BTSR guidebook ~ Equal opportunities returns
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Strand 1: MotivateSegment 1.2: Leadership
Level B: Medium provision
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Descriptor
We are aware of our current strengths and weaknesses in creating an inclusive workplace with improved opportunities for everyone. We have identified a set of priorities for improvement and have a plan in place to achieve them. We regularly report on progress to our senior decision-makers. |
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- Hallmarks
What provision at this level looks like and feels like
In addition to the Hallmarks at Base provision…
Policy
Progress towards becoming an inclusive organisation is reported on internally.
Senior decision-makers
Both qualitative and quantitative information are drawn on to establish the priority areas for action in working towards creating an inclusive organisation. These might include, for example:
- the results of consultations with employees
- analysis of employee survey results by different employee groups
- statistical monitoring of internal employee data
- benchmarking progress and best practice with other organisation
- review of changes and development in the external environment such as social, demographic, legal and economic changes.
From this information, a clear set of goals and supporting action plans are developed to support the organisation in creating an inclusive workplace.
Progress towards achieving the goals in creating an inclusive organisation is regularly reported on to senior decision-makers.
Many organisations appoint one or more senior decision-makers as a Champion. They have specific responsibility for ensuring progress in creating an inclusive organisation and often speak about aspirations and progress within and outside the organisation.
Managers and all staff
The goals and plans for creating an inclusive organisation cover all departments or each department has developed its own plan that supports the overall strategy.
