Priority Objective Two: Assembly Commission as an Equality of Opportunity Employer Actions for 2015-2016 Actions Lead Update - March 2016 responsibility Produce data to demonstrate Head of HR This now routinely occurs as part of capacity planning rounds. gender split by service area for next reporting period. Consider how new HR / Payroll Head of HR and Work is still ongoing to identify how best to approach this using our system could be used to capture Equality Team system. equal pay data on internal promotions and how many new starters start on minimum pay point. Increase the completion rate of Head of HR From the Fifth Assembly, both internal and external candidates equalities data form within the applying for our jobs will be required as part of the application recruitment application process in process to submit a completed equality monitoring form. order to develop greater insight Applications will not be considered without submission of this form. into recruitment activity. Candidates will be given the option ‘prefer not to say’ and anticipate higher rates of disclosure of equality data as a result. Explore how new HR / IT Payroll Head of HR New databases have been designed to report separately on this and system could be used to report will be operational later in 2016. separately on internal and external recruitment, alongside other useful data sets. Re-brand our recruitment Head of HR with New web copy has been prepared in preparation for the Fifth webpages and publicise the support from Assembly which includes information about our staff networks, staff support available to staff (e.g. staff Equality Team testimonials, benefits of working and the Assembly and our inclusive networks, workplace policies) to workplace policies. encourage applications. Liaise with representative bodies to Head of HR This area of work has been subsumed into the workstream of HR promote jobs Recruitment Team (see update below on BME Action Plan). Encourage more staff, including Head of HR Staff are able to amend their personal data via our HR self-service
Priority Objective Two: Assembly Commission as an Equality of Opportunity Employer Actions for 2015-2016 Actions Lead responsibility Update - March 2016 Produce data to demonstrate gender split by service area for next reporting period. Head of HR This now routinely occurs as part of capacity planning rounds. Consider how new HR / Payroll system could be used to capture equal pay data on internal promotions and how many new starters start on minimum pay point. Head of HR and Equality Team Work is still ongoing to identify how best to approach this using our system. Increase the completion rate of equalities data form within the recruitment application process in order to develop greater insight into recruitment activity. Head of HR From the Fifth Assembly, both internal and external candidates applying for our jobs will be required as part of the application process to submit a completed equality monitoring form. Applications will not be considered without submission of this form. Candidates will be given the option ‘prefer not to say’ and anticipate higher rates of disclosure of equality data as a result. Explore how new HR / IT Payroll system could be used to report separately on internal and external recruitment, alongside other useful data sets. Head of HR New databases have been designed to report separately on this and will be operational later in 2016. Re-brand our recruitment webpages and publicise the support available to staff (e.g. staff networks, workplace policies) to encourage applications. Head of HR with support from Equality Team New web copy has been prepared in preparation for the Fifth Assembly which includes information about our staff networks, staff testimonials, benefits of working and the Assembly and our inclusive workplace policies. Liaise with representative bodies to promote jobs Head of HR This area of work has been subsumed into the workstream of HR Recruitment Team (see update below on BME Action Plan). Encourage more staff, including Head of HR Staff are able to amend their personal data via our HR self-service
equality-report-2015-16-en.docx