| What we recommend | Resource | Timeline | Measure of success |
|---|---|---|---|
| Improve the diversity of instrumental and vocal teachers and senior leadership team, so that our organisation better represents Haringey’s communities | Chineke! Foundation (Daniel Earley and Abi Munson also meeting Chineke). | May 2021 and then ongoing | A diverse workforce which represents Haringey’s communities. |
| Collect data/stories which capture the impact of EDI on hiring on organisational success and use this in your public messaging. Consider what would need to change to make these stories and data points even more effective | Whole-class instrumental teaching repertoire- Across all cultures, genres, inclusive, collecting stories and feedback and putting on spreadsheet to share. Add quotes and photos to publicity such as new Whole-class instrumental teaching brochure / website. | Starting July 2022. (Also part of our website update and review) | Website, twitter, internal comms, Vimeo, giving the children access to see excellent practice and motivate them ‘See it – be it’ Case study documents including SEND representation. |
| Commit to expanding the depth and quality of workforce diversity data collected and reported and use this to measure impact over time and celebrate success. | Outcomes from surveys. Focused recruitment. | End of Spring term 2023 and ongoing | More diverse workforce that represents our families and community. PR, press and representation. |
| Learn from the initiatives that other organisations in the public sector are already undertaking to support EDI | Time to shadow other organisations and their practice- Liaising with LA contact- check what other hubs are doing | Started March 2022 ongoing | See it – be it on website, notice boards, internal comms – building the profile of our (embedded equality, diversity and inclusion) service |
| Ensure a commitment to EDI is embedded at every level of Haringey Music Service. | All of the above steps taken. | From September 2021 (this is a longer piece of work 2025+) | Hub advisory group, senior leadership team and teachers fully represent LBH Open and honest reflections on next steps of the journey Partners fully understand our mission aims and objections |
Further recommendations and next steps
- Develop a culture of trust which will encourage all teachers and staff to disclose their gender and ethnic identities.
- Ensure that partners in your supply chain and creative collaborators have shared values and actively engage in dialogue with them about their maturity on this. Use your influence to positively challenge your partners, for example requiring equality, diversity and inclusion strategies as part of contracts, requiring diversity on a panel/event that you sit on or promote.
- Engage the workforce in the creation of an inclusive workplace charter and encourage partners/suppliers to sign up too. Design processes (like whistleblowing) to deal with behaviours and attitudes that are not inclusive so action can be taken appropriately.
- Buddy with an organisation with experience of using human resources tools to understand organisational culture and create tools/process that is appropriate for your organisation for one aspect of your business, for example an exit interview/appraisal process.