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Outcome 3: All staff and volunteers within your organisation
understand the principles of equality and their role in delivering
against the action plan.
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Requirement
Undertake a training needs analysis for staff, managers and senior volunteers.
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| Essential evidence |
Added value evidence |
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Conduct an equality training needs analysis (TNA), identify the
training needs and develop a plan to address identified needs.
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Delivery of equality training to staff, managers, Board and senior volunteers.
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Guidance
(see toolkit/guidance panel below)
Guidance on developing a TNA can be accessed through Guidance on developing an
equality TNA. Additional and comprehensive guidance can be accessed through the
Standard web site www.equalitystandard.org.
This work can be carried out as part of a wider / general training needs analysis
for staff and Board.
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Requirement
Establish relevant training and staff development initiatives which support the
equality action plan and organisation’s objectives.
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| Essential evidence |
Added value evidence |
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The training provided should be in direct response to the TNA. The organisation may,
of course, have to take advantage of available opportunities that pre-empt any TNA.
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Ensure that a time-tabled and resourced commitment to equality/equity training
programme has been made.
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Guidance
It is not essential that it has been delivered to achieve the Preliminary level
The training should include the 6 equality strands.
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Requirement
Review all recruitment procedures and practices.
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| Essential evidence |
Added value evidence |
The recruitment and selection policy and process / procedure must demonstrate:
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Placement of job advert to reach under-represented groups, which may involve seeking alternative media (including online sources). Job adverts should outline the organisation’s commitment to equality
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Relevant job description, specification and application process that does not needlessly exclude certain groups applying
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Clear and relevant selection criteria for staff and senior volunteers
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All staff involved in recruitment have received specific guidance or training on equality in recruitment
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Processes for conducing interviews and associated tests should not disadvantage any interviewee
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Appropriate and accessible location for the interview
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Format and content of application materials to include information on equality profiling for monitoring purposes
- Induction programme that includes equality/equity and diversity considerations including an overview of the equality/equity policy
- Evidence of current grievance, disciplinary and complaints procedures
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Guidance
Human Resources policies will have been reviewed at Foundation level; however, the
Standard requires a particular focus on the organisation’s recruitment and selection
policy and process.
This review is assessing quality of the policy, process / procedure rather than
actual recruitment cases, although recent recruitment processes can be used as
evidence.
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