Strategic Equality Plan 2012 2014 English

8/12/2019 Strategic Equality Plan 2012 2014 English

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Strategic Equality Plan 2012-2014


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Contents / Who We Are

Contents

Who We Are 2

Foreword 3

Strategic Equality Plan (SEP) Statement 4

Strategic Equality Plan (SEP) Strategy 5

Strategic Equality Plan (SEP) Action Plan 12

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Who We AreCITB-Construction Skills is the Sector Skills Council and Industry Training Board for the construction industry, working withindustry, for industry to deliver a safe, professional and fully qualified UK construction workforce. We work with constructioncompanies to help them improve skills, increase their competitive edge and respond to the many challenges employers face from the low carbon agenda, through to reducing costs on-site and recruiting the best and brightest talent for their sector.

We believe that developing the skills of workers in the construction industry is crucial to the health of the UK economy thats why we are committed to promoting the importance of equality and diversity, working to deliver skills for economicgrowth locally and nationally.


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Foreword

Foreword

Welcome to the Fairness, Inclusion and Respect, CITB-ConstructionSkills Strategic EqualityPlan (SEP).

This plan has evolved from the previous Single Equality Scheme (SES) and replaces it for tworeasons; firstly because we have moved on as an organisation and achieved a great deal soour plan has moved forward and secondly because it is now regarded as best practice tohave a Strategic Equality Plan.

Our commitment to Fairness, Inclusion and Respect remains just as strong, if not stronger.We are determined to make CITB-ConstructionSkills an inclusive place to work, where all ourstaff, learners, suppliers, stakeholders and partners are treated fairly and with respect andwhere everybody has an opportunity to develop in an environment that is positive, challenging,safe and supportive.

The aim of this plan is to support and guide CITB-ConstructionSkills to become an exemplar

organisation, leading the sector by example to ensure fairness, inclusion and respect for all.The main objective of the plan is to guide and maintain a culture within the organisation thatsupports all our stakeholders to embrace and strive towards a workforce that is representativeof todays society. The built environment is used by all members of the community and, toensure it is fit for purpose, individuals from across all the different groups that make up themodern communities should be involved in shaping the world in which we live.

CITB-ConstructionSkills will strive to exceed the requirements of the Equality Act 2010 andmeet the General and Specific Public Sector Equality Duties, not only where we have a legalresponsibility to do so, but in all aspects of our work. We will pay due regard to the need to; Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited

by the Act Advance equality of opportunity between people who share a protected characteristic and

those who do not Foster good relations between people who share a protected characteristic and those who

do not.

Our Strategic Equality Plan (SEP) consists of three key documents:The SEP Statement what we want to achieveThe SEP Strategy how we will achieve itThe SEP Action Plan the detailed actions and responsibilities

I look forward to working with you all and continuing the good progress we have made infairness, inclusion and respect across our organisation and in making it an exemplar one forall involved.

Thank you for your support

Mark FarrarChief Executive


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This statement focuses on some key principles covering what we want to achieve around fairness, inclusion and respect(FIR). This statement reflects FIR, which is one of a number of corporate principles (including Corporate Responsibility,Customer, Digital, Data, Finance, Risk, Safeguarding, People, Estates, Technology and Health, Safety, Welfare andEnvironment) and is summarised in this format for consistency.

Strategic Equality Plan (SEP) Statement

Strategic Equality Plan (SEP) Statement

Principle Statement Rationale Implications

We ensure equality anddiversity is embedded in allwe do

We promote equality ofopportunity for everyone

We believe in the valueof diversity

We are committed to action topromote diversity and tacklediscrimination

Equality and diversity is important tous an organisation. We ensure ourprinciples and policies areembedded in our behaviours, ourplans, how we operate and theproducts and services we offer.

As an industry leader we promoteequality of opportunity for all, andoppose all forms of unfair andunlawful discrimination.

We believe that diversity in lifeexperience, background, skills andabilities helps achieve betteroutcomes for our organisation andthe industry.

We seek to exemplify the changewe want to see in the constructionindustry and we are proactive inpromoting diversity and tacklingdiscrimination.

CITB-ConstructionSkills seeks to bean exemplar organisation in the fieldof FIR. To do this we make FIR acentral part of what we do and how

we do things.

CITB-ConstructionSkills has theopportunity to make a difference tothe construction industry as a whole,and make it more representative ofthe communities it serves.

Construction is an industry whichrequires a variety of different skillsand abilities and it is important thatpeople from different backgrounds,life experiences and abilities are

employed within the sector to enableus achieve the high skill levelsneeded to be world leaders in theindustry. Embracing diversity allowsimprovements to productivitythrough greater employeeengagement and improvements inperformance by enhancingrelationships through a betterunderstanding of stakeholders andmirroring the communities served.

As the construction industry leader,a passive policy on FIR wouldnot achieve our aspirations.

A pro-active approach will enhanceour reputation and move ourorganisation and the industry

towards achieving objectives.

All learners, staff, applicants foremployment, customers andsuppliers will be treated fairly and willnot be discriminated against.

Decisions about people will be madeobjectively and based on evidence.

Our plans and strategies aredeveloped within the context of ourFIR principles.

We encourage the industry topromote FIR in all their workingpractices.

We help and support constructioncompanies to train the skills neededto do jobs effectively in a safe,secure and inclusive environment.

We work to ensure that everyoneworks in an inclusive environment,free from discrimination, prejudiceand all forms of harassmentand bullying.

We work with industry to help themaddress the changes in employeeand societys expectations arisingfrom more diverse communities.

We work to ensure our people and

our stakeholders employees feelrespected, valued, and engaged intheir work.

We seek to create a workforce thatreflects the community in which itoperates.

We will communicate regularly withour people on opportunities,challenges and successes andprovide a central resource ofinformation in the Hub.

We celebrate the achievements ofall our learners and staff.

We challenge inappropriatebehaviour or language & openlyquestion organisations that operatediscriminatory policies/processes.

We develop products andservices that support FIR in theconstruction industry.


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Overview

CITB-ConstructionSkills will strive to exceed the requirements of the Equality Act 2010 and meet the General and SpecificPublic Sector Equality Duties, not only where we have a legal responsibility to do so, but in all aspects of our work. We willpay due regard to the need to; Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act. Advance equality of opportunity between people who share a protected characteristic and those who do not Foster good relations between people who share a protected characteristic and those who do not.

We will focus on four key areas to deliver a more equal and diverse workforce for the construction industry: as a partner organisation of the Sector Skills Council and an Industry Training Board we will challenge out-of-date

practices and promote equality and the business case for diversity to construction companies by working with ourpartners and the government

as a learning provider we will promote success amongst all our learners, making sure everyone has the sameopportunities and encourage the rest of the construction sector to join us

as a provider of products and services and an Industry Training Board, we will ensure fairness, inclusion and respect areembedded in all our literature, products and services

as an employer we will improve the way we work to make sure that we always comply with and where possible exceedthe legal requirements, ensuring everyone has the same opportunities and that we address unfair and unlawfuldiscrimination wherever it happens.

Distance Travelled in 2011

CITB-ConstructionSkills have made considerable progress in 2011 in support of the three principles of the General EqualityDuty, both internally as an organisation and externally in supporting the construction and built environment sector.

1. Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act

The Total Reward Framework included designing a new pay structure that is fair and transparent and includes a transitionprocess to move people onto the new pay ranges. Pay protection arrangements introduced for staff whose current basicsalary is over the maximum of the new grade.

New fairness, inclusion and respect webpages were introduced on www.cskills.org providing legislative information,good practice guides and signposting to experts to support construction employers. Feedback received from individualsand organisations in the sector has been very positive with organisations sharing the link for the benefit of employees.This work will continue with the redevelopment of the cskills website in 2012.

Strategic Equality Plan (SEP) Strategy



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2. Advance equality of opportunity between people who share a protected characteristic and those who do not HR evaluated all job roles using the new job evaluation system (Towers Watson Global Grading System). All roles were

evaluated using this new system and ranked logically, consistently and fairly. All evaluations were undertaken by a panelof trained evaluators including a union representative. The Appeals process included ability to appeal on the grounds of acomparator role.

Partnership Working was established with the Unions (Joint Consultation Committee) Representatives and nominatedManagement Representatives to develop the new Total Reward Framework. Employee workshops, supported by TowersWatson, were held to find out what flexible benefits would be valued by staff to help in our work to develop an attractiveand affordable package of flexible benefits. The new Total Reward Framework will be implemented in May 2012.Maternity and paternity benefits were enhanced from the previous statutory level and a new Maternity, Paternity andAdoption Leave Policy introduced. New Attendance Management and Redundancy Policies were introduced to replaceprevious non legally compliant policies. New policies were based on a best practice approach.

3. Foster good relations between people who share a protected characteristic and those who do not CITB-ConstructionSkills accepted responsibility on behalf of the Construction and Built Environment sector for the

continuation of the Construction Leadership Diversity Forum from the Equality and Human Rights Commission. The newstructure to promote and address equality and diversity across the sector will consist of the Leadership Group forFairness, Inclusion and Respect to focus on the industry strategy and a Change Agent Group to deliver the strategy asappropriate in sections of the sector.

The Fairness, Inclusion and Respect Products and Services Strategy was accepted by the Executive Committee tosupport the promotion of fairness, inclusion and respect across the sector. The keystone of this strategy is an accreditedframework for the sector to support employers in the development of fairness, inclusion and respect strategies withintheir own working practices, supporting their own staff, supply chain and stakeholders. The accredited frame work issupported by a co-ordinated Fairness, Inclusion and Respect training programme for employers was launched in 2011on www.cskills.org, including Toolbox Talks with supporting information, free to download (Employer Services) andtraining courses for Directors and Senior Managers, Line Managers and Supervisors, and Operatives (NationalConstruction College). Feedback from employers indicates weblinks to the toolbox talks are being placed onconstruction companys internal websites and training courses are booked by main contractors for delivery in 2012. Inaddition, information on the Equality Act 2010 and its relevance to the sector was included in the 2012 revision of GE700the Construction Site Safety up-date pack.

Key Equality Objectives

In 2011, CITB-ConstructionSkills published our objectives relating to equality and diversity for 2011 to 2014. Theseobjectives remain the same. However, we will be focussing on particular objectives during 2012.Our key equality objectives for 2012, under the relevant three principles of the General Equality Duty are as follows.(The detailed actions, timeframes and responsible people are contained within the Strategic Equality Plan - Action Plan)


Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act

Advance equality of opportunity between people who share a protected characteristic and those who do not

Foster good relations between people who share a protected characteristic and those who do not

Objective 2 Develop and implement a strategy to demonstrate aleadership role to challenge the industry to embrace equality and diversity inpursuit of improved business performance and to comply with current andemerging legislation.

Objective 9 To develop equality and diversity support materials and trainingfor the construction industry, to provide solutions to meet the Equality andDiversity Leadership Challenge and promote the business case to the industry.

Objective 11 Effective communications of equality and diversity issues andthe benefits of a diverse workforce both internally and with the constructionand built environment sector.

Objective 10 To develop and maintain effective governance andengagement processes across the organisation with respect to equalityand diversity.

Objective 12- Effective monitoring and analysis of s taff diversity data,benchmarking against the industry and UK workforce to inform thedevelopment of KPIs for staff diversity.

Impact CITB-ConstructionSkills is a lead organisation for equality anddiversity in the sector, promoting good practice across the industry ensuring

one industry voice.

Impact A construction industry with awareness of the benefits of a diverseworkforce and the ability to embed good practice into their work.

Impact Increased awareness of equality and diversity activities and theirimpact in developing a sense of inclusiveness and the importance of diversityinternally and with the built environment sector.

Impact Equality and diversity is embedded throughout the work ofthe organisation with good quality dialogue and timely changes to policiesand procedures.

Impact The ability to recommend and instigate action to improvethe diversity of CITB-ConstructionSkills on the basis of analysis of diversitydata.


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Legal Requirements

The Equality Act 2010 simplified equal opportunities law and the following are what are now known as the protectedcharacteristics. It is unlawful to discriminate against an individual or group based on any one of these characteristics.

Protected Characteristics

1. Age2. Disability3. Gender reassignment4. Marriage and civil partnership5. Pregnancy and maternity

6. Race7. Religion and belief8. Sex or gender9. Sexual orientation

In addition, we will also consider socio-economic background for our work as a learning provider and provider ofproducts and services. Although socio-economic background is not a legally recognised protected characteristic,CITB-ConstructionSkills will consider how peoples experiences have affected the opportunities they have had in life.We will work to try to help those who have had limited opportunities in their life so far and who wish to work in theconstruction industry.

In Wales, CITB-ConstructionSkills will meet the requirements of the Welsh Language Act and provide services explained inthe CITB-ConstructionSkills Welsh Language Scheme. The Welsh Language Scheme has received the Welsh LanguageBoards full approval under Section 14(1) of the Act on 18 September 2001 (www.cskills.org/aboutus/policies). The Welsh

version of the SEP is available from http://www.cskills.org/aboutus/policies/index.aspx



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The Fairness, Inclusion and Respect Leadership Group

For CITB-ConstructionSkills, the SEP identifies equality and diversity as a core strategy, encompassing and underpinningall areas of our work and ensuring co-operation across the organisation.

In 2009, CITB-ConstructionSkills set up an Equality and Diversity Leadership Group. This group renamed itself in 2011 asthe Fairness Inclusion and Respect Leadership Group to take a more proactive and engaging approach in embeddingequality and diversity into CITB-ConstructionSkills culture. The group meets monthly to drive forward equality and diversityacross the organisation and the construction industry. Chaired by the Equality and Diversity Executive Champion, withrepresentation from across the organisation, this group has four key areas to address:

1. CITB-ConstructionSkills Strategic Equality Plan and Action Plan CITB-ConstructionSkills aims to be anexemplar organisation in relation to equality and diversity and this is demonstrated by the development of the StrategicEquality Plan and Action Plan.

2. Equality Standard The Equality Standard provides recognition of CITB-ConstructionSkillscommitment to plan and promote good equality and diversity practices both in the organisationand the construction industry. CITB-ConstructionSkills will continually evaluate and reassess ourwork on equality and diversity leading towards our aim of being an exemplar organisation forequality and diversity practice.

3. CITB-ConstructionSkills Equality and Diversity Training Programme All CITB-ConstructionSkills staff willreceive frequent equality and diversity training appropriate to their role within the organisation. The training is part of theCorporate Training Programme and is to be overseen by the Personnel Training and Development Manager, HumanResources Team. The training programme is subject to annual reviews and will be updated with new legislation asrequired.

4. Equality Impact Assessments (EIA) Equality Impact Assessments will be used to inform our decision making and

the impact of our decisions and enable us to be transparent and accountable to all customers about the decisions weare making. Effective EIAs will enhance our work, ensuring a positive impact on all stakeholders. A revised and simplifiedEIA policy and procedure will be developed in 2012 and rolled out across the organisation including our work as apartner in the Sector Skills Council for Construction and as an Industry Training Board, a learning provider, a provider ofproducts and services and as an employer. Details of our progress will be included within our reporting documents andbe subject to our internal audit procedures. Completed EIAs and the resulting changes to our activities will be availableon the CITB-ConstructionSkills internal Hub and Website.



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Leadership and Management

CITB-ConstructionSkills will strive to meet the requirements of the General and Specific Public Sector Equality Duties, notonly where we have a legal responsibility to do so, but in all aspects of our work. We will pay due regard to the need to; Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act Advance equality of opportunity between people who share a protected characteristic and those who do not Foster good relations between people who share a protected characteristic and those who do not.

All Board Members and staff have a responsibility to ensure their work supports the three principles of the GeneralEquality Duty;

The Board Members are responsible for: Ensuring CITB-ConstructionSkills governance arrangements are robust and well-managed to ensure that the

organisation meets its obligations under the Equality Act and other relevant legislation Making sure the SEP and its procedures are followed

Championing fairness, inclusion and respect in the built environment and construction sector

The Chief Executive is responsible for: Giving a consistent and high prole lead on equality and diversity issues Promoting the SEP and the Action Plan Making sure the SEP and its procedures are followed

The Equality and Diversity Executive Champion is responsible for: Driving the fairness, inclusion and respect agenda, internally and externally Co-ordinating all work on equality and diversity with the Executive Preparing reports for the Executive and Board Chairing and directing the Fairness, Inclusion and Respect Leadership Group Managing the Fairness, Inclusion and Respect Leadership Group for the sector

Directors and Heads of Department are responsible for: Driving the fairness, inclusion and respect agenda, internally and externally Putting the equality and diversity policies, procedures and action plans into practice Taking management action to address any forms of discrimination Ensuring equality and diversity are embedded in all business planning Ensuring the Equality Impact Assessment (EIA) Policy is carried out effectively

Fairness, Inclusion and Respect Leadership Group responsibilities include, but are not limited to: Driving the fairness, inclusion and respect agenda, internally and externally Reviewing the SEP and Action Plan and monitoring compliance across the organisation Ensuring that policies, procedures, processes, literature and marketing collateral are all legally compliant and actively

promote fairness, inclusion and respect in all our work. Developing, agreeing and implementing a training programme for employees

Communicating to staff as and when appropriate on equality and diversity matters and activities Ensuring that information sources, policies and procedures on equality and diversity matters are clearly signposted to staff Reviewing the data in order to assess learner and staff trends and advise management action where appropriate

All staff are responsible for: Driving the fairness, inclusion and respect agenda, internally and externally Promoting fairness, inclusion and respect, and challenging any discriminatory behaviour Participating in equality and diversity training and learning opportunities where appropriate Actively addressing equality and diversity in their work and taking responsibility for driving change within their role

and responsibilities



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Monitoring / Reviewing

We also commit to measuring, monitoring, reviewing and responding to the diversity of the construction industry workforce,our learners and our staff. We will identify and work to address any gaps in our performance through quality improvementand the development of our SEP. Our progress will be reported every year in the Annual Equalities Scorecard as part of theCITB-ConstructionSkills Annual Report.

Reporting

The Responsible People for each section of the Action Plan will make biannual progress reports on our equality plans tothe Fairness, Inclusion and Respect Leadership Group. The Leadership Group reports to the CITB-ConstructionSkillsExecutive Team quarterly, to the CITB-ConstructionSkills Board twice a year and to the CITB-ConstructionSkills AuditCommittee twice a year. We will also report progress by publishing information internally on the Hub and externally on theCITB-ConstructionSkills website and through the Annual Report.Our work will be recorded, monitored and published in the following ways: Through our SEP and Action Plan and related procedures, annually Through publication of EIAs and the resultant key changes and developments as they arise

Engagement

CITB-ConstructionSkills understands that they cannot do this work alone and engaging with our stakeholders andconsidering third party research alongside data and feedback collected from staff and learners will be very important formaking sure we meet the needs and expectations of everyone involved.

Stakeholders will be involved formally through a number of CITB-ConstructionSkills structures and processes: Membership of the Board

CITB-ConstructionSkills Staff Forums CITB-ConstructionSkills Learner Forums, surveys and feedback Direct involvement in specic development activities and projects Membership and consultation with external groups and forums e.g. Fairness Inclusion and Respect Leadership Group,

UKCG Diversity Working Group, CIC Diversity Panel etc. Recruitment, Careers and Lifelong Learning Working Group Membership of and consultation with specic experts e.g. Stonewall, The UKRC, Employers Forum on Disability,

Scottish Resource Centre for Women in Science and Engineering etc. Press releases and marketing activity Internal reviews of learning provision Higher Education, Further Education and schools liaison Inspection Frameworks Skills for Growth Forums Equality Impact Assessments NSPCC Employment Service (Job Centre Plus) Careers Services (England, Scotland and Wales) Wales Diversity Group Chwarae Teg (Wales) Federation and Institutions Diversity Groups

Stakeholders

Stakeholders who will assist and support our leadership of fairness, inclusion and respect in the built environment andconstruction sector are: CITB-ConstructionSkills Staff

Fairness, Inclusion and Respect Strategy Group and the member organisations Fairness, Inclusion and Respect Change Agent Group and the member organisations UK Contractors Group, Diversity Task Group (UKCG)



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Construction Industry Council (CIC) Diversity Forum Regional Development Groups/Local Enterprise Partnerships (LEPs) Local Authorities Department for Business Innovation and Skills (BIS) Scottish Government Scottish Building and Apprenticeship Training Council (SBATC) Scottish Painting and Decorating Apprenticeship Council (SPADAC) Skills Development Scotland (SDS) Welsh Government incl. Welsh Language Commissioner National Skills Academies Union (Joint Consultative Council) Representatives Black Training and Enterprise Group (BTEG) Construction Youth Trust (CYT) Chwarae Teg The Princes Trust National Apprenticeship Service

Partnerships

CITB-ConstructionSkills is aware that we require support from experts in equality and diversity to ensure continuousimprovement and maintain focus on the issues.

Current Partners are: Equality and Human Rights Commission Equality North East Chwarae Teg (Wales) Stonewall

Employers Forum on Disability The UKRC (including WISE) Constructing Equality Women and Manual Trades (WAMT) Be OnSite Construction Youth Trust (CYT) Scottish Resource Centre for Women in Science and Engineering (SRC for WISE)

Procurement - Cascading equality and diversity requirements to our supply chain

CITB-ConstructionSkills require individuals and organisations who work with us to accept their responsibility to addressequality and diversity within their work with us. In order to ensure this happens in all contracts, CITB-ConstructionSkillsinclude standard paragraphs ensuring: The supplier shall not unlawfully discriminate within the meaning and scope of any law, enactment, order or regulation

relating to discrimination The supplier shall comply at all times and in all respects with the Strategic Equality Plan of CITB-ConstructionSkills as

amended from time to time The supplier shall take all reasonable steps to secure the observance of the above clause by all staff employed in the

execution of this contract.

We support suppliers by providing access to our own Strategic Equality Plan, Statement, Strategy and Action Plan. Ifsuppliers fail to comply with our equality and diversity requirements, action will be taken which may include withdrawal ofthe contract.


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Strategic Equality Plan (SEP) Action Plan


Responsible Person Director of National Construction College, Equality and Diversity (E&D) Champion

Priorities for 2011/14

Objective To obtain recognitionfor the development of equality anddiversity practice both internally andexternally from employer andstakeholders.

Impact CITB-ConstructionSkills isrecognised as an exemplarorganisation in terms of our equalityand diversity practice as anemployer, and promotion of equalityand diversity to the sector and otherorganisations.

Objective Develop andimplement a strategy todemonstrate a leadership role tochallenge the industry to embraceequality and diversity in pursuit of

improved business performanceand to comply with current andemerging legislation

Impact CITB-ConstructionSkills isa lead organisation for equality anddiversity in the sector, promotinggood practice across the industryensuring one industry voice.

Objective To promote theBusiness Case for diversity andrepresent the construction sector

with the people in government whomake the decisions

Impact Coherent messagesacross the built environment andconstruction sector and withdevolved nations and regionsensuring equality and diversity isembedded across the sector

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Action Plan 2011/14

a. Maintain the Equality Standard, including equality anddiversity in activity based planning, driving inclusion ofequality and diversity across all directorates andimproving internal and external communication

b. Recognition of CITB-ConstructionSkills increasingopportunities to develop the skills of everyone in the

workplace including action on equality and diversityEmployer and Stakeholder Survey

c. Ensure FIR is embedded into allCITB-ConstructionSkills campaign planning anddelivery, by applying guidelines as part of ourprocesses and procurement.

a. Lead the Construction Industry Leadership group forfairness, inclusion and respect.

b. Provide accurate and authoritative Labour MarketIntelligence (LMI) for the construction industry by

protected characteristics where availability andaccess to data permits.

Support the assemblage of LMI through primaryresearch where identifiable gaps exist in thesecondary data and it is practical with regards cost,coverage and methods of collection.

c. Ensure effective diversity work is being carried out byall staff involved in Careers Information Advice andGuidance (IAG)

d. Co-ordinate sector approach to schools liaisonactivity with the Recruitment Careers and Life LongLearning Group

a. Ensure equality and diversity is included indiscussions with government representatives inEngland Scotland and Wales

b. Inclusion of equality and diversity in all regional workincluding LEPs (in England), local area meetings andaction plans, staff responsibilities (Skills Strategy,Employer Services and NCC Staff) with systems inplace for quarterly reporting to the Fairness, Inclusionand Respect Leadership Group

By when

30th Nov 2012

Results inQtr 4 annually

Reported inQtr 1 annually

End of Dec 2012

March 2012 onwards

LMI published annuallyin Nov

Detailed within AnnualResearch Programme March

Qtr 3 2012

December 2012

Ongoing

Immediate

By whom

Corporate StrategyManager

Heads of Financeand Planning

Corporate StrategyManager(Communicationsand Change)

Senior AccountManager(Communicationsand Marketing)

NCC Director

Research &Development

Operations Manager

Employer ServicesDirector

Sector StrategiesManager (Careers) (SS)

NCC Director

Employer Services

Director

Skills Strategy Director

Regional DeliveryManagers (ES)

Sector StrategyManagers (SS)

Product Managers(NCC)

This documents the action plans (who, when, how) that are being put in place to deliver the specific objectives that flowfrom the SEP Strategy. This will be the working document by which we monitor and review the progress being made.Actions from the plan are carried over into the Corporate Business Plan, Activity Based Planning, Directorate BusinessPlans or Operational Plans as appropriate.

CITB-ConstructionSkills as a Leader


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CITB-ConstructionSkills as a Learning Provider

Responsible Person Head of Contracts and Standards



Objective Ensure that learningprogrammes are accessible andpotential learners benefit fromeffective information, advice,guidance and support.

Impact Programmes arepromoted to all, potential learnersmake well informed choices and aresupported through the recruitmentprocess.

Objective Any achievement gapsacross learner groups are identifiedand narrowed.

Impact All learners have the bestopportunity to fulfil their potential

Objective Ensure that aneffective exit strategy is in place tosupport learner progression withinlearning and employment.

Impact Learners are wellinformed and inspired to progress intheir education and the workplace.

Objective Ensure learners benefitfrom a high quality learningprogramme

Impact Learners enjoy theirlearning programme and feelinspired to succeed and progress.

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Action Plan 2011/14

a. Understand and take steps where appropriate toaddress under-representation in learner recruitment(Equality and Diversity ImpactMeasures, EDIMs), comparing recruitment statistics

with regional and national benchmarks annually

b. Review current EDIMs strategy to;I. Identify any barriers, and develop means to

remove these in promotion/ publicity material andactivities

II. Review policy for schools liaison and recruitmentactivity to address any under-representation

c. Set targets for recruitment based on theEDIMs analysis

a. Identify root causes and take intervention to addressany differences in success rates across groups

b. Compare success rates with national benchmarks

c. Identify potential barriers to learning and appropriatesupport where needed to overcome these

a. Review the exit strategy to support learnerprogression to ensure we;I. Monitor early leavers

II. Support progression opportunities III. Monitor destinations

Ref - Learner Entitlement and Expectations within theIAG Policy

a. Make effective use of learner surveys and forums tomeasure enjoyment and to inform improvement.

By when

November annually

June 2012

December annually

Monthly

Annually

Through progressreviews (In place)

July 2012

Annually

By whom

Performance Manager

Performance Manager

Quality ImprovementManager

Head of EmployerServices

Scotland Director

Wales Director

Performance Manager

Area Delivery Managers

Performance Manager

Apprenticeship Officers

Regional DeliveryManager - Central

Head of EmployerServices

Scotland Director

Wales Director


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CITB-ConstructionSkills as a Provider of Products and Services

Responsible Person Head of Product Development


Objective Ensure allCITB-ConstructionSkills productsand services provided are accessiblefor all people and promoted to adiverse customer base

Impact An increased customerbase with diverse representationfrom companies and individualsleading to a more visible diverseconstruction workforce

Objective To develop equalityand diversity support materials andtraining for the construction industry,to provide solutions to meet theequality and diversity leadershipchallenge and promote the

business case to the industry.

Impact A construction industrywith awareness of the benefitsof a diverse workforce and theability to embed good practice intotheir work.

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Action Plan 2011/14

Through the Innovation Forum and Investment Group,Product Development Managers will;a. Review current data on customersb. Analysis to identify gapsc. Review activity to fill gapsd. Monitoring of customerse. Commitment to review actionsf. Annual reporting

a. Develop products including information and trainingas set out in the FIR Products and Services Strategy

b. FIR on CITB-ConstructionSkills newcorporate website

c. Commit to frequent reviewd. Train CITB-ConstructionSkills staff to support the FIR

programme (Corporate Training Programme)

By when

2012 Business PlanningCycle

End of June 2011 andongoing

Dec 2012

Annual / as required

By whom

Directorate ProductDevelopment Managers

Product DevelopmentManager, E&D (ES)

Product DevelopmentManager, E&D (ES)

Training andDevelopment Manager



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CITB-ConstructionSkills as an Employer

Responsible Person Head of Human Resources

Priorities for 2011/14 Action Plan 2011/14 By when By whom

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Objective To develop andmaintain effective governance andengagement processes across theorganisation with respect to equalityand diversity.

Impact Equality and diversity isembedded throughout the work ofthe organisation with good qualitydialogue and timely changes topolicies and procedures

Objective Effectivecommunications of equality anddiversity issues and the benefits of adiverse workforce both internallyand with the construction and builtenvironment sector

Impact Increased awareness ofequality and diversity activities andtheir impact in developing a senseof inclusiveness and the importanceof diversity internally and with thebuilt environment sector

Objective Effective monitoringand analysis of staff diversity data,benchmarking against the industryand UK workforce to inform thedevelopment of KPIs for staffdiversity

Impact The ability to recommendand instigate action to improve thediversity of CITB-ConstructionSkillson the basis of analysis of diversitydata

a. All HR policies (excluding policies alreadycovered by the Total Reward Framework) to bemonitored against good practice professionalbenchmarks in line with equality legislation regardingprotected characteristics amended/re-written

where necessary.

b. Good quality Manager guidelines to be produced.Timetable based on risk analysis to be prepared in2012i) Redundancy, attendance, maternity and

paternity, pay, TOIL and overtime

ii) Timetable for remaining HRpolicies prepared

c. To embed equality and diversity into the newly agreedProcurement Strategy

d. Update and simplify the Equality Impact AssessmentStrategy and embed EIAs into the individualdepartmental Assurance Frameworks

e. Embed equality and diversity in corporate businessplanning strategy and throughout the businessplanning process, inc. activity based planning,directorate and team planning

f. Supporting the equality and diversity strategy througheffective communications with internal staff throughan integrated campaign approach

a. Develop proactive well-being promotions for staff

b. Ensure that recruitment communication materials andactivities are diverse and inclusive and accessible

c. Undertake a review of E-learning training to ensurenew employees are aware of CITB-ConstructionSkillscommitment to equality and diversity

d. Develop and introduce accessibility guidelines forweb based materials.

e. Achieve the Plain English Kite Markfor communications

f. Continue developing approach and quality ofstatistics. Engage with staff and other keystakeholders to gather qualitative data to support staffdiversity data collected. Consider additionalengagement campaign, along lines of Stonewall

material, in order to increase protectedcharacteristic data entered by individuals inself-service. Use this data to identify KPIs for 2013relating to our employees

a. Continue developing approach and quality ofquantitative data including recruitment, training anddevelopment requests granted/denied, disciplinaryand grievance action taken etc.

b. Following Tower Watson work in 2011 and onlinestaff surveys providing a baseline of qualitativeinformation (e.g. perception and experience) developthe actions required for increased motivation andemployee engagement given the feedback received.

Ongoing

i) Guidelinesprepared and onHub by July 2012

ii) June 2012

Quarter 3 2012and ongoing.

Dec 2012

September 2012

3rd Quarter 2012

End of Quarter 3 2012

2012 Plan to bedeveloped with ATOS

Quarter 4 2012

4th Quarter 2012

November 2012

July 2013

Quarter 4 Annually reporting to the FIRLeadership Group

On going

Exec Roadshows 2nd Quarter

Cultural developmentProposal signed off byExec April 2012

Head of HR

Head of HR

Strategic ProcurementManager

Equality andDiversity Manager

All Directors

Corporate Strategy Unit

All Directors and SeniorManagement Teams(Activity ProgrammeManagers)

Head of C&M

Senior HR BusinessPartner

Recruitment Manager

Personnel Training andDevelopment Manager

Head of C&M

Head of C&M

HR Operations Manager

HR Operations Manager

Head of HR

HR ProgrammeManager



16/16

0344 994 4400

[email protected]

www.cskills.org 11/070/018

CITB-ConstructionSkills, CIC and CITB Northern Ireland are working as ConstructionSkills, the Sector

Skill C il f C t ti (CITB C t ti Skill i t d h it b 264289)

Documents

Strategic Equality Plan 2012 2014 English