The Institute of Equality and Diversity Practitioners
Background to the Institute
June 2009
The Institute of Equality and Diversity Practitioners is the UK’s newly-created body that regulates the sector and supports practitioners. The Institute held its first General Meeting in London on 10 June 2009 and ratified the election of its Board Members.
There was much talk over recent years about creating this body. Independent reviews by Focus Consultancy and the Learning and Skills Council recommended its creation. In May 2008, Kingston Smith Associates took the initiative, inviting people who responded to the LSC’s consultation to help form the Institute. Over the next ten months, a steering group established its aims and purposes, grew the membership to nearly 80 practitioners and planned the formal launch.
The launch in January 2009 was attended by equality, diversity and human rights practitioners from all business sectors. Dr Nicola Brewer, then the Chief Executive of the Equality and Human Rights Commission, and Jonathan Rees, Director General of the Government Equalities Office, delivered the keynote speeches. Delegates were clear that the Institute had been long awaited but questions were raised about whether we existed to support only the public sector. As we explored what we need from the Institute, we dispelled concerns that only the public sector is duty bound to deliver equality; and that the private and voluntary sectors may be scared off by ‘political correctness’.
Too often, our members find themselves in roles for which they are poorly resourced, especially when required to deliver equality results on service delivery and customer care. Equality of opportunity in employment is understood better, with more opportunities available for professional development.
The Institute exists to offer support, professional development and accreditation to practitioners in all business sectors, public, private and not-for-profit. Even experienced practitioners can be stumped by the resistance of colleagues who have little knowledge of the subject and even less interest. Non-practitioners often regard equality and inclusiveness as someone else’s responsibility, not part of mainstream performance. Institute members often find themselves battling to get colleagues to understand the basics: what equality and human rights laws say and require; the business case for diversity and inclusion; and how to deliver equality results that make a real difference to the lives of individuals and communities.
We know that many citizens do not know their legal rights under equality and human rights law. Some think they are protected when they are not. Most have no idea the law applies to them too. For example, many employees have no idea about their right not to be harassed and bullied by colleagues in their workplaces. Most white people have no idea that they are protected from less favourable treatment by the Race Relations Act. Instead, they think that race equality law only protects black people. Even though 10% of the population is disabled, most people have no idea they are protected by the Disability Discrimination Act. Instead, many disabled people are subjected to degrading, discriminatory treatment that often comes from ignorance as well as prejudice. Employers and employees, from government ministers to hospital porters, are responsible for putting equality and human rights law into action. Few know how to do it.
The Institute’s members have a range of views about different aspects of equality and human rights law. Some, for example, want to develop a better understanding and practice on positive action. Others want to focus on accessible environments for citizens to be able to live, work and play. But we all know that if people do not know their own rights, they cannot demand them or safeguard the rights of others.
The Institute draws upon the experience of practitioners who, over many decades, have helped to develop approaches that are not about groups competing with each other for limited resources but about respecting the human rights of each individual and enabling them to realise their full potential.
The Institute is concerned about how few staff, including those in responsible positions such as social workers and teachers, know very little about equality and human rights law and how to apply it to their everyday work. This is the case with people born and educated in the UK. We also come across confusion amongst people born overseas, who often know nothing about UK equality and human rights law and may work with very vulnerable people such as care home residents. Our view is that everyone should be required to comply with the UK’s equality and human rights law even when it conflicts with personal beliefs. Employers must be held to account for delivering high quality training on the practical application of equality and human rights law that is up-to-date and relevant. This will enable their employees to do an excellent job for all customers and clients, operating from workplaces that are safe and promote well-being.
It is often assumed that a commitment to equality, human rights and inclusion is a matter solely of a person’s moral position. Or that someone who is black, disabled or female automatically knows how discrimination operates and the ways it can be countered. These are outmoded views that have little place in a professional environment which is predicated on respect for each human being. Equality, human rights and inclusion work is underpinned by the law how we all put the law into practice. It is not ‘political correctness gone mad’. For the Institute and its professional practitioners, equality and human rights law is a body of specialist knowledge that we share with others who wish to develop expertise in this field.
Health and safety law is similarly dogged with ‘gone mad’ interpretations, made up by people that see the law as an expensive and unnecessary obstacle to profit and progress. But as a society we have benefitted greatly from our children not dying at fairgrounds in the numbers they did, from airplanes not burning and cars not crumpling as they did in previous periods.
Do we not want to achieve social progress, creating a safer society where people live in harmony with each other and build a world where everyone has the opportunity to achieve their full potential? The Institute believes that the answer to this question is ‘yes’. We intend to play a positive role in realising this vision.
The Institute’s role is not about regulation and enforcement. That is the role of the Equality and Human Rights Commission. Our role is about the learning, practice and accreditation of practitioners. We are the only professional body in the UK that is established to equip practitioners and prospective practitioners to be fully skilled in understanding equality and human rights law and its practical application in every setting. The Institute also intends to act as a clear and coherent voice for the equality, diversity and human rights sector if we feel the Commission or the Government is not doing enough.
Over the next two years, the Institute will involve members in setting competency standards and devising accreditation programmes for each grade of membership. To support this, we will also provide training and continuous professional development opportunities. It is vital that high standards are developed and maintained, with fair systems in place for dealing with members who fail to meet required standards.
None of this can be done with spending money. Our events have been sponsored by many organisations including Ernst & Young, Pinsent Masons, the Highways Agency and Birmingham Local Education. Corporate supporters include Cititec and the Children's Workforce Development Council. Generous pro bono administrative support from Kingston Smith Associates ended with our formal inauguration. Instead, we have commissioned Not For Profit Services to provide the Board with administrative support, allowing us to concentrate on our core responsibilities.
We have the commitment and expertise of our executive Board Members, each of whom donates a great deal of time to help realise the aspirations of the Institute. To help speed up our development, we are building our membership and have applied for funding to the Equality and Human Rights Commission. If our funding bid is successful, we will have the means to deliver our objectives. We are delighted with our link to “Equal Opportunities Review” publications, which is offering our members a significant reduction on their annual subscription rates. This is one of the tangible benefits that will enable our members to be better informed. More will follow as we develop our accreditation programmes, helping organisations to select their equality and diversity employees, consultants and trainers. In a short time, we believe that the Institute will help Britain to lead Europe’s equality work.
Linda Bellos, Chair
Institute of Equality and Diversity Practitioners
Tel: 0844 4827 263
Email: info@iedp.org.uk
Web: www.iedp.org.uk