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What we have done so far

We continue to develop our thinking and approach, but here are some of the things we've done which demonstrate our commitment to equality, diversity and inclusion.

What we have done so far

Last updated: 22 February 2021

Whilst this is our first statement of intent, we outlined our commitment to equality, diversity and inclusion in our first annual report and accounts published in July 2019.

We have continued to develop our thinking and approach, and now have several achievements to highlight.

As a regulator

As a regulator, we:

  • have published standards and guidance for social work professionals and education and training providers that include our equality, diversity and inclusion requirements.
  • have published standards and guidance for social work professionals and education and training providers that include our equality, diversity and inclusion requirements.
  • have published equality and diversity reasonable adjustments guidance that outlines our legal obligations with regards to equality and diversity, as well as a reasonable adjustment process at fitness to practise hearings.
  • regularly test the accessibility of our website and update our accessibility statement. We can offer support for people to tell us about their concerns, provide information in alternative formats, and make adjustments if they’re visiting us in person.

As an employer

As an employer, we have:

  • published an equality and diversity policy on our website that sets out not only our legal requirement, but also our organisational commitment to equality and diversity.
  • created a people handbook available to all employees on our intranet, that outlines our commitment to equality, diversity and inclusion as an employer.
  • begun to develop a positive action mentoring scheme for employees who wish to progress through the organisation and in their careers.
  • included competencies related to equality and diversity in our behaviours and values framework that applies to all employees. At a leadership level there is an expectation that employees work to understand differences and maximise the strengths that come from diversity, model behaviours that value diversity and equal opportunity, challenge discriminatory and aggressive behaviours, and are consistent and fair in their treatment of colleagues.
  • established a people forum, that includes representation from employees across the organisation. A stated role for the forum is to ‘identify aspects of organisational delivery where gaps arise in the fairness and consistency in how people are treated’.
  • established a LGBTQ+ network to bring employees together to collaborate, share experiences and support each other. They also provide a source of experience to inform our work.
  • established a race equality network to also bring employees together to collaborate, share experiences and support each other. They also provide a source of experience to inform our work.
  • established a think well forum, to share experiences and support for mental health and wellbeing.
  • signed up to the Employer Network for Equality and Inclusion (ENEI) and will use their benchmarking tool to assess and monitor our performance and progress.
    held dedicated sessions on equality, diversity and inclusion at our all-employee meetings.
  • included mandatory e-learning courses on ‘the importance of equality, diversity and inclusion’, ‘disability awareness’ and ‘being aware of your unconscious bias’, as part of our new employee induction processes.

As an organisation

As an organisation, we have:

  • published our 3 year corporate strategy outlining our clear commitment to actively promoting and ensuring equality, inclusion and diversity is central in all aspects of our work.
  • established a governance structure, including an equality, diversity and inclusion steering group. This group will oversee the implementation of our statement of intent and its associated action plan, together with an executive lead for equality, diversity and inclusion.
  • commenced recruitment for a head of equality, diversity and inclusion, as part of our senior team, who will develop our ambitious action plan and be responsible for leading on its delivery.
  • recruited a professional advisor as a subject matter expert on equality, diversity and inclusion to provide advice, support and challenge to our work. This role will complement the work of the head of equality, diversity and inclusion once in post.
  • established our National Advisory Forum, who will assist and challenge us on the delivery of our corporate strategy, including all aspects of equality, diversity and
    become members of the joint healthcare regulators equality, diversity and inclusion forum.
  • begun to facilitate the work on anti-racism in social work with the principal social worker networks.
  • engaged with and moving to becoming an associate of the Staff College’s Black and Asian Leadership Initiative (BALI) Network.
  • met regularly with groups of students and academics on equality, diversity and inclusion issues arising within social work education and training, learning from their experiences and identifying where change is needed.
  • become part of Stonewall’s Diversity Champion’s Programme.
  • made links with the Seacole group, to look at how to develop opportunities for future non-executive board members.
  • ensured all our procurement activity is aligned to Cabinet Office guidelines. These guidelines provide advice on supplier diversity, such as the commitment to contracting with small and medium-sized enterprises and the voluntary and community sector. We aim to be fair, open and transparent whilst taking a proportionate approach given our size and spending power. Whilst seeking value for money, we are also mindful of opportunities to procure as locally as possible. As part of our procurement principles published on our website, we adhere to a procurement process which is equitable, lawful and compliant with current legislation.

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