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equality, diversity and inclusion framework

by on Dec.31, 2020, under Uncategorized

We have set out a clear framework for our detailed programme of work through our Equality Objectives for 2020 to 2024. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. We have much to celebrate this year. Equality, Diversity and Inclusion Statement 2 Introduction 3 Equality, Diversity and Inclusion Statement 4 Equality Act (2010) and the public sector equality duty (PSED) 4 Strategic Equality Objectives 2018-2021 5 Delivering our Equality Objectives – Action Planning 5 Leadership arrangements 5 Embedding Inclusion 6 Monitoring progress Consumer harm can be substantial when markets do not work well, with people in a vulnerable situation at particular risk of losing out. Equality, Diversity and Inclusion Strategic Delivery Plan At the University of Nottingham, we are committed to supporting Equality, Diversity and Inclusion (EDI) for each of our students and all of our staff, wherever they are in the world. We’ll send you a link to a feedback form. The D&I Progression Framework was developed in a collaboration between the Royal Academy of Engineering (Academy) and the Science Council to progress diversity and inclusion (D&I) across 63 engineering and science professional bodies. Equality, Diversity, and Inclusion (EDI) Framework, Workforce Disability Equality Standard (WDES), The Sexual Orientation Monitoring Standard. We have consulted with our staff networks, our Executive and senior diversity champions and key stakeholders across the CMA to create this ambitious plan. We need staff from diverse backgrounds to help ensure we make sound decisions that are representative of the different perspectives within society. 2. To progress diversity, organisations should take a systemic approach, including developing an inclusive culture, inclusive approaches to employment policies and practices, to personal behaviours, and by managing equality and diversity issues in ways that also support business contexts. George Lusty, Co-chair Equality, Diversity and Inclusion Working Group, and Senior Sponsor for the Rainbow Network. Education inspection framework 2019: equality, diversity and inclusion statement January 2019, No. In our dual role as a competition and consumer agency and an employer, we are committed to meeting our legal obligations and promoting equality and diversity in both our work and our workforce. These are to: We have mapped the general PSED duties to our internal Equality, Diversity and Inclusion (EDI) objectives for 2020 to 2024 to show how we will fulfil our obligations as both a public body and an employer. In line with the Government’s latest strategic steer, the CMA will play a prominent role in promoting the interests of consumers, particularly the most vulnerable, by championing good outcomes for consumers and by addressing new and emerging forms of detriment. The achievement of this plan will require ongoing commitment and focus for the next 4 years so that we can continue to build a diverse and inclusive organisation which is reflective of the consumers we serve. Constantly striving to move beyond legal compliance towards promoting and celebrating Equality, Diversity and Inclusion. The Diversity and Inclusion Progression Framework is a tool for professional bodies to assess and monitor their progress on diversity and inclusion. Building upon the work we have already done, our renewed objectives outline what we hope to achieve in the next 4 years, building upon our successes and lessons learned. Over the next 2 years we will ask ourselves some tough questions, talk to our diverse talent about the barriers they have faced and be smarter and more transparent with our recruitment data. To do this effectively we need people from diverse backgrounds to ensure that we make sound decisions that are representative of the different perspectives within society. Given us a framework against we can analyse our performance and identify areas for further development and improvement. Our action plan will also give us the flexibility and agility to adapt our approach if required to meet our longer-term strategic Equality Objectives. Equality framework and reports At Staffordshire University we are committed to equality, inclusion, and diversity to ensure we promote a positive culture where everyone is able to be themselves. nmc.org.uk. See more about the law on discrimination and protected characteristics. We seek to build a truly diverse and inclusive organisation that reflects the wider UK population and consumers we serve. Doncaster Council’s Equality, Diversity and Inclusion (EDI) Framework supports and underpins our Corporate Equality Objectives, which are linked to the wider outcomes included in Doncaster’s Borough Strategy (Doncaster Growing Together). Equality, Diversity, and Inclusion (EDI) Framework The Equality, Diversity, and Inclusion Framework has been developed for the 2017-2020 period to address existing health inequalities in compliance with the Equality Act 2010. Equality, Diversity, and Inclusion – Corndel’s framework for change June 26, 2020 No Comments When George Floyd, an unarmed black man was killed by a white police officer, it sparked global condemnation and a wave of protests. We focus on equal opportunities for all our people and demonstrating our commitment to Equality, Diversity and Human Rights in everything we do. eliminate unlawful discrimination, harassment and victimisation, advance equality of opportunity between people who share a protected characteristic and those who do not, foster good relations between people who share a protected characteristic and those who do not, prepare and publish equality objectives at least every 4 years that are specific and measurable, publish information to demonstrate compliance with the Equality Act 2010 on an annual basis, implemented diverse SCS interview panels to provide different perspectives and help to break down some of the barriers to progression for those from under-represented groups, developed training for hiring managers incorporating unconscious bias, reviewed our use of social media and social media outreach work to better showcase our diverse organisation including employee testimonials, promoted flexible working practices through the launch of new guidance and workshops for all colleagues and managers, entered the Stonewall Workplace Equality Index for the first time. We’ve made much progress already, but we acknowledge we are on a journey. This includes providing services, employing people, developing policies, and consulting and involving people with our work. We’re on that road together. Our WIDE (Wellbeing, Inclusion, Diversity and Equality) Steering Group was formed in 2019, and now steers the strategic direction of our progress towards equality and more effective inclusion, by providing challenge where it is needed and ensuring that all voices are heard. You can change your cookie settings at any time. In line with Cabinet Office best practice, we publish data annually to highlight our diversity and to monitor progress towards a new Civil Service-wide target to increase the flow of ethnic minority and disabled staff into the Senior Civil Service (SCS). Our Equality, Diversity and Inclusion Strategy 2020 to 2024 is a working document that will be reviewed and updated on a regular basis to make sure it continues to be significant and valuable. Equality in the workplace means equal job opportunities and fairness for employees and job applicants. We have a UK-wide remit, and whilst most of our staff are based at our London office, we now have a significant presence in Scotland as well as offices in Northern Ireland and Wales. The CMA has a declaration rate of over 90% in all categories with the exception of disability which stands at 84%. Supporting and overlapping with the work programme intended to achieve our equality objectives, the CMA’s Corporate Action Plan (CAP) 2020 to 2022 will focus on 3 key themes in response to the 2019 staff survey. The Nursing and Midwifery Council (NMC) is the independent . Under the Equality Act 2010, we have a legal duty as a public body to have due regard to the need to promote equality of opportunity, eliminate unlawful discrimination and foster good relations between key equality strands. We use this information to make the website work as well as possible and improve government services. As Co-Chair of the CMA’s Race Network, I am proud to have played a role in the CMA’s broader diversity and inclusion agenda. We also seek to positively influence the approach of the stakeholders we work with, where we can, and a diverse workforce can help us do that much more effectively. The CMA already has in place networks dedicated to the support of a variety of colleagues including our Rainbow, Race, Multifaith, Women’s, EU Nationals, Christian, Dyslexia, and our Mental health action group. The NMC equality diversity and inclusion (EDI) strategic framework 2020-25 . ... NCVO published the Charity Ethical Principles as a framework for the ethical execution of charitable purpose - including how they value and improve diversity in their governing bodies, workforce and volunteers. You must not treat people unfairly because of reasons protected by discrimination law (‘protected characteristics’). Overall, a significantly higher proportion of CMA staff identify themselves as BAME or LGB+ compared to the Civil Service as a whole. The Framework is structured around the key themes of Our People, Our Business and Our Influence. I look forward to leading the Network as we continue to advance the personal and professional development of our BAME staff. , we remain committed to promoting equality and inclusion statement May 2019, No approach if required to our... Is intended to help us communicate and manage equality commitments to create a culture that promotes wellbeing and health... To adapt our approach if required to meet our longer-term strategic equality Objectives to permission. Colleagues can benefit inclusion is key to achieving our ambition of improving trust in our and. Well as providing a general account of our community workforce disability equality, diversity, equality diversity. 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