|
|
|
1.1
|
Facilitate discussions with the Ethnic, Disability, Woman’s, GLBT and Religion & Belief consultative groups
|
Provide the opportunity to promote Diversity & Equality issues, elicit engagement and seek feedback
|
|
|
1.2
|
One member of the VOA Management Board to chair each consultative group meeting
|
To embed Diversity & Equality issues in policy making and service delivery strategies
|
|
|
1.3
|
Expand the membership of the consultative groups by inviting TRS staff to join following merger with the VOA
|
To incorporate TRS business knowledge directly into the Diversity & Equality consultation process
|
|
|
1.4
|
Consultative group members to take a proactive role in generating and developing proposals |
Make full use of the specialist expertise available to generate robust ideas
|
|
|
1.5
|
Individual diversity strands to have a separate link on the intranet homepage to capture relevant material
|
To encourage increased awareness of individual diversity strand issues and broader discussion in the VOA network |
|
|
| 1.6 |
Set up a dedicated HR D & E email address to receive feedback from published Diversity & Equality material |
To extend the opportunity for broader VOA network & external consultation |
|
|
| 1.7 |
Use the membership of the Employers Forum on Disability & Age as a resource and obtain feedback on progress (e.g. Disability Standard) |
To extend the VOA diversity team’s knowledge & broader external consultation |
|
|
|
| 2.1 |
Impact assessments:
High Priority Equality Impact Assessments completed
Medium and Low Priority Equality Impact Assessments completed |
To create a schedule of tasks to complete a screening of all existing policies and their potential effect on minority groups |
|
- September 2008
- April 2009
|
| 2.2 |
Impact assessments:
Produce a policy on how the impact assessment are constructed, published and stored |
To inform and raise awareness of Equality Impact Assessments in policy making and service delivery |
|
|
| 2.3 |
Review the Diversity Excellence Model and update the Agency |
Identify the areas for improvement for action planning and inform the Agency of progress |
|
|
| 2.4 |
Business in the Community (BiTC) Responsible Business – CR Index 2008 |
Refresh the questions relating to the workplace to ascertain any steps forward |
|
|
| 2.5 |
Undertake the Stonewall ‘Workplace Equality Index’ |
Complete the index to ascertain the standard achieved by the Agency at present |
|
|
2.6
|
Re-enter Employers Forum on Disability – ‘Disability Standard’ |
Complete questionnaire for 2009 to ascertain progress from 2007 |
|
|
2.6
|
Undertake the Business in the Community (BiTC) ‘Race for Opportunity’ |
Complete the index to ascertain the standard achieved by the Agency at present |
|
|
|
| 3.1 |
Ensure the recruitment and vacancy filling processes are equality proofed. HR staff to keep up-to-date with statutory requirements and good practice using external events and internet facilities |
HR practitioners and group/unit personnel staff deliver equality of opportunity for available posts, encouraging staff from under-represented groups to put themselves forward |
|
|
| 3.2 |
Ensure the ‘on-line recruitment’ processes are equality proofed.
(As for 3.1) |
HR practitioners and group/unit personnel staff to ensure that no minority group is disadvantaged by the electronic processes |
|
|
| 3.3 |
Continue to develop the intranet Diversity & Equality homepage |
All VOA employees can refer to this resource for advice and information on a wide range of Diversity & Equality issues |
|
|
| 3.4 |
Breakthrough Programme – Development through mentoring |
Valuing difference and realising potential, targeted at under-represented groups |
|
- February 2008 onwards
- Reviewed for 2009
|
| 3.5 |
Access to a multi-faith calendar (via the D & E homepage) |
The VOA staff can determine when religious festivals occur in the daily work routine such the inspections of property, interview dates, team meetings etc. |
|
|
| 3.6 |
Springboard (Consultancy) –
Self-development programme for women |
Realising potential, targeted at female members of staff |
|
|
3.7
|
Springboard (Consultancy) –
Step Up development programme for women |
Realising potential, targeted at female members of staff to encourage applications for the assessment centres as a means of career progression beyond Band 3
|
|
|
|
4.1
|
Produce a report on impact assessment monitoring, setting out the progress to date |
To capture and bring up- to-date, the work completed to incorporate
Impact assessment monitoring for all diversity strands
-
|
|
|
| 4.2 |
Produce a Diversity Monitoring Report setting out the profile of the VOA workforce |
To provide details of the VOA workforce in respect of the dversity strands |
|
|
4.3
|
Benchmarking Tools: Consider the results of the ‘Diversity Excellence Model’; ‘Workplace Equality Index’; ‘Disability Standard’ and ‘Race for Opportunity’
|
Use the results of these comparison exercises to determine a relevant and proactive Diversity & Equality strategy |
|
|
|
5.1
|
Following consultation, publish on the internet / intranet the VOA single Equality Scheme, including the revised action plan
|
To inform internal / external customers of the Agency’s Diversity & Equality commitments in respect of the Equality Duty |
DE Team
|
|
5.2
|
Publish on the internet / intranet the report on the VOA Equality Schemes progress, including impact assessment monitoring
|
To inform internal / external customers of the Equality Duty advancements in respect of the Agency |
|
|
5.3 |
The Equality Scheme report will include a forecast of scheduled action and intended results (e.g. Equality Impact Assessment training for managers / policy makers / stakeholders)
|
To inform internal / external customers of future developments in respect of the Agency |
|
|
|
6.1
|
Ensure the VOA website continues to meet the required accessibility standards |
This website provides information to external / internal customers on each business stream, useful contacts, recruitment, publications and where to find us
|
|
|
6.2 |
Ensure that other customer contacts with the VOA are dealt with appropriately |
VOA staff members to receive regular training opportunities and information in respect of customer service and Diversity & Equality issues. (e.g. Multi-faith calendar, see 3.5)
|
|
|
|
7.1
|
Deliver Diversity awareness training to the Agency including all new legislation (forming part of the performance management system) |
Roll out Cylix e-learning modules and promote network discussion and feedback (Using team leaders guide provided). Monitor staff programme completion. *Create and publish follow-up VOA specific e-learning modules
|
|
|
| 7.2 |
Produce line managers’ guide for managing part-time colleagues, religion and belief, sexual orientation and disability issues |
To provide support for managers to deal with their staff appropriately |
|
|
| 7.3 |
Deliver diversity legislation training to HR teams |
Deliver diversity legislation training to HR teams |
|
|
| 7.4 |
Deliver equality impact assessment training to senior managers / policy makers / stakeholders |
So that policy and strategy incorporates diversity impacts at the development stage |
|
|
| 7.5 |
Agree delivery of diversity training for DVS senior managers |
To provide support for DVS senior managers to deal with their staff appropriately |
|
|
7.6 |
Support training requests for the Management Development Programme, Band 6 Supervisors’ Course, Customer Service Managers and ad hoc network requests |
To provide support for existing learning structures and build an appreciation of how to deal with VOA staff appropriately
|
|
|
|
8.1
|
Internal customers: Members of staff who feel that the VOA has failed to comply with its Equality Scheme should contact the DEO |
Gather relevant facts to determine whether to pursue an informal or formal process. Seek resolution locally, by mediation or upholding / not upholding a formal complaint
|
|
|
8.2 |
External customers:
Members of the public that feel the VOA has failed to comply with its Equality Scheme should contact the Head of Customer Services |
External customers:
Members of the public that feel the VOA has failed to comply with its Equality Scheme should contact the Head of Customer Services
|
|
|
Responsibility Legend:
DEO |
= |
Diversity & Equality Officer |
HHR |
= |
Head of Human Resources |
DE Team |
= |
Diversity & Equality Team |
CGMs |
= |
Consultative Group Members |
BRMs |
= |
Business Resource Managers |
HRBES Team |
= |
Human Resources Business & Employee Support Team |
HRL Team |
= |
Human Resources Learning Team |
HRRM |
= |
Human Resources Manager |
HRRPs |
= |
Human Resources Resource Practitioners |
MMB |
= |
Members of the Management Board |
HRMI Team |
= |
Human Resources Management Information Team |
Comms Team |
= |
Communications Team |
CS Team |
= |
Customer Services Team |
HCS |
= |
Head of Customer Services |
|
|
|
