accountability for dealing with discrimination and promoting diversity

Accountability for dealing with discrimination and

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accountability for dealing with discrimination and promoting diversity Attracting, retaining and developing talent 5.1 Encouraging behaviours, actions and culture change How we behave towards each other and towards member of the public (our customers) impacts on organisational performance. To create an inclusive environment we must continue to ensure that our policies, procedures and service delivery uphold the rights of individuals. Policies and Procedures - review policy and procedures on a regular basis to make sure that they support and promote positive and productive values, standards and behaviours Service Delivery – review services to ensure that they are appropriate and accessible according to the diverse needs of our customers Awareness/Learning and Development - ensure that employees understand the importance of diversity issues and their role in the elimination of discrimination including the impact on delivery of services Performance Management - measure how people perform against competencies and challenges inappropriate behaviour and actions. 5.2 Promoting strong leadership throughout the organisation, with clear accountability for promoting diversity Successful delivery of diversity initiatives depend on active and visible leadership and clear accountability from Senior Management Teams. Leadership influences the culture of an organisation and how managers behave sets a crucial example. The Director of HR is responsible for promoting and supporting diversity across the organisation through the creating of a Diversity Strategy and relevant policies and procedures. All Chief Officers/SMT members are responsible for promoting diversity and ensuring that diversity is embedded in business planning to ensure that relevant services, operational policies and procedures are reviewed for diversity issues and are compliant with Discrimination Law. 13 UNCLASSIFIED /var/filecabinet/temp/converter_assets/79/b4/79b4e3c7f8353a14b0b24747c3b2b9a56460f76d.doc
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UNCLASSIFIED All Line Managers are responsible for ensuring that mechanisms are in place for ensuring regular feedback about behaviours and that all employees receive relevant support on equality of opportunity and career development. All employees are responsible for ensuring that diversity is promoted throughout the organisation and that there is no discrimination in any of their decisions or behaviour. 5.3 Attracting, retaining and developing talent The Government shows its commitment to attracting, motivating, developing and retaining a diverse range of skills. A diverse workforce will help the Government to improve its activities and performance. Recruitment - the Government promotes awareness, knowledge and skills relating to equality through its recruitment policies and processes. We aim to explore new ways of promoting diversity through recruitment practice Talent management - the Government has delivered a number of development programmes such as the Executive Leadership, Modern Manager and Supervisory Charge Hand Programmes.
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