Workplace Equality Index 2020: The Insolvency Service
The Insolvency Service: Workplace Equality Index 2020
Feedback
Congratulations on taking part in Stonewal ’s 2020 Workplace Equality Index. As an employer that has
taken the time to participate, you’ve demonstrated commitment to your LGBT staff and the wider LGBT
community. In this report you will find feedback from Stonewall to help you plan your year ahead to drive
forward LGBT inclusion in your workplace.
What this report contains
This report is specific to your organisation. It gives you the following information:-
• Your overall score
• Your overall rank, and rank within the government sector
• Your performance on key questions for bi and trans staff
• Your scores in the ten sections of your submission
• A short qualitative summary of your performance in each section
• Comparison data for different groups of entrants:-
o All entrants
o Entrants in the government sector
o Top 100
o Top 100 threshold: those ranked one hundred to eighty-five, typical of organisations newly
entering the Top 100
Additional information will be provided to you on the staff feedback questionnaire that you sent to your
employees:-
• How your employees responded to key questions about LGBT equality
• How employees of similar organisations in the government sector and your region responded
How to use this report
Your Stonewall Account Manager will organise a feedback meeting with you to talk through the strengths
and weaknesses of your current LGBT inclusion work, best practice and give you tips for action planning in
the future. During this meeting, the Account Manager go through the work that is most relevant to your
organisation.
You should use this report, along with the verbal feedback from your Account Manager to make the short
and long-term changes necessary to drive inclusion in your workplace.
Score and rank
Quick facts
• Total score: 16
• Over 500 organisations took part
• Rank: 472nd
• 109 820 people responded to
the Staff Feedback Questionnaire
• Government sector rank: 42nd
• Government sector entrants: 45
• The average Top 100 score is 137.5
• The average Top 100 Bi Inclusion
• Bi inclusion score: 0%
Score is 67%
• Trans inclusion score: 0%
• The average Top 100 Trans Inclusion
Score is 60%
Page 1 of 14
Workplace Equality Index 2020: The Insolvency Service
Summary and overview
The below table gives you a summary of how you scored across the ten sections of the Workplace Equality
Index.
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1 Policies and benefits
0
15
0
0
15
6.5
7.5
10.5
10.5
2 The employee lifecycle
2
27
5
3
25
10
11.5 17.5
15
3 LGBT employee network group
4.5 22
9.5
5
17.5
9.5
12
17
14.5
4 Allies and role models
1.5 22
3.5
2
20.5
7.5
8
14.5
13
5 Senior leadership
0
17
0.5
0.5
17
6
7
12.5
11
6 Monitoring
3.5 21
8
4.5
17.5
6
8
10.5
8.5
7 Procurement
0
17
0
0
17
4
5
10.5
8.5
8 Community engagement
0
20
6
6
20
9
9
15.5
13.5
9 Clients, customers and service users
0
17
2
2
17
6
7
12.5
9.5
10 Additional work
0
2
0
0
2
0.5
0.5
1
1
Staff feedback questionnaire
4.5 20
n/a
15.5
10.5 10.5
16
16
•
Your score – the number of points allocated based on the answers and evidence provided
•
Total marks – the number of points available in that section
•
Marks claimed – the number of marks that your organisation claimed in the submission†
•
Marks claimed, not awarded – the difference between marks claimed and your score
•
Marks available, not awarded – the difference between marks available and your score
•
Averages – mean averages of the scores awarded to…
•
All entrants – all organisations, over 500, who entered the Workplace Equality Index 2020
•
Government sector – all organisations which entered in the government sector
•
Top 100 – all organisations which ranked in the Top 100 employers
•
Top 100 Threshold – all organisations which ranked between 100 and 85, the typical score of
an organisation that is newly entering the Top 100
† If this number is less than your score this shows that the evidence you submitted is worth more points
than you claimed
† Referred to in previous reports as ‘self-score’
Page 2 of 14
Workplace Equality Index 2020: The Insolvency Service
Section 1: Policies and benefits
This section examines the policies and benefits the organisation has in place to support LGBT staff. The
questions scrutinise the policy audit process, policy content and communication.
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1 Policies and benefits
0
15
0
0
15
6.5 7.5 10.5
10.5
Feedback from your marker
Nothing claimed in this section.
This section examines the policies and benefits the organisation has in place to support LGBT staff. The
questions scrutinise policy audit process, policy content and communication.
As a Diversity Champion member, you have access to our detailed policy toolkit resources, which will
support you in ensuring your policies are fully LGBT inclusive.
If it’s not in place already, it should be a key priority to introduce a ‘transitioning at work’ policy to support
al trans employees. It’s important that these policies are implemented proactively, not reactively. Again,
you have access to a suite of resources to help you with this.
Your notes •
•
•
•
•
Stonewall opportunities
Best practice guides are available to you, as a Stonewall Diversity Champion for free. Talk to your
account manager about how to best use these resources.
Open programmes are available for up to three people from The Insolvency Service to attend. Trans
allies is available in
London on the 28th of April and in
Liverpool on the 25th of June. Open Programmes
are available as part of the Scotland Empowerment Week from
18th to 22nd May in Scotland and the
north-east of England.
Page 3 of 14
Workplace Equality Index 2020: The Insolvency Service
Section 2: The employee lifecycle
This section examines the employee lifecycle within the organisation; from attraction and recruitment
through to employee development. The questions scrutinise how you engage and support employees
throughout their journey in your workplace.
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2 The employee lifecycle
2
27
5
3
25
10
11.5 17.5
15
Feedback from your marker
It's good that new starters are made aware of your staff networks in induction. We couldn't see any
evidence uploaded for the internal messaging around LGBT History Month or the LGBT Network activity.
There are plenty of unanswered questions in this section that you could implement, for example including
a statement around valuing diversity, explicitly inclusive of sexual orientation and gender identity in job
packs and pages and making potential applicants aware of your networks. It would also be worth
reviewing all your training to make sure it is inclusive of sexual orientation and gender identity. How could
you enable non-binary employees to have their identities recognised on workplace systems?
Your notes •
•
•
•
•
Stonewall opportunities
London Workplace Conference is on the 3rd of April.
Tickets are available for £349+VAT (or at our early
bird rate of £309+VAT until the 21st Feb) for public-sector organisations.
Cymru Workplace Conference is on the 14th of February.
Tickets are available for £110+VAT for public-
sector organisations. Tickets can be bought on a buy-three-get-one-free basis.
Global dial-in tickets for London Workplace Conference
are available for £50 (or three for £120), with
discounts available to Global Diversity Champions.
Workplace Allies is an empowerment programme which
can be booked to be run in-house for up to 36
delegates from The Insolvency Service.
Stonewall Workshops are available, on topics such as bi inclusion, trans inclusion, allyship, and
leadership. Email
xxxxxxxxxx@xxxxxxxxx.xxx.xx.
Page 4 of 14
Workplace Equality Index 2020: The Insolvency Service
Section 3: LGBT employee network group
This section examines the activity of your LGBT employee network group. The questions scrutinise its
function within the organisation.
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3
LGBT employee network group 4.5 22 9.5
5
17.5
9.5 12
17
14.5
Feedback from your marker
Your active network members clearly work very hard, and it's great to see the initiatives / campaigns /
blog posts that have taken place, especially those reflecting on the intersection between LGBT and
mental health and BAME communities. Going further, you should have a formalised role and terms of
reference - feel free to use our template terms of reference as a starting point. You can then set out to
formalise the role you play in the Insolvency Service including, but not limited to, offering confidential
support, enabling employees to report bullying and harassment and being consulted on internal policies
and practices.
Your notes
•
•
•
•
•
Stonewall opportunities
Workplace Allies, Workplace Trans Allies and Workplace Role Models are empowerment
programmes which
can be booked to be run in-house for up to 36 delegates from The Insolvency
Service.
LGBT Network Group Masterclass is available in June in Birmingham (email
xxxxxxxxxx@xxxxxxxxx.xxx.xx to reserve your place) and on
24th of April in Scotland.
Page 5 of 14
Workplace Equality Index 2020: The Insolvency Service
Section 4: Allies and role models
This section examines the process of engaging allies and promoting role models. The questions scrutinise
how the organisation empowers allies and role models and then the individual actions they take.
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4 Allies and role models 1.5 22 3.5
2
20.5
7.5
8
14.5
13
Feedback from your marker
It's great that allies are actively encouraged to be a part of your network. We couldn't see the evidence
uploaded for the internal awareness raising for allies, but I would be happy to work with you on this.
Perhaps your allies could put together some guidance for other allies or a pledge scheme for allies who
join the network? When it comes to role models, it would be great to see some internal role models share
their story. We also have our LGBT Workplace Stories which you can use as templates of how to set out
a profile or to encourage others to come forward and become role models.
Your notes
•
•
•
•
•
Stonewall opportunities
Inclusive Future Leaders is a tailored programme designed to form part of a graduate or management
training programme, which
can be booked in-house at The Insolvency Service.
Workplace programmes including
LGBT Role Models, Allies and
Trans Allies. They are available as
open programmes for up to three people or the programmes can be booked to be run in-house for up to
36 delegates from The Insolvency Service. Open Programmes are available as part of the Scotland
Empowerment Week from
18th to 22nd May in Scotland and the north-east of England. Inclusive Leadership is a newly developed programme
which
will be made available from May, email
xxxxxxxxxxx@xxxxxxxxx.xxx.xx for more information.
Page 6 of 14
Workplace Equality Index 2020: The Insolvency Service
Section 5: Senior leadership
This section examines how the organisation engages senior leaders. The questions scrutinise how the
organisation empowers senior leaders at different levels and the individual actions they take
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Senior leadership
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0.5
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6
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12.5
11
Feedback from your marker
It's great that ************ published a blog in relation to LGBT equality, but please do quote this in your
answer so that we can see the 'strong message on sexual orientation equality', and there were also no
dates provided for this communication. Going forward, how could you support your senior leaders to
understand the issues the affect LGBT people?
Your notes
•
•
•
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Stonewall opportunities
LGBT Leadership is an empowerment programme for LGBT leaders. Our
next open programme is in
London 15th to 17th of July, and can be
booked to be run in-house for The Insolvency Service.
Inclusive Leadership is a newly developed programme
which
will be made available from May, email
xxxxxxxxxxx@xxxxxxxxx.xxx.xx for more information.
Page 7 of 14
Workplace Equality Index 2020: The Insolvency Service
Section 6: Monitoring
This section examines how the organisation monitors its employees. The questions scrutinise data
collection methods, analysis and outcomes.
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6 Monitoring 3.5 21
8
4.5
17.5
6
8
10.5
8.5
Feedback from your marker
It’s good to see that you monitor and analyse sexual orientation, but your questions should be updated to
reflect current best practice. It would also be good to see analysis by pay grade, and the uploaded
evidence for staff satisfaction by sexual orientation wasn't clear and there was no description of
subsequent action. You should also be monitoring and analysing gender identity in order to identify
barriers and experiences of trans and non-binary employees. We can share our detailed monitoring
guidance on how to best do this.
Your notes
•
•
•
•
•
Stonewall opportunities
Best practice guides are available to you, as a Stonewall Diversity Champion for free. Talk to your
account manager about how to best use these resources.
London Workplace Conference includes a session on monitoring. It is held on the 3rd of April.
Tickets
are available for £349+VAT (or at our early bird rate of £309+VAT until the 21st Feb) for public-sector
organisations.
Page 8 of 14
Workplace Equality Index 2020: The Insolvency Service
Section 7: Procurement
This section examines how the organisation affects change in its supply chain. The questions scrutinise the
steps taken to ensure LGBT inclusive suppliers are procured and held to account.
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7 Procurement
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0
0
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4
5
10.5
8.5
Feedback from your marker
Nothing claimed for this section – going forward it would be good to see you take action to further LGBT
equality through the supply chain. We can discuss this further and I’d be happy to speak directly to your
procurement team.
Your notes
•
•
•
•
•
Stonewall opportunities
Best practice guides are available to you, as a Stonewall Diversity Champion for free. Talk to your
account manager about how to best use these resources.
London Workplace Conference includes a session on procurement. It is held on the 3rd of April.
Tickets
are available for £349+VAT (or at our early bird rate of £309+VAT until the 21st Feb) for public-sector
organisations.
Page 9 of 14
Workplace Equality Index 2020: The Insolvency Service
Section 8: Community engagement
This section examines the outreach activity of the organisation. The questions scrutinise how the
organisation demonstrates its commitment to the wider community and the positive impact it has.
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8 Community engagement
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6
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9
9
15.5
13.5
Feedback from your marker
We need to see evidence of social media activity and we want to see organisations go further than a
rainbow flag on Twitter when demonstrating their commitment to LGBT equality. How could you support
LGB / T community organisations / events in the areas where your offices are based? How about
collaborating with other Civil Service organisations to promote LGBT equality in the wider community?
Your notes
•
•
•
•
•
Stonewall opportunities
Your Stonewall account manager can advise on how to maximise your impact with community
engagement.
London Workplace Conference includes a session on community engagement. It is on the 3rd of April.
Tickets are available for £349+VAT (or at our early bird rate of £309+VAT until the 21st Feb) for public-
sector organisations.
Page 10 of 14
Workplace Equality Index 2020: The Insolvency Service
Section 9: Clients, customers and service users
This section examines how the organisation engages with clients, customers, services users or partners.
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9 Clients, customers and service users
0
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2
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6
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12.5
9.5
Feedback from your marker
How could you examine a service user journey and ensure that there are no barriers to access for LGBT
people? It's good that you do collect diversity monitoring information from customers, but does this
include sexual orientation and gender identity, and could you analyse this? It would also be important to
train those who are frontline / customer facing and to communicate your services as being explicitly
LGBT inclusive.
Your notes
•
•
•
•
•
Stonewall opportunities
London Workplace Conference is on the 3rd of April.
Tickets are available for £349+VAT (or at our early
bird rate of £309+VAT until the 21st Feb) for public-sector organisations.
Cymru Workplace Conference is on the 14th of February.
Tickets are available for £110+VAT for public-
sector organisations. Tickets can be bought on a buy-three-get-one-free basis.
Page 11 of 14
Workplace Equality Index 2020: The Insolvency Service
Section 10: Additional work
This section gives outstanding employers an opportunity to share best practice not already awarded
elsewhere in the submission.
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10 Additional work
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2
0
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0.5 12.5
9.5
Feedback from your marker
Not claimed
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Your notes
•
•
•
•
•
Stonewall opportunities
Many organisations have innovative ideas for LGBT inclusion. The Stonewall Empowerment Team can
work with you to design bespoke and tailored events, workshops, webinars and programmes. Email
xxxxxxxxxxx@xxxxxxxxx.xxx.xx to discuss your ideas.
Page 12 of 14
Workplace Equality Index 2020: The Insolvency Service
Staff Feedback Questionnaire
This section examines the policies and benefits the organisation has in place to support LGBT staff. The
questions scrutinise the policy audit process, policy content and communication.
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Staff feedback questionnaire 4.5 20
15.5
10.5 10.5 16
13.5
Stonewall opportunities
Stonewall Workplace Conferences have expert workshops and unique networking opportunities. This
gives you the holistic tool to deal with the diverse and varied issues that your LGBT staff and their allies
face. London Conference is on the 3rd of April.
Tickets are available for £349+VAT (or at our early bird
rate of £309+VAT until the 21st Feb) for public-sector organisations. Cymru Conference is on the 14th of
February.
Tickets are available for £110+VAT for public-sector organisations. Tickets can be bought on a
buy-three-get-one-free basis.
Page 13 of 14
Workplace Equality Index 2020: The Insolvency Service
Your priorities
This is a space for you, in collaboration with your account manager, to set objectives for the year ahead.
What specific
What would
What is a six-
What resources
steps can be
Your Priorities
success look like
month
or senior buy-in
taken to achieve
in a year?
milestone?
do you need?
it?
E.g., three intranet
Organise meetings
E.g., increase by
E.g., agreement
campaigns raising
with the Heads of
E.g., improve the
50% the number of
from internal
awareness of bi
Internal
working
bi employees who
communications
issues with clear
Communications &
environment for
are comfortable to
and agreement
opposition to
D&I
bi employees
disclose to
from the Head of
biphobic
Write copy for the
colleagues
D&I
discrimination
first intranet post
Priority one:
Priority two:
Priority three:
Page 14 of 14