E&D

ne w s l e t ter
Issue 1 | March 2011

Welcome!
Welcome to the first E&D newsletter from the Air Command E&D Policy Team. The aim of the publication is to provide a succinct roundup of the latest E&D policy, information and news. The newsletter will be issued to EDAs OC PMFs and PSFs in an electronic format, on a regular basis and can be used for updating personnel in your units as required.

Diversity Complements Operational Efficiency.

You are not alone!

For enquiries and support on E&D issues contact: SO2 E&D 95221 Ext 5046 WO E&D 95221 Ext 5462

E&D Editorial
They say its good to talk - but finding the time to engage the wider RAF community can be a genuine challenge. Accordingly, with the advent of this new publication, our intention is to highlight E&D issues, promote initiatives, and to stimulate more engagement with diversity. The following pages provide information on E&D Training, recent News, and Future Events. We are also pleased to include a personal message from the Dalai Lama which was delivered during the Buddhist conference. Our intention is to invite other Faith groups to provide regular contributions to this newsletter. Indeed, any articles reflecting the RAFs wide cultural or diversity spread will be warmly received. We welcome feedback. After all, we are all working towards a common goal. Equality and Diversity is not about difference it is about inclusivity and getting the best from the Team. Personal leadership, the influence of role models, and the maintenance of high standards all contribute towards achieving a positive E&D environment. In turn, a contented workforce is an operationally effective one. Promoting our positive inclusivity model is key to ensuring the success of our recruiting and retention strategies. It delivers genuine business benefits and recognises the value individuals from diverse backgrounds bring to our output. Furthermore, it underpins the moral component essential to upholding our Service ethos and embracing our core values. Every year this office becomes involved in a large Benchmarking programme. Stonewalls annual data capture work is mirrored by similar work by Race for Opportunity and Opportunity Now. Benchmarking permits us to expose our policies, training delivery, and personnel engagement strategies to comparison with other business organisations both Public and Commercial. Crucial to the success the RAF has achieved in recent years, is evidence. Physical proof of an organisations E&D commitment is essential. Therefore interaction with Diversity groups are a key enabler in proving our wider commitment to delivering policy and personnel engagement. Whilst unit E&D reporting mechanisms should highlight any new initiatives, sometimes innovative work falls under the radar. Help us to help you. We have the contacts to signpost laudable work - this may even lead to a National Award, so please feel free to contact me if you have undertaken some local Diversity initiative or wish to do so. The RAF prides itself on its ability to deliver effect - I am always delighted when I receive feedback on a positive piece of E&D work. We welcome any good ideas and best practice.

THE DALAI LAMA

MESSAgE
I am honoured to have been invited to address members of the Buddhist community serving in the Royal Navy, the British Army and the Royal Air Force on the occasion of your annual conference. I have always admired those who are prepared to act in the defense of others for their courage and determination. In fact, it may surprise you to know that I think that monks and soldiers, sailors and airmen have more in common than at first meets the eye. Strict discipline is important to us all, we all wear a uniform and we rely on the companionship and support of our comrades. Although the public may think that physical strength is what is most important, I believe that what makes a good soldier, sailor or airman, just as what makes a good monk, is inner strength. And inner strength depends on having a firm postive motivation. The difference lies in whether ultimately you want to ensure others well being or whether you wantonly wish to do them harm. Naturally, there are some times when we need to take what on the surface appears to be harsh or tough action, but if our motivation is good our action is actually non-violent in nature. On the other hand if we use sweet words and gestures to deceive, exploit and take advantage of others, our conduct may appear agreeable, while we are actually engaged in quite unacceptable violence. The ultimate purpose of Buddhism is to serve and benefit humanity, therefore I believe that what is important for Buddhists is the contribution we can make to human society according to our own ideas and values. The key to overcoming suffering and ensuring happiness is inner peace. If we have that we can face difficulties with calmness and reason, while our inner happiness remains undisturbed. The teachings of love, kindness and tolerance, the conduct of non-violence as I have explained above, and especially the Buddhist theory that all things are relative are a source of that inner peace. It is my prayer that all of you may be able to do your duty and fulfill your mission and in due course when that is done to return to your homes and families.

EDA Network
Many units have already been active in setting up a strong EDA network - thereby helping them delegate some of the E&D training commitment to a wider group of personnel. Spreading the load is a key message here. Indeed, the shared ownership of this training will also be beneficial in developing the knowledge and skills of the RAFs EDA network in the longer term.

New E&D Publicity materials

A range of new E&D publicity materials have been developed to reflect the working partnerships which the RAF has developed in recent years. Posters are being sent to units to update and revamp their E&D publicity boards. For reference, pictorials of some of the new versions are provided below. For additional copies contact: WO Harry Brown 95221 Ext 5462.

2011 Faith Calendars

To help personnel become more aware of Faith issues, we have purchased a number of 2011 Calendars which show the most important dates for various faiths. These were despatched during December. Additional copies may then be obtained from WO Harry Brown 95221 Ext 5462.

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Links
JSP 763 - MOD Harassment and Complaints http://defenceintranet.diiweb.r.mil.uk/ NR/exeres/002D1BE2-5C40-4F82-AFA909700820EB49,frameless.htm JSP 898 - Education and Training Policies http://defenceintranet.diiweb.r.mil.uk/NR/ exeres/93459988-103A-46C3-BBBDFBA9AD2EB9B0,frameless.htm AP 3392 Vol 5 - Personnel - Management procedures http://www.publications.raf.r.mil.uk/live/system/raf/ rafpubs/docindex.asp?DocIDNo=5 AP1 - RAF Ethos, Core Values and Standards http://www.publications.raf.r.mil.uk/live/system/raf/ rafpubs/docindex.asp?DocIDNo=330 2009DIN01-007 - Management of Transexual Personnel http://defenceintranet.diiweb.r.mil.uk/NR/exeres/ A741FC58-B1EE-4F97-AFB1-B00C9DF1C317, frameless.htm RAF Action Plan All Units should have their own local version in support of the HQ Air directive. http://stc/sites/cospers/dperspolemppol/Equality%20 and%20Diversity/RAF%20Action%20Plan/20091112RAF%20EandD%20ActionPlan%20STN-U.doc 2009DIN07-148 JETDC Training Courses (Senior Officers E&D, EDA, Asst EDA Trg) http://defenceintranet.diiweb.r.mil.uk/NR/exeres/ 2B609BDF-B604-44FC-AF42-013E11752FEE, frameless.htm 2008DIN07-175 JETDC Harassment Investigation Officers Courses http://defenceintranet.diiweb.r.mil.uk/NR/exeres/ 2105A281-3C87-49F1-8BC2-937C4CCA1E4E, frameless.htm 2007DIN02-011 Contact Details for Buddhist, Hindu, Muslim and Sikh faiths http://defenceintranet.diiweb.r.mil.uk/ DefenceIntranet/Library/CivilianAndJointService/ BrowseDocumentCategories/Personnel/ WelfareAndFamilySupport/ReligiousSupport/ Din2007din02011.htm Stonewall - www.stonewall.org.co.uk P2S - www.proud2serve.net Race For Opportunity - www.bitc.org.uk Opportunity Now - www.opportunitynow.org.uk The gender Trust - www.gendertrust.org.uk

News Items Alison Platt, the Chair of Opportunity Now said:

gender equality in the workplace is not a womens issue, it is a business necessity. As the economy gathers strength, I believe the post recession recovery relies on organisations prioritising their people, tapping into new talent and ensuring everyone is engaged, productive and motivated. In fact, I think the recent recession gives us the perfect opportunity to put our current workplace practices under the microscope and challenge the status quo for the better. The organisations that have one an Opportunity Now Award have all clearly put gender issues on their business agenda.

RAF Wins award for inspiring women in the workforce

The Royal Air Force has won a national inspiring women in the workforce award for the work it has done encouraging young women to consider a career in engineering. More than 500 business and public sector leaders gathered in London for the 15th annual ceremony which recognised UK employers that have demonstrated the most commitment to and innovation in creating workplaces where women can succeed and made addressing inequality a business imperative. Opportunity Now is part of Business in the community, a charity which mobilises business for good and empowers employers to accelerate change for women in the workplace because it makes good business sense. The RAF were awarded the Inspiring the Workforce of the Future Award for the work it has done encouraging girls to consider a career in engineering. 15,000 children have participated in the RAFs primary school roadshow and it has developed a week-long residential course for 14 to 15 year-old-girls to engage them in science, engineering and technology. Squadron Leader glyn Dean, from RAF Cranwell said: We are absolutely delighted to win the award for our gender work, the prime objective of which is to improve female representation in technical trades and branches and also in the flying branch. To do this requires us to engage with girls early in the education cycle (no later than age 13) to encourage them to continue with maths and science and to enthuse them about nontraditional careers. In effect we show them that girls can do it too. Without the backing of the leadership and the commitment of RAF personnel on the ground, this work could not have been taken forward successfully. The team at RAF Cranwell have been afforded fantastic support and huge commitment from the recruitment field force and DCAE (Defence College of Aeronautical Engineering) Cosford.

The RAF take pride in their work

For the first time the Royal Air Force has attained prestigious recognition by renowned charity Stonewall as a Top 100 employer for lesbian, gay men and bisexual (LgB) people in Britain. The launch was celebrated in London, on the evening of Wednesday 12th January 2011. Air Member for Personnel, Air Marshal Andy Pulford said: The RAF has participated in Stonewalls Top 100 Scheme since 2007 and has consistently improved its rating year-onyear, which is extremely encouraging, particularly as the number of participants over this timeframe has increased significantly. I am delighted that we have achieved the 97th position on Stonewalls Top 100, and I am extremely grateful to Stonewall for their continued support. I look forward to maintaining this progress into the future. Stonewalls benchmarking process, called Workplace Equality Index (WEI) runs each year and is an extremely rigorous evaluation of organisations LgB policies, personnel engagement processes and supporting networks. Chief of Staff Personnel Air Vice Marshal, Mike Lloyd who attended the event said: Attaining 97th position and status within Stonewalls WEI Top 100 demonstrates that the RAF is fully committed to improving the lived experience of our LgB community. Stonewalls benchmarking process places emphasis upon strong leadership, good communication and an organisations ability to understand the specific needs of its LgB personnel. Critically the process is evidence based, proving that current policy delivers. Deputy Assistant Chief Of Staff Personnel Policy, group Captain Lorraine Pemberton commented: The RAF is delighted to have achieved elevation into Stonewalls Top 100 Employers Index as it demonstrates our continued commitment to diversity in general and to our LgBT community in particular. The results reflects extensive collaborative working between the RAFs E&D team, the RAF Inspectorate of Recruiting and the RAF LgBT Forum and I am grateful to the Workplace Employer Team at Stonewall for both supporting and stimulating our continued improvement. Wing Commander Mark Abrahams MBE, works closely with the RAF E&D team and is Chair of the RAF LgBT (Lesbian, gay, Bisexual and Transgender) Forum which acts as a conduit between E&D policy staff and the wider serving community. The RAF LgBT Forum, also contributes to the Proud2Serve website, assists on numerous policy initiatives, and was instrumental in organising military participation in the PRIDE London March last year: London 2010 was the first PRIDE event I have participated in and I was proud to wear my uniform at such a key event in the LgBT community calendar, and at such a public event which clearly underlined the commitment of the RAF to its LgBT personnel. I am absolutely delighted the RAF has made it into the Top 100 employers and that we have been able to do so in such a short space of time. It is clear evidence of the close working relationship between the RAF E&D team and the RAF LgBT Forum and their combined efforts over the years to ensure that the RAF is justifiably recognised as an equal opportunities employer of choice.

Future Events
2011
n Training 16 Mar - EDA Facilitatio RAF High Wycombe

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