INVITATION TO TENDER FOR A LEADERSHIP DEVELOPMENT ...

1 INVITATION TO TENDER FOR A LEADERSHIP DEVELOPMENT . programme FOR black STAFF. 1. INTRODUCTION. This is an INVITATION to TENDER (ITT), issued by the National Union of Students (NUS), for a supplier to design and deliver a black LEADERSHIP DEVELOPMENT programme . The following sets out the context for this work, our requirements and the process for application and selection. Note that black ' is used by NUS as an inclusive term to refer to people of African, Arab, Asian, Caribbean, South and Latin American heritage. It is a political statement, borne out of the UK. anti-racism movement that encompasses individuals who live in the UK and have a shared history of exclusion, inequality, and discrimination because they are not white. black is used as an inclusive term and we recognise that individuals may choose to describe themselves differently. 2. BACKGROUND. The National Union of Students NUS is a membership organisation which works to promote, defend and extend the rights of students, and to develop and champion strong students' unions.

2 We are a confederation of 600 students' unions, amounting to more than 95 per cent of all higher and further education unions in the UK. Through our member students' unions, we represent the interests of more than seven million students. This work is guided by our three core principles; Equality, Democracy and Collectivism. Further information about NUS can be found our website: Race Matters Report Fundamental to the student movement is a commitment to liberation, equality, diversity and inclusion. In 2015 NUS published Race Matters: A report on the experiences of black staff in the student movement'. Amongst its many findings were that black staff are committed to the movement and enthusiastic about working in it, but experience a lack of DEVELOPMENT and career progression. More than a third of respondents did not feel they had access to career DEVELOPMENT opportunities and some highlighted a lack of support from managers for their career progression.

3 The report suggested a range of recommendations including the need for initiatives to promote talent management and support the progression of black staff into LEADERSHIP roles. We are clear that these DEVELOPMENT initiatives should not be framed in a deficit model. The Race Matters report can be found here. 1. 3. REQUIREMENTS. black LEADERSHIP programme We are looking for a supplier (trainer or organisation to design and deliver a LEADERSHIP DEVELOPMENT programme for black staff in NUS and our member students' unions ( black LEADERSHIP programme '). The programme is for staff in, or aspiring to be in, first line-manager level roles. The aims are to: Equip these staff with the tools and skills to develop into middle management and senior LEADERSHIP roles The talent philosophy we have defined to frame this work is based in the notion of individual strengths, not deficits: To recognise, support, develop and celebrate the talents and strengths of black staff and their contribution to the student movement.)

4 We recognise that people bring a unique combination of attributes, skills, experience and values to their work. Our philosophy is to equip people to understand and use their strengths to best effect in their roles, both now and in the future as their careers develop. In doing this we recognise the challenges faced by black staff in a mainly white working environment, and the barriers they experience in terms of accessing the opportunities, resources and support that others may take for granted. programme Objectives The programme has the behavioural objectives below. It should equip participants to: Progress and action their personal and professional DEVELOPMENT Display authentic LEADERSHIP through their actions and communication Increase their visibility in the workplace and student movement Leverage their uniqueness as a leader Implement proactive and reactive strategies to negotiate power and politics, and to deal with adverse workplace situations Build and maintain effective support and professional networks.

5 In addition, applicants should provide guidance on how the line managers of staff participating in the programme can support and maximise the benefits of their participation by: Using performance management and DEVELOPMENT processes ( appraisal, supervision, team meetings, etc.) to review progress, capture key learning from the programme and explore how learning can be implemented. Helping the staff member to formulate and shape their 5-year career plan Offering career advice and guidance to support the programme experience Supporting staff to navigate internal politics and structure Negotiating workload so that staff members have the capacity to fully engage with the programme alongside their job roles. In addition to the above, applicants should be able to provide guidance to participants'. managers on the specific challenges facing black staff in progressing their careers and strategies on how to address this through championing and visible allyship.

6 Note that we would anticipate this part to be in the form of a toolkit or similar resource. We would not expect it to include face-to-face activity with line managers. 2. programme Scope The required approach and assumptions are: The programme will be able to be delivered to up to 80-100 participants together It is open to black , non-student staff in NUS and member students' unions Participants will be in, or aspiring to be in, first line-management roles. We envisage the delivery format to be three or four day-sessions spread over a period of four to five months. The first day session will take place in late June/ early July 2018. Applicants should also recommend any learning activity which should take place between the face-to-face sessions, action-learning, reading relevant resources, Ted Talks etc Skills and Experience Required The supplier appointed will have: Experience of delivering LEADERSHIP DEVELOPMENT to people in the early stages of their careers.

7 Up to date knowledge of LEADERSHIP theory and practice A strengths-based approach to DEVELOPMENT An excellent understanding of the of the various forms of racism on a personal, cultural and institutional level and the barriers that black staff face in progressing their careers The ability to manage large group sessions The ability to use coaching techniques during facilitation The ability to develop accessible training that understands different learning styles The ability to use the information provided by participant applications to inform programme content where possible A willingness to make changes/improve delivery based on training evaluation data as the programme progresses. The ability to work with the NUS Race Equity and Inclusion Team to inform and review programme content Policies All suppliers of services to NUS are expected to have EDI practices and policies in place and ways to deal with any incidents.

8 They must also ensure all training design is accessible and inclusive. 4. INSTRUCTIONS AND ADMINISTRATION. NUS will manage the ITT as a formal process in line with the timetable in section Budget NUS has a budget of up to 15,000 for the design and delivery of this programme . *Please note we are open to hearing creative ways to achieve the project in the proposed budget. Project Support NUS will provide project support to the supplier including booking venues, liaising with participants, catering arrangement and printing etc. Applications Applicants should submit a written proposal outlining: Relevant previous experience against the requirements in section 3. An outline of the proposed programme including an overview of the content and the learning objectives for each part Individual CV or organisation overview and the CVs of trainers who will be working on the programme Breakdown of pricing approach Applicants should also provide: Organisational details including: o Name of the organisation or individual in whose name the response is being submitted o Contact name and position o Registered address, post code, telephone number and email address o Supplier status, sole trader, limited company etc.

9 O UK company registration number and date of registration (if applicable). o UK VAT registration number (if applicable). Details of any professional indemnity or other public/employer's liability insurances held Contact details of two previous clients or organisations who would be willing to provide feedback or a reference. Please provide a brief summary of the work delivered and when. This information can be provided via email and should be sent to Sanisha Wynter, Race Equity and Inclusion Officer at by 12pm 16 March. Questions Applicants may ask questions to help them to prepare their application. Questions should be emailed to Sanisha Wynter, Race Equity and Inclusion Project Officer, at Any questions relating to the ITT must be submitted before 28 February @ 12:00 hours. Questions submitted after this date will not be answered. NUS reserves the right not to answer any questions. Any answers which are given will be provided via email.

10 Selection We will invite preferred candidates/organisations to an interview panel in April. This will include an interview to assess experience and ability as well as observing delivery of a short training exercise. Timetable Release of the ITT documents 19 February 2018. Deadline for submission of questions 28 February 2018. Responses to questions provided by 12 March 2018. Closure date for responses 16 March 2018. Selection interviews (London) 4 April 2018. programme delivery June/July October 2018. *please note there a little flexibility with the programme delivery dates. Payment An invoicing schedule will be agreed with the successful supplier on appointment. 4. 5 ITT Conditions a. Original documents must not be included, as NUS does not accept responsibility for their return. b. All information received regarding this ITT will be treated in the strictest confidence. c. The ITT response shall be submitted on the basis that any offer within it shall remain in place for a minimum of six months from the date fixed for the submission of tenders.