The strengths of the organisation identified were: • •
Diversity is considered in the PDR. PDR’s are seen as an integral part of our organisation Business plans do allow for comments on diversity.
The areas for improvement identified for the organisation were: • • • •
2.3
We need to bring diversity alive and ensure that all staff understand the real meaning of this in relation to their role. We do not always have the documentary evidence to support the EIA’s. We do not have a systematic way of collecting and analysing equality data on staff, service user and contractors. Develop shared learning of how to include diversity effectively in business plans and how to follow up and monitor this. Results of the Diversity Driver: People
The third section is People, which examines the way in which the organisation manages its people and whether this is consistent with the organisation’s diversity objectives. The strengths of the organisation identified were: • •
• •
Explicit policies that support the different needs of employees [compressed hours, work life balance]. Some examples of efforts to recruit/retain/contract in order to better reflect the diversity of the community [“Slivers of Time”, beyond statutory retirement age requirements, in our contracting] Specific mandatory diversity training and equality & diversity is reflected in knowledge and skills framework. This links back to appraisals. Examples of diversity being explicitly included in individual/team objectives and being recognised as being implicit to the way we do things.
The areas for improvement identified for the organisation were: •
• • • • •
Flexible working (e.g) policies are differently implemented in different areas/departments/subsections – unless explained, this could lead to perception of inconsistency/unfairness The organisation at all levels does not reflect the diversity of the community. The good practice and innovation developed e.g. service contracts is not shared enough Our examples of effective learning about engagement with different service users are not shared, so constantly re-inventing We need ways of ensuring that the training results in diversity friendly behaviour by evaluating it. We need to build a recognition of respectful behaviour into recruitment and making best use of existing capabilities in the staff.
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