This website uses non-intrusive cookies to improve your user experience. You can visit our cookie privacy page for more information.

Diversity action plan - 2012 onwards

Action Outcomes and performance measures Progress (last updated November 2014)

Staff Diversity Disclosure

To ensure delivery of our statutory obligations and improve understanding and promote equality and diversity in our workforce we aim to:

Develop and deliver a communications plan to take forward the actions for improving Diversity disclosure as suggested by the Task and Finish Group and agreed by the Diversity Steering Group (DSG). 

Monitor improvement in disclosure rates and put in place initiatives in response to movement in disclosure.

Improvements in diversity disclosure rates in HSE monitored quarterly and reported to the DSG, twice yearly.

Raised awareness of equality and diversity in HSE and understanding of why equality information is required and how it is used.

A Diversity Task and Finish Group has been established to consider declaration rates with representatives from each network, HR and TU.  The group met during August and have identified a number of actions including the need for staff to know how their data is held and what it will be used for.  The Kate Nash report is now complete and has been used as a reference point.

A paper has been drafted to consider the recommendations.  

Deliver the aims of the Talent Action Plan - removing the barriers to success with focus on clear leadership, and an open culture, our talent and capability

When information is available, consideration will be given to the priority areas of the strategy and outcomes will be developed.

A new strategy was published on 5th September 2014 under the title Talent Action Plan – removing the barriers to success. HR are currently reviewing the plan to identify departmental actions and owners. Any actions will be taken forward as part of the planned work to look at career and talent management in HSE or any other strategies.

Time to Change

HSE is committed to signing the Time to Change pledge by 30 September 2014 to support ending mental health discrimination

Action plan to be developed and implemented to support ending mental health discrimination

An action plan has been developed and approved by the Time to Change team. HSE is pledging to support the mental health and wellbeing of staff and will sign the pledge on the 6th November 2014.

Ensure Equality Analysis is completed when required and includes information as detailed in the HSE Equality Analysis guidance.

Equality analysis demonstrates the equality considerations made when developing HSE policy and initiatives and shows that we have due regard to the three aims of the equality duty.

New work is to take account of the needs of our diverse audience. To address any adverse impacts and promote good relations where appropriate.  The process leads to improved service delivery and statutory compliance.

HSE continues to take account of the needs of its diverse audience.

Internal intranet and external internet guidance reflects central government advice on how to consider equality issues.

Colleagues continue to find the equality analysis toolkit helpful and approach the Vulnerable Workers Team when more advice is required.
Promoting HSE young people guidance to ensure health and safety isn’t seen as a barrier to taking on young people for work or work experience

Revise the young workers web pages and the related INDG364 work experience guidance for employers, keeping in touch with DfE to ensure key messages are agreed and timings of relevant publications, etc are coordinated.  To provide comment and feedback to BIS in relation to apprenticeships and ensure any reference within HSE guidance is in line with BIS policy.

We have presented work experience workshops at an Association of Colleges conference and at an Ofsted event, delivering key messages and we have recently carried out a survey  to evaluate the guidance.  The survey findings, together with other feedback we’ve received, will help us decide how best to improve the guidance and provide the necessary clarification. 

We are exploring opportunities to promote the guidance in Scotland and Wales.

We continue to answer queries and concerns as they arise, particularly in respect of work experience.

Maximise effectiveness of information and advice by choosing images and text that will engage with the target audience and making sure that information, advice and guidance is accessible to everyone. 

We will proactively produce core health and safety information in a range of alternative formats as appropriate and we will continue to proactively translate information into other languages.

Target audiences can fully access the health and safety messages directed at them.

In compliance with equality legislation a range of core health and safety publications will be available in a selection of alternative formats and languages.

HSE will produce versions of its core top 30 external guidance  leaflet titles in Welsh. We will also continue to publish other information in Welsh in accordance with the Welsh Language Board recommendations.

A core set of three publications has been identified for translation into an agreed set of eighteen languages used by migrant worker communities. These have been determined based on knowledge of the use of existing guidance and evidence of demand through language services. Other information will be made available on a case-by-case basis.

We also have available translated webpages (specifically for migrant workers), and plan to translate complaints pages, into the same agreed set of eighteen languages.

We will also create 'Large print ' versions of the top 30 external guidance titles  

Large print and ‘Easy read’ publications to be considered at a later date.

Agriculture: Working with stakeholders as the HSE single point of contact for issues arising from the BIS Vulnerable Workers Enforcement Helpline, ensuring that issues affecting vulnerable workers (in particular migrant workers, women and young workers) are dealt with across HSE, including enforcement action where necessary.

HSE is also involved with the Pay and Work Rights Helpline (a confidential service that provides help and advice on government enforced employment rights, including working time issues).  Specific protocols have been agreed with the HSE Field Operations Directorate (FOD), which lead to effective interventions to deal with working time matters such as type of enforcement action taken and the referral of other health and safety issues.

HSE continues its high-level liaison with a number of the other enforcement bodies involved in the helpline, most notably the Gangmasters Licensing Authority (GLA) and the Employment Agency Standards Inspectorate.  

HSE are part of a Home Office lead multi-agency Taskforce Steering Group looking at migrant labour abuse.

An Equality and Human Rights Commission (EHRC) report highlighted poor working conditions in meat and poultry processing factories.  Operational Strategy Division’s (OPSTD) and Field Operations Division’s (FOD) Business Plan  2014/15  include inspection of meat and poultry processing factories (and an Operational Guidance (OG) note refers to  awareness of EHRC report issues). In addition,  Inspections will be targeted in response to intelligence from other regulators.

Inspection of meat/poultry factories and fresh produce processing in fields and pack-houses continues to be a target for inspections in our higher risk sectors.     

Additionally, these areas will be included in our Priority Local Inspections following information passed to HSE, in accordance with the Joint Workplace Protocol.

Food manufacturing, especially with regards to meat and poultry processing, remains a key part of FOD's proactive work plan.  Appropriate visits are being identified as part of our targeting process for higher risk sectors and poor performers and we are aiming to carry out 45 inspections looking at the main causes of injuries and ill health in meat and packaging in slaughtering and processing sites and 30 inspections in the fresh produce sector during the harvesting season ( these are subject to availability of suitable premises and experience).  

7 visits were carried out during a home office led initiative on the enforcement of migrant workers in June 2014.

Agriculture: Intelligence sharing between the Gangmaster Licensing Authority  (GLA) and HSE, leading to enforcement action where necessary, how to get older workers to access occupational health advice and profiling of diversity groups across geographical regions.

Prompt and effective response to requests for information about those who apply to hold a gangmaster licence.

Effective screening and referral by HSE single point of contact to the field and subsequent enforcement action

Ongoing. HSE Divisions are asked to plan a geographically based, seasonally targeted, intelligence-led programme of proactive inspection in the fresh produce supply sector, with divisions focusing on the topics/time periods relevant to their areas/regions. Further work is planned in 2013/14.

These inspections aim to target the health, safety and welfare conditions under which vulnerable (including migrant) workers are employed and should wherever possible, be carried out in conjunction with other relevant enforcement agencies such as the Gangmasters Licensing Authority (GLA), police, fire services and the local authority

Initial meeting held with Defra to discuss provision of occupational health services in rural areas.

HSE has been asked to chair the Farm Safety Partnership's newly created ill health working group. It is hoped that this will deal with strategic issues such as better provision of occupational[ health provision in rural areas as well as producing tactical guidance 

Develop web pages and any related guidance material for new diversity strands and ensure all HSE diversity web pages are up to date. Where appropriate, HSE web pages to be produced for all diversity strands, to increase awareness of diversity specific messages.  This work will start with a review of our web pages on older workers, disability and gender.

Our migrant workers website has been revised and upgraded.

Refreshed older worker guidance has been completed and published.  HSE are also contributing to an European Parliament initiative to identify and assess occupational safety and health strategies and systems that take account of an aging workforce.

A review of our disability guidance is underway and will be progressed over the coming months.

Work on the gender pages is unable to be taken forward at the current time but this will continue to be reviewed.
Updated 2015-01-06