BTSR guidebook ~ Equal opportunities returns
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Strand 3: EvaluateSegment 3.2: Development
Level C: High provision
| « Level B « |
Descriptor
We regularly monitor the diversity represented within our succession plans and compare the take-up of training and development and the career progress achieved by employees from different identity groups. We check to ensure that there are no formal or informal barriers to employees from different groups realising their full potential within our organisation. We evaluate the impact of the actions we have taken to encourage the career development of employees from under-represented groups. We test that there are no unfair differences in the rewards and benefits employees from different groups receive and take action to remedy this, should differences be found. We regularly report the findings of these evaluations to senior decision-makers and recommend actions that will help to continuously improve performance. |
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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
Senior decision-makers use a range of information to help them evaluate the success of their organisation in creating a diverse and inclusive workplace where everyone is able to reach their full potential. In addition to the monitoring reports referred to in Base and Medium provision levels, senior decision-makers are interested in other indicators, including, for example:
- the results of employee surveys/staff consultations by different identity groups
- promotion rates by identity groups, pay and benefits by identity groups.
They will use this information to establish where different/new action needs to be taken.
They will also consider the extent to which the organisation’s performance at developing diverse employees is meeting its needs in supporting strategic objectives.
