People Plan 2023 - 2025

Commitments - Diversity and inclusion (D&I)

Our aim is to grow
Area	Outcome – what will this achieve?	Who will help us to achieve this?	How will we measure our success?	Timescale
Continued delivery of the Workforce Diversity & Inclusion Strategy	Create and maintain a more open,diverse, and inclusive organisation where all employees are welcomed and respected	D&I Team All Managers/Leaders Employees Trade Union Colleagues Employee Networks HR Digital Team	Employee feedback Employee Network feedback and membership Enhanced Employee Engagement Attendance and contribution at D&I Events One Coventry Leadership Team (OCLT) D&I Objectives	Conclude 2025
Adoption of the Race Equality Code (REC)	The Race Equality Code will provide us with a comprehensive framework to improve racial inequality across the organisation	D&I Team Leaders and Managers Trade Union Colleagues Employee Network	We will see a noticeable improvement across the 4 key principles of the Code; Reporting, Action, Composition and Education.	Conclude 2024
The number of corporate apprentice new starters	Meeting current and future skills gaps and helping to grow our own in areas that are hard to recruit to.	Apprenticeship Team Resourcing Team	A minimum of 30 new corporate apprentice starts per calendar year	Ongoing (reviewed yearly)
Embedding ‘Diversity & Inclusion’ best practice across the Council to ensure consistency in the following areas of resourcing, attraction, selection, and onboarding	A recruitment and selection process that demonstrates our commitment to diversity and inclusion attracting the best talent from a range of diverse backgrounds.	People & Culture Team Communications Team All Managers/Employees Trade Union Colleagues Employee Networks HR Digital Team	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.	September 2023
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	To ensure that the Council maintains compliance from onboarding and throughout the employee lifecycle.	Resourcing & Compliance Team Managers/Employees	Manager and employee feedback Internal Audit Dip Sampling	October 2023
Secure ‘Gold’ Employers Network for Diversity and Inclusion	Demonstration that diversity and inclusion in the council has reached the sustain level	People & Culture Team Communications Team All Managers/Employees Trade Union Colleagues Employee Networks HR Digital Team	TIDE assessment	June 2025

Our aim is to sustain
Area	Outcome – what will this achieve?	Who will help us to achieve this?	How will we measure our success?	Timescale
Delivery of Positive Action Talent Development programmes to employees identified as being under-represented across the organisation	Enhanced employer brand Improved retention Increased engagement Greater representation of these groups within management/leadership position	Employee Engagement & Talent Team D&I Team All Managers & Employees Trade Union Colleagues Employee Networks HR Digital Team	D&I workforce data Feedback from employees and managers Appraisal submissions	Ongoing / over 12 months
Gender Pay Gap Reporting	To ensure compliance with Gender Pay Gap reporting as part of our Equality Duty.	Management Information Team Payroll Team Employee Relations Lead	Reduction of the gender pay gap issues	Annually
Monitoring of casework and D&I reporting	To identify areas of concern on a continued basis to identify patterns, trends, or concerns	Management Information Team Trade Union Colleagues Employee Relations Team	Address any equality issues from any formal casework	Ongoing / over 12 months

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