4 |
| Org approaches; leadership; equal treatment |
3 |
| Org approaches; leadership; supportive |
3 |
| Inclusive workplace |
2 |
| Inclusive workplace; theme:gender |
2 |
| Org approaches; leadership; theme:gidentity noted |
2 |
| Org approaches; leadership; unbiased approach; best fit for the job |
2 |
| ~Inclusive workplace; ~theme:gidentity |
2 |
| Inclusive recruitment |
1 |
| Org approaches; leadership; training for staff |
1 |
| Org approaches; leadership; unbiased approach |
1 |
| Org approaches; leadership; evolving in the field of gender issues |
1 |
| Org approaches; leadership; support /theme:gidentity |
1 |
| Org approaches; leadership; only words no actions /theme:gidentity |
1 |
| ~Inclusive recruitment; ~theme:gidentity |
1 |
| Org approaches; leadership; zero tolerance for discrimination |
1 |
| Org approaches; leadership; champions #zero tolerance |
1 |
| Org approaches; leadership; no judgement |
1 |
| Org approaches; leadership; to follow organisational policies |
1 |
| Org approaches; leadership; giving confidential advice/support |
1 |
| Org approaches; leadership; trained to promote workplace diversity; theme: gender/gidentity/LGBT |
1 |
| Org approaches; leadership; to follow organisational policies; support progression of all employees |
1 |
| Org approaches; leadership; ensure equal treatment |
1 |
| Org approaches; leadership; forefront of good practice |
1 |
| Org approaches; leadership; recruitment; ensure diverse panel/theme:gidentity |
1 |
| Org approaches; leadership; ensure culture of openness/theme: gidentity |
1 |
| Org approaches; leadership; biased approach |
1 |
| Org approaches; leadership; received full training |
1 |
| Org approaches; leadership; understanding |
1 |
| Org approaches; leadership; at odds with their own beliefs |
1 |
| Org approaches; leadership; to be trained to have difficult/theme: gender/theme:gidentity/theme: LGBTQ+ conversations |
1 |
| Org approaches; leadership; coaching |
1 |
| Org approaches; leadership; familiarise with staff |
1 |
| Org approaches; leadership; stand out and take responsibilities |
1 |
| Org approaches; leadership; concerned about staff's wellbeing |
1 |
| Org approaches; leadership; using correct terminology |
1 |
| Org approaches; leadership; encourage allyship |
1 |
| Org approaches; leadership; promotes company's intolerance of discrimination |
1 |
| Org approaches; leadership; open to different views/needs |
1 |
3
:
Org approaches; leadership; leading by example
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"As an organisation this is lived by our deeds and actions and is supported by our board and driven by our senior leaders and managers"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
3
:
Org approaches; leadership; leading by example
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"walk the talk in all situations that need it"
| Male | Straight /Heterosexual | Not specified | Scotland
3
:
Org approaches; leadership; leading by example
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"They share the knowledge and let it be known that we are intolerant of any discrimination. Then be seen to walk the talk - calling out any diversion from policy."
| Male | Straight /Heterosexual | Not specified | Scotland
2
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"As all are treated equally the current induction and management etc seem adequat"
| Male | Straight /Heterosexual | Not specified | South East
2
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
2
:
Org approaches; leadership; theme:gidentity noted
-->
Inclusive workplace; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Gender identity is recorded by organization"
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; leadership; theme:gidentity noted
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"Gender Identity is recorded mu organization. However, Gender equality is followed."
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Our approach is to look at the training need matching the business need, not who or what the person is."
| Female | Straight /Heterosexual | 2-Middle management | East of England
2
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"We are interested in having the best person for any job."
| Male | Straight /Heterosexual | Not specified | South East
2
:
Org approaches; leadership; not using/theme:gidentity in oppressive way
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender
"Stop using gender identity in a way which is oppressive as it has become"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
2
:
Org approaches; leadership; not using/theme:gidentity in oppressive way
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"Stop using gender identity in a way which is oppressive as it has become"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
1
:
Org approaches; leadership; training for staff
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender identity
"Continue applying the training"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; unbiased approach
-->
Inclusive workplace; theme:gender
3) Inclusive workplaces - the role of managers - Gender identity
"not judging"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; equal treatment
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
1
:
Org approaches; leadership; evolving in the field of gender issues
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"I think we are forever evolving to a more inclusive culture."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; leadership; support /theme:gidentity
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"Relatively new, now starting to see more training about it and more senior managers pubically backing it."
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; leadership; only words no actions /theme:gidentity
-->
~Inclusive recruitment; ~theme:gidentity
4) Recruitment and progression - orgs currently - Gender identity
"We see a lot of speak from senior leaders of a need to accept gender identity but very little follow through to instil and champion a change in culture. "
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; leadership; leading by example
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"All managers need to lead by example. Just because we have senior managers who champion something for the sake of it without pushing through policies to back up change and instil a change in culture, managers seem to also be slow to adopt change.
"
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; leadership; zero tolerance for discrimination
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"All managers at all levels should begin to stamp out and call out behaviours against discrimination in this area as soon as society in general begins to change and senior managers start to champion it but they seem to wait for culture to change slowly or for policies to be put in place to support them for calling out discrimination."
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; leadership; champions #zero tolerance
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"All managers at all levels should begin to stamp out and call out behaviours against discrimination in this area as soon as society in general begins to change and senior managers start to champion it but they seem to wait for culture to change slowly or for policies to be put in place to support them for calling out discrimination."
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; leadership; no judgement
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"Ignore it - it's what the individual wants"
| Male | Gay/ lesbian | 3-Senior management | Scotland
1
:
Org approaches; leadership; to follow organisational policies
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"more support for managers is needed to support the implementation of these policies. "
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; leadership; giving confidential advice/support
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"Alongside HR, School Managers would normally be the point of contact for confidential advice and support."
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; leadership; trained to promote workplace diversity; theme: gender/gidentity/LGBT
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"All our managers have received training in promoting workplace diversity including the equality of opportunity of all regardless of gender, gender identity or sexual orientation. "
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; leadership; to follow organisational policies; support progression of all employees
-->
Inclusive progression; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Our organisation values and supporting policies require all managers to support the development and progression of all employees regardless of their gender, gender identity and or sexual orientation"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; leadership; ensure equal treatment
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"We work in a very male dominated sector and our managers have to ensure that all employees regardless of sexual orientation, gender or attitude are treated equallly"
| Male | Straight /Heterosexual | 3-Senior management | Scotland
1
:
Org approaches; leadership; forefront of good practice
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Our management is at the forefront of good practice in relation to training and recruitment and has been for many years"
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; recruitment; ensure diverse panel/theme:gidentity
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"We ensure that any interview panel is diverse in relation to gender sexuality and ethnicity, to reflect our staff team and ethos."
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; leadership; ensure culture of openness/theme: gidentity
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Generic comment
" I think a culture of openness is needed so more people will talk about their gender identity and sexuality so that understanding grows"
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches; leadership; biased approach
-->
~Inclusive workplace; ~theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"I have witnessed local mangers referring to someone as he/she, they didn't feel the need to restrict their bias and felt it was funny to decide the persons gender. It is a long way off from the organisations directorate and the inclusivity the are trying to become."
| Female | Straight /Heterosexual | 1-Junior management | East of England
1
:
Org approaches; leadership; supportive
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"Supportive and received full training"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; supportive
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Supportive & understanding"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; supportive
-->
Inclusive progression; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Line Managers need to get to know their people and to adopt an open, coaching and more supportive approach to managing their direct reports. Only then might they actualy find out more about the people who report to them."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; leadership; received full training
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"Supportive and received full training"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; understanding
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Supportive & understanding"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; at odds with their own beliefs
-->
~Inclusive workplace; ~theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"Sometimes maybe at odds with their own beliefs."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; to be trained to have difficult/theme: gender/theme:gidentity/theme: LGBTQ+ conversations
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"To be approachable and trained to have difficult conversations around gender, gender identity and sexual orientation"
| Female | Straight /Heterosexual | 0-Non-management | South West
1
:
Org approaches; leadership; coaching
-->
Inclusive progression; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Line Managers need to get to know their people and to adopt an open, coaching and more supportive approach to managing their direct reports. Only then might they actualy find out more about the people who report to them."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; leadership; familiarise with staff
-->
Inclusive progression; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Line Managers need to get to know their people and to adopt an open, coaching and more supportive approach to managing their direct reports. Only then might they actualy find out more about the people who report to them."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; leadership; stand out and take responsibilities
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"no managers stood out as taking responsibility for these areas"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; leadership; concerned about staff's wellbeing
-->
Inclusive progression; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"wellbeing was high on my managers list"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; leadership; not using/theme:gidentity in oppressive way
-->
Inclusive workplace
3) Inclusive workplaces - the role of managers - Generic comment
"Stop using gender identity in a way which is oppressive as it has become"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
1
:
Org approaches; leadership; not using/theme:gidentity in oppressive way
-->
Inclusive recruitment; theme:gidentity
4) Recruitment and progression - orgs currently - Generic comment
"Stop using gender identity in a way which is oppressive as it has become"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
1
:
Org approaches; leadership; using correct terminology
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"Use correct termnology"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; leadership; encourage allyship
-->
Inclusive progression; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Encourage allyship"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; leadership; promotes company's intolerance of discrimination
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"They share the knowledge and let it be known that we are intolerant of any discrimination. Then be seen to walk the talk - calling out any diversion from policy."
| Male | Straight /Heterosexual | Not specified | Scotland
1
:
Org approaches; leadership; open to different views/needs
-->
Inclusive workplace; theme:gidentity
3) Inclusive workplaces - the role of managers - Gender identity
"be open to peoples views and needs"
| Male | Straight /Heterosexual | 2-Middle management | Scotland
theme:gidentity: Recruitment & Progression
| label |
frequency |
| Inclusive recruitment; theme:gidentity |
38 |
| Inclusive progression; theme:gidentity |
10 |
| Org approaches; recruitment; not using/theme:gidentity in oppressive way |
5 |
| Inclusive recruitment; theme:gender |
4 |
| Inclusive recruitment |
3 |
| Org approaches; recruitment; equal treatment |
3 |
| Org approaches; progression; inclusive progression programme /theme:gender /theme:gidentity /theme:LGBT |
3 |
| Status quo; satisfactory |
2 |
| Org approaches; recruitment; blind recruitment |
2 |
| Org approaches; leadership; unbiased approach; best fit for the job |
2 |
| ~Inclusive recruitment; ~theme:gidentity |
2 |
| Org approaches; leadership; supportive |
2 |
| Org approaches; actions; societal/cultural difference needs to be changed |
1 |
| Org approaches; recruitment; based on #merit- |
1 |
| ~Org approaches; ~recruitment; ~positive discrimination |
1 |
| Inclusive recruitment; theme:LGBT |
1 |
| Org approaches; leadership; equal treatment |
1 |
| Org approaches; recruitment; based on required skills |
1 |
| Org approaches; recruitment; transparent recruitment |
1 |
| Org approaches; progression; equal treatment |
1 |
| Org approaches; actions; ensure /theme:gender equality in all fields/aspects |
1 |
| Inclusive progression; theme:gender |
1 |
| Inclusive progression; theme:LGBT |
1 |
| Org approaches; recruitment; recruitment training /theme:gidentity |
1 |
| Org approaches; recruitment; based on compassion/action/respect everyone values |
1 |
| Org approaches; recruitment; based on merit |
1 |
| Org approaches; leadership; only words no actions /theme:gidentity |
1 |
| Org approaches; recruitment; sponsorship programmes /theme:gender equality /theme:gidentity /theme:LGBT |
1 |
| Org approaches; leadership; leading by example |
1 |
| Org approaches; leadership; zero tolerance for discrimination |
1 |
| Org approaches; leadership; champions #zero tolerance |
1 |
| Org approaches; policy; EDI policy |
1 |
| Org approaches; recruitment; gender neutral language in job adverts |
1 |
| Org approaches; recruitment; diverse interview panels /theme:gender |
1 |
| Org approaches; training; unconscious bias training for members of recruitment panel |
1 |
| Org approaches; recruitment; adopt good practice according to Stonewall Diversity Champions |
1 |
| Org approaches; recruitment; ask the candidate for the chosen gender |
1 |
| Org approaches; recruitment; to include welcoming statements in job advertising |
1 |
| Org approaches; leadership; to follow organisational policies; support progression of all employees |
1 |
| Org approaches; recruitment; trying to diversify recruitment |
1 |
| Org approaches; recruitment; best person for the job |
1 |
| Org approaches; progression; best person for the job |
1 |
| Org approaches; leadership; forefront of good practice |
1 |
| Org approaches; leadership; recruitment; ensure diverse panel/theme:gidentity |
1 |
| Org approaches; recruitment; in line with organisational values |
1 |
| Org approaches; leadership; understanding |
1 |
| Org approaches; leadership; coaching |
1 |
| Org approaches; leadership; familiarise with staff |
1 |
| Org approaches; recruitment; recognise talent |
1 |
| Org approaches; leadership; concerned about staff's wellbeing |
1 |
| Org approaches; recruitment; concerned about issues/theme:gidentity |
1 |
| Org approaches; leadership; not using/theme:gidentity in oppressive way |
1 |
| Org approaches; recruitment; stating pronouns in recruiters information |
1 |
| Org approaches; progression; allyship |
1 |
| Org approaches; leadership; encourage allyship |
1 |
| Org approaches; recruitment; seek guidance on best practice |
1 |
4
:
Org approaches; recruitment; not using/theme:gidentity in oppressive way
-->
Inclusive recruitment; theme:gidentity
4) Recruitment and progression - orgs currently - Gender identity
"Stop using gender identity in a way which is oppressive as it has become"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
4
:
Org approaches; recruitment; not using/theme:gidentity in oppressive way
-->
Inclusive recruitment; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Generic comment
"Stop using gender identity in a way which is oppressive as it has become"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
4
:
Org approaches; recruitment; not using/theme:gidentity in oppressive way
-->
Inclusive recruitment; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Gender
"Stop using gender identity in a way which is oppressive as it has become"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
4
:
Org approaches; recruitment; not using/theme:gidentity in oppressive way
-->
Inclusive recruitment; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Gender identity
"Stop using gender identity in a way which is oppressive as it has become"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
3
:
Org approaches; recruitment; equal treatment
-->
Inclusive recruitment; theme:gidentity
4) Recruitment and progression - orgs currently - Gender identity
"Ignored"
| Male | Gay/ lesbian | 3-Senior management | Scotland
3
:
Org approaches; recruitment; equal treatment
-->
Inclusive recruitment; theme:gidentity
4) Recruitment and progression - orgs currently - Gender identity
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
3
:
Org approaches; recruitment; equal treatment
-->
Inclusive recruitment; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Gender identity
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
2
:
Status quo; satisfactory
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"No changes - we don't ever experience an issue"
| Male | Gay/ lesbian | 3-Senior management | Scotland
2
:
Status quo; satisfactory
-->
Inclusive recruitment; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Gender identity
"We are trying our best, no further action is planned"
| Male | Straight /Heterosexual | 3-Senior management | Scotland
2
:
Org approaches; recruitment; blind recruitment
-->
Inclusive recruitment; theme:gidentity
4) Recruitment and progression - orgs currently - Gender identity
"We have recruitment training which will cover these topics, we also recruit 'blind' so we are unaware of sex etc."
| Female | Straight /Heterosexual | 2-Middle management | East of England
2
:
Org approaches; recruitment; blind recruitment
-->
Inclusive recruitment; theme:gidentity
4) Recruitment and progression - orgs currently - Gender identity
"Anonymised applications used for short-listing "
| Female | Straight /Heterosexual | 2-Middle management | North East
2
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Our approach is to look at the training need matching the business need, not who or what the person is."
| Female | Straight /Heterosexual | 2-Middle management | East of England
2
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"We are interested in having the best person for any job."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; actions; societal/cultural difference needs to be changed
-->
Inclusive recruitment; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Gender identity
"There is nothing in the civil service for this at the moment. We have only just starting talking about it. People will, for a long time yet, not be open about their gender identify as discrimination will still occur for 10 years yet until culture begins to change on all levels."
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; recruitment; based on #merit-
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender identity
"treat everyone on merit"
| Male | Straight /Heterosexual | 2-Middle management
1
:
~Org approaches; ~recruitment; ~positive discrimination
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender identity
"Not drive positive discrimination"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; equal treatment
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
1
:
Org approaches; recruitment; based on required skills
-->
Inclusive recruitment; theme:gidentity
4) Recruitment and progression - orgs currently - Gender identity
"Our recruitment and selection processes and promotion panels ensure a fair assessment of a candidates suitability for a job regardless of their, gender identity or sexual orientation, and the nature of the job"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; recruitment; transparent recruitment
-->
Inclusive recruitment; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Gender identity
"talent was not recognised and misleading statements regarding job security occurred this was generic"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; progression; equal treatment
-->
Inclusive progression; theme:gidentity
4) Recruitment and progression - orgs currently - Gender identity
"These things are not a problem - employees are free to be themselves."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; actions; ensure /theme:gender equality in all fields/aspects
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender identity
"gender equality is followed in terms on opportunity, pay, increment or promotion"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; recruitment; recruitment training /theme:gidentity
-->
Inclusive recruitment; theme:gidentity
4) Recruitment and progression - orgs currently - Gender identity
"We have recruitment training which will cover these topics, we also recruit 'blind' so we are unaware of sex etc."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; recruitment; based on compassion/action/respect everyone values
-->
Inclusive recruitment; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Gender identity
"We will continue to support all people who are appropriate for the role into our organisation - we will always strive for the best people with the best qualties which match our values - CARE - Compassion, Action, Respect, Everyone."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; recruitment; based on merit
-->
Inclusive recruitment; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Gender identity
"We will continue to support all people who are appropriate for the role into our organisation - we will always strive for the best people with the best qualties which match our values - CARE - Compassion, Action, Respect, Everyone."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; leadership; only words no actions /theme:gidentity
-->
~Inclusive recruitment; ~theme:gidentity
4) Recruitment and progression - orgs currently - Gender identity
"We see a lot of speak from senior leaders of a need to accept gender identity but very little follow through to instil and champion a change in culture. "
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; recruitment; sponsorship programmes /theme:gender equality /theme:gidentity /theme:LGBT
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We need more sponsorship of programmes for BAME, gender equality, gender identify and sexual orientation - all are affected yet the civil service has programmes for women and BAME increased representation only which is wrong. "
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; leadership; leading by example
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"All managers need to lead by example. Just because we have senior managers who champion something for the sake of it without pushing through policies to back up change and instil a change in culture, managers seem to also be slow to adopt change.
"
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; leadership; zero tolerance for discrimination
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"All managers at all levels should begin to stamp out and call out behaviours against discrimination in this area as soon as society in general begins to change and senior managers start to champion it but they seem to wait for culture to change slowly or for policies to be put in place to support them for calling out discrimination."
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; leadership; champions #zero tolerance
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"All managers at all levels should begin to stamp out and call out behaviours against discrimination in this area as soon as society in general begins to change and senior managers start to champion it but they seem to wait for culture to change slowly or for policies to be put in place to support them for calling out discrimination."
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; progression; inclusive progression programme /theme:gender /theme:gidentity /theme:LGBT
-->
Inclusive progression; theme:gender
4) Recruitment and progression - orgs currently - Generic comment
"We are introducing a Career Accelerator Programme this year which will provide staff with opportunities to develop further both professionally and personally. This will be an inclusive programme which I feel will help us when recruiting new staff to show candidates that they can progress, whatever their gender, gender identity or sexual orientation is. "
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; progression; inclusive progression programme /theme:gender /theme:gidentity /theme:LGBT
-->
Inclusive progression; theme:LGBT
4) Recruitment and progression - orgs currently - Generic comment
"We are introducing a Career Accelerator Programme this year which will provide staff with opportunities to develop further both professionally and personally. This will be an inclusive programme which I feel will help us when recruiting new staff to show candidates that they can progress, whatever their gender, gender identity or sexual orientation is. "
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; progression; inclusive progression programme /theme:gender /theme:gidentity /theme:LGBT
-->
Inclusive progression; theme:gidentity
4) Recruitment and progression - orgs currently - Generic comment
"We are introducing a Career Accelerator Programme this year which will provide staff with opportunities to develop further both professionally and personally. This will be an inclusive programme which I feel will help us when recruiting new staff to show candidates that they can progress, whatever their gender, gender identity or sexual orientation is. "
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; policy; EDI policy
-->
Inclusive recruitment; theme:gidentity
4) Recruitment and progression - orgs currently - Gender identity
"Not aware that this has any bearing on recruitment as such. As above, the general policy for Equality and Diversity is emphasised across the company"
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; recruitment; gender neutral language in job adverts
-->
Inclusive recruitment; theme:gidentity
4) Recruitment and progression - orgs currently - Gender identity
"Use of gender neutral language in job adverts "
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; recruitment; diverse interview panels /theme:gender
-->
Inclusive recruitment; theme:gidentity
4) Recruitment and progression - orgs currently - Gender identity
"Gender representation on short-listing and interview panels "
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; training; unconscious bias training for members of recruitment panel
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Gender identity
"Unconscious Bias training for panellists"
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; recruitment; adopt good practice according to Stonewall Diversity Champions
-->
Inclusive recruitment; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Gender identity
"Adopt good practice identified by Stonewall Diversity Champions."
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; recruitment; ask the candidate for the chosen gender
-->
Inclusive recruitment; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"We ask at recruitment stage the chosen gender and associated pronouns the candidate wishes to be associated with"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; recruitment; to include welcoming statements in job advertising
-->
Inclusive recruitment; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Gender identity
"We are working on including appropriate welcoming statements in our job packs and advertising"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; leadership; to follow organisational policies; support progression of all employees
-->
Inclusive progression; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Our organisation values and supporting policies require all managers to support the development and progression of all employees regardless of their gender, gender identity and or sexual orientation"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; recruitment; trying to diversify recruitment
-->
Inclusive recruitment; theme:gidentity
4) Recruitment and progression - orgs currently - Gender identity
"We actively try to include diversity in our recruitment but it is very difficult when there is a small percentage of applicants that are not male."
| Male | Straight /Heterosexual | 3-Senior management | Scotland
1
:
Org approaches; recruitment; best person for the job
-->
Inclusive recruitment; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Gender identity
"We are only interested in selecting the best person for a job/promotion etc. Nothing else is relevan"
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; progression; best person for the job
-->
Inclusive progression; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Gender identity
"We are only interested in selecting the best person for a job/promotion etc. Nothing else is relevan"
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; forefront of good practice
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Our management is at the forefront of good practice in relation to training and recruitment and has been for many years"
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; recruitment; ensure diverse panel/theme:gidentity
-->
Inclusive recruitment
6) Recruitment and progression - role of managers - Generic comment
"We ensure that any interview panel is diverse in relation to gender sexuality and ethnicity, to reflect our staff team and ethos."
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; leadership; supportive
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Supportive & understanding"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; supportive
-->
Inclusive progression; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Line Managers need to get to know their people and to adopt an open, coaching and more supportive approach to managing their direct reports. Only then might they actualy find out more about the people who report to them."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; recruitment; in line with organisational values
-->
Inclusive recruitment; theme:gidentity
4) Recruitment and progression - orgs currently - Gender identity
"Open to all as long as individual accepts values of organisation and meet DBS requirements"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; understanding
-->
Inclusive recruitment; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Supportive & understanding"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; coaching
-->
Inclusive progression; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Line Managers need to get to know their people and to adopt an open, coaching and more supportive approach to managing their direct reports. Only then might they actualy find out more about the people who report to them."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; leadership; familiarise with staff
-->
Inclusive progression; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Line Managers need to get to know their people and to adopt an open, coaching and more supportive approach to managing their direct reports. Only then might they actualy find out more about the people who report to them."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; recruitment; recognise talent
-->
Inclusive recruitment; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Gender identity
"talent was not recognised and misleading statements regarding job security occurred this was generic"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; leadership; concerned about staff's wellbeing
-->
Inclusive progression; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"wellbeing was high on my managers list"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; recruitment; concerned about issues/theme:gidentity
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"Take it seriously rather than laughing at it ."
| Male | Gay/ lesbian | 3-Senior management | South East
1
:
Org approaches; leadership; not using/theme:gidentity in oppressive way
-->
Inclusive recruitment; theme:gidentity
4) Recruitment and progression - orgs currently - Generic comment
"Stop using gender identity in a way which is oppressive as it has become"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
1
:
Org approaches; recruitment; not using/theme:gidentity in oppressive way
-->
Inclusive recruitment; theme:gender
4) Recruitment and progression - orgs currently - Gender
"Stop using gender identity in a way which is oppressive as it has become"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
1
:
Org approaches; recruitment; stating pronouns in recruiters information
-->
~Inclusive recruitment; ~theme:gidentity
4) Recruitment and progression - orgs currently - Gender identity
"stating pronouns in recruiters information"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; progression; allyship
-->
Inclusive progression; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Gender identity
"Encourage allyship
"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; leadership; encourage allyship
-->
Inclusive progression; theme:gidentity
6) Recruitment and progression - role of managers - Gender identity
"Encourage allyship"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; recruitment; seek guidance on best practice
-->
Inclusive recruitment; theme:gidentity
5) Recruitment and progression - orgs could do MORE - Gender identity
"Seek guidance on best practice an adopting that."
| Male | Straight /Heterosexual | Not specified | Scotland
theme:gidentity: Differences
theme:gidentity: Differences: level 1
#ETHNICITY_PV:
| from_label |
to_label |
Diverse ethnic groups |
White |
| no influence |
no consequence |
3 |
3 |
| Totals |
|
14 |
130 |
#ORG SIZE_PV:
| from_label |
to_label |
0: No employees |
3: 10-49 employees |
4: 50-249 employees |
5: 250-499 employees |
6: 500+ employees |
| Org approaches |
Inclusive progression |
0 |
1 |
3 |
0 |
2 |
| Totals |
|
5 |
14 |
6 |
2 |
76 |
#ROLE_IN_ORGANISATION_PV:
| from_label |
to_label |
0-Non-management |
1-Junior management |
2-Middle management |
3-Senior management |
Not specified |
| Org approaches |
Inclusive recruitment |
1 |
0 |
16 |
15 |
9 |
| Totals |
|
12 |
10 |
35 |
48 |
39 |
#IndustrySector_PV:
| from_label |
to_label |
Administration and support services |
Education |
Electricity, gas, steam and air-conditioning |
Health and social work |
Manufacturing |
Other |
Professional services |
Public admin, defence, social security |
Water supply and other |
| Org approaches |
Inclusive recruitment |
0 |
8 |
0 |
8 |
0 |
1 |
1 |
14 |
0 |
| Totals |
|
2 |
18 |
7 |
16 |
2 |
17 |
5 |
37 |
1 |
#Gender:
No highly significant results
#Gender identity:
No highly significant results
#Sexual orientation:
No highly significant results
#AGE_PV:
No highly significant results
#SEC_main_earner:
No highly significant results
theme:gidentity: Differences: level 2
#ETHNICITY_PV:
| from_label |
to_label |
Diverse ethnic groups |
White |
| no influence |
no consequence |
3 |
3 |
| Totals |
|
14 |
130 |
#ORG SIZE_PV:
No highly significant results
#ROLE_IN_ORGANISATION_PV:
| from_label |
to_label |
0-Non-management |
1-Junior management |
2-Middle management |
3-Senior management |
Not specified |
| Org approaches; recruitment |
Inclusive recruitment; theme:gidentity |
0 |
0 |
12 |
7 |
5 |
| Totals |
|
12 |
10 |
35 |
48 |
39 |
#IndustrySector_PV:
No highly significant results
#Gender:
| from_label |
to_label |
Female |
I'd prefer not to say |
Male |
| Org approaches; strategy |
Inclusive workplace; theme:gidentity |
8 |
0 |
12 |
| Totals |
|
85 |
12 |
47 |
#Gender identity:
No highly significant results
#Sexual orientation:
No highly significant results
#AGE_PV:
No highly significant results
#SEC_main_earner:
No highly significant results
theme:gidentity: Differences: level 1
#ETHNICITY_PV:
| from_label |
to_label |
Diverse ethnic groups |
White |
| no influence |
no consequence |
3 |
3 |
| Totals |
|
14 |
130 |
#ROLE_IN_ORGANISATION_PV:
No highly significant results
#Gender:
No highly significant results
#Gender identity:
No highly significant results
#Sexual orientation:
No highly significant results
#AGE_PV:
No highly significant results
#SEC_main_earner:
No highly significant results
theme:LGB
theme:LGB: Notable quotes
1
:
Status quo; no approaches
-->
no consequence
5) Recruitment and progression - orgs could do MORE - Sexual orientation
"It's the same with sexual orientation."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; training; awareness training /theme:LGBTQ+
-->
Inclusive workplace
1) Inclusive workplaces - what orgs are currently doing - generic
"We link in with our local LGBTQ+ charity who have provided our staff with excellent training and awareness of their community. "
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; recruitment; based on merit
-->
Inclusive recruitment; theme:LGBT
5) Recruitment and progression - orgs could do MORE - Sexual orientation
"We will continue to support all people who are appropriate for the role into our organisation - we will always strive for the best people with the best qualties which match our values - CARE - Compassion, Action, Respect, Everyone."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Our approach is to look at the training need matching the business need, not who or what the person is."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; strategy; theme:LGBT integrated
-->
Inclusive workplace; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"Much more integrated than ever and open more senior mangers are freely open about their sexual orientation and representative of the public sector in general."
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; leadership; recruitment; irrelevant/theme:LGBTQ+
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Generic comment
"We are interested in having the best person for any job. Their credentials in relation to LGBTQ+ etc are irrelevant."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; LGB managers sharing their experience
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"Senior managers who are LGB are happy to speak about their experiences and we attend PRIDE events in many cities in the UK."
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Status quo; not accepting and supporting/theme:LGBTQ+
-->
~Inclusive workplace; ~theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"There is a macho culture which I do not think would be accepting and supportive of anything other than being hetero-sexual."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; progression; no/theme: LGBTQ+ barriers for progression
-->
Inclusive progression; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"This appears to be a lot more acceptable in the current company culture, with no perceived barriers to progression or inclusivity depending upon sexual orientation.
"
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; leadership; walk a mile in their shoes
-->
Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"Walk a mile in their shoes"
| Female | Straight /Heterosexual | 0-Non-management | London
theme:LGB: Map
theme:LGB: Approaches including actions, strategy/policy, training
| label |
out_degree |
in_degree |
| Inclusive workplace; theme:LGBT |
0 |
42 |
| Inclusive workplace |
0 |
7 |
| Inclusive recruitment; theme:LGBT |
0 |
4 |
| Org approaches; strategy; equal treatment |
4 |
0 |
| Org approaches; training; awareness training /theme:LGBTQ+ |
4 |
0 |
| label |
out_degree |
in_degree |
| Org approaches |
57 |
0 |
| Inclusive workplace |
0 |
51 |
| Inclusive recruitment |
0 |
4 |
| ~Inclusive workplace |
0 |
2 |
4
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"All treated equally"
| Male | Straight /Heterosexual | 3-Senior management | East Midlands
4
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"Everybody is treated openly and honestly as equals."
| Male | Straight /Heterosexual | Not specified | South East
4
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"As all are treated equally the current processes etc seem adequate"
| Male | Straight /Heterosexual | Not specified | South East
4
:
Org approaches; strategy; equal treatment
-->
Inclusive workplace; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
2
:
Org approaches; actions; include /theme:LGBT
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Gender
"We recognised two main gender only which are females and males employees."
| Male | Prefer not to say | 2-Middle management
2
:
Org approaches; actions; include /theme:LGBT
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE- Gender identity
"Based on 2 sexes which are male and female."
| Male | Prefer not to say | 2-Middle management
2
:
Org approaches; training; awareness training /theme:LGBTQ+
-->
Inclusive workplace
1) Inclusive workplaces - what orgs are currently doing - generic
"We have also now introduced LGBTQ+ awareness training and aim for all staff to attend this training by the end of this year."
| Female | Straight /Heterosexual | 2-Middle management | East of England
2
:
Org approaches; training; awareness training /theme:LGBTQ+
-->
Inclusive workplace
1) Inclusive workplaces - what orgs are currently doing - generic
"We link in with our local LGBTQ+ charity who have provided our staff with excellent training and awareness of their community. "
| Female | Straight /Heterosexual | 3-Senior management | South East
2
:
Org approaches; training; unconscious bias training for members of recruitment panel
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Gender identity
"Unconscious Bias training for panellists"
| Female | Straight /Heterosexual | 2-Middle management | North East
2
:
Org approaches; training; unconscious bias training for members of recruitment panel
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"Unconscious Bias training for panellists"
| Female | Straight /Heterosexual | 2-Middle management | North East
2
:
Org approaches; policy; has/theme: LGBTQ+
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"Has policies"
| Female | Gay/ lesbian | 2-Middle management | South East
2
:
Org approaches; policy; has/theme: LGBTQ+
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"It has a comprehensive suite of inclusive policies and practices that support sexual orientation in the workplace and provides information about events for the LGBQT+ community."
| Female | Straight /Heterosexual | 0-Non-management | South West
2
:
Org approaches; strategy; champions
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"They have an organisation Champion"
| Female | Straight /Heterosexual | 3-Senior management | East of England
2
:
Org approaches; strategy; champions
-->
Inclusive workplace; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"Champion"
| Female | Straight /Heterosexual | 3-Senior management | East of England
1
:
Org approaches; policy; sexual orientation seen as personal choice
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"Seen as a personal choice and not force outed"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; policy; no /theme:LGB policy
-->
~Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"No policy"
| Male | Straight /Heterosexual | 3-Senior management
1
:
Org approaches; actions; recognise /theme:LGBT
-->
Inclusive workplace
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"Not recognised LGBT for the employment."
| Male | Prefer not to say | 2-Middle management
1
:
Org approaches; actions; theme:gidentity noted
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"I'm not to sure, if gender identity is being captured by my organization"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; theme:gidentity noted
-->
Inclusive workplace; theme:gidentity
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"I'm not sure, if sexual orientation is getting captured by my organization"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; actions; valuing everyone /theme:LGBT
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"Everyone is valued"
| Female | Straight /Heterosexual | 1-Junior management | Scotland
1
:
Org approaches; training; awareness training /theme:LGBTQ+
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"We have also now introduced LGBTQ+ awareness training and aim for all staff to attend this training by the end of this year."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; training; awareness training /theme:LGBTQ+
-->
Inclusive workplace; theme:gidentity
1) Inclusive workplaces - what orgs are currently doing - Gender identity
"We have also now introduced LGBTQ+ awareness training and aim for all staff to attend this training by the end of this year."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; policy; support policy /theme:LGBTQ+
-->
Inclusive workplace
1) Inclusive workplaces - what orgs are currently doing - generic
"Several policies which support these topics and the people affected by them."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; strategy; good communication /theme:LGBT
-->
Inclusive workplace; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"I think we will continue to listen to people"
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; strategy; acting upon surveys /theme:LGBT
-->
Inclusive workplace; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"be responsive to staff surveys "
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; policy; theme:LGBTQ policy implemented to some extent
-->
~Inclusive workplace; ~theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - generic
"Generally well implemented policies on gender equality, others such as LGBTQ representation - to some extent yes but I am not convinced that it is well monitored as followed by lower levels"
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; strategy; theme:LGBT integrated
-->
Inclusive workplace; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"Much more integrated than ever and open more senior mangers are freely open about their sexual orientation and representative of the public sector in general."
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; strategy; supportive
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"Although not agreeing with all aspects, it is an individual's decision to regard their self as what the see they are."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; strategy; no prejudice
-->
Inclusive workplace; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"No change required. We talk to people and understand their positions without shame or prejudice"
| Male | Gay/ lesbian | 3-Senior management | Scotland
1
:
Org approaches; policy; EDI policy
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"Not aware that this has any bearing on recruitment as such. As above, the general policy for Equality and Diversity is emphasised across the company "
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; strategy; providing information on sexual orientation not mandatory
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"Providing information on sexual orientation is always a voluntary - rather than a mandatory - question on surveys etc."
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; strategy; find role models
-->
Inclusive workplace; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"Authentic role models"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; strategy; find role models
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"Visible role models"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; strategy; work in relation to Stonewall's Diversity Champions programme
-->
Inclusive workplace; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"We need to do more in relation to Stonewall's Diversity Champions programme, which we have been a member of for several years but have not yet submitted to the annual Workplace Equality Index, which would provide us with a yardstick to measure our performance against."
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; strategy; Workplace Equality Index to be submitted
-->
Inclusive workplace; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"We need to do more in relation to Stonewall's Diversity Champions programme, which we have been a member of for several years but have not yet submitted to the annual Workplace Equality Index, which would provide us with a yardstick to measure our performance against."
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; strategy; engaged with Stonewall's Diversity Champion Programme
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"We are signed up to Stonewall"
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches; policy; anti bullying policy
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"We have a zero tolerance of bias or bullying when it comes to gender or sexual oreintation"
| Male | Straight /Heterosexual | 3-Senior management | Scotland
1
:
Org approaches; strategy; respect for diversity
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"we are driven by our values that include respect for diversity in the workplace including the inclusion of all regardless of gender, gender identity or sexual orientation"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; policy; policies that ensure inclusive workplace
-->
Inclusive workplace; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"we are confident that we have the policies and processes and behaviours in place that ensure we are an inclusive workplace"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; strategy; awareness/theme:LGBT
-->
Inclusive workplace; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"Be more aware of current attitudes around gender and equality"
| Male | Straight /Heterosexual | 3-Senior management | Scotland
1
:
Org approaches; strategy; irrelevant/theme:LGBT
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"It is irrelevant - as long as they can do their job."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; strategy; support/theme:LGBTQ+
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - generic
"As a support charity, we offer targeted support to many diverse groups, including LGBTQ+, so we are made up of a very diverse team."
| Male | Gay/ lesbian | 3-Senior management | London
1
:
Org approaches; strategy; creating safe space
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"Mandorty trianing to all employees in the UK and US on creating a safe space for all employees"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; training; equality training
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"There is mandatory training on protected characteristics under the Equalities Act and policies and procedures in place to protect everyone."
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches; strategy; strong representation/theme: LGBTQ+
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - generic
"LGBTQ has a strong representation within the organisation"
| Female | Straight /Heterosexual | 1-Junior management | East of England
1
:
Org approaches; strategy; individual must support values of the company
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"No particular problem. Individual must supports the values of programme and meets all the requirements under DBS"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; policy; policies under review
-->
Inclusive workplace; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"Policies continuously under review"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; strategy; does not differentiate
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"Does not differentiate between sexual orientation"
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
1
:
Org approaches; strategy; establish new values
-->
Inclusive workplace; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"As with gender identity, work at changing the basic culture and establishing values that are lived and which would encourage people to feel confident about being themselves."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; policy; equal opportunities policy
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"See general answer above and the comment on gender identity."
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; policy; highlights/theme:LGBTQ+ victimisation
-->
Inclusive workplace
1) Inclusive workplaces - what orgs are currently doing - generic
"Inclusivity is penetrated through the organisation through training , policies and events to highlight victimisation and barriers regarding sexuality. "
| Female | Straight /Heterosexual | 2-Middle management | West Midlands
1
:
Org approaches; actions; equality proactive
-->
Inclusive workplace; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"I would have liked to see more equality proactive moves not just compliance in policy etc"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; strategy; tolerant
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"My organisation is tolerant and open to all sexual orientations"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
1
:
Org approaches; strategy; no discrimination/theme:LGBTQ+
-->
Inclusive workplace; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"My organisation does not discriminate on the basis of sexual orientation"
| I'd prefer not to say | Prefer not to say | 2-Middle management | London
1
:
Org approaches; training; mandatory training
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"Mandorty trianing to all employees in the UK and US on creating a safe space for all employees"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; training; train managers on policies
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"Train senior managers on our policies"
| Male | Straight /Heterosexual | Not specified | Scotland
1
:
Org approaches; strategy; extend knowledge/commitment
-->
Inclusive workplace; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"Extend the knowledge and commitment lower down the organisation even more."
| Male | Straight /Heterosexual | Not specified | Scotland
theme:LGB: Leadership
| label |
frequency |
| Inclusive workplace; theme:LGBT |
22 |
| Inclusive recruitment; theme:LGBT |
12 |
| Inclusive progression; theme:LGBT |
6 |
| Org approaches; leadership; leading by example |
4 |
| Org approaches; leadership; equal treatment |
3 |
| Org approaches; leadership; unbiased approach; best fit for the job |
3 |
| Org approaches; leadership; recruitment; irrelevant/theme:LGBTQ+ |
3 |
| Org approaches; leadership; supportive |
3 |
| Org approaches; leadership; training for staff |
1 |
| Org approaches; leadership; not judging |
1 |
| ~Inclusive workplace; theme:LGBT |
1 |
| Org approaches; leadership; evolving /theme:LGBT |
1 |
| Org approaches; leadership; theme:LGBT implemented/integrated/supported |
1 |
| Org approaches; leadership; only words no actions |
1 |
| Org approaches; leadership; no judgement |
1 |
| Org approaches; leadership; bias not accepted |
1 |
| Org approaches; leadership; sanctions unacceptable behaviour |
1 |
| Org approaches; leadership; giving confidential advice/support |
1 |
| Org approaches; leadership; trained to promote workplace diversity; theme: gender/gidentity/LGBT |
1 |
| Org approaches; leadership; to follow organisational policies; support progression of all employees |
1 |
| Org approaches; leadership; ensure equal treatment |
1 |
| Org approaches; leadership; forefront of good practice |
1 |
| Org approaches; leadership; LGB managers sharing their experience |
1 |
| Org approaches; leadership; received full training |
1 |
| Org approaches; leadership; understanding |
1 |
| Org approaches; leadership; at odds with their own beliefs |
1 |
| Org approaches; leadership; coaching |
1 |
| Org approaches; leadership; familiarise with staff |
1 |
| Org approaches; leadership; stand out and take responsibilities |
1 |
| Org approaches; leadership; concerned about staff's wellbeing |
1 |
| Org approaches; leadership; walk a mile in their shoes |
1 |
| Org approaches; leadership; encourage allyship |
1 |
| Org approaches; leadership; promotes company's intolerance of discrimination |
1 |
| Org approaches; leadership; open to different views/needs |
1 |
3
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Our approach is to look at the training need matching the business need, not who or what the person is."
| Female | Straight /Heterosexual | 2-Middle management | East of England
3
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Judge a person on their work outcomes not on who they are - end of."
| Female | Straight /Heterosexual | 3-Senior management | North West
3
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"We are interested in having the best person for any job."
| Male | Straight /Heterosexual | Not specified | South East
3
:
Org approaches; leadership; leading by example
-->
Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"As an organisation this is lived by our deeds and actions and is supported by our board and driven by our senior leaders and managers"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
3
:
Org approaches; leadership; leading by example
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"walk the talk in all situations that need it. "
| Male | Straight /Heterosexual | Not specified | Scotland
3
:
Org approaches; leadership; leading by example
-->
Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"They share the knowledge and let it be known that we are intolerant of any discrimination. Then be seen to walk the talk - calling out any diversion from policy."
| Male | Straight /Heterosexual | Not specified | Scotland
3
:
Org approaches; leadership; recruitment; irrelevant/theme:LGBTQ+
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Generic comment
"We are interested in having the best person for any job. Their credentials in relation to LGBTQ+ etc are irrelevant."
| Male | Straight /Heterosexual | Not specified | South East
3
:
Org approaches; leadership; recruitment; irrelevant/theme:LGBTQ+
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Gender
"Their credentials in relation to LGBTQ+ etc are irrelevant."
| Male | Straight /Heterosexual | Not specified | South East
3
:
Org approaches; leadership; recruitment; irrelevant/theme:LGBTQ+
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Their credentials in relation to LGBTQ+ etc are irrelevant."
| Male | Straight /Heterosexual | Not specified | South East
2
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"As all are treated equally the current induction and management etc seem adequat"
| Male | Straight /Heterosexual | Not specified | South East
2
:
Org approaches; leadership; equal treatment
-->
Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
1
:
Org approaches; leadership; training for staff
-->
Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"Continue applying the training"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; not judging
-->
Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"not judging"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; equal treatment
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
1
:
Org approaches; leadership; evolving /theme:LGBT
-->
Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"I think we are forever evolving to a more inclusive culture."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; leadership; theme:LGBT implemented/integrated/supported
-->
Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"Implemented and integral. Much more mid to senior managers represent the workforce and we see more senior managers open about their sexual orientation and clearly able to bring their wholeselves to work than we do an equal male / female senior mangement. "
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; leadership; only words no actions
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"We must also consider that while senior managers talk the talk only and don't follow through with action for those that continue to discriminate for gender, gender identity, sexual orientation and BAME bias, the culture on a lower level within the civil service will change very very slowly and continue to feed the more white conservative profile that the civil service employee mix already has."
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; leadership; leading by example
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Behaviour of managers is paramount in everything they do. You lead by example, you should be naturally inclusive and therefore on your team you would be calling out discrimination of any sort."
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; leadership; no judgement
-->
Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"Ignore it - it's what the individual wants"
| Male | Gay/ lesbian | 3-Senior management | Scotland
1
:
Org approaches; leadership; bias not accepted
-->
Inclusive workplace; theme:LGBT
6) Recruitment and progression - role of managers - Generic comment
"We simply won't accept bias on the grounds of sexuality/gender. "
| Male | Gay/ lesbian | 3-Senior management | Scotland
1
:
Org approaches; leadership; sanctions unacceptable behaviour
-->
Inclusive workplace; theme:LGBT
6) Recruitment and progression - role of managers - Generic comment
"We simply won't accept bias on the grounds of sexuality/gender. If that's expressed then the individual is taken aside and coached"
| Male | Gay/ lesbian | 3-Senior management | Scotland
1
:
Org approaches; leadership; giving confidential advice/support
-->
Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"Alongside HR, School Managers would normally be the point of contact for confidential advice and support."
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; leadership; trained to promote workplace diversity; theme: gender/gidentity/LGBT
-->
Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"All our managers have received training in promoting workplace diversity including the equality of opportunity of all regardless of gender, gender identity or sexual orientation. "
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; leadership; to follow organisational policies; support progression of all employees
-->
Inclusive progression; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Our organisation values and supporting policies require all managers to support the development and progression of all employees regardless of their gender, gender identity and or sexual orientation"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; leadership; ensure equal treatment
-->
Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"We work in a very male dominated sector and our managers have to ensure that all employees regardless of sexual orientation, gender or attitude are treated equallly"
| Male | Straight /Heterosexual | 3-Senior management | Scotland
1
:
Org approaches; leadership; forefront of good practice
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Our management is at the forefront of good practice in relation to training and recruitment and has been for many years."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; LGB managers sharing their experience
-->
Inclusive workplace; theme:LGBT
1) Inclusive workplaces - what orgs are currently doing - Sexual orientation
"Senior managers who are LGB are happy to speak about their experiences and we attend PRIDE events in many cities in the UK."
| Female | Straight /Heterosexual | 1-Junior management | Yorkshire and the Humber
1
:
Org approaches; leadership; supportive
-->
Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"Supportive and received full training"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; supportive
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Supportive & understanding"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; supportive
-->
Inclusive progression; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Line Managers need to get to know their people and to adopt an open, coaching and more supportive approach to managing their direct reports. Only then might they actualy find out more about the people who report to them."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; leadership; received full training
-->
Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"Supportive and received full training"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; understanding
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Supportive & understanding"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; at odds with their own beliefs
-->
~Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"Sometimes maybe at odds with their own beliefs."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; coaching
-->
Inclusive progression; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Line Managers need to get to know their people and to adopt an open, coaching and more supportive approach to managing their direct reports. Only then might they actualy find out more about the people who report to them."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; leadership; familiarise with staff
-->
Inclusive progression; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Line Managers need to get to know their people and to adopt an open, coaching and more supportive approach to managing their direct reports. Only then might they actualy find out more about the people who report to them."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; leadership; stand out and take responsibilities
-->
Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"no managers stood out as taking responsibility for these areas"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; leadership; concerned about staff's wellbeing
-->
Inclusive progression; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"wellbeing was high on my managers list"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; leadership; walk a mile in their shoes
-->
Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"Walk a mile in their shoes"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; leadership; encourage allyship
-->
Inclusive progression; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
" Encourage allyship"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; leadership; promotes company's intolerance of discrimination
-->
Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"They share the knowledge and let it be known that we are intolerant of any discrimination. Then be seen to walk the talk - calling out any diversion from policy."
| Male | Straight /Heterosexual | Not specified | Scotland
1
:
Org approaches; leadership; open to different views/needs
-->
Inclusive workplace; theme:LGBT
3) Inclusive workplaces - the role of managers - Sexual orientation
"need to be open to peoples views and needs"
| Male | Straight /Heterosexual | 2-Middle management | Scotland
theme:LGB: Recruitment & Progression
| label |
frequency |
| Inclusive recruitment; theme:LGBT |
44 |
| Inclusive progression; theme:LGBT |
14 |
| Org approaches; recruitment; equal treatment |
3 |
| Org approaches; networking; theme:LGBTQ seminar |
3 |
| Org approaches; leadership; unbiased approach; best fit for the job |
3 |
| Org approaches; progression; inclusive progression programme /theme:gender /theme:gidentity /theme:LGBT |
3 |
| Org approaches; leadership; recruitment; irrelevant/theme:LGBTQ+ |
3 |
| Status quo; satisfactory |
2 |
| Org approaches; recruitment; blind recruitment |
2 |
| Org approaches; training; unconscious bias training for members of recruitment panel |
2 |
| Org approaches; progression; courses to enable fair promotion/theme: LGBTQ+ |
2 |
| Org approaches; leadership; supportive |
2 |
| Inclusive recruitment |
1 |
| Org approaches; recruitment; based on #merit- |
1 |
| ~Org approaches; ~recruitment; ~positive discrimination |
1 |
| Org approaches; leadership; equal treatment |
1 |
| Org approaches; recruitment; based on required skills |
1 |
| Org approaches; recruitment; transparent recruitment |
1 |
| Org approaches; progression; equal treatment |
1 |
| Inclusive progression; theme:gender |
1 |
| Org approaches; recruitment; recruitment training /theme:LGBT |
1 |
| Org approaches; recruitment; based on compassion/action/respect everyone values |
1 |
| Org approaches; recruitment; based on merit |
1 |
| Org approaches; recruitment; gamified recruitment policy |
1 |
| Org approaches; leadership; only words no actions |
1 |
| Org approaches; recruitment; sponsorship programmes /theme:gender equality /theme:gidentity /theme:LGBT |
1 |
| Org approaches; leadership; leading by example |
1 |
| Org approaches; recruitment; better approach to LGBTQ+ |
1 |
| Org approaches; recruitment; open recruitment procedure; LGBTQ+ encouraged to apply |
1 |
| Inclusive progression; theme:gidentity |
1 |
| Org approaches; recruitment; think outside the box /theme:LGBT |
1 |
| Org approaches; policy; EDI policy |
1 |
| Org approaches; strategy; find role models |
1 |
| Org approaches; recruitment; gender neutral language in job adverts |
1 |
| Org approaches; recruitment; diverse interview panels /theme:gender |
1 |
| Org approaches; recruitment; to include welcoming statements in job advertising |
1 |
| Org approaches; leadership; to follow organisational policies; support progression of all employees |
1 |
| Org approaches; recruitment; trying to diversify recruitment |
1 |
| Org approaches; recruitment; best person for the job |
1 |
| Org approaches; progression; best person for the job |
1 |
| Org approaches; leadership; forefront of good practice |
1 |
| Org approaches; recruitment; in line with organisational values |
1 |
| Org approaches; leadership; understanding |
1 |
| Org approaches; leadership; coaching |
1 |
| Org approaches; leadership; familiarise with staff |
1 |
| Org approaches; progression; no/theme: LGBTQ+ barriers for progression |
1 |
| Org approaches; recruitment; recognise talent |
1 |
| Org approaches; leadership; concerned about staff's wellbeing |
1 |
| Org approaches; progression; allyship |
1 |
| Org approaches; leadership; encourage allyship |
1 |
| Org approaches; recruitment; seek guidance on best practice |
1 |
3
:
Org approaches; recruitment; equal treatment
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"Ignored"
| Male | Gay/ lesbian | 3-Senior management | Scotland
3
:
Org approaches; recruitment; equal treatment
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
3
:
Org approaches; recruitment; equal treatment
-->
Inclusive recruitment; theme:LGBT
5) Recruitment and progression - orgs could do MORE - Sexual orientation
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
3
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Our approach is to look at the training need matching the business need, not who or what the person is."
| Female | Straight /Heterosexual | 2-Middle management | East of England
3
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Judge a person on their work outcomes not on who they are - end of."
| Female | Straight /Heterosexual | 3-Senior management | North West
3
:
Org approaches; leadership; unbiased approach; best fit for the job
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"We are interested in having the best person for any job."
| Male | Straight /Heterosexual | Not specified | South East
3
:
Org approaches; leadership; recruitment; irrelevant/theme:LGBTQ+
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Generic comment
"We are interested in having the best person for any job. Their credentials in relation to LGBTQ+ etc are irrelevant."
| Male | Straight /Heterosexual | Not specified | South East
3
:
Org approaches; leadership; recruitment; irrelevant/theme:LGBTQ+
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Gender
"Their credentials in relation to LGBTQ+ etc are irrelevant."
| Male | Straight /Heterosexual | Not specified | South East
3
:
Org approaches; leadership; recruitment; irrelevant/theme:LGBTQ+
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Their credentials in relation to LGBTQ+ etc are irrelevant."
| Male | Straight /Heterosexual | Not specified | South East
2
:
Status quo; satisfactory
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"No changes - we don't ever experience an issue"
| Male | Gay/ lesbian | 3-Senior management | Scotland
2
:
Status quo; satisfactory
-->
Inclusive recruitment; theme:LGBT
5) Recruitment and progression - orgs could do MORE - Sexual orientation
"We are trying our best, no further action is planned"
| Male | Straight /Heterosexual | 3-Senior management | Scotland
2
:
Org approaches; networking; theme:LGBTQ seminar
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"However, certain LGBTQ seminar were organized by org."
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; networking; theme:LGBTQ seminar
-->
Inclusive recruitment; theme:LGBT
5) Recruitment and progression - orgs could do MORE - Sexual orientation
"LGBTQ seminar were organized at global level recently."
| Male | Straight /Heterosexual | 2-Middle management
2
:
Org approaches; recruitment; blind recruitment
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"We have recruitment training which will cover these topics, we also recruit 'blind' so we are unaware of sex etc."
| Female | Straight /Heterosexual | 2-Middle management | East of England
2
:
Org approaches; recruitment; blind recruitment
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"Anonymised applications used for short-listing "
| Female | Straight /Heterosexual | 2-Middle management | North East
2
:
Org approaches; training; unconscious bias training for members of recruitment panel
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Gender identity
"Unconscious Bias training for panellists"
| Female | Straight /Heterosexual | 2-Middle management | North East
2
:
Org approaches; training; unconscious bias training for members of recruitment panel
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"Unconscious Bias training for panellists"
| Female | Straight /Heterosexual | 2-Middle management | North East
2
:
Org approaches; progression; courses to enable fair promotion/theme: LGBTQ+
-->
Inclusive progression; theme:LGBT
4) Recruitment and progression - orgs currently - Generic comment
"they also run courses especially for LGBTQ + to enable fair chances at promotion"
| Female | Straight /Heterosexual | 1-Junior management | East of England
2
:
Org approaches; progression; courses to enable fair promotion/theme: LGBTQ+
-->
Inclusive progression; theme:LGBT
5) Recruitment and progression - orgs could do MORE - Generic comment
"very recently the organisation have put good programmes out for LGBTQ+ to promote learning and mentoring with a view for promotion"
| Female | Straight /Heterosexual | 1-Junior management | East of England
1
:
Org approaches; recruitment; based on #merit-
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"treat everyone on merit"
| Male | Straight /Heterosexual | 2-Middle management
1
:
~Org approaches; ~recruitment; ~positive discrimination
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"Not drive positive discrimination"
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; leadership; equal treatment
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Treats every individual the same irrespective of gender or sexual orientation."
| Male | Straight /Heterosexual | 3-Senior management | West Midlands
1
:
Org approaches; recruitment; based on required skills
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"Our recruitment and selection processes and promotion panels ensure a fair assessment of a candidates suitability for a job regardless of their, gender identity or sexual orientation, and the nature of the job"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; recruitment; transparent recruitment
-->
Inclusive recruitment; theme:LGBT
5) Recruitment and progression - orgs could do MORE - Sexual orientation
"talent was not recognised and misleading statements regarding job security occurred this was generic"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; progression; equal treatment
-->
Inclusive progression; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"These things are not a problem - employees are free to be themselves."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; networking; theme:LGBTQ seminar
-->
Inclusive progression; theme:LGBT
5) Recruitment and progression - orgs could do MORE - Sexual orientation
"LGBTQ seminar were organized at global level recently."
| Male | Straight /Heterosexual | 2-Middle management
1
:
Org approaches; recruitment; recruitment training /theme:LGBT
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"We have recruitment training which will cover these topics, we also recruit 'blind' so we are unaware of sex etc."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; recruitment; based on compassion/action/respect everyone values
-->
Inclusive recruitment; theme:LGBT
5) Recruitment and progression - orgs could do MORE - Sexual orientation
"We will continue to support all people who are appropriate for the role into our organisation - we will always strive for the best people with the best qualties which match our values - CARE - Compassion, Action, Respect, Everyone."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; recruitment; based on merit
-->
Inclusive recruitment; theme:LGBT
5) Recruitment and progression - orgs could do MORE - Sexual orientation
"We will continue to support all people who are appropriate for the role into our organisation - we will always strive for the best people with the best qualties which match our values - CARE - Compassion, Action, Respect, Everyone."
| Female | Straight /Heterosexual | 2-Middle management | East of England
1
:
Org approaches; recruitment; gamified recruitment policy
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"It is generally accepted by recruitment agencies in general that we need to take account of gamified recruitment policies to measure personality traits and that they are known to remove more unconscious bias than any other recruiting method. But it is too expensive for the civil service to adopt. "
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; leadership; only words no actions
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"We must also consider that while senior managers talk the talk only and don't follow through with action for those that continue to discriminate for gender, gender identity, sexual orientation and BAME bias, the culture on a lower level within the civil service will change very very slowly and continue to feed the more white conservative profile that the civil service employee mix already has."
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; recruitment; sponsorship programmes /theme:gender equality /theme:gidentity /theme:LGBT
-->
Inclusive recruitment
5) Recruitment and progression - orgs could do MORE - Generic comment
"We need more sponsorship of programmes for BAME, gender equality, gender identify and sexual orientation - all are affected yet the civil service has programmes for women and BAME increased representation only which is wrong. "
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; leadership; leading by example
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Behaviour of managers is paramount in everything they do. You lead by example, you should be naturally inclusive and therefore on your team you would be calling out discrimination of any sort."
| Female | Straight /Heterosexual | 3-Senior management | North West
1
:
Org approaches; recruitment; better approach to LGBTQ+
-->
Inclusive recruitment; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Generic comment
"We also need to think more diversely when recruiting to attract more individuals from a) the ethnic minority community and b) the LGBTQ+ community."
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; recruitment; open recruitment procedure; LGBTQ+ encouraged to apply
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Generic comment
"We have an open recruitment process and encourage BAME, LGBTQ+. "
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; progression; inclusive progression programme /theme:gender /theme:gidentity /theme:LGBT
-->
Inclusive progression; theme:gender
4) Recruitment and progression - orgs currently - Generic comment
"We are introducing a Career Accelerator Programme this year which will provide staff with opportunities to develop further both professionally and personally. This will be an inclusive programme which I feel will help us when recruiting new staff to show candidates that they can progress, whatever their gender, gender identity or sexual orientation is. "
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; progression; inclusive progression programme /theme:gender /theme:gidentity /theme:LGBT
-->
Inclusive progression; theme:LGBT
4) Recruitment and progression - orgs currently - Generic comment
"We are introducing a Career Accelerator Programme this year which will provide staff with opportunities to develop further both professionally and personally. This will be an inclusive programme which I feel will help us when recruiting new staff to show candidates that they can progress, whatever their gender, gender identity or sexual orientation is. "
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; progression; inclusive progression programme /theme:gender /theme:gidentity /theme:LGBT
-->
Inclusive progression; theme:gidentity
4) Recruitment and progression - orgs currently - Generic comment
"We are introducing a Career Accelerator Programme this year which will provide staff with opportunities to develop further both professionally and personally. This will be an inclusive programme which I feel will help us when recruiting new staff to show candidates that they can progress, whatever their gender, gender identity or sexual orientation is. "
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; recruitment; think outside the box /theme:LGBT
-->
Inclusive recruitment; theme:LGBT
5) Recruitment and progression - orgs could do MORE - Generic comment
"We could think outside the box more in where to find candidates from the LGBTQ+ community. "
| Female | Straight /Heterosexual | 3-Senior management | South East
1
:
Org approaches; policy; EDI policy
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"Not aware that this has any bearing on recruitment as such. As above, the general policy for Equality and Diversity is emphasised across the company "
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; strategy; find role models
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"Visible role models"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; recruitment; gender neutral language in job adverts
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"Use of gender neutral language in job adverts "
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; recruitment; diverse interview panels /theme:gender
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"Gender representation on short-listing and interview panels "
| Female | Straight /Heterosexual | 2-Middle management | North East
1
:
Org approaches; recruitment; to include welcoming statements in job advertising
-->
Inclusive recruitment; theme:LGBT
5) Recruitment and progression - orgs could do MORE - Sexual orientation
"We are working on including appropriate welcoming statements in our job packs and advertising"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; leadership; to follow organisational policies; support progression of all employees
-->
Inclusive progression; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Our organisation values and supporting policies require all managers to support the development and progression of all employees regardless of their gender, gender identity and or sexual orientation"
| Female | Straight /Heterosexual | 3-Senior management | Northern Ireland
1
:
Org approaches; recruitment; trying to diversify recruitment
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"We actively try to include diversity in our recruitment but it is very difficult when there is a small percentage of applicants that are not male. "
| Male | Straight /Heterosexual | 3-Senior management | Scotland
1
:
Org approaches; recruitment; best person for the job
-->
Inclusive recruitment; theme:LGBT
5) Recruitment and progression - orgs could do MORE - Sexual orientation
"We are only interested in selecting the best person for a job/promotion etc. Nothing else is relevan"
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; progression; best person for the job
-->
Inclusive progression; theme:LGBT
5) Recruitment and progression - orgs could do MORE - Sexual orientation
"We are only interested in selecting the best person for a job/promotion etc. Nothing else is relevan"
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; forefront of good practice
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Our management is at the forefront of good practice in relation to training and recruitment and has been for many years."
| Male | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; supportive
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Supportive & understanding"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; supportive
-->
Inclusive progression; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Line Managers need to get to know their people and to adopt an open, coaching and more supportive approach to managing their direct reports. Only then might they actualy find out more about the people who report to them."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; recruitment; in line with organisational values
-->
Inclusive recruitment; theme:LGBT
4) Recruitment and progression - orgs currently - Sexual orientation
"Open to all as long as individual accepts values of organisation and meet DBS requirements"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; understanding
-->
Inclusive recruitment; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Supportive & understanding"
| Female | Straight /Heterosexual | Not specified | South East
1
:
Org approaches; leadership; coaching
-->
Inclusive progression; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Line Managers need to get to know their people and to adopt an open, coaching and more supportive approach to managing their direct reports. Only then might they actualy find out more about the people who report to them."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; leadership; familiarise with staff
-->
Inclusive progression; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"Line Managers need to get to know their people and to adopt an open, coaching and more supportive approach to managing their direct reports. Only then might they actualy find out more about the people who report to them."
| Male | Straight /Heterosexual | Not specified | West Midlands
1
:
Org approaches; progression; no/theme: LGBTQ+ barriers for progression
-->
Inclusive progression; theme:LGBT
2) Inclusive workplaces - what orgs could do MORE - Sexual orientation
"This appears to be a lot more acceptable in the current company culture, with no perceived barriers to progression or inclusivity depending upon sexual orientation.
"
| Female | Straight /Heterosexual | 0-Non-management | North East
1
:
Org approaches; recruitment; recognise talent
-->
Inclusive recruitment; theme:LGBT
5) Recruitment and progression - orgs could do MORE - Sexual orientation
"talent was not recognised and misleading statements regarding job security occurred this was generic"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; leadership; concerned about staff's wellbeing
-->
Inclusive progression; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
"wellbeing was high on my managers list"
| Female | Straight /Heterosexual | Not specified | South West
1
:
Org approaches; progression; allyship
-->
Inclusive progression; theme:LGBT
5) Recruitment and progression - orgs could do MORE - Sexual orientation
"Encourage allyship"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; leadership; encourage allyship
-->
Inclusive progression; theme:LGBT
6) Recruitment and progression - role of managers - Sexual orientation
" Encourage allyship"
| Female | Straight /Heterosexual | 0-Non-management | London
1
:
Org approaches; recruitment; seek guidance on best practice
-->
Inclusive recruitment; theme:LGBT
5) Recruitment and progression - orgs could do MORE - Sexual orientation
"Seek guidance on best practice an adopting that."
| Male | Straight /Heterosexual | Not specified | Scotland
theme:LGB: Differences
theme:LGB: Differences: level 1
#ETHNICITY_PV:
No highly significant results
#ORG SIZE_PV:
No highly significant results
#ROLE_IN_ORGANISATION_PV:
No highly significant results
#IndustrySector_PV:
No highly significant results
#Gender:
No highly significant results
#Gender identity:
No highly significant results
#Sexual orientation:
| from_label |
to_label |
Bi/ bisexual |
Gay/ lesbian |
Prefer not to say |
Straight /Heterosexual |
| Status quo |
no consequence |
1 |
0 |
0 |
5 |
| Totals |
|
1 |
10 |
2 |
132 |
#AGE_PV:
No highly significant results
#SEC_main_earner:
No highly significant results
theme:LGB: Differences: level 2
#ETHNICITY_PV:
| from_label |
to_label |
Diverse ethnic groups |
White |
| Org approaches; strategy |
Inclusive workplace; theme:LGBT |
4 |
24 |
| Totals |
|
6 |
139 |
#ORG SIZE_PV:
No highly significant results
#ROLE_IN_ORGANISATION_PV:
No highly significant results
#IndustrySector_PV:
No highly significant results
#Gender:
| from_label |
to_label |
Female |
I'd prefer not to say |
Male |
| Org approaches; strategy |
Inclusive workplace; theme:LGBT |
14 |
2 |
12 |
| Totals |
|
92 |
2 |
51 |
#Gender identity:
| from_label |
to_label |
Prefer not to say |
Yes |
| Org approaches; strategy |
Inclusive workplace; theme:LGBT |
2 |
26 |
| Totals |
|
2 |
143 |
#Sexual orientation:
| from_label |
to_label |
Bi/ bisexual |
Gay/ lesbian |
Prefer not to say |
Straight /Heterosexual |
| Org approaches; strategy |
Inclusive workplace; theme:LGBT |
0 |
2 |
2 |
24 |
| Totals |
|
1 |
10 |
2 |
132 |
#AGE_PV:
No highly significant results
#SEC_main_earner:
No highly significant results
theme:LGB: Differences: level 1
