D&I Briefing for CWU Meeting 16th January 2020
(11.30am – 1.30pm)
D&I Briefing for CWU Meeting 16.01.2020
2
Session Overview
Presenter Jackie Beer (Head of Group D & I)
Aims of Session • To update Union stakeholders about D&I milestones achieved since the D & I strategy was shared with Union reps
• To present the findings from the recent (December 2019) Data Declaration Campaign Pilot
• To present proposals for key D & I activities for the next six months – to get feedback from Union stakeholders
Key messages • Focus for the past 6 months has been on equipping HR colleagues and D & I leads with more relevant and
modern skills and approaches to D&I.
• You say, we did
• Lessons learnt from activities carried out over the past 6 months will shape future plans
• Our proposals for the next 6 months will require input from key stakeholders e.g. Unions, CFU stakeholders and
CUs
Areas requiring
feedback / input
• Declaration campaign plans
• What works?
• Key D & I concerns from CWU colleagues
• Feedback regarding ctivities planned for the next 6 months
3
Diversity & Inclusion at BT – Strategic
Priorities
Today 10
years
5
years
• In order to achieve true diverse workforce representation, we will need to implement the most ambitious proposals where necessary e.g. financial target setting/ positive action for under-
represented groups in accordance with S 159 of the Equality Act 2010.
A differentiated colleague and customer value proposition that sets
a global standard for inclusion, where inclusive design is the norm.
Inclusive, innovative culture where people feel respected, engaged and
able to speak out and this translates into inclusive design for customers-
creating differentiation for BT.
• 90% engagement on colleague survey (70% declaration rate
across all Protected Characteristics within survey participants)
• Brand reputation and positive societal contribution cited as
reason for joining BT by 50% of applicants.
• Pan-BT talent attraction strategy that contributes to boosting
BT’s brand reputation as an inclusive employer
Clearly understood and consistently applied policies that ensure
everyone is included.
Well established and consistently applied flexible working policy and
policies to accommodate varying life stages.
• All policies adhere to best practice and progressive D & I
principles
• Consistent Inclusive design principles understood and
embedded in design and planning processes
• 95% of employees feel included at work
Leveraging our strengths to drive improved outcomes for disadvantaged
groups in society.
• Skills for Tomorrow Reach: 10m people in the UK by
2025/26 (Future 2030 and global ambition may be developed
as part of Ambitions 2030 work – TBC in Q4)
Externally recognised for our role in tackling the serious and complex D & I
Issues within business, and for playing a key part in shaping and
contributing to solutions. Strong external reputation for leading the agenda
through bold action, research, influencing others in industry and sharing best practice.
• Strategic partnerships with influential, external, change
making organisations
• Consistent positive rating for role in tackling D&I issues
(social media, press and competitor analysis)
• Brand recognition for attracting STEM candidates (media,
Glassdoor, Indeed)
Measured by
(metric):
SP1
A balanced workforce that reflects all aspects of the diverse societies
in which we operate. A gender balanced and representative workforce
that reflects the different regions in which BT works and consistently future
proofs with strategic workforce planning. Internationally recognised diverse
Graduate scheme and UK recognised Apprentice schemes.
• Workforce that represents national/regional statistics in relation
to gender/ ethnicity/ disability and sexual orientation
• Pan BT SLT/SMT Gender representation that reflects national
statistics
• 80% declaration rates across all protected characteristics.
• Graduate & Apprentice schemes that attract and retain diverse
candidates that reflect national demographics
• Workforce planning across BT (all CFUs/CUs) involving Unions
and D&I leads
SP2
SP3
SP4
SP5
D & I Activities over the past 6 months
4
5
Our focus to date…
The newly created D & I team has had a primary focus on
consolidating and super charging the knowledge amongst
our HR community, BT’s key changemakers.
Through this multifaceted, accelerated education and
capacity building, our HR colleagues will be best placed to
ensure we achieve all our strategic priorities.
The next slide shows the various activities we have
delivered to boost the expertise of our HR colleagues.
These initial activities have been aligned with three of our
strategic priorities: SP1, SP2 and SP3.
SP1
SP3
A balanced workforce that
reflects all aspects of the diverse
societies in which we operate
A differentiated employee and
customer value proposition that
sets a global standard for
inclusion, where inclusive design
is the norm.
Clearly understood and
consistently applied policies that
ensure everyone is included.
SP2
6
Boostin
g HR
expertis
e
New D & I
intranet
pages
launched
Launch
of D & I
immersion
for HRSMT
BT D & I
Knowledg
e
Resource
Hub
launched
Monthly D & I
Knowledge
Roundup (HR &
Business
Stakeholders)
launched
D & I
training for
D & I leads
launched
Monthly
D &
I CFU calls
Launched
Monthly
D & I
Clinic
Calls for
HRBPs
launched
D & I Impact
Toolkit
Training
delivered to
HR PDO
PMOs
D & I
Impact
Toolkit
launche
d
CFU-
specific
recruitme
nt pilots
launched
Refined
approach to
CFU
Specific
SMT / SLT
targets
Data
Declaratio
n pilot
launched
Redesigned
approach to
graduate
assessment
s
7
A balanced workforce that
reflects all aspects of the diverse
societies in which we operate
A differentiated employee and
customer value proposition that
sets a global standard for
inclusion, where inclusive
design is the norm.
Clearly understood and
consistently applied policies
that ensure everyone is
included.
Supporting colleagues
across BTTo embed our five Strategic priorities and ensure our
collective efforts contribute to making BT an
inclusive innovator, we have supported colleagues
across BT and Openreach.
The next slide shows the various activities we have
delivered to support colleagues.
Leveraging our strengths to
drive improved outcomes for
disadvantaged groups in
society.
Externally recognised for our
role in tackling the serious and
complex D & I issues within
business, and for playing a key
part in shaping and contributing
to solutions.
SP3
SP4
SP2
SP1
SP5
8
Supporting
colleagues
across BT
Monthly
Trade
Union
Update
calls
launched
Launch of
refreshed
Transgende
r Transition
Guidelines
(TBWP)
Inclusive
Design
Consultation
with TBWP,
Architects
And ABLE2
Network on BT
office move
D & I
Social
Channels
launched
Launch
of
redesign
ed Tech
Women
(Openreach)
Developm
ent of three
new
Openreach
People
Networks
(TBWP)
Lau
nch of
bespoke
Impact
Toolkit
Training
Valuabl
e 500
signato
ry
(Enterpris
e)
Recruitm
ent Pilot
(Corporate)
Review
of D&I
EOY Collate
ral
(TBWP)
Suppo
rt with
engageme
nt planning
Digital
skills:
Embedding
diversity
within
social
mobility
Behavioural
Science
review of
Graduate
attraction
for women
(Technology)
Launch of
Recruitment
Pilot to attract
more women
into the
Business Unit
D & I
Consultations
with The Better
Work Place
(TBWP)
Workstream
leads launched
(Consumer)
Accessibility
, Inclusion
and
Disability
Steering
Group
(Consum
er)
Consume
r D & I
Strategy
Group
Relaunch
ed People
Networks
(Openreach
)
Bespoke
approach to
Declaration
pilot
Declaration Campaign Pilot
9
• Successful inclusion initiatives are driven by a thorough understanding of exclusion
• Robust diversity data will give us the information needed to identify where interventions ae needed to boost
inclusion
• BT has low diversity declaration rates across all the CFUs/CUs.
• We aim to improve our rates. The better diversity data we have, the more certain we can be that:
– BT is as diverse and inclusive as it can be
– we are attracting a range of talented people to come and work for us
– we are effective in offering equality of opportunity and treatment to different groups
– our internal policies are having the desired inclusion outcomes
10
Reasons for the Pilot
Pilot Approach
• We wanted an approach that would encourage improved engagement and completion.
• We knew that requesting personal sensitive data from colleagues requires sensitivity and careful
messaging.
• Rather than sending an email request to all UK based colleagues in the BT Group, we sought to pilot the
effectiveness of different messages.
• Working with MoreThanNow, our behavioural science partners, we co-designed four different messages
that had different motivating factors. The messages sought to test the following:
1. whether colleagues would responded better to a message that was influenced by the behaviour of
others. (Social Norms)
2. whether colleagues would respond better to a message framed around a psychological attachment to
the organisation (Organisational Commitment)
3. whether colleagues would respond better to a message requesting them to provide their information
because the organisation wanted to improve declaration rates (Control)
4. whether colleagues would respond better to a message that highlighted our commitment to out
customers. (Customer Commitment).
• The results from the pilot will be used to determine what type of message we use in the full campaign
across BT (UK based colleagues only).11
• To ensure sensitive data was secure, we used two internal methods of data capture.
1. Fusion – This method requested colleagues to input their own data using a deep URL link which directed
to their “My Details” page on the HR Fusion System.
2. Formwize - The second method requested colleagues update their data using Formwize.
• A total of 6,400 colleagues across each CFU/CU were invited to take part in this Pilot. (3200 were invited to
update their diversity data via Formwize - and 3200 via Fusion).
• For the purposes of the Pilot, we only requested data from colleagues that used the HR “Fusion” system.
• Limitations with the Fusion system meant we were unable to request data on all 9 Protected Characteristics
(consequently data on Marriage and Civil Partnerships, gender reassignment and Pregnancy and maternity
were not requested as they are not currently captured on Fusion). We did not seek to capture data on age and
gender as this data is captured as a matter of course for tax purposes when colleagues join BT.
• The pilot group was randomised and grouped to ensure that there was proportionate gender representation.
Each of the four messages requesting data was tested across both the “Formwize” and “Fusion” groups.
12
Pilot Methodology
13
Headline findings
• 731 (11%) of colleagues completed their data using both the and Fusion platforms
• A total of 6,400 colleagues across each CFU/CU were directed to update their Diversity Data (3200 via
Formwize and 3200 via Fusion).
• 731 (11%) of colleagues completed their data using both the Formwize and Fusion platforms
• 9% (288) of the 3200 colleagues invited via Fusion updated their records.
• 14% (443) of the 3200 colleagues invited via Formwize updated their records.
• Of the 4 messages* used to request the data, the “Control” message prompted the greatest number of
responses. This message stated - “Please update your diversity data. Currently we have gaps in our
workforce diversity information. We would like you to complete your personal diversity data and help us
achieve a 100% response rate across the BT Group”.
• Colleagues in Technology and Corporate Functions that used Fusion were particularly receptive to the
control message with a 35% response rate in both areas.
• For those that used the Formwize platform, the highest response rate to the control message was from
colleagues in the Enterprise and Openreach with respective rates of 6% and 8%
• Of the colleagues who responded, 93% did so within the first 7 days of the pilot
* See appendix for the four messages used
Formwize vs Fusion – the Pros and Cons of each approach
14 Security classification. Published version. Owner's name.2/12/2020 2:32 PM
Formwize
Pros
• Formwize was designed by the team to be easy to use including all
diversity data on one page.
• Formwize allows us to upload data provided by colleagues onto the
HR Systems on their behalf, making it easier for them to declare.
Cons
• We were only able to use an internal version of Formwize to
capture required data. This is because the external version was not
authorised for security reasons.
• Formwize could not be accessed by every colleague targeted by
this pilot e.g. Openreach engineers are unable to access Formwize.
• Information captured through Formwize is downloadable via an
Excel file that can then be analysed. However, the information is
not encrypted.
• Collecting the data via Formwize requires the information to be
reloaded back onto each of the HR systems.
Fusion
Pros
• This option requires colleagues to enter their own information. This
provides a more secure way of capturing data.
• There is no additional cost incurred when colleagues enter their
own data themselves.
Cons
• The current Fusion system uses outdated terminology. For example,
certain fields require colleagues to enter information in relation to
their “Civil Service Joining date” and “Multiple Civil Service
Assignments”.
• The data captured by Fusion is not held in a cohesive manner. For
example, the disability data request sits on a separate page from
other data requested. This makes data entry quite complicated.
• Fusion is not user-friendly as it is challenging to navigate. It is also
not particularly intuitive.
Proposed D & I Plans for the next 6 months
15
16
A balanced workforce that reflects all
aspects of the diverse societies in which we
operate
A differentiated employee and customer
value proposition that sets a global standard
for inclusion, where inclusive design is the
norm.
Clearly understood and consistently applied
policies that ensure everyone is included.
Leveraging our strengths to drive improved
outcomes for disadvantaged groups in
society.
Externally recognised for our role in tackling
the serious and complex D & I issues within
business, and for playing a key part in
shaping and contributing to solutions.
SP3
SP4
SP2
SP1
SP5
• Delivery of D & I Immersion training for ExCo
• D & I expertise within TBWP to ensure geo-footprint plans recognise regional nuances
• Use outcomes of Behavioural Science review to inform 2021 graduate recruitment campaign
• Target driven CFU bespoke approaches to recruitment campaigns and internal movement
• Diversity Declaration Campaign delivered
• Scoping D & I training and education packages for our HR community
• Talent Sponsorship programme pilot delivered in CFU (specific CFU to be identified following
analysis of existing programmes)
• Inclusive design principles launched with associated online training
• Inclusive design principles launched & trained
• Launch of Pan BT D & I Working Group (Customers and Society)
• BT Flexible Working Review Group established
• Leadership training to Chairs and Co-Chairs of Colleague Networks and roll out of revised network
activities
• Publish Gender Pay Gap Report
• Confirm approach to Ethnicity pay gap subject to Government comms
• Consultation on impact of Language and Social Identity launched
• Disability Innovation Network launched in conjunction with Global Disability Innovation Hub
(GDIH)
• UN LGBTI Standards and Trans Charter announcement
• Strategic Partnership with Global Disability Innovation Hub (GDIH) established
• Initial findings from research partnership with More than Now announced
• Valuable 500 signatory
Our proposed focus for the next 6 months and beyond – Key
activities
Areas requiring feedback / input
17
• Declaration campaign plans
• D & I issues across BT - What works?
• Key D & I concerns from CWU colleagues
• Feedback regarding activities planned for the next 6 months
Appendix
18
Diversity Data Declaration Pilot campaign – BT Group messages
(Fusion requests)
19
Message Type - “Control” – The message sought to test whether colleagues were motivated by a method aimed at allowing them to take action within the wider context of improving our declaration rates.
Please update your diversity data.
Currently we have gaps in our workforce diversity information. We’d like you to complete your personal diversity data and help us achieve 100% response rate across the BT Group.
We want to create inclusive work environments where everyone can succeed and achieve their full potential, regardless of their age, disability, gender, race, religion, sexual orientation or any other difference.
You may feel it’s no one’s business what your sexual orientation, gender identity or any other diversity characteristic is. It isn’t compulsory for you to share anything that you do not want to. However, we’d ask that rather than providing no information at all, you use the ‘prefer not to say’ option if you feel it’s appropriate.
We can’t fully measure our progress on diversity and inclusion unless all your diversity information is completed. So please take 2 minutes to update your information.
Your privacy is very important to us. Any data you provide won’t be shared with anyone on your team including your line manager and will be treated in strictest confidence. The diversity information we’re asking for is requested under the provisions of the Data Protection Act 2018 and for the purpose of its collection is to help us achieve equality of opportunity or treatment. For more information about why we’re asking you to provide your information and how we’ll use it, please refer to the FAQ document which will provide you with some answers.
Thanks for your help.
Jackie BeerSenior HR Manager, Diversity and Inclusion
20
Message type - “Customer Commitment” The message aimed to see whether colleagues were motivated by a message that links the commitments we’ve made to our customers with the request for their private information.
We’re committed to doing the best for our customers and to do that we need to reflect them.
We want to create inclusive work environments where everyone can succeed and achieve their full potential, regardless of their age, disability, gender, race, religion, sexual orientation or any other difference.
To help us achieve that ambition, we need your help to understand what we look like now.
We’d be grateful if you would take 2 minutes completing your diversity data Even if you feel you have already provided this information in the past, we’d still like you to take part.
Your privacy is very important to us. Any data you provide won’t be shared with anyone on your team including your line manager and will be treated in strictest confidence. The diversity information we’re asking for is requested under the provisions of the Data Protection Act 2018 and for the purpose of its collection is to help us achieve equality of opportunity or treatment. For more information about why we’re asking you to provide your information and how we’ll use it, please refer to the FAQ document which will provide you with some answers.
Thanks for your help.
Jackie BeerSenior HR Manager, Diversity and Inclusion
21
Message Type - “Norms” - Social norms signal appropriate behaviour and are classed as behavioural expectations or rules within a group of people. The message sought to test whether colleagues responded to a message that was influenced by the behaviour of others.
Thousands of people around the company have provided their diversity data, have you?
We want to create inclusive work environments where everyone can succeed and achieve their full potential, regardless of their age, disability, gender, race, religion, sexual orientation or any other difference.
Our records show that quite a few people have not provided their data. To help us become more inclusive, we need a complete set of diversity data from everyone. We’d therefore be grateful if you would take 2 minutes to complete your diversity data.
Your privacy is very important to us. Any data you provide won’t be shared with anyone on your team including your line manager and will be treated in strictest confidence. The diversity information we’re asking for is requested under the provisions of the Data Protection Act 2018 and for the purpose of its collection is to help us achieve equality of opportunity or treatment. For more information about why we’re asking you to provide your information and how we’ll use it, please refer to the FAQ document which will provide you with some answers.
Thanks for your help.
Jackie BeerSenior HR Manager, Diversity and Inclusion
22
Message type - “Organisational Commitment” – Message aimed to test whether a psychological attachment to the organisation would compel colleagues to provide their personal data.
Our new mission Beyond Limits allows us to tell our true story.
We’re on a mission to help customers, communities and businesses overcome barriers and release their potential, every day. And at BT we don’t want there to be any barriers to our people being their best selves at work.
We want to create inclusive work environments where everyone can succeed and achieve their full potential, regardless of their age, disability, gender, race, religion, sexual orientation or any other difference.
Sharing your diversity information with us now will help turn our aspiration to go Beyond Limits into an everyday reality for all colleagues and help us do the best for our country.
We’d be grateful if you would take 2 minutes completing your diversity data. Even if you feel you have already provided this information in the past, we’d still like you to take part.
Your privacy is very important to us. Any data you provide won’t be shared with anyone on your team including your line manager and will be treated in strictest confidence. The diversity information we’re asking for is requested under the provisions of the Data Protection Act 2018 and for the purpose of its collection is to help us achieve equality of opportunity or treatment. For more information about why we’re asking you to provide your information and how we’ll use it, please refer to the FAQ document which will provide you with some answers.
Thanks for your help.
Jackie BeerSenior HR Manager, Diversity and Inclusion
12/02/2020© British Telecommunications plc
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