Action Measure Intended Outcome Performance Indicator and Timescale Target and Ownership 5. Prompt to keep up to More accurate data in place. Prompt issued to staff on a date their personal equality regular basis. Resources monitoring records (via Year 2 service on new Human Increase in completion of onwards Resources IT system). disability monitoring information by staff to 85% Relevant Duty: Promote positive attitudes towards disabled people. What we have done so far this year When new staff start working with us we ask them to update their equality information on the IT system. This information is confidential. We do so when we do an induction with them. At the end of September 2016, only 62.96% of our staff had filled in their disability data on the IT system. At the end of March 2016 this number had been 67.16%. At the end of September 2016, only 0.73% of our staff had said that they have a disability. This is down from 0.81% six months earlier. All this means that we need to keep working on this. We that more staff who have a disability may feel comfortable to update their equality information on the IT system when they hear more about others in the organisation who have a disability. We think it would be good especially if staff who work at the top of our organisation were happy to talk about their own disability. We have asked for volunteers to do that and become a model’. ‘role Action Measure Intended Outcome Performance Indicator and Timescale Target and Ownership
Action Measure Intended Outcome Performance Indicator and Target Timescale and Ownership 5. Prompt to keep up to date their personal equality monitoring records (via on new Human Resources IT system). More accurate data in place. Prompt issued to staff on a regular basis. Increase in completion of disability monitoring information by staff to 85% Resources Year 2 onwards Relevant Duty: Promote positive attitudes towards disabled people. What we have done so far this year When new staff start working with us we ask them to update their equality information on the IT system. This information is confidential. We do so when we do an induction with them. At the end of September 2016, only 62.96% of our staff had filled in their disability data on the IT system. At the end of March 2016 this number had been 67.16%. At the end of September 2016, only 0.73% of our staff had said that they have a disability. This is down from 0.81% six months earlier. All this means that we need to keep working on this. We that more staff who have a disability may feel comfortable to update their equality information on the IT system when they hear more about others in the organisation who have a disability. We think it would be good especially if staff who work at the top of our organisation were happy to talk about their own disability. We have asked for volunteers to do that and become a ‘role model’. Action Measure Intended Outcome Performance Indicator and Target Timescale and Ownership service
BSO_Disability_Action_Plan_mid_year_progress_report_2016-17.docx