Equality, Diversity and Inclusion Action Plan for 2014/15 (Archived)

Published 20 November 2014

Archived 2014/15 EDI Action plan

A mid year review of the 2014/15 action plan highlighted a number of actions which need to be revised. We have revised the timescales set for some actions either because the scope of the work had not been set when the action plan was first published and therefore the time to deliver was an estimate, or because the action is now being delivered as part of a wider piece of work. There are some actions which needed to be reframed for clarity and some actions have been added or removed. This page is now archived and a revised 2014/15 action plan is available to view.

Objective 1 - develop a more diverse workforce and promote an inclusive culture, equality of opportunity for all staff and the behaviours and capabilities required to regulate proportionately, fairly and free from bias.

No. Activity Responsibility Delivery Date
1. SRA Board and governance
1.1. Recruit additional members to join the SRA Equality, Diversity and Inclusion (EDI) Committee. This will help us deliver the SRA's vision and strategy for diversity and inclusion and compliance with our equality duties and provide external insight and challenge to our approach CEO Office
HRD
EDI Committee Chair
January 2015
1.2. Review the work of the SRA Board and the other SRA committees, to ensure that equality, diversity and inclusion is fully integrated into their business and decisions. CEO
SRA Board Chair
March 2015 and ongoing
1.3. Take steps to attract a wide and diverse range of candidates when vacancies arise on the SRA Board, committees and the adjudication panel to continue to make the SRA a more diverse organisation at all levels. CEO
HRD SRA
Board Chair
January 2015
1.4. Develop and deliver a mandatory bespoke Inclusive Leadership module for all members of the SRA Board and committees in addition to the required training on equality, diversity and inclusion to support our strategy and ensure understanding of our equality duties. HRD
CEO
April 2015
2. Staff training and development
2.1. Develop and deliver a mandatory bespoke Inclusive Leadership and Unconscious Bias programme for the CEO, Executive Directors and Leadership team to support them in providing visible leadership in this area. CEO
HRD
July 2015
2.2. Develop and deliver a mandatory Inclusive Leadership and Unconscious Bias programme for line managers and employees to support our vision for diversity and inclusion and improve the confidence and skills of our managers to lead a diverse workforce. This will also support employees to feel confident in raising any concerns and to understand their own responsibilities in the workplace. HRD October 2015
2.3. Deliver an E-learning diversity and inclusion training course to be completed by all SRA staff to provide a baseline of knowledge in respect of diversity and inclusion, dignity at work and unconscious bias. HRD
SMT
November 2014
2.4. Each SRA directorate will assess any additional equality, diversity and inclusion training needs of their staff in fulfilling their specific role within the SRA, particularly those involved in decision making in the light of the ICCR report. A training plan will be developed and training delivered to SRA staff to cover these additional training needs and the impact of the training will be evaluated. All Directorates
EDI Team
HRD
November 2014 and ongoing
Evaluate impact by December 2015
2.5. Provide sessions to support for the Employee Forum and Business Champions regarding their role in supporting the SRA's diversity and inclusion vision and strategy. HRD
Employee Forum
Business Champions
April 2015
2.6. Provide recruitment and selection training to all hiring managers so they are confident in their ability to manage recruitment and selection in an objective and evidenced based way, recognising unconscious bias and how to eliminate it from the process. HRD December 2014 and ongoing
3. Staff engagement and communication
3.1. The CEO will act as the Diversity and Inclusion Champion for the SRA to demonstrate and deliver senior level commitment in this area. CEO October 2014 and ongoing
3.2. Diversity and inclusion to be a fixed monthly agenda item at the SMT, Leadership Team meetings, Employee Forum and Business Champion meetings to help us maintain momentum and focus in achieving our vision and strategy. All October 2014 and ongoing
3.3. A diversity and inclusion performance objective will be set for members of the SMT and Leadership team to demonstrate visible leadership in support of our vision and strategy for diversity and inclusion. SMT
HRD
January 2015
3.4. SRA internal events for staff will be held, with internal and external speakers across a broad range of areas to provide an environment of open discussion and build awareness and understanding of a range of diversity and inclusion issues. HRD
SMT
Employee Forum
EDI Team Business Champions
Communications
Minimum of one talk per quarter, commencing December 2014
3.5. Research the viability of establishing employee networks for the purpose of providing expertise and learning to inform key policy and service developments and to provide options / recommendations to SMT. HRD April 2015
3.6. Deliver Pulse (mini) organisation-wide Employee Engagement survey which demonstrate improvements in outcomes and review departmental action plans across the SRA. HRD
SMT
December 2014
3.7. Deliver a second Equality, Dignity and Respect at Work survey which demonstrate improvements in outcomes. HRD October 2015
4. Staff diversity management information
4.1. Conduct an exercise to gather and cleanse diversity data for a minimum of 90% of our staff in order to produce an accurate set of workforce data. HRD October 2014
4.2. Provide SMT with six monthly reports outlining patterns and trends in respect of workforce diversity in relation to applications, short-listing, hires and internal promotions. This will inform the development of any positive action initiatives to address under representation. HRD April 2015 and every six months
First paper to SMT in May 2015
5. Bespoke HR activities
5.1. Recruitment pages of the SRA website to be reviewed to help ensure all diverse groups such as Black African - Caribbean, LGB and disabled people are attracted and apply for roles. SMT
HRD
TBC
5.2. HRD to provide interventions and expert support for management as and when required so any concerns are proactively addressed before they have a negative impact on individuals and teams. HRD Ongoing

Objective 2 - ensure that the way we operate, our rules and the decisions we make are proportionate, fair and free from bias and help firms and individuals understand and comply with our requirements.

No. Activity Responsibility Delivery Date
6. Regulatory reform agenda
6.1. Publish a discussion paper of proposals for the more proportionate regulation of smaller firms to inform our regulatory reform agenda, both in relation to any changes required to our formal regulatory requirements and the way we supervise and engage with smaller firms. Policy December 2014
6.2. Pursue our programme of regulatory reform (as set out in our Corporate Strategy) to ensure our regulation is more targeted and proportionate, including an assessment of the impact on equality for each of the proposals. Policy Ongoing
6.3. Review and update our published Enforcement Strategy and make clear how we use our regulatory tools so the profession better understands our approach to supervision and enforcement. Legal May 2015
7. Support in meeting Prinicple 9
7.1. Review the outcomes in chapter 2 of the Code of Conduct so the profession has a better understanding of the outcomes expected for compliance with Principle 9. EDI Team
Policy
October 2015
7.2. Monitor and publish information about the reports received in relation to Principle 9. Management Information
EDI Team
Supervision
May 2015
8. Regulatory decision making
8.1. Embed equality and diversity in our decision making framework and supporting processes. All directorates July 2015
8.2. Implement the decision making framework and train staff in its use. HRD
EDI Team
September 2015
8.3. Develop and establish a revised and improved quality assurance function and processes so as to demonstrate that our regulatory decisions are fair, consistent and free from bias. Quality Assurance August 2015
8.4. Review our decision making criteria and approach to writing regulatory decisions to ensure clarity and transparency in explaining how decisions are reached. All Directorates October 2015
9. Diversity monitoring our regulatory work
9.1. Review our approach to diversity monitoring of our regulatory work to ensure we are monitoring all key areas of our decision making to identify any disproportionality. We will publish an annual report and at least two additional reports looking in more detail at an agreed area of disproportionality. Management Information
EDI Team
Annual report in May 2015
Additional reports in January and October 2015
10. Engagement with the regulated population and other stakeholders
10.1. Review how Supervision engages with the profession and the purpose of our engagement to assess the impact of our approach on the profession. Supervision April 2015
10.2. Engage with all sectors of the regulated community, specifically with equality groups representing the profession, about our risk criteria (which define the relative seriousness of regulatory events that are referred to us) so as to ensure that they are robust and understood by the profession. Policy and Risk October 2015
10.3. Develop a specialist approach to supervision and engagement with small firms in line with our policy on proportionate regulation. Supervision
Policy
April 2015
10.4 Review our approach to stakeholder engagement, including with equality groups representing the profession about all areas of our work and implement our new engagement plans. Communications
EDI Team
January 2015
10.5. Hold more regular events/ workshops with the profession to promote understanding of how we work - each directorate to consider potential areas to cover, working where we can in partnership with other groups or organisations. All Directorates Ongoing to October 2015
10.6. Hold a seminar with other regulators and academics to discuss disproportionality in regulation. Communications
EDI Team
May 2015
11. Complaints about the SRA
11.1. Ensure that all staff are provided with an appropriate level of training on handling complaints of discrimination. Complaints Team
EDI Team
October 2015
11.2. Take steps to raise awareness of our complaints handling policy among our stakeholders at an early stage in our dealings with them. Complaints Team
All Directorates
September 2015
11.3. We will consider if and how we can introduce diversity monitoring of those raising complaints against the SRA to provide a richer understanding of what our complaints data is telling us. Complaints Team January 2015

Objective 3 - to work with those we regulate to support them in achieving a more diverse and representative profession.

No. Activity Responsibility Delivery Date
12. Diversity in the profession
12.1. Work with the Law Society, other representative bodies, firms and solicitors to identify ways to improve the co-ordination of efforts to improve diversity within law firms. Strategy
EDI Team
January 2015 onwards
12.2. Provide the profession with a range of information and tools to help them promote diversity in the profession, including: a diversity data benchmarking tool for law firms; a paper and a webinar on diversity in the profession; and guidance for the profession on publishing diversity data. Risk
EDI Team
Communications
December 2014 for the bench marking tool and paper
January 2015 for the webinar
March 2015 for the publishing guidance