4.1 HR Use positive action for Aug 15 HR College is recognised as Profile of applicants for College workforce external recruitment to inclusive employer. staff vacancies represents the attract staff applicants from People from Staffing profile diversity of Scottish under-represented groups, groups are society and local for example targeting of job encouraged to apply. communities. adverts within specific media and the use of our social media to advertise vacancies. 4.3 HR Implement the Notice and Jun 15 HR Staff feel respected and Analysis of exit College recognised by resignation policy by Dec 15 valued. interviews staff and community offering an exit interview to Confidence in fair treatment Staff satisfaction as inclusive employer. all staff who resign or take is reinforced. voluntary severance. Any underlying patterns are Analyse for any equality revealed and issues implications. addressed. Exit interviews commence June 15. Reports commence Dec 15 4.3 HR Develop and publish Equal April 17 HR Pay gaps identified. Reports published Pay gaps are Pay statements and demonstrate compliance eliminated. Staff with information for disabled with Equality Act all protected and minority ethnic staff requirements. characteristics feel Pay gaps identified. they enjoy a fair and Employee information equitable pay analysed. structure. 4.3 HR Take appropriate steps to Dec 15 HR Increase in staff awareness Reasonable adjustments Staff and wider raise awareness amongst of equality rights and in place. community recognise staff about their rights to responsibilities. No. and nature of college as inclusive reasonable adjustments, Staff feel valued and requests. employer. and the procedures respected. involved in requesting them
4.1 HR Use positive action for external recruitment to attract staff applicants from under-represented groups, for example targeting of job adverts within specific media and the use of our social media to advertise vacancies. Aug 15 HR College is recognised as inclusive employer. People from groups are encouraged to apply. Profile of applicants for staff vacancies Staffing profile College workforce represents the diversity of Scottish society and local communities. 4.3 HR Implement the Notice and resignation policy by offering an exit interview to all staff who resign or take voluntary severance. Analyse for any equality implications. Exit interviews commence June 15. Reports commence Dec 15 Jun 15 Dec 15 HR Staff feel respected and valued. Confidence in fair treatment is reinforced. Any underlying patterns are revealed and issues addressed. Analysis of exit interviews Staff satisfaction College recognised by staff and community as inclusive employer. 4.3 HR Develop and publish Equal Pay statements and information for disabled and minority ethnic staff April 17 HR Pay gaps identified. Reports published demonstrate compliance with Equality Act requirements. Pay gaps identified. Employee information analysed. Pay gaps are eliminated. Staff with all protected characteristics feel they enjoy a fair and equitable pay structure. 4.3 HR Take appropriate steps to raise awareness amongst staff about their rights to reasonable adjustments, and the procedures involved in requesting them Dec 15 HR Increase in staff awareness of equality rights and responsibilities. Staff feel valued and respected. Reasonable adjustments in place. No. and nature of requests. Staff and wider community recognise college as inclusive employer.
Equality%20Action%20Plan%202015-17.docx