Equality, Diversity and Inclusion Action Plan 2017 Action Success [PDF]

The Chief. Executive and. EMT will commit to raising awareness of and embedding EDI issues in our culture. The Chief. Ex

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Idea Transcript


Equality, Diversity and Inclusion Action Plan 2017

Action Refresh Staff Forum with a focus on EDI.

Success measure Workshop to focus on discussing staff consultation and future direction of the forum. Revised terms of reference for staff forum.

The Chief Executive and EMT will lead on the promotion of EDI.

Staff forum promoted to all staff within the organisation. The Chief Executive and EMT will commit to raising awareness of and embedding EDI issues in our culture. The Chief Executive will chair the Staff Forum meetings.

Benefit

Action required

Action owner

The forum will play a leading role in further developing cross organisational communication to raise awareness of EDI strategic and business developments, opportunities, challenges or changes.

Draft terms of reference for the Staff Forum and communicate relaunch.

Internal Communications Manager

We will identify, promote and share best practice within the organisation by feeding back information to EMT and all staff briefings.

The Chief Executive Internal will chair and Communications provide input, Manager support and visibility by attending the Staff Forum

Completion date July 2017

Head of E&D

September 2017

September 2017/ongoing

Ongoing

Staff Forum will help to monitor progress against our equality objectives.

Deliver health and wellbeing event for staff in October 2017.

Undertake workforce EDI monitoring.

Forum members will be proactive in assisting with mainstreaming EDI within their directorates and across the organisation. Staff Forum will monitor organisational performance against the action plan.

We will ensure staff are informed and examples of best practice shared across the organisation.

The forum will meet every three months. Forum members will give feedback on the activities they have undertaken in their directorates.

Event delivered and health and wellbeing initiatives promoted to staff. EDI data will be used to improve our evidence base and to evaluate our progress towards a representative workforce.

Staff aware of internal policies and procedures and external support available. We will use EDI data collected from staff to analyse trends and to help us understand how our policies and decisions may impact on different groups of staff.

Liaise with staff forum members to plan event.

Update monitoring fields on CipHR to comply with protected characteristics under the Equality Act. Data collected to be analysed and used to inform appropriate action.

Ongoing Internal Communications Manager Staff Forum Members

Head of E&D

May – ongoing

Internal Communications Manager July 2017

HR Manager Ongoing Head of E&D

Incorporate other relevant protected characteristics onto the CRM system.

Data collection for registrants complies with the protected characteristics identified in the Equality Act.

Develop a reasonable adjustment policy.

We will recognise differences and know when and how to change the way our work can be done.

Develop stakeholder relationships with best practice EDI organisations.

We will incorporate best practice into our governance processes.

We will use EDI data collected from registrants to analyse trends and to help us understand how our policies and decisions may impact on different groups of registrants.

CRM fields updated to include the following: • Age • Disability • Ethnicity • Gender • Gender Identity • Marital status • Religion/Belief • Sexual orientation We will improve our We will engage customer services regularly with our for people with staff across the disabilities. organisation during the policy development process. We will engage We will research regularly with best and consider practice EDI becoming member organisations. of: • Race for We will understand Opportunity and evaluate our • Stonewall current position • The Business and identify areas Disability Forum to improve our performance

PMO

October 2017

Head of E&D

Head of FtP Case Progression

October 2017

Head of E&D

Head of E&D

October – December 2017



Work with UK IED to consider feasibility of attaining EDI Charter Mark.

Options considered for attaining UK IED Charter Mark.

The GDC will be recognised internally and externally for commitment and progress on EDI.

The Equality and Human Rights Commission • The UK Institute for Equality and Diversity Develop response to Charter Mark KPI’s.

Head of E&D

October 2017

HR Managers

October – December 2017.

Align EDI progress and reporting to outcomes for Charter Mark. Identify synergies between UK IED Charter Mark and ISO BS 76005:2017 Standard.

Ensure that all relevant HR policies are reviewed and checked against the Equality Act.

Our HR policies will be compliant with the Equality Act and adhere to best practice.

Ensure that our recruitment advertisements reach a diverse audience.

We will receive applications from diverse backgrounds.

We will minimise discrimination by having the correct policies and procedures in place. We will attract applications from diverse backgrounds and

We will review the content of the polices to ensure these are complaint with the Equality Act. We will monitor the EDI data of our applicants to ensure we attract

HR Advisers

Recruitment Business Partners

September 2017 – ongoing

We will also encourage and promote diversity in recruitment panels, where possible.

Provide comprehensive information on the make-up of staff to the Remuneration Committee, Council and EMT on an annual basis.

Candidates will see us a desirable employer through their recruitment experience. We will meet the requirements under the Equality Act and recommendations from the McGregor-Smith Review.

Ensure our mandatory equality training is included in the staff induction process.

All staff will have completed our mandatory equality training

Ensure our Council member recruitment process encourages applications from diverse candidates.

We will widen the pool of candidates.

be able to choose applications from the best candidates diverse backgrounds

We will increase the transparency of information about our staff profile Publication of workforce profiles will also enable us to meet requirements under the Equality Act. Our staff will understand the importance of EDI within the workplace and customer services We will recruit the best candidates for the role.

We will produce an annual workforce profile report on all protected characteristics.

Head of HR

We will evaluate our training to ensure it complies with the Equality Act and that staff development needs are met We will review how and where we advertise Council member vacancies, taking specialist advice on how we can best advertise

Learning and Development Manager

HR managers

December 2017 undertake data collection January – March 2018 – produce and present report

Ongoing

Head of E&D

Council Member Project Board

September 2017

range of candidates. We will ensure that our recruitment process does not unfairly affect the recruitment of any groups.

Deliver EDI Member development session.

All Council members trained on EDI.

Council members informed about EDI direction of travel.

We will undertake EDI data analysis for those that applied, identify patterns and trends and make recommendations for future campaigns. Review 2016 Council member development content. Research and commission suitable external EDI trainers to deliver member development session.

Learning and Development Manager

Head of E&D

December 2017

Ensure witnesses from diverse backgrounds are able to access the support we can offer.

We can meet the needs of witnesses to ensure that they are able to participate in our FtP proceedings.

We are better able to fulfil our public protection objectives

We will review all information provided to witnesses to ensure it explains the different types of support we can give. Throughout our proceedings we will ask witnesses if they have any needs. We will ensure that we offer facilities that enable witnesses with particular needs to give evidence at hearings. We will ensure that staff are aware of the reasonable adjustments that can be made to allow full participation by witnesses at all

Head of Adjudications Head of Compliance

November 2017

Undertake a dip sampling exercise into the consistency of decisions made at the investigation stage and whether there is any unconscious bias in the FtP criteria and approach.

We will ensure that there is no unconscious bias in the FtP criteria and approach

Represent GDC at external partnerships with UK IED, InterReg, GLAAD, Joint Healthcare Regulators EDI Group

We will share notable practice in EDI with other regulators and external stakeholders.

Develop EDI Intranet page.

EDI Intranet page developed and widely used by all staff.

Support the development of the Patient Engagement Strategy.

To protect, promote and maintain the health, safety and

Generate intelligence that helps us to understand more about the characteristics of diverse groups of dentists and DCPs involved in our FtP procedures. Membership of external working groups will allow the GDC to incorporate ‘good practice’ into our approach Staff will have access to key EDI resources and will help educate and build EDI knowledge across the organisation. Patients and the public voices are heard and feedback is acted on.

stages of our proceedings. We will carry out random dip sampling of various FtP cases

We will be active members of external partnerships.

Liaise with IT and communications team to develop Intranet framework. Populate intranet page with key EDI documents. Work with the Head of Standards to ensure that patient and public involvement

Policy Manager, Standards

December 2017

Head of E&D

Head of E&D

Ongoing

November 2017 Head of E&D

Head of Standards

July 2017

well-being of the public.

Collect E&D data for informants.

To promote and maintain public confidence in the dental profession. We will have a better understanding of the demographics of informants to complaints.

includes people from a wide range of backgrounds and circumstances.

We will identify if there is a correlation between the protected characteristics of the informant and the registrant.

Produce E&D monitoring Work with the Standards team to promote the collection of informant data. Analyse data to identify patterns and trends in relation to informants.

Head of E&D

October 2017

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