National_Equality_Standard

National Equality Standard

National Equality Standard

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The National Equality Standard (NES) is an initiative created by Ernst & Young in 2013. It was developed "for business, by business" and sets clear Equality, Diversity and Inclusion (EDI) criteria against which companies are assessed.[1] Their EDI policies and practices are reviewed, areas for improvement are identified, and recommendations for improvement are provided.[2]

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Background

The NES has been developed and sponsored by Ernst & Young, supported by the Equality & Human Rights Commission (EHRC), the Home Office and the Confederation of British Industry and developed in partnership with the following UK and global companies:[3]

The NES was launched in May 2013 at the British Museum. Since then many businesses have signed up[5] and the Standard has received significant media attention and news coverage.[6]

People

Arun Batra is the CEO and founder of the NES. Prior to his position at Ernst & Young, he ran the Mayor's "Diversity Works" programme in London.[7] He has recently been recognised as one of Britain's most influential Asians for leading the establishment of the NES.[8]

Batra is supported by Harry Gaskell, the managing partner of Ernst & Young's UK and Ireland advisory Practice and Head of D&I, and the Chair of the Employers Network for Equality & Inclusion (ENEI).[9]Sir David Bell has been appointed as the Non-executive Chair of the steering committee that drives the development of the NES.[8]

The National Equality Standard Assessment

Through the NES, companies are subjected to an EDI assessment which has been devised by the NES Board and EY.[10] The NES Assessment provides companies with a comprehensive quality review of their EDI policies and practices, identifies areas for improvement and provides implementation recommendations.[2] Each company that undertakes the NES undergoes assessment against a predefined set of criteria across seven standards. Trained NES Assessors review documentation, ensure legal compliance, conduct comprehensive interviews and sample staff through in-depth surveys. The outcome is detailed in a comprehensive report.[11]

Feedback

The feedback from those undertaking assessments has been positive; Tina Southall, Director, Diversity and Inclusion at Vodafone Group Services described the assessment process in an interview:

“The assessment process was excellent. It really captured both the macro status but also important details. It consisted of an in-depth review of materials and a very professional and well structured audit. It provided thought provoking insights combined with pragmatic and actionable recommendations. The Standard has potential to drive a real change in Equality Standards.”[12]

References

  1. [1]
    "The National Equality Standard official website".
  2. [2]
    "The National Equality Standard official website".
  3. [3]
    "The HR Director magazine". Archived from the original on 2013-10-20. Retrieved 2013-10-15.
  4. [4]
    "The National Equality Standard official website".
  5. [5]
    "The Financial Times".
  6. [6]
    "Media coverage from the NES website".
  7. [7]
    "Operate Black Vote".
  8. [8]
    "Top Consultant Magazine".
  9. [9]
    "The Recruiter Magazine".
  10. [10]
    "The Financial Times".
  11. [11]
    "The HR Director". 22 May 2013.
  12. [12]
    "Testimonials from the National Equality Standard Website".
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