Objective 4 Have a progressive, diverse and supported workforce. 4.1 Widen data Review data capture to meet General Data D&I Advisor, Apr 2018 A clear equality monitoring statement is provided where collection of our Protection Regulations and ensure clarity HR Manager, personal information is requested. staff profile and around purpose and scope of data processing DP Officer take action to for equality monitoring. Feb 2020 Reduced numbers of people who not say.’ ‘prefer address any inequalities in Increase disclosure through improving HR Manager Feb 2020 10% of disclose a disability.7 representation, understanding of rationale for equality engagement and monitoring, including disability disclosure. progression. Explore positive action strategies to recruit HR Manager, Aug 2018 Strategies identified and associated actions and timelines staff and to progress staff OD Manager developed. within the organisation. See 3.2. Review recruitment procedure and employee HR Manager, Dec 2018 New process documented and implemented informed by journey. Projects and EA. Processes Manager Comply with Gender Pay Gap reporting Payroll and Mar 2018 requirements and implement actions to D&I Advisor +annually Report available. Plan to address inequalities, with address findings as appropriate. supporting timelines for completion, developed. 4.2 Develop Explore the need for policies which support HR Manager, June 2018 Decision on additional policy needs are. supportive staff (e.g. dignity at work, agile working and OD Manager – structures to bullying and harassment). Aug 2018 Supporting timelines for policy development and approval provide developed. opportunities for belonging, Ensure gender neutral language used in new Policy Dec 2019 New policy documentation includes gender neutral wellbeing and and reviewed policies. owners language growth. Review the employee engagement survey by Mar 2018 protected characteristics to target actions D&I Advisor, Policy content includes gender neutral language. where there are gaps. Projects and Survey is formulated to allow for scrutiny at this level.
Objective 4 Have a progressive, diverse and supported workforce. 4.1 Widen data collection of our staff profile and take action to address any inequalities in representation, engagement and progression. Review data capture to meet General Data Protection Regulations and ensure clarity around purpose and scope of data processing for equality monitoring. Increase disclosure through improving understanding of rationale for equality monitoring, including disability disclosure. Explore positive action strategies to recruit staff and to progress staff within the organisation. See 3.2. Review recruitment procedure and employee journey. Comply with Gender Pay Gap reporting requirements and implement actions to address findings as appropriate. D&I Advisor, HR Manager, DP Officer HR Manager HR Manager, OD Manager HR Manager, Projects and Processes Manager Payroll and D&I Advisor Apr 2018 Feb 2020 Feb 2020 Aug 2018 Dec 2018 Mar 2018 +annually A clear equality monitoring statement is provided where personal information is requested. Reduced numbers of people who ‘prefer not say.’ 10% of disclose a disability.7 Strategies identified and associated actions and timelines developed. New process documented and implemented informed by EA. Report available. Plan to address inequalities, with supporting timelines for completion, developed. 4.2 Develop supportive structures to provide opportunities for belonging, wellbeing and growth. Explore the need for policies which support staff – (e.g. dignity at work, agile working and bullying and harassment). Ensure gender neutral language used in new and reviewed policies. Review the employee engagement survey by protected characteristics to target actions where there are gaps. HR Manager, OD Manager Policy owners D&I Advisor, Projects and June 2018 Aug 2018 Dec 2019 Mar 2018 Decision on additional policy needs are. Supporting timelines for policy development and approval developed. New policy documentation includes gender neutral language Policy content includes gender neutral language. Survey is formulated to allow for scrutiny at this level.
DI-Strategy-2018.docx