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ED&I Strategy
Draft
Creating a great place to work for all
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POL00448661
Inclusive Talent
Pipelines
Talent ED&l Inclusive
Talent
—
Potential & Holistic & Inclusive “agement
Succession Planning L&D catalogue
L&D
Bringing the 3
strands together
Hawa intro (15 mins) 10.30 Hawa
Intro’s- Bring yourself to work (45 mins) 10.45 Mo/Helen
Hawa’s intro- where are we going as a Talent and Capability team? (15 minutes) 11.30 Hawa
Team focus and deliverables- Each team comes up with a mission statement/ focus for the team (30 mins) 12.00-12.30 Claire
Lunch 12.30-13.15
Insights - Team wheel (60 mins) 13.15 - 14.15 Mo/Claire
Blue sky moments: Behaviours; (60 mins) 14.15 - 15.15 HawalHow do we integrate the new behaviours in to all parts of our
employee lifecycle?How can we use our new behaviours to collaborate and work together as 1 whole team?
Recognition- in line with Behaviours - Form (15 mins) 15.15-15.30 Jai/Charlotte
AOB and close (30 mins) Hawa
ED&l Strategy — Deepening our commitm
ED&I Strategy
AC.E.
t to become a truly inclusive and safe place for all
Mission: To be Innovative, Intentional & Intersectional
Accountability
Capability
Embedding
Build accountability of ED&I within SEG and
‘SLP populations — action plans, regularly
share function data - Dec
Review EDI within Talent Management process
with focus on internal / external mobility,
Promotion, Opportunities.
Embed ED&I throughout L&D offering
Unlock how we view, use and share data
across the business
Review of Networks - strategy, collaboration,
TORs
Launch Unwanted comments project including
banter, microaggressions, bias
Embed SMART ED&I objectives
Launch inclusive recruitment strategy that is
transparent, without bias and fair
Engage colleagues with strategy through
different mediums — roadshow, video, podcasts,
classroom
Review People Policies to assess for equity and
bias
Extend EDA! offering for Postmasters
Set new EDA milestone targets
Disability & Ethnically Diverse talent plan
Enablers
Data
‘Communication — internal & External — Story Telling — Engaging
Included in Board paper
Education
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ED&I Plans August- January 2025
A.C.E. ED&I Strategy (cree)
Mission: To be Innovative, Intentional & Intersectional
What
When
1. Unlock how we view ED&I data so that we
can create diverse pipelines, review By October
promotion stats, review performance data
Hawa
2. Create ED&! action plans for all SEG/ LT I, High level action plans in place by October
Improved plans once we have full sight of data
3. Quarterly SEG & LT ED&I meetings with
data, talent, progress
Hawa / Head of ED&!
Start in September Hawa/ Head of ED&!
4. Launch & embed ED&I Strategy
Engage colleagues with strategy through Launch October to all
different mediums — roadshow, video, Soft launch before with help of networks
podeasts, classroom
5. Review EDI within Talent Management
process — with focus on internal / external Now
mobility, Promotion, Opportunities
Claire/ Ben
Enablers
Data
‘Communication — internal & External — Story Telling — Engaging
Education
Included in Board paper
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ED&! Integrated in all People Processes
0 understand
Robust ED& recruitment strateg
d through all
Included in Board paper