Women working in male dominated Communication to staff of areas (eg technical, senior high achievers from outside – management) have lack of role the organisation, if models and potential reduced necessary. aspiration to develop/progress their careers. Similarly men may work in female dominated area (eg HR). Women may feel pressure to perform not feeling able to take – time off for caring/maternity leave (only 1 senior manager taken maternity leave in last 3 years: 2014 Staffing Compendium). Trans Trans staff may or may not be out All managers to receive E&D people at work. May not wish to draw training. attention to their status through discussions with managers. Managers may feel uncomfortable in communications which could impact discussions. Time taken off for treatment will result in fewer working days to complete workload; possibly with no knowledge of reason for absence. This may impact on performance. Black and Possible misunderstandings in Clear processes and minority communications around communications. ethnic performance. Cultural differences groups may cause confusion/offence Often constructive/ honest feedback not received because Training for managers to some feedback providers fear include awareness of this being labelled racist etc; which issue. does not help staff to develop. (Staff feedback received at Equality Engagement Event 10 June 2015). BME staff feel they need to Training for managers to overcompensate by agreeing to include awareness of this higher performance targets issue. May not wish to draw attention to All managers to receive E&D their status through discussions training with managers. Managers may feel uncomfortable in communications which could impact discussions
Women working in male dominated areas (eg technical, senior management) have lack of role models and potential reduced aspiration to develop/progress their careers. Similarly men may work in female dominated area (eg HR). Women may feel pressure to perform – not feeling able to take time off for caring/maternity leave (only 1 senior manager taken maternity leave in last 3 years: 2014 Staffing Compendium). Communication to staff of high achievers – from outside the organisation, if necessary. Trans people Trans staff may or may not be out at work. May not wish to draw attention to their status through discussions with managers. Managers may feel uncomfortable in communications which could impact discussions. Time taken off for treatment will result in fewer working days to complete workload; possibly with no knowledge of reason for absence. This may impact on performance. All managers to receive E&D training. Black and minority ethnic groups Possible misunderstandings in communications around performance. Cultural differences may cause confusion/offence Often constructive/ honest feedback not received because some feedback providers fear being labelled racist etc; which does not help staff to develop. (Staff feedback received at Equality Engagement Event 10 June 2015). BME staff feel they need to overcompensate by agreeing to higher performance targets May not wish to draw attention to their status through discussions with managers. Managers may feel uncomfortable in communications which could impact discussions Clear processes and communications. Training for managers to include awareness of this issue. Training for managers to include awareness of this issue. All managers to receive E&D training
Equality-Analysis-form-maximising-performance-for-consultation.docx