BTSR guidebook ~ Equal opportunities returns
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Strand 1: MotivateSegment 1.1: Commitment
Level C: High provision
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Within our organisation there is a high level of commitment to and understanding of why an inclusive workplace, with improved opportunities for everyone, is important and how it can help us achieve business success. Our employees know what they can, and should, do to help us achieve this. They have the skills, knowledge and resources they need to fulfil their role and responsibilities in this regard and are held formally accountable for doing so. |
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- Hallmarks
What provision at this level looks like and feels like
In addition to the Hallmarks at Medium provision…
Senior decision-makers
At Medium provision, senior decision-makers take a strategic and leadership approach to creating an inclusive workplace. Having explored general business case arguments for why it is important, and having established what the key issues are for the organisation in terms of race, gender and disability, they clearly link the creation of an inclusive workplace to the achievement of the organisation’s strategic objectives.
For example, the need to attract the best talent from diverse backgrounds might be linked to closing a skills gap or supporting a strategy for growth. Increasing the diversity of people from different backgrounds in key roles might be linked to more effectively responding to changing audience listener demographics or gaining greater market share. Increasing flexible work practices might be linked to retaining talent.
All senior decision-makers are collectively responsible for ensuring progress is made in creating an inclusive organisation. For example, some organisations formally link part of their senior decision-makers’ bonus to achieving progress on this agenda.
Managers and all staff
Organisations have built or are building responsibility for creating an inclusive organisation into every employee’s performance goals. The performance management/appraisal process might include discussion of their personal goals to support the organisation’s vision for an inclusive organisation and a review of the action they have taken on this.
News about the action being taken and the progress being made in creating an inclusive organisation is regularly communicated to all staff.
