Workforce representation - 2

Meeting: 
MQT on 2014-12-17
Session date: 
December 17, 2014
Reference: 
2014/5275
Question By: 
Jennette Arnold
Organisation: 
Labour Group
Asked Of: 
The Mayor
Category: 

Question

Given Carol Howard's case, how are you making sure that the employees of all the GLA Functional Bodies feel able to work without discrimination based on any characteristic protected under the Equality Act 2010? Please break down the answer by GLA Functional Body.

Answer

Answer for Workforce representation - 2

Answer for Workforce representation - 2

Answered By: 
The Mayor

GLA response

The GLA Dignity and Inclusion training is provided as part of the induction for GLA staff.  All staff receive a copy of the Code of Ethics and Standards setting out the GLA's Equality Standard. Additionally, the GLA is currently running an Inclusive Leadership programme where managers discuss issues of inclusion prompted by video-based scenarios which exemplify non-inclusive behaviours.

There have been minimal number of grievances in the GLA and almost none are related to protected characteristics. All grievances are fully investigated by the GLA and action taken to address actions arising from them.

The GLA staff survey also asks specific questions about discrimination in the workplace and responses are fully analysed and where appropriate feedback is addressed through the staff survey action plans.

The GLA regularly engages with Unison addressing any equality issues through the appropriate forum.

MOPAC response

MOPAC has a framework of policies and procedures, including an equality and diversity policy, which are regularly reviewed. In addition, MOPAC seeks feedback from staff and trade union representatives to ensure that policies and procedures are applied fairly and with due regard to the provisions of the Equality Act 2010.

LFEPA response

The LFB has an equality and diversity policy which it requires all employees to conform to as part of their contract of employment. All staff receive equality and diversity training and any breaches of the policy are dealt with under the LFB discipline procedures. The LFB have a specific harassment complaints procedure and specialist harassment complaint investigators. Policy implementation is subject to monitoring and analysis to ensure compliance and to identify areas where improvement is required. The Corporate Management Board receives an annual report that monitors by gender and ethnic origin those subjected to discipline procedures.       

TfL response

Good working practices and the benefits derived for employees are key to our success in an increasingly competitive market. Any barriers to the employment and retention of the best people for the job are very costly and undermine efficiency, productivity and competitiveness. TfL continues to invest in our management capability around equality and inclusion to encourage behaviours that nurture a supportive and inclusive environment and this includes:

Policy

Transport for London (TfL) has a number of policies that support an inclusive working environment. These policies include: Equality & Inclusion policy, Work-Life Balance policy and procedure, Safety and Wellbeing policy, Grievance, Bullying and Harassment policy, Mediation policy and Remuneration and Recognition policy. 

Staff Network Groups

TfL's Staff Network Groups provide a forum for all employees to share ideas and support each other in developing TfL's equality agenda in all areas of employment. The six networks are the Black, Asian and Minority Ethnic group, the Carers group, the Disability group, the Faith and Wellbeing group, the LGBT group and the Women's group. These groups help to improve employee working lives, assist in identifying common workplace issues, provide a forum to share ideas and best practice, and assist in shaping TfL's equality agenda.

Training

The Valuing People through Fairness and Inclusion course is designed to  help develop a better understanding of diversity, equality and inclusion at TfL and to show how everyone has a role to play in creating an inclusive work environment. This is a mandatory requirement for all new starters and newly appointed managers.

The Applying Equality, Diversity and Inclusion course is designed for London Underground Managers. Similar to the Valuing People through Fairness course, this provides operational managers a robust understanding of how diversity, equality and inclusion help shape an inclusive operational work environment.

In partnership with Race for Opportunity, TfL are involved in the Majority Advocates for Diversity and Equality (MADE) network. This group seeks to support individuals in authentic discussion, to ensure everyone is included in diversity initiatives and pro-actively supporting inclusion for everyone.

The Public Services LGBT leadership programme was created through collaboration of the LGBT support groups here at TfL, London Fire Brigade, British Transport Police and London Ambulance Services. It was specifically designed to help LGBT leaders maximise their contribution within their organisation and unlock their career potential.

Common Purpose is an international leadership development organisation offering courses aimed at giving managers the skills and connections to lead change in their organisation. Mixed groups of leaders from business, Government and the not-for-profit sectors explore real-life leadership challenges.

Women First Step Up professional development training is designed for female employees going into managerial roles. The programme was specifically aimed at those areas and disciplines of TfL that are male dominated, such as London Underground, Rail, bus operations and engineering.

Other Initiatives

Viewpoint, TfL's employee engagement survey, gives all employees the same opportunity to have their say on their experience at work. The results are used to identify areas that are working well and areas where there is a need to improve. 

TfL supports the Social Model of Disability which upholds that it is a disabled person's environment that limits their ability to complete a task. To support employees who have declared their disability and need an adjustment to their working environment, we have in place a Reasonable Adjustment process to support the employee to fulfil their role.

Currently TfL is leading on the 100 Years of Women in Transport programme in partnership with other transport organisations and institutes to engage and involve more women in this sector while highlighting the contributions made by women currently and the past.