Commitments - Diversity and inclusion (D&I)
| Area | Outcome – what will this achieve? | Who will help us to achieve this? | How will we measure our success? | Timescale |
|---|---|---|---|---|
| Area: Continued delivery of the Workforce Diversity & Inclusion Strategy | Outcome – what will this achieve?:
Create and maintain a more open,diverse, and inclusive organisation where all employees are welcomed and respected |
Who will help us to achieve this?:
|
How will we measure our success?:
|
Timescale: Conclude 2025 |
| Area: Adoption of the Race Equality Code (REC) | Outcome – what will this achieve?: The Race Equality Code will provide us with a comprehensive framework to improve racial inequality across the organisation | Who will help us to achieve this?:
|
How will we measure our success?: We will see a noticeable improvement across the 4 key principles of the Code; Reporting, Action, Composition and Education. | Timescale: Conclude 2024 |
| Area: The number of corporate apprentice new starters | Outcome – what will this achieve?: Meeting current and future skills gaps and helping to grow our own in areas that are hard to recruit to. | Who will help us to achieve this?:
|
How will we measure our success?: A minimum of 30 new corporate apprentice starts per calendar year | Timescale: Ongoing (reviewed yearly) |
| Area: Embedding ‘Diversity & Inclusion’ best practice across the Council to ensure consistency in the following areas of resourcing, attraction, selection, and onboarding | Outcome – what will this achieve?: A recruitment and selection process that demonstrates our commitment to diversity and inclusion attracting the best talent from a range of diverse backgrounds. | Who will help us to achieve this?:
|
How will we measure our success?: A year on year percentage increase in the number of applicants (both internal and external) with protected characteristics so that our employees are more representative of our local communities. | Timescale: September 2023 |
| Area: An outstanding compliance service by ensuring that the Council’s pre-employment checks and ongoing employment requirements are non-discriminatory and in line with current legislation |
Outcome – what will this achieve?: To ensure that the Council maintains compliance from onboarding and throughout the employee lifecycle. |
Who will help us to achieve this?:
|
How will we measure our success?:
|
Timescale: October 2023 |
| Area: Secure ‘Gold’ Employers Network for Diversity and Inclusion | Outcome – what will this achieve?: Demonstration that diversity and inclusion in the council has reached the sustain level |
Who will help us to achieve this?:
|
How will we measure our success?:
|
Timescale: June 2025 |
| Area | Outcome – what will this achieve? | Who will help us to achieve this? | How will we measure our success? | Timescale |
|---|---|---|---|---|
| Area: Delivery of Positive Action Talent Development programmes to employees identified as being under-represented across the organisation | Outcome – what will this achieve?:
|
Who will help us to achieve this?:
|
How will we measure our success?:
|
Timescale: Ongoing / over 12 months |
| Area: Gender Pay Gap Reporting | Outcome – what will this achieve?:
To ensure compliance with Gender Pay Gap reporting as part of our Equality Duty. |
Who will help us to achieve this?:
|
How will we measure our success?:
Reduction of the gender pay gap issues |
Timescale: Annually |
| Area: Monitoring of casework and D&I reporting | Outcome – what will this achieve?: To identify areas of concern on a continued basis to identify patterns, trends, or concerns | Who will help us to achieve this?:
|
How will we measure our success?: Address any equality issues from any formal casework | Timescale: Ongoing / over 12 months |