Introduction

Responsive and Accessible Services

Responsive and Accessible Services

Impact Assessments Training/Workshops/Education and a programme to enhance managers’ capabilities and confidence in working across diversity and progressing equalities in the workplace was undertaken, including anti-discrimination legislation and the Authority’s role as a provider of high quality services, and being an  employer of choice.

Unconscious bias training undertaken for the leadership group and HR in order to improve self-awareness and an understanding of how experience shapes thought and personality. HR staff have undertaken interview training, which includes unconscious bias.

Inclusive leadership workshop for SMB held in Q3 2017/18, and scheduled to roll out throughout the Service from 2019.

EDI online training in place. This is mandatory at induction and repeated regularly by all employees.

Managers are trained in people management, including skills such as how to have difficult conversations, to ensure they all recognise their responsibilities in promoting an inclusive culture.

All employees have an annual appraisal, where their commitment to EDI is an essential element. Quality assurance of appraisal returns is undertaken to identify themes, and to assist with business training requirements.

77 per cent of employees had recorded appraisals in 2017/2018, against 63 percent in 2016/2017. This is a significant year on year improvement. New employees who follow a probationary period are not included for the full year and apprenticeships and are tracked separately. Management information is provided and we  continuously aim for 100 per cent completion. When the new electronic appraisal system is introduced during 2019, new employees and apprenticeships will be incorporated into the statistics.

Performance management training in appropriate procedures and best practice in discipline, anti-bullying and harassment, grievance and capability for new managers, and those that missed last year’s sessions.

There is training for Diversity Champions so they are empowered to challenge the Authority to strive for future improvements in EDI.

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