Diversity
and a healthy work/life balance play an important part in attracting and
retaining good quality employees. Is
your organisation embracing this reality or merely taking the relevant steps “only when absolutely necessary”?
Use
the following table to assess whether your organisation is striking the right
balance. With a maximum rating of
30 for each category, your rating should ideally be no lower than 10 per
category.
Note:
organisations with no anti-discrimination policies or procedures take
tremendous risks. They can be
found liable under health and safety and anti-discrimination legislation if
they do not fulfil their duty of care to all their employees.
|
|
Inactive
Rating:
0
|
Reactive
Rating:
5
|
Proactive
Rating:
10
|
|
WORK/LIFE
BALANCE
|
|
|
|
|
Flexible
working
|
Unavailable
|
Available
if operationally appropriate
|
Process
and guidelines for applying and approval is available to all staff
|
|
Home
working
|
Unavailable
|
Available
if operationally appropriate
|
Process
and guidelines for applying
and approval is available to all staff
|
|
Part-time
working
|
Unavailable
|
Staff
can apply to work part-time or job-share
|
Process
and guidelines for applying and approval is available to all staff
|
|
HEALTH
& WELL-BEING
|
|
|
|
|
Harassment
|
No
documented policies.
|
Compliant
with current legislation.
Policies
and guidelines documented.
|
Process
and guidelines for reporting and managing cases are available to all
staff.
Managers
receive training regarding current legislation.
|
|
Discrimination
|
No
documented policies.
|
Compliant
with current legislation.
Policies
and guidelines documented.
|
Process
and guidelines for reporting and managing cases are available to all
staff.
Managers
receive training regarding current legislation.
|
|
Offices
and floors are easy for people with mobility difficulties to access
|
Not
all areas.
|
Compliant
with current legislation.
If
possible, required adjustments are made on request.
|
True
of all/most areas.
Regular
reviews are done through employees to assess access requirements.
|
|
|
Inactive
Rating:
0
|
Reactive
Rating:
5
|
Proactive
Rating:
10
|
|
DIVERSITY
|
|
|
|
|
Recruitment
|
Vacancies
are advertised
through job centres, agencies and mainstream media.
|
Vacancies
are advertised through job centres, agencies and mainstream media.
Vacancies
are advertised in non-mainstream media only if role requires it.
|
Vacancies
are advertised through job centres, agencies and mainstream media.
Vacancies
are usually
advertised in mainstream and non-mainstream media.
|
|
Harassment
|
No
documented policies
|
Compliant
with current legislation.
Policies
and guidelines documented
|
Process
and guidelines for reporting and managing cases are available to all
staff.
Managers
receive training regarding current legislation.
|
|
Discrimination
|
No
documented policies
|
Compliant
with current legislation.
Policies
and guidelines documented
|
Process
and guidelines for reporting and managing cases are available to all
staff.
Managers
receive training regarding current legislation.
|
Your
rating
|
<
10 |
Your
organisation lacks positive action in this area. Strategic direction is
required. |
|
=
10 |
Your
organisation tends to react to internal influences in this area.
You comply with legislation where relevant but strategic direction is
required. |
|
15-20 |
Your
organisation has some processes in place in this area to support
legislation. Further direction may be required. |
|
25-30 |
Your
organisation has a strategy for this area, which is supported by widely
communicated and documented
processes and procedures. |
Useful contacts
If
you would like further information or guidance on diversity in the workplace
or ensuring your employees’ health and well-being, contact one of the
following organisations:
Amos
Butler Ltd can work with you to develop processes and procedures to support
your organisation in the areas which require further attention. Please
contact us for further information on 0845 125 9612 or email info@amosbutler.com.
