Equality Diversity & Inclusion

Recognised as a leader in diversity and inclusion.
Inclusion and diversity is business critical.
External brand and internal brand aligned.
Diversity and inclusion drives innovation.
Diversity and Inclusion are embedded into HR and business systems and processes using such tools as disability passports and other passports that outline an individual’s reasonable adjustment requirements.
Need to avoid issues of having brought in people from diverse backgrounds then having them become homogenous in thinking.
Cultural intelligence is integral to learning activities.
Promoting inclusive leadership throughout the organisation.
Inclusion analytics are predictive, automated and are used intentionally by leaders to drive strategy.
Equal access to services and employment are central to organisational strategies.
The broader workforce is supportive of inclusion and take actions in their own teams and in provision of services to be inclusive.
Developing workforce awareness of the changes in respect of diversity and what this means i.e. transgender was relatively unknown or talked about until a few years ago – what is coming down the road in the future.

Focussed on creating an inclusive culture through leadership, accountability and measurement.
Diversity and inclusion is embedded into the key talent management processes e.g. recruitment, performance management, leadership development, succession management.
Accountability and measurement is integrated into all decision making processes through people impact assessments.
Diversity and inclusion governance is establishment.
Leaders utilise analytics and trend data to make decisions and identify problems.
Inclusion fosters engagement and an organisational culture aligned with strategy, brand and social responsibility.
Achievement of accreditations and externally assessed standards.
Embedding People impact assessments into everyday activities and service delivery.
Diversity and Inclusion are embedded into HR and business systems and processes.
Inclusion is supported by meaningful staff engagement and an organisational culture aligned with strategy, brand, and social responsibility.
A compassionate and safe work culture that enables you to be your authentic self, and be empowered to have a voice, challenge, and share your experiences.
A work culture where everyone understands their role in ensuring inclusion is embedded.
Recognising and awarding excellence in inclusion and showcasing role models.
Support and empower staff networks to add value and influence organisational change

Identifying the business case for diversity – clear business rationale with intended actions and outcomes.
Communicating business benefit.
Building a diverse pipeline in recruitment and internal promotion.
Key policies and projects/programmes are people impact assessed.
People impact assessment training of the workforce.
Employee data is used to uncover workforce characteristics and gain insight into employee experience and equality impact assessments/action plans.
Raising awareness and the importance of diversity and inclusion in the FRS.
Building grass roots engagement with our staff / our communities / suppliers.
Key policies and projects/programmes are people/equality impact assessed.
People/equality impact assessment training of the workforce.
Providing equality of opportunity and seeking to eliminate discrimination in all people processes.
Employee data (workforce data and staff feedback/survey tools) is used to uncover workforce characteristics and gain insight into employee experience.