FREDIE (Fairness, Respect, Equality, Diversity, Inclusion and Engagement) practitioners and Investors in Diversity Assessors at the National Centre for Diversity play a critical role in fostering inclusive workplaces. They work directly with organisations to promote fairness and equality, ensuring that all individuals, regardless of their background, have equal opportunities to thrive.
By providing guidance, training, and support, our FREDIE practitioners and Investors in Diversity Assessors help organisations embed inclusive practices, challenge discrimination, and create environments where diversity is valued and celebrated.
At the National Centre for Diversity, we are proud to highlight the work of our EDI (Equality, Diversity, and Inclusion) practitioners and Investors in Diversity Assessors through this series of profiles. These features highlight how we can support organisations deliver positive change.
Jo Barton is the Head of Assessors (UK). Having worked with the National Centre for Diversity for 14 years as an assessor and trainer, She has a particular focus on both strategic and organisational development and has worked with hundreds of clients to advise and assist with the embedding of Fairness, Respect, Equality, Diversity, Inclusion and Engagement (FREDIE) into a wide range of organisations.
Her key specialisms have developed from over 30 years of work involved in EDI, including in leadership positions with the Disability Rights Commission and Racial Equality Councils. Jo enjoys educating organisations in FREDIE best practice whilst supporting them in drafting and embedding their policies and procedures to advance fairness across their workforce.
She has supported numerous clients across all sectors with advice on communications and is keen that clients use a disability equity lens when looking at accessibility. Jo has detailed knowledge of disability equality issues including reasonable adjustments and in previous roles has trained organisations across the UK to give legal advice to disabled people. Whilst at the Disability Rights Commission she authored a training manual which was published and rolled out to disabled people across the UK.
Can you share a bit about your journey with the National Centre for Diversity? What initially drew you to this organisation?
I wanted to utilise my knowledge of FREDIE to continue to work across the UK and support clients to embed an inclusive culture – I liked the framework that Investors in Diversity and Leaders in Diversity offers, and I also knew Solat from our time in Racial Equality Councils and I welcomed the opportunity to support him at the National Centre for Diversity because I know he is personally committed to FREDIE.
What have been some of the most rewarding experiences in your time working with the NCFD?
Winning Assessor of the year in 2017 was a particular highlight.
Seeing organisations who were initially struggling to push forward the FREDIE agenda taking advice and using it and IiD to initiate change becoming much more inclusive and then winning NCfD and CIPD awards for their EDI initiatives.
Bullying and harassment being taken seriously once we started working with the clients and finding out that staff felt they could raise concerns which would be addressed.
Seeing how organisations at the start of the IiD journey moved on the Leaders and how the workforces became more diverse because of the work done and commitment to achieve IiD and Leaders in Diversity.
I feel my work has made a difference which makes it worthwhile.
What motivates you to work in the field of EDI?
I am passionate about everyone in an organisation having a voice and being heard no matter who they are and what job role they have, I believe that everyone should be listened to and included. Having supported applicants in the Employment Tribunals with claims of race, sex and disability discrimination I have seen the impact on individuals who are treated without respect because of who they are.
How have you seen this field evolve over the years?
As demographics in the workplace have changed with diversity starting to impact there is now more of a focus on inclusion as companies want to retain their talent. Bias can impact decision making, culture and behaviours and this is more of a conversation now than it would have been years ago.
Companies are also appreciating the benefits that FREDIE brings to the organisation and to its people. There is still a long way to go before every organisation gets it right, but the conversations are now happening in businesses such as rail and construction which would not have been engaging with FREDIE years ago as it was not a consideration.
In your opinion, what are the biggest challenges organisations face today in promoting and maintaining diverse and inclusive cultures?
Even if there is a commitment to embed FREDIE there can be a lack of resources which can create difficulties. Not all leaders understand FREDIE and communications about it can be poor. Many organisations do not have diversity at leadership level which is crucial and this needs addressing. A lack of FREDIE training can be another issue as it should be cascaded to all and often isn’t. So having the conversations with every employee doesn’t always happen which impacts the culture in a negative way.
What advice would you give to organisations as they embark on their FREDIE journeys?
There is a lot of good practice available to draw on because our many years of experience at the NCfD has enabled us to work with a broad range of organisations across the UK over many years. Our surveys as well as the action planning and support we offer via our assessors will support organisations who are starting out with introducing FREDIE to their colleagues, service users, tenants and students.
Our assessors have a broad range of knowledge, and the commitment to FREDIE and the skillsets to support organisations to achieve IiD and there is also back up from the NCfD team so clients don’t have to go it alone!
