OBJECTIVE | KEY PERFORMANCE INDICATOR | MILESTONES | TARGET | RESPONSIBILITY
(lead Director/Branch lead) |
1 To analyse ethnic monitoring data in accordance with the duty and identify any patterns of inequality. Take steps to remove any barriers and promote equality of opportunity (DfT Corporate
RES Action Plan 2005 – 2008) | - Meaningful data produced providing robust basis for performance comparisons and targeting of priorities.
- Data is published annually.High satisfaction indicator from
- BME staff in internal employment surveys.
- Retention of black and minority ethnic members of staff.
| - Produce annual report and statistics as requested by DfT(C).
- Implement a process and procedure to monitor disputed performance reports.
- Improve data collection so that statistics are broken down into different types of recruitment
- Improve equal opportunity monitoring returns during the recruitment process
| Ongoing March 2008 | HR Pay & Policy |
2 To increase ethnicity data held on employees to 90%. (DfT Corporate RES Action Plan 2005 – 2008) | - Ethnicity data is held on a minimum of 90% of employees
| - Re survey all employees to increase ethnicity data held on employees to 90%
| March 2006 | HR Pay & Policy |
3 To monitor new and existing employment policies and procedures for adverse impact on race equality. (DfT Corporate RES Action Plan 2005 – 2008) | - Equality Impact Assessments are mainstreamed as part of policy making
- Policies and procedures promote equality of opportunity
| - To Equality Impact Assess all new policies and procedures.
- Develop improved guidance elaborating on the roles and responsibilities of all those involved in a grievance case ensuring that race and equality issues are incorporated.
- Promote Dignity at Work Policy.
- Publish new guidance on annual leave and special leave for line managers to ensure consistency and that there is no impact on race.
| Ongoing March 2008 | HR Pay & Policy |
4....Promote Race Equality throughout the Agency (DfT Corporate RES Action Plan 2005 – 2008) | - Increase in race awareness across the Agency and employees are aware of their duties under the RR(A)A according to their role
- All new entrants are aware of the Agency’s policies, practice and procedures with regard to race and diversity on joining the Department
- BME Employees participate in consultation and are encouraged to identify future positive developments for the Agency
- Policies, procedures and employment practices are carried out in accordance to equal opportunity
| - Review and incorporate race and diversity awareness into relevant training programmes including management training.
- Review the induction process and ensure that the Agency’s expectations in terms of behaviour are clear that that it includes diversity and race awareness for all new employees.
| March 2008 | HR Development |
5 To increase the levels of representation across the Agency at all pay bands. (DfT Corporate RES Action Plan 2005 – 2008) | - The Agency is reflective of the communities it serves.
- BME employees are represented through out the Agency.
| - Review interviewers training course to ensure it contains race and diversity awareness.
- Review the recruitment process with regards to targeting minority ethnic populations.
- Provide guidance to those involved in drafting recruitment literature (including role profiles and advertisements) on equality proofingIntroduce mechanism to ensure that all assessment exercises are equality proofed.
- Ensure all those involved in recruitment activity are aware of equal opportunities
legislation and those involved in the selection process are trained in race and diversity awareness.
| Ongoing March 2008 | HR Recruitment Team |
6 To ensure training providers and external consultants meet the Agency’s equality standards and show a commitment to embedding race diversity within their programmes of work. (DfT Corporate RES Action Plan 2005 – 2008) | - Training programmes delivered by framework providers reflect the Agency’s commitment to race equality.
- Consultants deliver projects in accordance with the Agency’s equality standards
| - To monitor services delivered by training providers and external consultants to ensure they comply with equal opportunity and diversity legislation.
- All tenders to be assessed against their own diversity policies and their commitment and understanding to the Agency’s equality standard
| Ongoing March 2008 | HR Development |
| 7 Special Performance Bonuses – to ensure that special performance bonuses are distributed in accordance with our equal opportunities policy | - Monitoring shows that special performance bonus awards reflect the ethnic profile of the workforce
| - Introduce mechanism for monitoring special performance bonus awards by ethnicity
- Ensure guidance on nominating employees for special performance bonuses is expanded to include reference to our equal opportunities policy.
| March 2008 | HR Pay & Policy |