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EDGI
Summit
11 June 2024
10:00, Wood Street- Pine
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Foreword and Apologies:
+ Apologies- lan Rudkin, Laura Joseph, Bruno Vinel
* Mois here in lieu of Claire Preece (Talent, L&D)
+ Attending virtually:
+ Vaishali Meswani
+ Kayleigh Young
* Pauline Adebajo
+ Welcome Juliet Crisp
Agenda:
1. Purpose of the Summit-
+ Read through to remind ourselves of why
we're here
+ All: 2 minutes
2. Update on actions from last summit-
+ Action owners: 20 minutes
3. Update on ED&l Team-
+ Ben Spencer-White: 5 minutes
4. Update on the ED&l Strategy -
+ David Enwright: 10 minutes
5. ED&l Engagement-
+ Measures of success- discussion, what
are our measures?
+ Ben Spencer-White: 20 minutes
Comms engagement plan-
+ How can we increase awareness and
participation in EDA initiatives?
+ All: 10 minutes:
How can we engage the ED&l agenda with a
wider group of employees
+ Open discussion
+ All: 20 minutes
ED&I Engagement Survey- highlights
+ Open discussion
+ All: 1 hour
AOB
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Purpose of Summit
This summit will bring together employees, from different backgrounds, tenures, ethnicities, genders, sexual orientations,
disabilities, ages and seniority across the business. Colleagues will represent network groups, Senior Leaders and SMEs
from employee lifecycle stages and other business areas.
The role of these people will be to share their insights and perceptions of what it personally means to work at Post Office,
how current initiatives are progressing from their viewpoint and what they think would be good for us to prioritise.
Each member will provide feedback and insights to inform the ED8d roadmap including its strategy, key themes,
deliverables, milestones, and goals; effectively become a “think tank" for ED& and an accountability partner for the action
plans.
Summit attendees will support with the implementation of the ED8d agenda, providing two-way feedback to the business
areas they represent. Encouraging wider participation with ED8U such as events and surveys.
The Chair of the Summit will take away insights, review the suggestions in line with the ED8d strategy and define what is
possible, and share this back with the summit.
‘Action Update
ican.
BSW to lead Network Working Group discussion around how Network groups regularly meet and ensure that intersectionality happens wher
Network Groups cen better collaborate end focus on
intersectionalty and shared egende — to be played beck at mid
‘summit meeting in Mey 2024.
Affinity to link in with the CIO team to understand shered Women in Technology initiative in Zdravko's area.
‘agenda around Women in Leadership Afinity link up with Sangita who is leading this iniative and cross-promote events.
LK and BSW to create plan for improving awareness regarding Working with Lucy and Ruth on sustainable and ongoing comms plan
Network activity and events. + Activities to be recorded and tracked in central repository to ensure @ single source of truth
FM, BSW and CP to articulate the role of exec sponsor, create With the old GE structure we used to have GE sponsors for each network group. In the last EDI
‘template for bio's to be captured and send toleadership team to Summit it was agreed to revisit this with SEG taking responsibilty for the overarching EDI agenda
seek sponcor/mentors from leadership team. ‘and asking Senior Leadership Team to assume the roles of network sponsors.
EDI team to complete the creation of the ED8U strategy and Draft strategy nearing completion.
associsted roadmap.
JL to discuss with CP cadence of EDI as 2 topic SEG meetings Complete - Agreed every 6 months starting from when the strategy is presented, Updates to be
provided against strategy, action plans, diversity and asks of SEG.
Discussion regarding the purpose of the Summit vs actual outputs- at the moment the actions are largely being directed towards
the ED& team; we need to ensure all summit members have an active part in the output of these meetings as it’s important
we all raise, support, own and progress actions
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ED&I Team changes:
Hawa Newell-Sidique
Director of Talent, Learning and Diversity, Equity & Inclusion
ex-Selfridges I ex-Goldman Sachs I ex-University of Cambridge
‘Women to Watch 2023 Index
Position vacant
Update on ED&I Strategy
A great strategy isn’t just about following rules; it's about building a culture where everyone can thrive and add to the success of the
organisation. By accessing diverse perspectives, talents and experiences, this strategy aims to eradicate bias and discrimination, boost morale
and engagement, attract and retain talent, and improve the overall performance and reputation of Post Offic.
In November 2023 we completed a maturity assessment with Grant Thornton across the following areas:
+ Talent at
- Ti
tion (employer brand, recruitment and selection, employee onboarding experiences)
int development (approach to talent and careers, pathways to progression, learning and development, reward and benefits)
+ Culture (ways of working, psychological safety, inclusive environment across demographics, role modelling inclusive behaviour)
+ Strategic development (communication, EDA strategy embedded, understanding our purpose, clarity of vision for ED&d)
+ External impact (approach in driving £081 externally which aligns to the values)
This benchmark places us as ‘characteristic focused’
FG Emerge
1 Repeat ting ots
1 mute aurea ak
I Soepoanetoonsaleceae
I To turn our vision into reality we need
I = to become an organisation thet breaks
I down barriers, helps colleagues to
I bring their whole selves to work and
align our policies and practises to
‘wat chon
mater
{characteristic
1 Seepage move our strategic agendle forward for
Poceeloerangie Gp 2 more Tnclusive' and ‘systemic’ level
eset I ‘of maturity
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Engagement- Measures of Success
Last summit we spoke about how we can engage more colleagues in the ED&I conversation,
We need to discuss our measures of success:
Attend Let's I Attend Let's I Read ED&I Read ED&I
Talkevents ITalkevents Inewsletter- I newsletter
(calendar (no invite) total views (glance /
invite) quick /
deep)
April 4 125 36/30/59
April 30- 361
Balancing Life
June 10-why 191
pride is still
important
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Comms Engagement Discussion
1. How can we increase a wider audience, awareness and
participation in ED&l initiatives and events
+ Let’s Talk about are regularly attended by a core
cohort of already engaged employees
* The calendar invites have had a positive uplift in the
number of attendees
+ Low numbers of SLP and SEG attending
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ED&lI Engagement Survey Highlights
High level themes
‘The following themes have been identified from the overall survey as key priorities for the next 12 months:
1 2 3 4 5
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ED&lI Engagement Survey Highlights
Colleagues with a disability are less
positive on key inclusion metrics
ED&lI Engagement Survey Highlights
Perceptions of career progression
vary across ethnicity groups
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am et
:
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}
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ED&lI Engagement Survey Highlights
LGB+ colleagues and women are more likely
to have received an unwanted comment
24
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ED&lI Engagement Survey Highlights
Colleagues with non-parental caring
responsibilities feel more strain
25
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ED&lI Engagement Survey Highlights
Representation of colleagues from a minority
ethnic background decreases with seniority
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ED&lI Engagement Survey Highlights
Improving diversity and representation
at the top is the main inclusion ask
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Further discussion
1. AOB- open discussion
* Disability training for DMB employees
2. Agenda items for the August summit
+ Revised ED&l Targets
+ ED&l Results from Engagement survey
+ Action plan
* Other suggestions?