Diversity Action Plan 2018/19

Transcription

1 Action Plan 2018/19 The Scottish Parliament has developed an action plan combining the actions identified from the Gender Pay Gap (GPG) report for data at 31 March 2017 and the report covering the period April March Having only published last s Gender pay gap report in October 2017, outstanding actions from the 2016 report have been transferred into this action plan. The following outlines the actions the Scottish Parliamentary Corporate Body will undertake to meet its specific duties under the Equality Act (2010). This plan will be updated in each reporting and success against actions reported to the and Inclusion Board and Leadership Group. Achieved Actions (from previous Gender Pay Gap Report 2016) Identified GPG 2016/17 GPG report 2016 actions required to achieve Recruitment Process: Introduce a values based approach to recruitment. Rather than focus solely on competency based selection, we will broaden this out to ensure, where appropriate, we consider applicants potential and strengths. To support this we will consider the use of values based questions to remove bias that can favour some candidates in competence based questions. Role Design: Review of role advertisements to ensure flexible working is specified unless there is a business case t do so (as per recommendation of the Economy, Jobs and Fair Work Committee) Who is the lead responsible for HR Lead New recruitment approach to be considered by LG in September achieving the outcomes? Demographics through annual reporting - % of population by protected characteristic. Reviewing application and success rates. HR lead April 2018 Advertisements include flexible working arrangements Achieved Yes, recruitment approach agreed by LG in September 2017, value based approach to be considered further in implementation from March Yes

2 GPG report 2016 Targets: The Scottish Parliament has signed up to the 50:50 by 2020 campaign. D & I Board Ongoing GPG within 5% of zero each reporting. Yes Setting a target that the gender pay gap will be within a tolerance level of either plus or minus 5% each. This target is aspirational for the organization but also deviation from it acts as a trigger for action. GPG report 2016 Part time staff and maternity/paternity: We are reviewing our induction which will also cover movers and returners. This will help ensure a smoother transition back into the work place with additional support for the individuals and their managers. HR lead April 2018 All returners receive information online and workshops prior to and on return to support their transition Yes

3 Forward Plan 2018/19 Identified actions required to achieve Recruitment implementation: Implement new policy on recruitment with the aim of sourcing the best candidates from a wide selection pool in a way which supports the aims of our and Inclusion Strategy. HR Lead To be confirmed Demographics through annual reporting - % of population by protected characteristic. Reviewing application and success rates. Positive Action: A commitment has been made to adopting a more targeted approach to making our jobs more accessible to people with a disability and BME people. This will be achieved by developing strong links with disabled and BME groups to help raise awareness of the Parliament as an employer of choice. We will be launching the fourth modern apprenticeship programme targeting young people from across Scotland HR lead September 2018 Demographics through annual reporting - % of population by protected characteristic. Reviewing application and success rates. Values: We are also looking at our values again and what these mean to the organisations - bringing into this the importance of diversity and leading by example. SRO, David McGill To be confirmed Workshops completed with all staff groups and recommendations made for LG agreement.

4 actions required to achieve We have engaged with an external development provider to develop our leaders on an individual and collective basis. This will cover personal and organisation values and both pieces of work will feed into each other Targets: The Scottish Parliament has signed up to the 50:50 by 2020 campaign. Setting a target that the gender pay gap will be within a tolerance level of either plus or minus 5% each. This target is aspirational for the organization but also deviation from it acts as a trigger for action. at senior levels: Review of the diversity on our high level boards to ensure that we have a broad range of views that are feeding into high level decisions for the organisation. We will also review the composition of project teams, to encourage opportunities for more and different staff. SRO, David McGill To be confirmed Leadership group take part in development programme D & I Board Ongoing GPG within 5% of zero each reporting. D & I Board March 2018 Established baseline data on boards available for review and use.

5 actions required to achieve Part time staff and maternity/paternity: We need to find out why there are lower numbers of part-time workers in SP. We will do this by conducting a survey of women who have returned from maternity leave. In conducting the survey we will ask returning mothers about the reasons for their choice of working patterns and hours. HR Lead June 2018 (extendedoriginally April 2018) Survey completed with 50% response rate to gain better understanding of choices of staff on maternity when returning to work. Men and parental leave: A survey of men who have taken paternity leave since Shared Parental Leave was introduced will be conducted. HR Lead June 2018 (extended originally April 2018) Survey completed with 50% response rate. Carers: A carers network will be established with the aim of working towards meeting the nationally recognised Carer Positive Exemplar standard D&I Board April 2018 Response rate to survey of 50% to allow for analysis and to identify future actions. Carers: We will ask the Parents and Carers Network to assist with a review of our policies used by those with caring responsibilities. We would like to determine if there are barriers and if there is more we should be doing. Recommendations will be considered by the and Inclusion Board. D & I Board September 2018 Response rate to survey of 50% to allow for analysis and to identify future actions.

6 Gender Pay Gap report 2017 Gender Pay Gap report 2017 Gender Pay Gap report 2017 monitoring report 2017 actions required to achieve Access to promotion: The Parliament will review its promotion data by introducing part time status into its annual monitoring data and analysis. Overtime and TOIL: Explore the breakdown of TOIL by gender and if this explains the pay difference of men and women in accessing overtime at the parliament. Exceptional Contribution scheme: Review the ECA procedures should be reviewed to determine how payments are allocated to ensure there is no gender bias. Disclosure rates: With low disclosure rates through the e HR system, we will undertake further work on increasing declaration rates and explain to staff the importance of why this information will help us deliver fair and inclusive policies. An exercise will be carried out to invite staff to update their information. We will also look at whether simplifying the process for updating data could be improved, for example moving the data from the e HR system to our Time Recording System. HR Lead March 2019 Promotions data on part time stats included in the report for March D&I lead March 2019 Data available for GPG 2018 report HR lead March 2019 Review completed and recommendations made HR Lead March 2019 Increased declaration rates on the e HR system comparable to anonymous survey results.

7 monitoring report 2017 actions required to achieve Raising Awareness: The diversity staff networks will have an important role in helping staff to disclose should they wish to by encouraging staff to feel comfortable about being open about their identity at work. The diversity staff networks all have their own remits specific to a protected group and will work towards supporting the Parliament in promoting diversity in the workforce. D & I Board Ongoing D & I staff networks delivery plan considered and agreed by the D & I Board