HR OLYMPICS SPECIAL LOCOG diversity initiatives


Paid staff n ‘Attitude Over Age’: This is an outreach programme for older and younger people. LOCOG works with the Age and Employment Network, Employers Forum on Age and Jobcentre Plus to seek older candidates. To engage with younger people, LOCOG is working with Connexions and the Prince’s Trust, and setting up a buddy system. Through its recruitment partner, Adecco, LOCOG is also benchmarking recruitment agencies on the age of candidates.


n ‘Access Now’: An outreach programme for disabled people has been designed to


encourage disabled people to apply. LOCOG guarantees an interview to all disabled applicants who meet the person specification. Disabled employees have access to its Diversity Action Team.


n ‘Action on Inclusion’: An outreach programme for black, Asian and minority ethnic (BAME) people. LOCOG says it is taking positive action to engage with BAME people and encourage them to apply for paid work at the Games. The aim is to increase the BAME workforce to a target zone of 18%-29%. The online recruitment portal allows BAME people to opt into the


vacancies every year, and which can play a role in raising social mobility and providing opportunities to get people into work.” People 1st is working with LOCOG to offer its Employment 1st pre-employment training programme, designed to equip individuals with the basic skills hospitality employers want. It is particularly aimed at those living near the Olympic venues who are looking for employment opportunities from the Games. “We hope this will create a new pool of trained individuals that employers can benefit from, not only during the Olympics, but beyond,” says Glancy. In the UK, we have a good


attitude towards diversity in the workplace, certainly compared to China’s position in 2008. “We have long had equality legisla- tion in place in the UK, but that just sets a baseline,” says Churchman at PwC. “Organisations such as mine don’t see legislation as a driver for taking these issues seriously. We are aiming much higher, as we make diversity part of our people strategy and indeed central to our corporate culture. The work of LOCOG is extremely valuable. It shows what can be done, and serves to raise awareness and understanding of diversity across UK workplaces.” The Paralympic Games themselves will help to change at-


Sarah Churchman/PwC


programme. Unsuccessful candidates are offered mentoring.


Volunteers By developing action plans and strong relationships with its 500+ delivery partners, the Diversity and Inclusion team has supported HR in recruiting talented London 2012 volunteers – or ‘Games Makers’ – from a diverse range of backgrounds. A phased application process was


developed for disabled people to give them more time to consider their application, and support provided by disability delivery partners.


assume a wheelchair user can’t work in audit, due to access restrictions,” she says. “Today we know they can, because we make sure client sites are accessible and give our employees any support they need. So often assumptions are wrong. There is a great opportunity here for the Olympics to show athletes and employees at the events, challenging exactly these kinds of assumptions.”


We make diversity part of our people strategy


and indeed central to our corporate culture


The target of 20% of those


employed at the Olympic and Paralympic games coming from ethnic minorities is realistic, says Churchman. “London is so ethnically diverse, and there are so many opportunities at the games, I think this is an entirely appropriate percentage,” she says, pointing out that 17% of PwC employees across the UK


are themselves from ethnic minority groups. Girdler at Adecco says London 2012 is on track to meet its


titudes, believes one HRD, who asked not to be named. “So many able-bodied people make assumptions about what disabled people can and can’t do, so these athletes will be challenging that directly.” Meanwhile Stonewall’s Doughty notes there will be only one openly gay British competitor at this year’s Games – paralympics equestrian, Lee Pearson. “The next stage for LOCOG is to improve diversity at the Olympic and Paralympic Games themselves,” says Doughty. Diversity is often about embracing and accommodating


difference. While there was a time when wheelchair users might not be considered for client-facing roles, this is no longer the case, asserts Churchman. “It is nonsense to


24 HR March 2012


diversity targets for recruitment, and he insists the cost of introducing special measures has been minimal. “The key is getting your systems right so that you can measure, and know where more action needs to be taken,” he says. “Employers will also get more than a return on investment for having this kind of diversity approach in place, because a diverse workforce ultimately drives innovation and helps give you a competitive edge.” He adds Adecco clients often struggle with diversity because they don’t know what ‘next steps’ to take, and how to map out a practical programme to measure and drive diversity in the workforce. Success stories must be showcased, so LOCOG’s measures


are seen as potential ‘next steps’ any employer could take. “They must seize the opportunity and communicate clearly about achievements with diversity,” says Churchman. “Organisations such as mine are striving to employ a diverse mix of people, and benefit from all that brings, so anything we can learn from London 2012 will be welcome. By pushing the boundaries, it is possible to change attitudes.” HR


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