| Action | Outcomes and performance measures | Progress (last updated April 2012) |
|---|---|---|
Staff Diversity DisclosureTo 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. |
|
Bullying, Harassment and Discrimination (BHD)To ensure delivery of our statutory obligations and improve understanding and promote equality and diversity in our workforce we aim to: Publish revised and enhanced Equality and Diversity HR guidance pages as agreed by the BHD task and finish group. |
HSE guidance reflects the recommendations of the BHD task and finish group. A reduction in the number of incidents reported via the People survey – monitored annually. Improved understanding and awareness by HSE staff of the subject including the confidence to report and challenge. |
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Two Ticks Employer (guarantee interview scheme element) (GIS)To implement in line with Civil Service Resourcing (CSR) requirement |
GIS implemented in a way which is acceptable to HSE |
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| Deliver the aims of the 2012 Civil Service Diversity Strategy with focus on behaviour and culture change; leadership and accountability; talent management and representation; and capability to ensure effective delivery of equality and diversity | When information is available, consideration will be given to the priority areas of the strategy and outcomes will be developed. |
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| Ensure Equality Impact Assessments (EIAs) are completed when required and include information as detailed in the HSE EIA guidance. EIAs demonstrate the equality considerations made when developing HSE policy and initiatives and show that we have due regard to the three aims of the equality duty. |
New work 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. All completed EIAs are published annually | 26 EIAs were published, covering the period 1 April 2010 to 31 March 2011: www.hse.gov.uk/diverisity/eia.htm |
| Work with the Department for Business Innovation and Skills (BIS) and the Department for Education (DfE) to address the issues relating to young workers, including work experience and apprenticeships | 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. | Work on the web pages and INDG is progressing with the aim of simplifying the guidance and providing necessary clarity. |
| 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 look at producing alternative versions of core leaflet titles. These will also be published in Welsh in accordance with the Welsh Language Board recommendations. Work is currently underway to identify publications that need to be translated into other languages with an aim to ensure that a core series of publications for workers remains available in the top dozen or so languages used by migrant worker communities. We also have available translated webpages (specifically for migrant workers) and plan to translate complaints pages into the same dozen or so languages. 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. |
| An Equality and Human Rights Commission (EHRC) report highlighted poor working conditions regarding meat and poultry processing factories. FOD included in its plan of work for 2011/12 inspection of meat and poultry processing factories. In addition, a pilot project, Operation Safe Haven, looked at conditions of migrant and vulnerable workers in fresh produce harvesting. | Inspection of meat/poultry factories and fresh produce processing in fields and packhouses will be priorities in 2012/13. | Ongoing |
| 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 |
| 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. |
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