What are ECDP's plans to address cultural diversity amongst it's staff and Directors/Trustees?

Apologies for the delay in responding to your question - you raise a very important issue. ECDP has always applied a policy of equal opportunity to its recruitment process and welcomes interest from skilled people of all backgrounds to join our Board.

You may know we have recently appointed a new Chief Executive, Mike Adams. He has talked very openly and positively about the need to address equality in its broadest terms, to reflect and engage all disabled people across Essex. Mike has also worked closely to support the development of the new Commission for Equality and Human Rights and has started to take these ideas and apply them to ECDP.

Look out for developments on our website - if you believe you can help us with broader issues of diversity, please get in touch. We welcome your advice, in ensuring that we address all issues concerning diversity, in everything we do.

Sounds like a response one would get from a Local Authority when asked about the lack of disabled people in its workforce.

It would be interesting to see what your business model for diversity looks like.

Whilst I would agree that the response appears to be carefully nebulis and non-committal, please remember that an employer may only know an employee is disabled either because they inform them or (in I understand far fewer instances) because there may be a visible supposition.

I could equally view your reply as needing the comment that just because you cannot see a problem does not mean it does not exist or, perhaps you would wish all of us / those who are disabled to wear badges so you would know...now would that be a cultural diversity or a discrimination issue?

I think the worst failing of this forum is the lack of immediacy with replies.

It would be interesting to hear an answer and not a non-commital one either!

I actually think ECDP have tried to address diversity within its workforce but I would have to say that is mainly within the disability field. When you broaden the question to diversity I would have to say I don't see a hugely cultural diversity. However, disability is not usually culture specific, impairments can relate to anyone, but as long as there are mainly white people involved with the organisation either by working for it or as trustees, you are going to be challenged on this question.

What does your new CEO think?

Just one more point; I don't expect people from ethnic minorities (of which I am one!) to be encouraged to sit on a board through tokenism, you must hae the skills and experience necessary to contribute effectively. ECDP has for too long been what used to be called 'an old boys club' (apologies to the women on the board!). The new CEO has a lot of work to do to drag it into the present day. I am aware he has already 'encouraged' some changes to the board.

I think positive action should be used to encourage diversity and I too would welcome knowing what that policy on diversity looks like and how ECDP aims to become diverse.

Good luck Mike, I think you're going to need it!

Dont forget diversity isnt just an BME issue but sexuality issue as well LGBT issues never seem to get mentioned