How do we monitor our performance?
Surveys and feedback - Feedback is absolutely essential to our continuous improvement, so we regularly conduct staff surveys and welcome feedback from all five staff networks.
Staff Surveys - An external survey organisation (Electoral Reform Services) conduct staff surveys every two years on our behalf to establish what’s working well and what could be improved. Though not focused solely on equality and diversity issues, these confidential surveys provide a great opportunity to identify areas for improvement and to discover barriers our employees face. The last survey showed that disabled and BME employees feel there are areas we need to work on –which have formed focal points for our ongoing strategy.
Feedback from Networks and Diversity and Equality Reps - Our networks are more than support groups where people can meet and share experiences. They’re an essential tool in shaping policies and practices to become a more inclusive organisation. The groups offer a place where employees from groups who may have traditionally encountered prejudice or discrimination can voice their concerns and feed into consultations. Diversity and Equality Representatives are equally vita using both anecdotal evidence and casework reveals areas in need of attention, which our DSB and HR team focus on.
Equality Impact Assessments (EIAs) - Another way we’re putting equality and diversity at the heart of all we do is by embedding a system to consider all current and proposed policies and practices to ensure they never disadvantage any individual or group. The EIA system will also highlight areas where more can be done to promote equality and diversity.
Exit Interviews - These are an extremely valuable source of information for us in helping us understand where we can improve our HR policies in general. Equality and diversity is an area we focus on as part of this process as people leave the company. We’ll ask them their thoughts and experiences on this subject, and implement any recommendations they make.
