HR and Security Group

Group: Human Resources and Security Group

The current practice for the Human Resources and Security Group is:

  • Carry out regular auditing and testing of communication and information services available to people with diverse communication support needs by using mystery shopper exercises and user group testing methods. (HR Strategy and Policy Team - Lead: Equality Manager)
  • Continue to raise the Parliament’s profile as an exemplar in equalities by engaging with the diverse communities of Scotland. (HR Strategy and Policy Team - Lead: Equality Manager) 
  • Continue with the provision of equality training for staff including mandatory induction and refresher courses while offering any ad hoc training in response to demand. (HR Strategy and Policy Team - Lead: Equality Manager) 
  •  Continue to monitor the staff profile to highlight areas of underrepresentation and consider a proactive approach to redress any imbalance. (HR Strategy and Policy Team - Lead: Equality Manager) 
  • Produce annual statistical report on equality in employment which includes information on a range of areas including overtime, grade, type of contract, flexible working and other work life balance provisions. (HR Operations Team - Lead: HR Operations Manager) 
  • Continue to develop the maternity mentoring programme by offering additional support and guidance to staff whilst they are pregnant and on maternity leave. (HR Strategy and Policy Team - Lead: Equality Manager) 
  • Equip managers to continue to create an environment which increases staff confidence to challenge behaviours where they consider the behaviour to be unacceptable or offensive. (HR Advisory Team - Lead: HR Advisers)
  • Monitor EQIAs and their impact on equality groups and whether actions have been taken forward as a result of EQIA findings. (HR Strategy and Policy Team - Lead: Equality Manager) 
  • Continue to enhance the role of security officers in promoting greater equality of access to all groups entering the building, taking account of disability, transgender and cultural diversity. (Security Office - Lead: Security Operations Manager)

No.

Aligned Outcome

Equality Objective

Measure of Success

Who is responsible?

Target Completion Date

1. 

Outcome 1

Establish a team of advisers, representing each of the protected areas, inviting both staff and external representatives to advise on a wide range of issues.

Terms of reference established, group of advisers identified, staff and managers fully informed of the availability and benefits of using this provision.

 

HR Strategy and Policy Team (Lead: Equality Manager)

September 2011

2. 

Outcome 2

Develop an Accessible Communication and Participation Policy to enable people with different communication support needs to effectively engage with the Parliament.

A new policy developed and communicated to staff and managers.

HR Strategy and Policy Team (Lead: Equality Manager)

September 2012

3. 

Outcome 2

Review the use of BSL and other digital formats that could be incorporated into parliamentary business web pages

Increased use of BSL/ audio versions on Scottish Parliament business pages

HR Strategy and Policy team (Lead: equality manager)

December 2013

4. 

Outcome 3

Review and improve the existing signage at the security screening area to create a more friendly and accessible environment to all visitors entering the building.

Developed proposal for new signage and any recommendations incorporated into this plan.

Security Office (Lead: Security Operations Manager in consultation with Equality Manager and Facilities Management)

December 2011

5. 

Outcome 3

Ensure that all equality issues have been considered in the External Screening Facility and that equality groups have been consulted as part of the planning process.

Procurement exercise taken account of all equality considerations/ consultations undertaken and findings accommodated into proposals for the facility.

 

Security Office (Lead: Head of Security Office)

December 2011

6. 

Outcome 4

Review the provision of work placements and increase opportunities for disabled people.

New HR process for allocating work placements which promotes the inclusion of disabled people in employment.

HR Operations Team (Lead: HR Operations Manager)

April 2013

7. 

Outcome 4

Address the under representation of black and minority ethnic staff in the SPCB Agility Framework project

Further actions are developed to address the underrepresentation: more targeted advertising; increased engagement with black and minority ethnic communities .

HR Strategy and Policy team (Lead: equality manager)

August 2013

8. 

Outcome 4

Publish employment and services monitoring data on all the protected characteristics in the equality monitoring report 2012/13 where it is possible.

Improved data in the equality monitoring report (2012/13)

HR Strategy and Policy team (Lead: equality manager)

October 2013

9. 

Outcome 4

Conduct annual equality monitoring exercise using the electronic HR System to gather data on all protected groups.

Annual statistics available and reported to Leadership Group

Improved disclosure for disability.

HR Strategy and Policy Team (Lead: equalities manager)

Summer 2012 and 2014

10.        

Outcome 4

Consider employment or placement opportunities for young people between 16-24 years old.

Establish a modern apprenticeship scheme

HR Strategy and Policy Team (Lead: equalities manager)

March 2013

11.        

Outcome 5

Provide data on part time workers and  include in the next equal pay audit (2014)

Published data on part time workers.

HR Strategy and Policy team (Lead: equality manager)

October 2014

12.        

Outcome 5

Review the Dignity at Work Policy and procedures to reflect the changes to equality law and recent organisational experience and communicate changes to staff.

Updated policy published on SPEIR and communicated to staff and managers.

 

HR Strategy and Policy Team (Lead: Equality Manager)

September 2011

13.        

Outcome 5

Launch Mental Health and Wellbeing policy and associated guidance.

Staff awareness increased in relation to mental health and wellbeing and the issues people can face as well as the support available.

HR Strategy and Policy Team (Lead: HR Policy Adviser)

April 2011

14.        

Outcome 5

Review the Work Life Balance Policy taking account of the particular needs of staff including part-time staff, carers of children and adults (including fathers), staff who are pregnant or are on maternity, adoption or extended paternity leave.

New Work Life Balance Policy and guidance available for staff and managers.

HR Strategy and Policy Team (Lead: HR Policy Adviser)

October 2011

15.        

Outcome 5

Conduct an SPS staff survey and incorporate questions on behaviour and culture relevant to equality.

Published report on findings of staff survey with any recommendations incorporated into this plan.

 

HR Strategy and Policy Team (Lead: Pensions and Reward Policy Adviser and HR Policy Adviser)

March 2012

16.        

Outcome 5

Provide guidance for line managers on providing reasonable adjustments to enable disabled staff to maximise their full potential in the workplace.

Guidance is published on SPEIR.

HR Strategy and Policy Team (Lead: Head of HR Strategy and Policy)

October 2011

17.        

Outcome 5

Undertake a gender pay audit to determine any differences in pay between men and women, publish the findings along with the SPCB’s response to the audit. 

Published report  on findings of gender  pay audit and any agreed recommendations incorporated into this plan.

HR Strategy and Policy Team (Lead: Pensions and Reward Policy Adviser)

March 2012 and Autumn 2014

 

18.        

Outcome 5

Introduce a transgender policy to provide advice and guidance to staff and managers about transgender and gender reassignment.

A new policy developed and communicated to staff and managers

HR Strategy and Policy Team (Lead: Equality Manager)

April 2012

19.        

Outcome 5

Consider ways to extend current maternity staff network or develop a new network to cover wider work-life balance provisions.

Wider support to staff with different work-life balance support requirements.

HR Strategy and Policy Team (Lead: Equalities Manager and HR Policy Adviser)

October 2011

20.        

Outcome 6

Review the current provision for equality training and develop a more office/ business centred approach to training for staff and Members.

New equality training programme rolled out which is based primarily on business need rather than on behaviour and values. 

HR Strategy and Policy Team (Lead: Equality Manager)

September 2012

21.        

Outcome 6

Review and update guidance for Members on supporting them in their respective roles as an employer and service provider as well as meeting their individual needs.

 

New factsheets published on SPEIR/website and, post-election, communicated to Members and their staff to raise awareness.

Information gathered on the diversity profile of Members staff.

HR Strategy and Policy Team (Lead: Equality Manager)

April 2011

22.        

Outcome 6

Review and update guidance materials included in the Equality Framework.

Existing guidance removed from SPEIR/web pages and replaced with new guidance.

HR Strategy and Policy Team (Lead: Equality Manager)

April 2012

23.        

Outcome 5

Monitor the performance management system and the impact of setting equality objectives along with the link to operational plans.

Reported findings of this exercise to Leadership Group and incorporated any recommendations into this plan.

HR Strategy and Policy Team (Lead: Equality Manager)

April 2012

24.        

Outcome 6

Develop a customer focused training programme for security staff as key front line staff incorporating diversity and the need to recognise the different needs of visitors. Training programme to include issues such as overcompensating, cultural understanding and stereotyping.

Equality programme of training incorporated into the security staff training programme.

Security Office (Lead: Security Operations Manager)

August  2011

25.        

Outcome 6

Review the existing EQIA procedures and raise profile of EQIAs to enable staff to provide better informed equality proofed decision making across all functions.

EQIA uptake has increased and procedures help staff to consider all equality issues.

HR Strategy and Policy Team (Lead: Equality Manager)

April 2013