Theme B: Wellbeing and Cohesion
Successfully embedding the diversity and inclusion agenda within workforce culture requires a tiered approach, cascading from senior management level down through the organisation. Education fosters knowledge which creates understanding. Therefore, the development and introduction of new training packages will form a key component towards driving cultural change including:
- Introduction of the concepts of unconscious bias within existing mandatory Valuing Diversity e-learning and classroom courses.
- Introduction of additional organisational diversity and inclusion training (e-learning and classroom), focusing on the nine Protected Characteristics and Fairer Scotland Duty.
- Invigorated communications strategy to highlight the processes associated with our workplace Bullying and harassment policies to promote the wellbeing and inclusion agenda and reinforce our no-tolerance stance.
Creating cohesion within teams will foster a happier and more productive workforce. By understanding our own preferences and working styles, this increases self-awareness and supports us to build more effective relationships within the workplace context. We propose to enhance cohesion and wellbeing through the implementation of:
- Increased staff self-awareness of ‘Preferred Behavioural Style’ through the promotion of existing training provided by the organisation.
- Facilitation of inclusive and accessible staff engagement activities, designed for maximum inclusion for all, with particular reference to people from underrepresented groups.
In order to further harmonise the inclusion and wellbeing of staff, we propose to introduce a new organisational wide ‘Health Passport’. This live platform will enable staff to record and update details in relation to a disability or long-term health condition and any associated reasonable adjustments required to mitigate barriers to progression. The Passport will also capture important aspects of diversity and inclusion in relation to the Protected Characteristics including:
- Improved data collection of staff attributes in relation to the nine Protected Characteristics to assist with monitoring and reporting of workforce data as per legislative requirements.
- COVID-19 risk register for staff groups in the high-risk/vulnerable categories, specifically in relation to staff from BAME, Disability and low socio-economic backgrounds.
- New engagement portal for managers and staff to initiate two-way sensitive conversations in relation to health and wellbeing and diversity and inclusion within the workplace.
Theme B Equality Outcomes
Our equality outcomes related to Wellbeing and Cohesion are:
- B1, Introduction of new organisational Health Passport to enhance staff wellbeing and mitigate barriers to progression resulting from impacts associated with a Protected Characteristic.
- B2, Introduction of the concepts of unconscious bias and preferred behavioural styles within existing mandatory Valuing Diversity Part two classroom training. Development of new training packages (eLearning/classroom) covering the nine Protected Characteristics and Fairer Scotland Duty.
- B3, Address the inequality of access to digital/online resources, providing equity of access to Learning and Organisational Development opportunities regardless of circumstance.
