Equality and Diversity

Gender Equality Action Plan

A more representative workforce at all levels of the Comhairle

Comhairle's Gender Equality Scheme Action Plan
Requirement	Action	Cost	Time Frame	Evidence of Actions (measures)
Employees aware of Equality legislation and Comhairle policy	In-house training on Equality & Diversity issues. Briefings given on equality issues.	Employee time.	December 2009	Numbers of employees trained. Number of briefings given. Equality and Diversity training included in induction.
Employees treat all customers and colleagues with dignity and respect Management practices adopted by the Comhairle do not discriminate against staff by gender.	Equality and Diversity included in Customer Services training which will be available to all employees.	Employee time	March 2010	Number of complaints regarding customer service Number of employees trained Management Competencies in place. No incidences of gender related harassment.
	Equality and Diversity included in new core values and management competencies.	Employee time	August 2009
Employees trained and using Equality Impact Assessment (EIA)	DESG training for trainers on EIA	Employee time.	Completed February 2009	Number of employees trained. Number of policies having been developed/assessed using EIA. Staff and users able to access jobs and services without discrimination.
	EIA toolkit and checklist for all new policies	Employee time.	April 2010
Comprehensive monitoring systems in place for employees	Resourcelink system up and running with monitoring report data accessible	Identified budget	August 2010	Access to monitoring reports as required.
All employees are treated with respect and dignity Employees have access to training, development and support at work	The Comhairle will review the current employee Appraisal and Personal Development systems and introduce a new Management competencies framework.	Employee time.	August 2009	New Performance Appraisals, Personal Development Plans and competencies in place. Management training delivered. Internal communication developed and produced on a regular basis
	The Comhairle will pilot management training to encourage excellence.	Employee time.	April 2009
	Employees have access to internal communication.	Employee time.	April 2009
Reduce the pay gap	Review of pay and grading to harmonise pay. The requirements of the Equal Pay Act are met.		Completed 2008	Increase in number of women earners in the top 2 and 5% of earners in the Comhairle.
Increase the attainment of boys and career aspirations of girls	Early identification of young people at risk of social exclusion and thereby contributes toward a comprehensive assessment of need and preparation of effective action plans.		2009-11	Increase of school leavers going on to employment, education or training. Increase in attainment measures – gender gap narrowed.
Promote flexible working	Improved flexible working conditions from April 2009. Maintain family friendly policies.		April 2010	Better work/life balance for employees.
Increased support and action in the area of domestic violence.	Ensure Domestic Abuse policy is relevant and up to date.		Ongoing	Increased awareness amongst employees and managers of support mechanisms in place.
Use the procurement function to promote gender equality	Suppliers must be compliant with equalities legislation. They must disclose breaches of equalities legislation.			Other organisations take account of equalities. Drives equality issues through the authorities’ services.

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