2012 sees JBW dedicating time and energy to understanding equality and diversity within the company   You are here: Home » News » News

Jane Farrell with JBW Board

Staff at JBW have been working with EW Group to ensure that the principles of Equality and Diversity are embedded within their organisation.  They are working towards the Diversity in Business Accreditation that commits all staff to the fair treatment of all people and groups, making services more accessible for everyone and building effective relationships in the wider community. The Company has achieved the first level of this commitment – The DiBA Promise.

The DiBA promise is a “promise to commit” to achieve full DiBA recognition within a 6 month period. After a gap analysis a number of diversity actions are set alongside timescales for implementation.

JBW recognise that they have a diverse customer base, one of different ethnicities, religions, ages and sexual orientations, who may be more responsive if they are served by people with whom they can identify. Their aim is to ensure that the expectation is met and maintained.

Within their written Equality and Diversity values they have committed to carrying out their work in a responsible, respectful and fair manner at all times and in all situations. As a result staff will work to make interacting with JBW a positive and constructive experience.

Jo Heath, DiBA Lead Auditor said: “JBW have invested both time and commitment into using DiBA as a development tool for change. The DiBA journey has enabled them to develop a greater understanding of the business case for diversity that links to business plans, diversity action plans and the new branding strategy. This has enabled them to develop a more ethical way of enforcement and a different breed of bailiffs, focusing on a different culture for the business and assisting them to step away from the stereotypical message.”

She continued; “Many new initiatives have been developed as a result, policies have been developed and revised, training and development has been increased all resulting in a strong awareness of the importance of harnessing diversity and inclusion and ensuring values are embedded within the entire organisation.”

Key Achievements to date since undertaking the DiBA journey:-

• Formulated a steering group to move DiBA forward.  This is made up of the Chief Exec, Head of HR, Marketing and a Bailiff team leader.
• Development of a range of comprehensive policies to support staff and managers in their practical application. This includes a reasonable adjustment and flexible working policy, a re-developed bullying and harassment, equal opportunities, single equality scheme and diversity action plan.
• The development and implementation of a diversity monitoring cycle, alongside a communication strategy detailing the reasons for collection – this resulted in a return rate of 86% for administration staff and 31% for field staff, which is increasing every month.
• Work has been done to encourage managers to act as role models and champion diversity in their behaviours and attitudes.
• There is now a set of standards that have been implemented – this includes respect and using appropriate language and this is seeking to change the culture of the organisation. Managers now set standards that identify what is acceptable behaviour and they are covered in meetings and workshops.
• Implementation of a workplace qualification in diversity - NCFE level 2 in Diversity. 15 staff have now completed this and a number are working towards it.
• Cultural workshops are delivered monthly, with a range of topics covered. This addresses management feedback, blame culture, accountability and provides the opportunity for staff to feedback.
• The Chief Executive works within the local community to develop awareness of debt management for vulnerable groups. Examples of this include: Providing talks at Mind to assist and educate individuals with mental ill health issues on how to manage debt and their bailiff rights.
• JBW also train citizen’s advice bureau advisers so that they can assist all sections of the community.
• JBW now have plans to utilise its influencing power over its suppliers to send important diversity messages. The development of a procurement charter and suppliers monitoring form; which will ensure that all suppliers adhere to JBWs diversity values and will enable them to collect diversity data about their suppliers.
• Increase the ability to relate to customers and any other contacts from all people groups, making services more accessible for all.
• Build effective relationships in the wider community through partnerships with local communities (such as work experience placements for local school pupils).

Jane Farrell, CEO of EW Group spent two days with the JBW Board to run through a number of areas for the programme and discuss the Equality and Diversity values. 

Lee Brown, COO said; “This was an extremely useful exercise, the Board is an integral part of any company and we wanted to confirm that our skills and working practices are working towards achieving our DiBA accreditation.”

Jamie Waller, CEO said; “JBW are extremely pleased to have achieved the DiBA ‘promise’ and are on target to gain full DiBA accreditation by May 2012.  We are about to go through a period of growth and I wanted to ensure that all the principles of Equality and Diversity are embedded in the company values.”