barriers for process engaging to all police officers and Workforce candidates including under-represented candidates Fairness within the Development Branch recruitment processes for specialist police posts Ensure workplace issues 2.4 Monitor the impact of the new Fairness at Policy and any supporting Resources Branch are resolved appropriately Work Policy guidance, along with [with the support of the at the earliest opportunity assessments of stage 2 and Organisational Learning Review the number of Stage 2 and Stage 3 grievances reviewed and Board] 3 grievances received since the Fairness where necessary the at Work Policy was launched against the Fairness at Work Policy existing policy amended or other identified activity implemented Review the length of time Stage 2 and Stage 3 grievances have taken to resolve Identify lessons learned as a result of Where necessary, referrals grievances across the organisation made to the Organisational Learning Board and Deliver activity back into the organisation identified activity required from the lessons learned from an implemented – individual, local and organisation perspective Professional Standards 2.5 Ensure that there are Establish procedures to ensure the Organisational learning Branch / Organisational organisational learning continuous and transparent assessment identified and any Learning Board opportunities which of grievance outcomes, findings from necessary activity support improvements in employment tribunals and external implemented how we support our complaints and conduct matters which people, including our relate to equality, diversity and human Increased confidence for all volunteers, and serve the rights staff from diverse diverse communities of communities Greater Manchester Establish a Prevention and Education Increased internal and portfolio with Professional Standards external engagement with
barriers for candidates process engaging to all police officers including under-represented candidates Fairness within the recruitment processes for specialist police posts and Workforce Development Branch 2.4 Ensure workplace issues are resolved appropriately at the earliest opportunity Monitor the impact of the new Fairness at Work Policy Review the number of Stage 2 and Stage 3 grievances received since the Fairness at Work Policy was launched against the existing policy Review the length of time Stage 2 and Stage 3 grievances have taken to resolve Identify lessons learned as a result of grievances across the organisation Deliver activity back into the organisation from the lessons learned – from an individual, local and organisation perspective Policy and any supporting guidance, along with assessments of stage 2 and 3 grievances reviewed and where necessary the Fairness at Work Policy amended or other identified activity implemented Where necessary, referrals made to the Organisational Learning Board and identified activity required implemented Resources Branch [with the support of the Organisational Learning Board] 2.5 Ensure that there are organisational learning opportunities which support improvements in how we support our people, including our volunteers, and serve the diverse communities of Greater Manchester Establish procedures to ensure the continuous and transparent assessment of grievance outcomes, findings from employment tribunals and external complaints and conduct matters which relate to equality, diversity and human rights Establish a Prevention and Education portfolio with Professional Standards Organisational learning identified and any necessary activity implemented Increased confidence for all staff from diverse communities Increased internal and external engagement with Professional Standards Branch / Organisational Learning Board
Appendix%20B%20-new%20equality%20objectives%20for%202018-21%20for%20inclusion%20in%20strategy.docx