SIG Celebrates 10 Years
A Decade of Impact and Growth at Social Interest Group
Read moreSupport our work
Support our work
Could you introduce yourself and describe your role as Diversity & Inclusion Programme Manager?
My Name is Norman Alcide and I have been working as SIG’s EDI Programme Manager since March 2021, there’s no doubt in my mind this role is the most varied in my career to date.
In this role, a typical working week may involve tasks such as reviewing SIG policies, researching Inclusivity Charters, developing an Inclusion Block Training Model, planning EDI workshops, or piloting initiatives like British Sign Language Video Translation Services. The range of activities ensures variety and adaptability to evolving priorities.
What motivated you to focus on diversity and inclusion within the charitable sector, particularly in SIG?
The EDI Programme Manager role really is a perfect storm consisting of all my favourite elements of previous roles namely Service Manager and Trade Union Convenor with a sprinkle of development in terms of rolling out a new project. The prospect of a new but familiar role and the chance to mirror so many social activists that I admire was an opportunity I couldn’t help but explore.
Fortunately, SIG’s presiding recruitment panel sensed that our lines of synergy were compatible and thus far they’ve not been proved wrong.
What are the main goals of the Diversity & Inclusion Team at SIG, and how do they align with the organisation’s broader mission?
In simple terms, the EDI Programme is directly aligned with SIG’s Fourth strategic value of Inclusivity and this intention is directly manifested by working towards ensuring that the journey of Employees, Residents and Participants remains a progressive experience.
The EDI Ambassadors have identified that working towards accreditation across each Protected Characteristic (as per Equality Act 2010) connects Ambition, Empowerment & Transparency whilst simultaneously playing a significant role in raising organisational standards.
What are some recent milestones or achievements within your programme that you’re particularly proud of?
Across 2023-24 the emergence of SIG’s Menopause, LGBTQIA+ & Faith, Religion and Philosophy Workshops have given me some really special moments to reflect on but the icing on our metaphoric cake was being short-listed for last September’s Charity Awards Ceremony. This event did so much to improve our already great level of team morale but it also proved that we are shaping a forward-thinking model of approach that we all can be proud of.
Can you share insights into the collaborations and pathways you’re currently working on to promote diversity and inclusion across the organisation?
At this moment in time, we have created an excellent relationship with Luton Healthwatch which has so far culminated with us helping to co-produce an LGBTBIA+ focused survey geared up to gage Local Primary Care satisfaction levels which led to our Ambassador supporting 2 x Community Consultations which have been excellent learning curves.
In addition, the managers of our services in Lambeth and Lewisham alongside their Head of Service have worked in tandem with me to develop an excellent Police Mental Health Liaison alongside Lewisham Police. We have engaged in meaningful conversations around topics such as “Right Care Right Person” initiatives, the Mental Health Act 1983 and Section 136 protocols. The Implications of Face Recognition Camera Pilot Schemes. The attending Managers often share learning from AINMS (Accidents, Incidents and Near Misses) reports and have cultivated a great positive rapport with our colleague from the Metropolitan Police who has on numerous occasions offered to gather and share case-related information.
The organisation recently created an LGBTQ+ forum for residents and participants. Could you share more about its purpose and how it’s making a difference?
Our schedule of meetings is part of SIG’s plans to deliver services to the accredited standards set by Shelter Housing’s HouseProud pledge. This concept has been crafted to provide LGBTQIA+ Community Members authentic opportunities to influence the standards of service delivery offered by SIG.
Our Ambassadorial intention is to use this platform to engage with:
How do you ensure that diversity and inclusion remain key priorities across all levels of the organisation?
Across 2025 the EDI Ambassadors intend to deliver a series of staff learning workshops, develop innovative training packages and contribute Equity Impact Assessments towards SIG policies.
Can you provide an example of how a diversity-focused initiative has led to positive change for staff or participants?
Last Summer’s Inclusivity Day stand-out, which is co-produced with residents in unprecedented positions of influence in terms of staffing approaches to Diversity. Staff also benefitted by participating in formulating SIG’s Diversity Charter which should be finalised in early 2025.
What do you find most rewarding about your role, and what keeps you motivated?
This role is geared up to influence organisational improvements which resonates strongly with my perfectionist tendencies. However, my passion for people to be treated appropriately irrespective of their employment status keeps driving me through and past the numerous challenges that naturally emerge.
Looking ahead, what are your aspirations for the Diversity & Inclusion programme?
My intention is for SIG’s EDI Programme approach to eventually become recognised across the Charity Sector as a model of Best Practice. The clearest indicator of a successful EDI Programme is the number of Ambassadors we have attracted, I’m keen to see this trend continue but I also, want 2025 to yield opportunities for us to tap into the wider SIG talent pool who are well-placed to help improve the quality of work we produce & form a collective of EDI Allies.
Celebrating a Decade of Collaboration and Innovation
