What are we doing to ensure equity at the DofE?
We are committed to being a caring and welcoming place of work for everyone. Whilst our pay gaps themselves show no significant concerns, we know that there is more we need to do to become the charity we want to be. We want the DofE to feel relevant to all staff, volunteers and young people – a place where all individuals feel respected, included, able to give of their best and be equipped to role model inclusivity.
What we have done over the last 12 months
We have implemented the following:
- Continued to apply our pay framework and policy to ensure transparency and consistency with regards to pay.
- Used the analysis of our Equity, Diversity, Inclusion and Wellbeing Staff Experience Survey to inform actions and wider work.
- Used analysis of recruitment data to inform actions and best practice to ensure we have a recruitment process that does not contain any unintentional barriers. Including using this information to inform a review of our recruitment process and policy and training for recruitment managers.
- Reviewed the information we provide to applicants to ensure everyone has equal understanding of our recruitment process.
- Begun sharing interview questions with applicants ahead of interviews.
- Pay gap analysis data has been combined with information on staff demographics and recruitment data to inform conversations regarding actions and agreeing targets where under-representation is seen at our Equity, Inclusion and Wellbeing Board.
- Continued work to progress, develop and embed equality impact assessments across the charity.
- Launched six staff networks: Inclusivity Network; LGBTQ+ Network; Men’s Network; Parents and Carers Network; Race, Ethnicity and Cultural Heritage Network; Women’s Network; and invested in the training and development of network leads.
- Delivered a variety of training across the year including training around inclusive ways of working, mitigating unconscious bias, neurodiversity awareness training.
- Running a series of lived experience sessions for staff to increase awareness of different experiences and support creating a culture of understanding and belonging for all.
What the next 12 months look like
Building on from this, we will be taking forward the following over:
- Embedding consultation and equality impact assessment into the work to develop the next DofE Strategy.
- Continue to develop policies that support all staff, including developing and launching a menopause support policy.
- Embed principles of equity and inclusion into the new Learning and Development policy and framework.
- Ensure the roll out of the mentoring programme is fully inclusive.
- Roll out further EDI training.
- Run a full review of our recruitment processes.
- Continue to pursue questions regarding setting of targets relating to recruitment, progression and demographics of staff, through the Equity, Inclusion and Wellbeing Board.
- Continue to work with Staff Networks in the development and review of processes and policies ensuring what we implement works effectively for all.
