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

Size: px
Start display at page:

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

Transcription

1 Equality, Diversity and Inclusion Action Plan 2017 Action Refresh Staff Forum with a focus on EDI. The Chief Executive and EMT will lead on the promotion of EDI. Success measure Workshop to focus on discussing staff consultation and future direction of the forum. Revised terms of reference for staff forum. 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 Completion date 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. We will identify, promote and share best practice within the organisation by feeding back information to EMT and all staff briefings. Draft terms of reference for the Staff Forum and communicate relaunch. The Chief Executive will chair and provide input, support and visibility by attending the Staff Forum Internal Communications Internal Communications July 2017 September 2017 September 2017/ongoing

2 Staff Forum will help to monitor progress against our equality objectives. 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. Internal Communications Staff Forum Members Deliver health and wellbeing event for staff in October Undertake workforce EDI monitoring. 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. Internal Communications HR May ongoing July 2017

3 Incorporate other relevant protected characteristics onto the CRM system. Develop a reasonable adjustment policy. Develop stakeholder relationships with best practice EDI organisations. Data collection for registrants complies with the protected characteristics identified in the Equality Act. We will recognise differences and know when and how to change the way our work can be done. 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. We will improve our customer services for people with disabilities. We will engage regularly with best practice EDI organisations. We will understand and evaluate our current position and identify areas to improve our performance CRM fields updated to include the following: Age Disability Ethnicity Gender Gender Identity Marital status Religion/Belief Sexual orientation We will engage regularly with our staff across the organisation during the policy development process. We will research and consider becoming member of: Race for Opportunity Stonewall The Business Disability Forum PMO Head of FtP Case Progression October 2017 October 2017 October December 2017

4 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. Align EDI progress and reporting to outcomes for Charter Mark. October 2017 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. Ensure that our recruitment advertisements reach a diverse audience. Our HR policies will be compliant with the Equality Act and adhere to best practice. 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 s HR Advisers Recruitment Business Partners October December September 2017 ongoing

5 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. Ensure our mandatory equality training is included in the staff induction process. Ensure our Council member recruitment process encourages applications from diverse candidates. 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. All staff will have completed our mandatory equality training We will widen the pool of candidates. be able to choose the best candidates 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. applications from diverse backgrounds We will produce an annual workforce profile report on all protected characteristics. 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 Head of HR HR managers Learning and Development Council Member Project Board December undertake data collection January March 2018 produce and present report September 2017

6 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. Learning and Development December 2017 Research and commission suitable external EDI trainers to deliver member development session.

7 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. Head of Adjudications Head of Compliance November 2017 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

8 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. Represent GDC at external partnerships with UK IED, Inter- Reg, GLAAD, Joint Healthcare Regulators EDI Group Develop EDI Intranet page. Support the development of the Patient Engagement Strategy. We will ensure that there is no unconscious bias in the FtP criteria and approach We will share notable practice in EDI with other regulators and external stakeholders. EDI Intranet page developed and widely used by all staff. 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, Standards December 2017 November 2017 Head of Standards July 2017

9 Collect E&D data for informants. well-being of the public. To promote and maintain public confidence in the dental profession. We will have a better understanding of the demographics of informants to complaints. We will identify if there is a correlation between the protected characteristics of the informant and the registrant. includes people from a wide range of backgrounds and circumstances. Produce E&D monitoring Work with the Standards team to promote the collection of informant data. October 2017 Analyse data to identify patterns and trends in relation to informants.

Equality, Diversity & Inclusion Strategy

Equality, Diversity & Inclusion Strategy Equality, Diversity & Inclusion Strategy April 2017 March 2020 Contents Our commitment to equality, diversity and inclusion 3 Our equality duties 4 Strategy development 6 Our EDI objectives 10 Contact

More information

Equality, Diversity and Inclusion (EDI) Strategy and Action Plan

Equality, Diversity and Inclusion (EDI) Strategy and Action Plan Item 07 Council 26 July 2017 Equality, Diversity and Inclusion (EDI) Strategy and Action Plan Purpose of paper Action Corporate Strategy 2016-19 Business Plan 2017 Decision Trail Next stage Recommendations

More information

Council agreed the Equality, Diversity and Inclusion (EDI) strategy for in November 2015.

Council agreed the Equality, Diversity and Inclusion (EDI) strategy for in November 2015. To: From: Subject: General Chiropractic Council Richard Kavanagh, Business Information Officer Equality, Diversity and Inclusion Annual Report Date: 29 March 2017 1. Purpose Council agreed the Equality,

More information

Role Title: Chief Officer Responsible to: CCG chairs - one employing CCG Job purpose/ Main Responsibilities

Role Title: Chief Officer Responsible to: CCG chairs - one employing CCG Job purpose/ Main Responsibilities Role Title: Chief Officer Responsible to: CCG chairs - one employing CCG Job purpose/ Main Responsibilities Accountable to: All employed staff working within the 3 CCGs Within the 3 CCGs the Chief Officer

More information

MacIntyre Academies Equality Objectives

MacIntyre Academies Equality Objectives MacIntyre Academies 2016-2020 MacIntyre Academies publishes this document in accordance with The Public Sector Equality Duty 2011. The Equality Duty sets out three aims under the general duty for schools/academies

More information

Recruitment and Selection Policy

Recruitment and Selection Policy Recruitment and Selection Policy Page 1 of 5 Policy Valid From August 2008 Last Review date May 2016 Next Review Date May 2019 1. Recruitment and Selection Policy The overall policy objective of the Association

More information

EQUALITY AND DIVERSITY POLICY

EQUALITY AND DIVERSITY POLICY BRATHAY TRUST EQUALITY AND DIVERSITY POLICY POLICY & MANAGEMENT GUIDELINES This document is live for as at the date of printing 17/10/2016 Page 1 of 8 DOCUMENT MANAGEMENT RECORD EQUALITY AND DIVERSITY

More information

Learner Policy EQUALITY AND DIVERSITY POLICY (CCCG POLICY)

Learner Policy EQUALITY AND DIVERSITY POLICY (CCCG POLICY) Learner Policy EQUALITY AND DIVERSITY POLICY (CCCG POLICY) Lead Responsible Group Human Resources and OD Effective from August 2018 Approved by GLT (Conel SMG 22 August 2018) EIA Date - Approval Date 22

More information

Equality Diversity and Inclusion (ED&I) Policy (August 2018)

Equality Diversity and Inclusion (ED&I) Policy (August 2018) Equality Diversity and Inclusion (ED&I) Policy (August 2018) Author: Dennis Francis Approved by: GLT Version: Final Date of August 2018 Approval: Date: August 2018 Review Date: Annual August 2018 Equality

More information

RECRUITMENT AND SELECTION POLICY

RECRUITMENT AND SELECTION POLICY RECRUITMENT AND SELECTION POLICY This policy should be read and used in conjunction with the associated NHS Western Isles Best Practice Guidelines in Recruitment and Selection available on the Intranet

More information

our equality and diversity action plan 2010 to 2012

our equality and diversity action plan 2010 to 2012 our equality and diversity action plan 2010 to 2012 As a public-service provider, a statutory body and an employer, the Financial Ombudsman Service is fully committed to the fair and equal treatment of

More information

Equality, Diversity and Inclusion Policy

Equality, Diversity and Inclusion Policy Equality, Diversity and Inclusion Policy Approval date February 2016 Review date February 2019 www.linkhousing.org.uk This policy applies to Link Group Link Housing Link Living Link Property Horizon Larkfield

More information

Diversity and Inclusion Strategy

Diversity and Inclusion Strategy National Assembly for Wales Diversity and Inclusion Strategy 2016-21 March 2017 National Assembly for Wales Assembly Commission The National Assembly for Wales is the democratically elected body that represents

More information

ANNUAL EQUALITY REPORT

ANNUAL EQUALITY REPORT ANNUAL EQUALITY REPORT 1 APRIL 2016 TO 31 AUGUST 2017 Contents Introduction 3 Developing our Strategic Equality Plan 4 Our staff profile 6 Our Board profile 10 Engaging with learners and stakeholders 13

More information

Equality & Diversity Policy HR 19

Equality & Diversity Policy HR 19 ESTUARY HOUSING ASSOCIATION LTD DIRECTORATE / DEPARTMENT: Human Resources AUTHOR: Linda Hollingworth Assistant Director of Human Resources & Organisational Development Committee: Corporate Health & Remuneration

More information

JOB DESCRIPTION. Senior Manager - Centre Operations. Date effective: February 2016

JOB DESCRIPTION. Senior Manager - Centre Operations. Date effective: February 2016 JOB DESCRIPTION Position title: Senior Manager - Centre Operations Approved by: Michael Muldoon Date effective: February 2016 PURPOSE The purpose of this position is to ensure provides: Effective, efficient

More information

Equality, diversity and inclusion (EDI) action plan

Equality, diversity and inclusion (EDI) action plan Equality, diversity and inclusion (EDI) action plan 1. Performance 1.1. We will keep informed of current EDI issues and principles through: ongoing internal and commissioned research; engagement with stakeholders;

More information

REMUNERATION & NOMINATION COMMITTEE CHARTER

REMUNERATION & NOMINATION COMMITTEE CHARTER INTRODUCTION This Remuneration and Nomination Committee Charter ( Charter ) sets out: 1. Role of the Committee 2. Composition 3. Role and responsibilities 4. Operations 5. Authority and Resources 6. Reporting

More information

GENDER EQUALITY POLICY

GENDER EQUALITY POLICY 1 GENDER EQUALITY POLICY DATE APPROVED: 6. 1 0. 1 8 APPROVED BY: Lynn Scarff, Director IMPLEMENTATION DATE: 1.12.18 DIVISION RESPONSIBLE: HR Policy No 1 VERSION NO:5 NUMBER OF PAGES: 7 REVIEW DATE: 1.12.20

More information

Head of. Business. Improvement. Achievement of accreditation. Business Improvement SFA. Officer. Officer. EIA Programme monitored. Governance.

Head of. Business. Improvement. Achievement of accreditation. Business Improvement SFA. Officer. Officer. EIA Programme monitored. Governance. Culture & Governance Appendix 1 HOMES & SERVICES FOR ALL Removing Barriers Promoting Equality Action Plan Culture & Governance: We aim to promote a culture where discrimination is eliminated and provide

More information

Information Governance Policy

Information Governance Policy Information Governance Policy Owner Author Information Team Information Governance Manager Reviewed by Approved by and date Council/Committee/EMT Board - Date approved Effective from 24 April 2017 Review

More information

Candidate Brief: Head of Corporate Affairs. Information for the post of: Head of Corporate Affairs

Candidate Brief: Head of Corporate Affairs. Information for the post of: Head of Corporate Affairs Information for the post of: Head of Corporate Affairs Contents Advertisement Job Description Person Specification Application Process Advertisement Job Description Job Title: Department / Directorate

More information

Glasgow Kelvin College. Recruitment and Selection Policy. All Staff

Glasgow Kelvin College. Recruitment and Selection Policy. All Staff Glasgow Kelvin College Recruitment and Selection Policy All Staff Document Control Information Status: Active Responsibility for document review: Strategic Management Team Current version review date:

More information

Equality and Diversity Policy

Equality and Diversity Policy RCCG/GB/14/176i Equality and Diversity Policy Version No Author Date Comments Approved by V1.0 Becky Jones 2-10-14 APPROVED Quality and Risk Committee 1 Reader Information Reference Title ED001 Equality

More information

Action plan for NMC equality objectives

Action plan for NMC equality objectives Action plan for NMC equality objectives Objective 1: Embedding diversity - we will further embed diversity in the delivery of our statutory functions. 1 Ensure equality and diversity objectives support

More information

Nomination and Remuneration Committee Charter

Nomination and Remuneration Committee Charter Charter Nomination and Remuneration Committee Charter Reliance Worldwide Corporation Limited (Company) ACN 610 855 877 Adopted by the board on 11 April 2016 101 Collins Street Melbourne Vic 3000 Australia

More information

Corporate Governance Statement Australian Men s Shed Association

Corporate Governance Statement Australian Men s Shed Association Corporate Governance Corporate Governance Statement Australian Men s Shed Association The Australian Men s Shed Association was founded in 2007 as an organisation to provide support through the sharing

More information

North Devon Homes Ltd. Recruitment and Selection Policy

North Devon Homes Ltd. Recruitment and Selection Policy North Devon Homes Ltd Recruitment and Selection Policy Contents Page Number 1 Summary 2 2 Policy aims 2 3 Legal Requirements 3 4 Recruitment & Selection Procedures 3 5 Review 3 6 Equality and Diversity

More information

Performance Development Review (Appraisal) Policy

Performance Development Review (Appraisal) Policy Performance Development Review (Appraisal) Policy Executive Director lead Author / Lead Feedback on implementation to Dean Wilson, Director of Human Resources Jennie Wilson / Dean Wilson Jennie Wilson,

More information

Diversity & Inclusion Policy GWA1009

Diversity & Inclusion Policy GWA1009 GWA1009 Created by Senior Business Partner, PC&C Date FEB 2017 Version No. 2 Updated by Date Pages Approved by Board of Directors Date FEB 2017 Next Review Date: FEB 2018 1 Table of Contents 1. Objective...

More information

LIVERPOOL HEART AND CHEST HOSPITAL EQUALITY AND INCLUSION STRATEGY

LIVERPOOL HEART AND CHEST HOSPITAL EQUALITY AND INCLUSION STRATEGY LIVERPOOL HEART AND CHEST HOSPITAL EQUALITY AND INCLUSION STRATEGY 2015-2018 1 Contents 1. Executive Summary 3 2. Background.. 4 3. Introduction. 4 4. External Picture 5 5. Our Internal Picture.. 6 6.

More information

PROTOCOL Recruitment and Selection of Police Staff. Number: C 0501 Date Published: 15 January 2015

PROTOCOL Recruitment and Selection of Police Staff. Number: C 0501 Date Published: 15 January 2015 1.0 Summary of Changes This protocol has been amended within section 2.0 to state that Essex Police are committed, with partners, to protecting children, young people and vulnerable adults, and to give

More information

Recruitment and Selection Policy All Staff

Recruitment and Selection Policy All Staff Recruitment and Selection Policy All Staff Document Control Information Reviewed by the Strategic Management Team Date of Next Review: 13 December 2018 Approved by the Board of Management: 12 December

More information

Workforce Development, Employee Induction, Essential Training & Study Leave 10.28

Workforce Development, Employee Induction, Essential Training & Study Leave 10.28 SECTION: HUMAN RESOURCES POLICY/PROCEDURE: 10.28 NATURE AND SCOPE: SUBJECT: POLICY - TRUSTWIDE WORKFORCE DEVELOPMENT, EMPLOYEE INDUCTION, ESSENTIAL TRAINING & STUDY LEAVE This policy outlines how the Trust

More information

Job Description FOSTERING BRANCH MANAGER. Appropriate designated staff as the service develops

Job Description FOSTERING BRANCH MANAGER. Appropriate designated staff as the service develops Job Description Post title: Reports to: Staff managed: FOSTERING BRANCH MANAGER Fostering Manager Appropriate designated staff as the service develops JOB PURPOSE This post will play a lead role in the

More information

University of Aberdeen. Public Sector Equality Duty. Progress on Meeting our Equality Outcomes

University of Aberdeen. Public Sector Equality Duty. Progress on Meeting our Equality Outcomes University of Aberdeen Public Sector Equality Duty Progress on Meeting our Equality Outcomes 8 EQUALITY OUTCOMES 8.1 The University developed a set of equality outcomes in 2013 following extensive consultation

More information

RECRUITMENT AND SELECTION POLICY

RECRUITMENT AND SELECTION POLICY RECRUITMENT AND SELECTION POLICY APPROVED BY: Approved by the Chief Officer August 2016 EFFECTIVE FROM: August 2016 REVIEW DATE: August 2018 This policy must be read in conjunction with the following policies

More information

EQUALITY & DIVERSITY POLICY

EQUALITY & DIVERSITY POLICY EQUALITY & DIVERSITY POLICY PLOWMAN CRAVEN EQUALITY & DIVERSITY POLICY REVISION AUTHORITY Rev Date Description Prepared Verified Approved by by by 1 Aug 2014 First issue SC SC AGM 1.2 Jan 2017 Updated

More information

Workforce Equality and Diversity Policy

Workforce Equality and Diversity Policy Type of Document Code: Policy Sponsor Lead Executive Recommended by: Workforce Equality and Diversity Policy Policy STHK0088 Deputy Human Resources Director Human Resources Director Policy Sub-Group Date

More information

Diversity and Inclusion Strategy (Summary)

Diversity and Inclusion Strategy (Summary) Diversity and Inclusion Strategy 2014-17 (Summary) Contents 1 Introduction...3 2 Hyde D&I 2014-17 Strategy...6 4 Delivery... 14 Version Author Distribution Status V1 Sue Bunt FOR INTERNAL/EXTERNAL USE

More information

Equality Objectives, to

Equality Objectives, to Equality Objectives, 6.4.16 to 5.4.20 The University equality and diversity aims and objectives have been developed in consultation with staff and students via the Equal Opportunities Committee and the

More information

HUMAN RESOURCES COMMITTEE CHARTER

HUMAN RESOURCES COMMITTEE CHARTER HUMAN RESOURCES COMMITTEE CHARTER Objective The objective of the Human Resources Committee is to assist the Board in discharging its duty to oversee the establishment of appropriate human resources policies

More information

Equality & Diversity Policy

Equality & Diversity Policy Equality & Diversity Policy June 2013 V0613 EQUALITY & DIVERSITY POLICY 1 Purpose and Core Principles 1.1 At Leeds Metropolitan University we are committed to providing an inclusive environment for our

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy 1 Reader Information Reference Title Equality and Diversity Policy Document purpose To set out and confirm our commitment to promoting equal opportunities and to recognise

More information

Communication and Engagement Strategy

Communication and Engagement Strategy Communication and Engagement Strategy 2017-2021 Contents Introduction 2 1. Aims and Objectives 3 1.1 Aim 1.2 Communication Objectives 2. Key Messages 5 2.1 Delivering key messages for External Stakeholders

More information

Health and Safety Policy

Health and Safety Policy Paragon Asra Housing Limited Health and Safety Policy November 2017 Owning manager Chris Whelan, Executive Director Development & Sales Department Business Development Approved by Board - 24 November 2017

More information

Landmark Chambers Equality and Diversity Policy

Landmark Chambers Equality and Diversity Policy Landmark Chambers Equality and Diversity Policy Introduction This policy has been developed in response to the broad range of legislation covering equality and diversity issues in the workplace and the

More information

Remuneration and Nominations Committee Charter

Remuneration and Nominations Committee Charter Charter Remuneration and Nominations Committee Charter Cabcharge Australia Limited ACN 001 958 390 Adopted by the Board on 21 June 2018 1 Membership of the Committee The Committee members and Chair are

More information

Recruitment & Selection Policy

Recruitment & Selection Policy Beyond Limits provides policies and procedures to promote safe and consistent practice across the Organisation. The framework laid down within our policies and procedures lets everyone know how we work

More information

Equality & Diversity Policy

Equality & Diversity Policy Equality & Diversity Policy Version: 1.0 Name of policy writer: Barry South Date Written: April 2017 Last Updated Approved by Trustees: 1. Purpose The aim of this policy is to confirm the Trust s commitment

More information

Diversity Policy. Version Control. Revision 1.0. DMS Number Scope of Application

Diversity Policy. Version Control. Revision 1.0. DMS Number Scope of Application Version Control Revision 1.0 DMS Number 25637 Scope of Application Document owner Approver All Workers of Pacific Brands Limited and all subsidiary companies globally Group General Manager HR Board Published

More information

Progress against implementation plan for Equality Delivery System EDS2 and Workforce Race Equality Standard

Progress against implementation plan for Equality Delivery System EDS2 and Workforce Race Equality Standard Progress against implementation plan for Equality Delivery System EDS2 and Workforce Race Equality Standard September 2017 1. Introduction This report summarises the main activity undertaken to date highlighting

More information

Crossfields Institute Recruitment Policy. 1. Introduction

Crossfields Institute Recruitment Policy. 1. Introduction Crossfields Institute Recruitment Policy 1. Introduction This policy is intended to provide guidance to members of staff involved in the recruitment processes within Crossfields Institute. This policy

More information

Volunteers within the shop Location: Wordsley Green, Lower Gornal, Shifnal and Wombourne

Volunteers within the shop Location: Wordsley Green, Lower Gornal, Shifnal and Wombourne Job Title: Assistant Shop Manager Department: Retail Reports to: Shop Manager Salary: 7.83 per hour Accountable to: The Area Manager/ Business Operations Manager Hours: Shifnal 15 hours Wombourne: 15 hrs

More information

Equal opportunities and diversity policy

Equal opportunities and diversity policy Equal opportunities and diversity policy For Parkinson s UK, being an inclusive organisation that listens and responds to the needs of everyone affected by Parkinson s is central to our goals and values.

More information

Board Succession Plan

Board Succession Plan Board Succession Plan Version 2: June 2012 1 Board Succession Plan 2009/2010 Contents 1 Introduction 3 2 Aims and Objectives 3 3 Business Planning 4 4 Equality and Diversity 4 5 Governance Structure 5

More information

Gender Pay Gap Report This report details our snap shot date of 5th April 2017 results and focus areas to Gender equality.

Gender Pay Gap Report This report details our snap shot date of 5th April 2017 results and focus areas to Gender equality. Gender Pay Gap Report This report details our snap shot date of 5th April 2017 results and focus areas to Gender equality. Introduction Breyer Group is a Main Contractor specialising in all forms of Roofing,

More information

Career barriers action plan January 2013

Career barriers action plan January 2013 Career barriers action plan 2013 January 2013 Background As a result of disparities in pay identified in the 2008 Law Society salary survey the Law Society commissioned research into the experiences of

More information

SOUTH EAST COAST AMBULANCE SERVICE NHS TRUST ROLE BRIEF. The post is offered either full-time, on a job share basis or on part-time hours by agreement

SOUTH EAST COAST AMBULANCE SERVICE NHS TRUST ROLE BRIEF. The post is offered either full-time, on a job share basis or on part-time hours by agreement SOUTH EAST COAST AMBULANCE SERVICE NHS TRUST ROLE BRIEF Directorate: Job Title: Indicative AfC Banding: Contract: Responsible To: Level of Accountability: Corporate Leadership: Workforce Development Head

More information

2. Diversity is about understanding, recognising, respecting and valuing differences.

2. Diversity is about understanding, recognising, respecting and valuing differences. Acas EQUALITY AND DIVERSITY POLICY Underlying principle 1. Everyone is different and has something unique to offer. Acas wants to respect and understand these differences and to make the most of everyone

More information

People Report reviewed by UEC annually in April. Achieve a more diverse workforce. All staff have equal access to training and development.

People Report reviewed by UEC annually in April. Achieve a more diverse workforce. All staff have equal access to training and development. 1) Creating, developing and supporting a more diverse workforce 1 Analyse staff lifecycle data to address underrepresentation, and highlight areas for review and improvement 2 Undertake our Gender Pay

More information

Tribunal Advisory Committee, 19 February Appointment and Selection Policy. Executive summary and recommendations.

Tribunal Advisory Committee, 19 February Appointment and Selection Policy. Executive summary and recommendations. Tribunal Advisory Committee, 19 February 2018 Appointment and Selection Policy Executive summary and recommendations Introduction The Partner team has reviewed the current Appointment and Selection Policy.

More information

Equality and Diversity Policy 2017/2018

Equality and Diversity Policy 2017/2018 Equality and Diversity Policy 2017/2018 Responsible Officer: Executive Director of Human Resources Date of issue: September 2017 Next review date: September 2018 Policy available: Staff Intranet site /

More information

Diversity and Inclusion Policy

Diversity and Inclusion Policy Diversity and Inclusion Policy Version: 3 April 2017 Document Control Purpose iselect is committed to its goal of fostering an inclusive and equitable work environment for all of its people. This policy

More information

HERTFORD REGIONAL COLLEGE. Single Equality Scheme

HERTFORD REGIONAL COLLEGE. Single Equality Scheme HERTFORD REGIONAL COLLEGE Single Equality Scheme 1 Contents Scope & Purpose Statement of Policy Legal Framework College Values Equality, Diversity and Inclusion Aims Organisational Targets Roles and Responsibilities

More information

Operational Owner: Director of Wellbeing / Director of Health and Safety Executive Owner: Version Reviewed by Amendment history Approved by Date

Operational Owner: Director of Wellbeing / Director of Health and Safety Executive Owner: Version Reviewed by Amendment history Approved by Date Policy Operational Owner: Director of Wellbeing / Director of Executive Owner: Paul Stephenson, Vice President Human Resources Effective date: October 2018 Review date: October 2021 Related documents:

More information

Diversity and Inclusion Strategy

Diversity and Inclusion Strategy Diversity and Inclusion Strategy Human Resources Message This Diversity and Inclusion Strategy reflects our continuing commitment to equality, diversity and non-discrimination for our employees, our customers

More information

Equality and Inclusion policy

Equality and Inclusion policy Equality and Inclusion policy Version: 2.0 : March 2017 Our commitment Alzheimer s Society recognises that dementia does not discriminate. It impacts upon the lives of individuals, groups, and communities,

More information

Position Description Department of Premier and Cabinet

Position Description Department of Premier and Cabinet Position Description Department of Premier and Cabinet Role title Manager, Finance Classification VPS Grade 6 Branch/Group Salary range Reports to Finance & Procurement, Corporate Operations in Governance

More information

Recruitment, Selection and Appointment

Recruitment, Selection and Appointment Recruitment, Selection and Appointment Who Should Read This Policy Target Audience Managers Version 2.0 November 2016 Ref. Contents Page 1.0 Introduction 4 2.0 Purpose 4 3.0 Objectives 4 4.0 Process 5

More information

CILEx GROUP EQUALITY AND DIVERSITY ACTION PLAN

CILEx GROUP EQUALITY AND DIVERSITY ACTION PLAN CILEx GROUP EQUALITY AND DIVERSITY ACTION PLAN 2016-2020 CILEx GROUP EQUALITY AND DIVERSITY OBJECTIVE AND ACTION PLAN 2016-2020 INTRODUCTION Under the requirements of the Act 2010 the CILEx Group amended

More information

Executive Summary. 1. Profile of the Local Population

Executive Summary. 1. Profile of the Local Population Executive Summary The Equalities Report 2016 /17 is the Trust s response to the Public Sector Equality Duty requirement to publish equality monitoring data in relation to our workforce and service users.

More information

Equality and Diversity Policy

Equality and Diversity Policy Responsible Manager Director of Finance Date of Issue June 2018 Issue Number V4.0 Date for Review June 2021 Summary of Key Points CXK is committed to valuing diversity and eliminating discrimination, harassment

More information

Equality and Diversity Action Plan

Equality and Diversity Action Plan Diversity Action Plan 2015-18 Generated on: 07 January 2016 Cancelled Action Status Overdue; Neglected Unassigned; Check Progress Not Started; In Progress; Assigned Completed Rows are sorted by Status

More information

CORPORATE GOVERNANCE STATEMENT

CORPORATE GOVERNANCE STATEMENT CORPORATE GOVERNANCE STATEMENT In fulfilling its obligations and responsibilities to its various stakeholders, the Board is a strong advocate of corporate governance. This statement outlines the principal

More information

Equality Priorities

Equality Priorities Equality Priorities 2014 2020 Values Academic ambition Being practical and applied Supportiveness and inclusion Mission Collaborative, flexible, innovative thinking Honesty, integrity, high professional

More information

Remuneration and Nomination Committee Charter. Regis Healthcare Limited (Company) ACN

Remuneration and Nomination Committee Charter. Regis Healthcare Limited (Company) ACN Remuneration and Nomination Committee Charter Regis Healthcare Limited (Company) ACN 125 203 054 Adopted by the board on 18 September 2014 Committee charter 1 Membership of the Committee The Committee

More information

Greater Lincolnshire MOVE Project Partnership. Equality and Diversity Policy

Greater Lincolnshire MOVE Project Partnership. Equality and Diversity Policy Greater Lincolnshire MOVE Project Partnership Equality and Diversity Policy Version control Version Author Purpose/ Changes Made Date number 1.0 Jennie Initial issue of policy to partners 21.06.2016 1.1

More information

Recruitment Policy Human Resources July 2015

Recruitment Policy Human Resources July 2015 Recruitment Policy Human Resources July 2015 Contents 1 Commitment Statement 2 Introduction 3 Legislation 4 Principles 5 Scope 6 Equality of Opportunity in Employment 7 Application Forms 8 Equal Opportunities

More information

Job Title: Head of Retail Department: Income Generation

Job Title: Head of Retail Department: Income Generation Job Title: Head of Retail Department: Income Generation Reports to: Director of Income Generation Salary: Compton Band 8A 37,020 to 49,055 per annum according to skills and experience Accountable to: Director

More information

RMIT Diversity and Inclusion. Gender equality ACTION PLAN

RMIT Diversity and Inclusion. Gender equality ACTION PLAN Gender equality ACTION PLAN Introduction RMIT is a dynamic institution, known for its innovation, creativity and relevance to contemporary society. The University s mission is to create transformative

More information

Recruitment and Selection

Recruitment and Selection Recruitment and Selection Human Resources Policy No. HR33 Additionally refer to: HR01 Equal Opportunities HR02 Corporate Induction, Statutory and Mandatory Training HR03 Secondments HR04 Verification of

More information

Job Description and Person Specification

Job Description and Person Specification Job Description and Person Specification Evaluations and Interventions Officer Ageing and Public Health Closing Date for Applications: 5.00 pm on Friday 3 rd May 2019 Contact: 028 90 648494 or jobs@publichealth.ie

More information

Leeds University Union Job Description HR Administration Assistant

Leeds University Union Job Description HR Administration Assistant Leeds University Union Job Description HR Administration Assistant Responsible to: HR Advisor Responsible for: N/A Job purpose: To provide an effective HR administration service for LUU Duties & Responsibilities

More information

Group Customer Service Policy Equality & Diversity

Group Customer Service Policy Equality & Diversity Group Customer Service Policy Equality & Diversity Contents Page Number 1 Purpose 3 2 Scope 4 3 Principles 4 4 Policy Statement 5 5 Review 5 6 Application 6 7 Equality and Diversity 6 8 Related Documents,

More information

Equality & Diversity Policy and Procedure

Equality & Diversity Policy and Procedure Equality & Diversity Policy and Procedure Contents 1. Policy Statement 2. Purpose and Scope 3. The Definition of Equality and Diversity 4. Forms of Discrimination 5. Legislative and Regulatory Context

More information

Workforce Race Equality Standard (WRES) Data and Action Plan

Workforce Race Equality Standard (WRES) Data and Action Plan Workforce Race Equality Standard (WRES) Data and Action Plan 2017-2018 No WRES Indicator Metric and data set (UNIFY2: 2017) 1. Percentage of BME staff in bands 8-9 and Very Senior Managers (VSM) including

More information

Gender Pay Gap Report 2017

Gender Pay Gap Report 2017 Gender Pay Gap Report 2017 www.brighton.ac.uk INTRODUCTION At the University of Brighton we are passionate about what we do and we have set out a compelling five year strategy, Practical Wisdom, to ensure

More information

UK Coaching: Equality and Diversity Action Plan

UK Coaching: Equality and Diversity Action Plan UK Coaching: Equality and Diversity Action Plan 2017 2018 Our Strategic Positioning Statement: UK Coaching is the lead agency for coaching in the UK. Our Vision: to help create an active nation inspired

More information

MANUAL HANDLING POLICY

MANUAL HANDLING POLICY MANUAL HANDLING POLICY Version 2.0 Important: This document can only be considered valid when viewed on the CCG website. If this document has been printed or saved to another location, you must check that

More information

Federation Training s performance and reputation is enhanced because the Director, Educational Delivery ensures quality educational delivery that:

Federation Training s performance and reputation is enhanced because the Director, Educational Delivery ensures quality educational delivery that: Position Description Director, Educational Delivery Position Overview The Director, Educational Delivery will bring strong strategic leadership in the provision of industry led, educational delivery programs

More information

UCL HR Excellence Action Plan for 2017

UCL HR Excellence Action Plan for 2017 UCL HR Excellence Action Plan for 2017 2019 This document proposes the actions that UCL will undertake to support the development of our research staff and to fully meet the multi faceted roles which they

More information

CENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST. Board of Directors Monday 14 th November Workforce Performance Mid-Year Report

CENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST. Board of Directors Monday 14 th November Workforce Performance Mid-Year Report CENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST Board of Directors Monday 14 th November 2016 Workforce Performance Mid-Year Report Purpose of Report To provide the Board of Directors with

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy September 2017 Approving authority: Professional Services Board Consultation via: EDAG Approval date: 6 September 2017 Effective date: 6 September 2017 Review period: 3 years

More information

Mandatory Training Policy. Printed copies must not be considered the definitive version

Mandatory Training Policy. Printed copies must not be considered the definitive version Mandatory Training Policy Printed copies must not be considered the definitive version DOCUMENT CONTROL POLICY NO Policy Group Corporate Author Louise Hughes Version no. 4.0 Reviewers Audrey Grierson Implementation

More information

veryone our iversity Inclusion trategy

veryone our iversity Inclusion trategy veryone our iversity Inclusion trategy About Guinness People 60 53.03% 50 46.90% Gender 40 Female 6.02% 93.98% Disability Non-disabled 30 20 10 Male * 2 people identified as Transgender Disabled 0 24.78%

More information

ABOUT US. Job title: Student Development Coordinator (Sport & Physical Activity)

ABOUT US. Job title: Student Development Coordinator (Sport & Physical Activity) APPLICANT PACK ABOUT US Job title: Student Development Coordinator (Sport & Physical Activity) Salary: 21,540 Duration of contract: 18 month fixed-term contract Working hours: 35 hours/week. We will consider

More information

SANDYE PLACE ACADEMY Equality & Diversity Policy POLICY STATEMENT

SANDYE PLACE ACADEMY Equality & Diversity Policy POLICY STATEMENT Statement Document History SANDYE PLACE ACADEMY Equality & Diversity Policy POLICY STATEMENT Issue Date Comment 1.00 24-03-2010 New version authorised by Main Board of Governors. 1.01 May 2011 Updated

More information

The Quality Assurance Agency for Higher Education. Single Equality Scheme: Second Annual Report

The Quality Assurance Agency for Higher Education. Single Equality Scheme: Second Annual Report The Quality Assurance Agency for Higher Education Single Equality Scheme: Second Annual Report Contents Introduction 1 Overview 1 Equalities in relation to staffing 1 Recruitment and selection processes

More information

organisational change, redundancy, sickness Medical & Dental Whitley Handbook; and

organisational change, redundancy, sickness Medical & Dental Whitley Handbook; and Human Resources Redeployment Policy Document Control Summary Status: Replacement. Replaces: Redeployment Policy H/BLU/r&s/02 Version: v2.0 Date: May 2015 Author/Owner/Title: Sarah Guy - Operational HRODE

More information