which support the creation of entry level roles and clearer career paths Equipping our managers with the skills to have quality conversations with staff members over performance and development Implementing new lateral development initiatives such as job shadowing Ensuring all members of staff receive equality and unconscious bias awareness training workplaces and work policies Accessibility issues This carries on and extends SEPA’s and practices are accessible for all and prioritised the reach of our 2013-2017 enable SEPA, where possible, to Equality Outcome to improve Budget allocated on an exceed its statutory obligations access to SEPA premises for priority needs basis Examples of how we will achieve this staff and service users. In this are: case accessibility is wider that Feedback from HR on physical accessibility and Identifying priority areas for staff whose includes inclusive work improvement in relation to requirements for physical accessibility policies and practices, as well assistive technology as specific tools required to have been met/not met Provide assistive technology to support staff with disabilities. staff requiring it regardless of Number of managers where based they’re normally attending training on Line managers are trained on reasonable their responsibilities to make adjustments “Reasonable Adjustments” Grievances & Policies are reviewed and take Employment Tribunal account of matters specific to claims relating to the protected characteristics, reasonable including gender re-assignment, sexual orientation, religion and
which support the creation of entry level roles and clearer career paths Equipping our managers with the skills to have quality conversations with staff members over performance and development Implementing new lateral development initiatives such as job shadowing Ensuring all members of staff receive equality and unconscious bias awareness training SEPA’s workplaces and work policies and practices are accessible for all and enable SEPA, where possible, to exceed its statutory obligations Examples of how we will achieve this are: Identifying priority areas for improvement in relation to physical accessibility Provide assistive technology to staff requiring it regardless of where they’re normally based Line managers are trained on their responsibilities to make “Reasonable Adjustments” Policies are reviewed and take account of matters specific to the protected characteristics, including gender re-assignment, sexual orientation, religion and Accessibility issues prioritised Budget allocated on an priority needs basis Feedback from HR on staff whose requirements for assistive technology have been met/not met Number of managers attending training on reasonable adjustments Grievances & Employment Tribunal claims relating to reasonable This carries on and extends the reach of our 2013-2017 Equality Outcome to improve access to SEPA premises for staff and service users. In this case accessibility is wider that physical accessibility and includes inclusive work policies and practices, as well as specific tools required to support staff with disabilities.
equality-mainstreaming-and-outcome-report-2017.docx