Pillar 3 is how we will embed the equality agenda within the culture of our organisation, to both ensure our colleagues have equal voice and opportunity, and that they see promoting equality for our communities as fundamental to their role.
We have engaged with our staff through a number of different routes, reaching colleagues at all levels, to understand how well we are living our values and the extent to which they feel they Connect, Belong, Grow and Flourish, the landmarks of our Organisational Wellness Strategy.
WHAT YOU SAID
WHAT WE WILL DO
PROGRESS MEASURES
More diverse representation (reflecting the borough) across senior management positions in terms of gender, ethnicity and disability.
Leadership awareness of EDI, ensuring we support a diverse workplace and address risk of bias.
Listening to everyone and valuing their views.
Everyone feels safe to be themselves, and empowered to give their views.
Design and implement a Resolution Framework for people to resolve conflict constructively and sustainably.
Implement diverse recruitment panels for senior posts.
Develop and deliver EDI awareness sessions for senior leaders.
Target recruitment to areas of the borough that experience the deepest inequalities.
Design and implement a development offer ensuring all staff understand our commitment, standards and approach to EDI.
Raise awareness and better understand the needs of our employees who are neurodiverse.
Implement a new process to request and receive reasonable adjustments where the default position is ‘yes’.
Improve our online recruitment systems for disabled applicants, ensuring that any required reasonable adjustments are made.
Improve our off-boarding process, ensuring we understand why people are leaving the organisation and acting on any learning.
Issues of conflict will be effectively raised and resolved, and colleagues will continue to feel they belong here.
Increased representation of people from different ethnic backgrounds and women at senior levels.
Improved awareness and understanding of EDI for senior leaders.
Raised awareness of neurodiversity across the organisation, along with practical guidance.
Implementation of reasonable adjustments within 12 weeks of a request, or identify suitable interim arrangements where this will not be possible.
A revised policy for parents to support diverse needs, with language appropriate for all equality groups.
Increased completion of exit interviews.
More of our people will be able to communicate using British Sign Language.
