With a background originally in the Higher Education sector, Fiona has worked as an HR and Equality specialist for over thirty years. As Divisional Head of HR at Leicester University, her remit included leading on Equality Diversity and Inclusion, Wellbeing and Learning and Professional Development – context 5,000 on site staff, 25,000 students.
Fiona has led large scale projects, including a national programme to support the introduction of Job Evaluation to underpin Equal Pay across the higher education sector, and work such as the review of practices and processes to support doctors and dentists in difficulty for the NHS. This led to revised national guidance. Her HR background gives her practical experience of casework, ranging from advising managers and staff across the full spectrum of HR issues, to conducting formal investigations and dealing with complex and contentious cases.
She is an advisor for a number of focussed Equality Charters (Athena Swan (gender), Race Charter, Mental health and Wellbeing) an advisor and assessor for Investors in Diversity (a national equality standard) and an advisor and assessor for Disability Confident Level 3, Leader
Fiona has worked extensively across a range of sectors: the Civil Service; Local Authority; government departments; the NHS; Police; Higher Education; Charities and Housing Sector as well as high-profile private sector organisations such as Deloitte and MasterCard.
A recognised expert in her field, she has authored national guidance (NHS and HE), developed a suite of e-learning training material (Harassment and Bullying; Micro-aggressions; Recruitment and Selection) for high profile clients, as well as cascade and train the trainer packages (Police).
A highly experienced trainer and facilitator, Fiona delivers sessions aimed at leaders, managers, and team members, including a suite of programmes that cover the full scope of the employment and service user journey.
Specialist courses include Equality, Diversity and Inclusion Awareness; Understanding HR and EDI metrics in the context of recruitment, promotion and positive action; Dignity at Work; Disability Awareness and Reasonable Adjustments. Other training and event facilitation focuses on service delivery and the customer experience.
Outside of work, Fiona has for many years been a Trustee for Camphill Devon, a specialist provider of accommodation and support to adults with a learning disability and autism.
Can you share your journey with the National Centre for Diversity? What initially drew you to this organisation?
I was drawn to work with Investors in Diversity because I was attracted by the structured and supportive approach that the FREDIE framework provides. Speaking with Solat, the CEO, gave me assurance about the positive approach taken by the National Centre for Diversity and the opportunity to work as an Advisor and Assessor provided the opportunity to use my knowledge and skills across a wide range of sectors.
What have been some of the most rewarding experiences in your time working with the NCFD?
Primarily seeing the success of the organisations with whom I have worked. There is fantastic work which is in place, but sometimes it is not communicated effectively and sometimes work has been siloed with organisations not always working strategically to obtain maximum impact from their efforts. It has been really positive to work with organisations where our diagnostic surveys and focus group feedback have led to effective outcome focussed actions which have really made an impact in practice.
In your opinion, why is Fairness, Respect, Equality, Diversity, Inclusion and Engagement so relevant to higher education?
Fairness, Respect, Equality, Diversity, Inclusion and Engagement are fundamental to Higher Education. It is part of the ethos of the education sector, underpinning the educational experience for students at each level and is a lens used in research and in employment. Higher Education institutions are change makers, their work is transformational and FREDIE underpins all that they do.
In your opinion, what are the biggest challenges organisations face in promoting and maintaining diverse and inclusive cultures?
Organisations need to take a strategic approach to FREDIE but sometimes work on FREDIE is undertaken in a piecemeal manner without sufficient focus on the full scope of an organisation’s remit, or the needs of the different employee or customer groups. By not taking a strategic approach, resources may not be deployed to best advantage and the needs of all groups may not be met.
What advice would you give to organisations as they embark on their FREDIE journeys?
The National Centre for Diversity has many years’ experiencing in supporting organisations of all types and sizes. Advisors are passionate about the work they do and can draw on not only their knowledge and expertise, but also that of their colleagues. There are substantial resources which can be accessed, whether these are case studies, best practice or training. By taking a structured approach, based on the diagnostic surveys and focus group feedback, organisations can be assured that the work that they undertake is both strategic and impactful. It will make a difference.
