Rationale for selection of this case study
English Partnerships is benefiting from our suite of consultancy products. Whilst training can bring about considerable change it needs to be combined with a strategic focus. This in turn ensures we deliver system wide change as well as appealing to the hearts and minds of the recipients of our training. This case study illustrates how we have assisted an organisation to progress on its wider diversity challenges in a holistic way.

English Partnerships is the national regeneration agency, helping the Government to support high quality sustainable growth in England. The new English Partnerships was created in May 1999 with the merger of the Commission for the New Towns (CNT) and the Urban Regeneration Agency. The two organisations carry out their activities under the name English Partnerships. .

Organisational Health Check
Context for this case study

We undertook a systematic assessment of policies and working practices in order to provide the client with the data and evidence against which to further develop a strategy that is fully aligned to the business priorities and objectives, culture and aspiration ‘targets’.

The Health Check approach comprised a review of the client’s current ‘diversity management infrastructure’. Examples of infrastructure elements included:

• Policy statements and written procedures
• Practical application of policies and procedures ‘at the coal-face’
• Training
• Communications

By reviewing actual practices as well as written guidance, we achieved a more reliable understanding of diversity in practice at English Partnerships, including capturing the views of internal stakeholders.

Main review activities included:

1. Desk based reviews of, for example
   • The organisation via e.g. annual report, website, corporate plan etc (for initial familiarisation)
   • Diversity strategy and project(s) papers
   • Key policies and procedures, in hardcopy and online
   • Review stakeholder demographics; e.g. management teams, employees, partners, etc, including where possible by location and seniority
   • Training materials/content
   • Staff survey outcomes.
2. Interviews with selected stakeholders e.g. management, HR/diversity practitioners, staff, other stakeholders

The outcomes comprised key learning points and areas identified for management attention in the form of a written report. The report explains how the recommendations support the diversity objectives, or how the latter could be redefined to generate even greater benefit or mitigate risk. There will therefore be:

• Recommendations for action; and
• Recommendations and actions fed into parallel diversity programme plans.

The final report may also challenge current plans and arrangements; particularly where they expose the organisation to risks e.g. lack of sufficient attention to meeting the needs of employees’ religious backgrounds and needs or older members of the workforce.

Equality Proofing of Assessment Process for Graduate Scheme
Client objectives and processes
The assessment process required candidates to complete an interview and assessment centre. We reviewed the graduate selection process to ensure that it provided a fair and objective assessment of all individuals and was legally justifiable.

In order to assess whether the selection process treated all candidates in a fair and objective manner we conducted the following activities:

• Activity 1: Best practice audit - We examined the selection process to determine whether it has been developed and is being operated in a way that should make it fair and objective. We would audit it against best practice regarding equality and diversity.
• Activity 2: Validation study - A valid selection process is one that works, that measures what it claims to measure and that predicts something useful. After a suitable time had elapsed using the new selection process, we conducted a statistical analysis of the whole process.
• Activity 3: Adverse impact study - To assess potential adverse impact in the selection process we collected biographical information about candidates passing through the process and match this against their scores on the selection exercises.

Key Outcomes and Deliverables
The assessment process for the graduate scheme was proofed for equality and diversity, including identification of any adverse impacts, and development of good practice.

English partnerships Supplier Diversity Training
Client objectives
In line with English Partnerships’ responsibilities under their equality and diversity strategy and Best Practise, they wished to ensure that they were passing responsibility down the supply chain for integration of equality and diversity to their learning suppliers.

Our solution
An essential aspect of effective diversity transformation is to ensure all contractors and learning providers are integrating equality and diversity into their learning provision. We advised English Partnerships to ensure this process was taking place. Many well-intentioned diversity strategies can fail when the golden thread of diversity does not run through the provision. We analysed current learning provision and sought to ascertain the needs of the learning providers. We also took into account the level of knowledge of suppliers. This was variable and there was resistance and resentment to the solution from some suppliers.

Delivery and Outcomes
Subsequently we facilitated sessions where the awareness of suppliers was appraised and an appropriate learning solution delivered. An interactive experiential participative approach assisted in relieving any tension. This also demonstrated how, by implementing diversity strategies in their learning provision, not only did they meet the needs of their client, English Partnerships, but also enhanced their own learning propositions and market position. We believed that the learning providers are auditing not only their materials and course content but also the representation of minorities in their trainer teams. We have developed positive relationships with the providers and influenced their respective stance on diversity in terms of learning provision. This in turn benefits our client and ensures English Partnerships are adhering to the requirements of their Race Equality schemes as well as Best Practice in Diversity.

Client quotes from the Supplier Diversity Training sessions

• A complex subject was made clear and easier to understand by the trainer’s relaxed and thought provoking style of delivery.
• This is a subject that would benefit all staff; it will improve my performance as it has raised my awareness on certain issues.
• The nature of the course is such that it makes you think. It was thoroughly enjoyable and one of the only courses I’ve been on that did not get boring! It will definitely improve my outlook on diversity.

Creative Advertising to increase diversity in recruitment for English Partnerships
Client objectives
From the beginning of 2005 English Partnerships have been encouraged to take a more proactive, added-value approach, rather than a purely transactional service. The main issues were:

• Lack of a recruitment identity - there was no consistent housestyle in place
• Copywriting - this was done by the HR/line contact and set into a box style
• Cost - the ads were large (due to huge amounts of copy) and therefore very expensive.

Our solutions
Rather than running separate ads for 11 Project Managers/Regeneration Manager roles, UK wide, we ran a creative campaign with the main ad running in the Guardian supported by teaser ads driving traffic to a bespoke campaign site.

• Development of recruitment advertising housestyle
• Taking briefs for roles and writing copy from scratch
• EP benefiting from the COI contract and discounted