This case study is an example of how CLD providers are using the Data Guide and Self-evaluation Framework to improve gender balance and equalities.

This case study has been written by the team at LGBT Youth Scotland who took part in the pilot to trial the new IGBE and CLD resources.

Improving Gender Balance at LGBT Scotland Video

Identifying a need for improvement

As a LGBTQ+ charity which works with young people across Scotland, we felt it is important to get things right. Attendance at our groups is voluntary and many young people who attend are still exploring their identities. We will always create time and space for young people wherever they are on their journeys. We are aware that there is a gender imbalance within some of our groups. The Framework has allowed us to identify this more quickly, given us an evidence base and prompted us to take action to address it.

Using the resources

We worked with both resources, the Self-evaluation Framework and the Data Guide.

Self-evaluation Framework

The lead on this project met with the Youth Work Managers and Leadership team and discussed what these standards meant in our organisation. We reflected on what our groups look like and what we are doing in terms of balancing gender.

We considered how useful the Framework would be to guide the whole organisation. We asked ourselves: Does it align with our organisational values, and do the questions prompt deep enough thinking? Some Managers and Leaders then completed the Framework with their evidence. For staff unfamiliar with this type of self-evaluation framework, quite a lot of guidance and support was needed. Managers then spoke to their own teams and sought feedback on the usability of the Framework.

Data Guide

The Youth Work Managers and Leadership team considered which parts of the guide would be most useful for youth work practitioners. We selected some of the most relevant reflective questions, inserted these into a Microsoft Form and used this to gather feedback from practitioners.

Impact of using the resources

As a LGBTQ+ organisation we were pleased to see that we came out well. This was a real boost of morale for the staff team. As an organisation we felt we were going beyond legislative requirements. This is reflected in our vision, culture and direction, and the commitment to improve equity in our organisation. Specifically, the following examples were highlighted:

1. We lobbied to have LGBT as a specific consideration in the Mental Health Covid-19 Recovery plan and subsequent mental health strategy.
2. Our intersectional working group looked at our approach as an organisation to the movements such as Me Too and Black Lives Matter, and over time will look at our inclusion across all protected characteristics. This gave space to staff to learn and listen, and to reflect on the practice and policies of the organisation and permission to initiate structural change that will make us better at inclusion and diversity.
3. The Leadership team recognised that we should aim for more than a sector-standard menopause policy. They decided to develop an innovative hormone health policy to support the wellbeing of a greater number of staff and volunteers across the gender spectrum to bring greater equity to health and wellbeing.
4. We deepened our understanding of gender imbalance across our groups and are planning to address this. A majority of young people attending our groups identified as transgender or non-binary.
5. We recognise that our workforce (paid and volunteer) does not fully reflect the communities that we represent and we are planning to address this.

Action Plan

We carry out an annual survey of young people and this shows that less young women are accessing the service. As part of our improvement plan for this coming year, we intend to find out more about why this is and what we can do to change this.

While we do a lot to find out about accessibility needs of service users, we do less about understanding the barriers facing young people who never come to us. Understanding the barriers and how to address them will also feature in our improvement plan for the coming year.

We plan to review progress one year after undertaking the initial pilot to see if we have made any progress on the areas we have identified for improvement.

Advice for other CLD providers using the resources

We would have liked to have had more time to speak to practitioners to gather their responses. We plan to revisit this self-evaluation exercise regularly and would recommend building time for this into everyone’s workplan. This includes time for continuous professional learning as well as carrying out annual reviews and quarterly progress checks. It is important that staff understand that the purpose of self-evaluation is to support improvement planning. It can be a demoralising exercise if there are expectations to be performing excellently on every challenge or reflective question.

Staff quotes

“As an equalities organisation primarily focused on sexual orientation and gender identity, we are committed to keeping a balanced view of wider inequality and imbalance. Our Intersectional Working Group is an acknowledgement of this and leads on our commitment to create more equity within the organisation and amongst our stakeholders, around the intersection of these with the other seven protected characteristics.”

Contact

Contact Michelle McCartney for more information about LGBT Scotland.