Gender Action Plan 2019 - 2023 Update - March 2021
Theme 1 – Leadership and Development
Theme 2 – Communication and Engagement
Issue Identified | Action | Planned outcome/measurement | Progress Update |
---|---|---|---|
Senior Women’s Network |
4) Implement Senior Women’s Network (AG4 and above) to meet at least twice a year. |
To have in place a network that enables issues to be identified, discussed and – if appropriate – solutions proposed or raised at the appropriate platform; and where good practice can be shared and highlighted. |
Lead: Gender Action Plan Implementation Group.
Timeline: Every six months.
Status: Complete
This action has been superseded by a number of other measures that have been put in place that address the original issue identified and the planned outcome. These include:
- Arranging for Secretariat staff to have the option of joining the NICS Women’s Network;
-Ongoing role of the cross-Directorate Gender Action Implementation Group in identifying and considering gender issues across the Secretariat;
- Ongoing provision of opportunity for staff to participate in external coaching and mentoring programmes;
-Implementation of the Assembly Commission’s People Manager Programme. |
Awards |
5) Consider third party recognition awards and apply for awards as appropriate. |
Application process completed and submission made. |
Lead: Gender Action Implementation Group.
Timeline: Each award has a related timeline.
Status: In progress
See Stonewall and Diversity NI updates below. |
|
6) Apply for Bronze Diversity NI Charter Mark |
Bronze Diversity NI Charter Mark achieved.
Actions identified to progress to Silver Diversity NI Charter Mark within two years |
Lead: Equality and Good Relations Unit/HR.
Timeline: Bronze by October 2019.
Silver by end 2021.
Status: Overdue
Revised application is being prepared in light of feedback and further requested information and was resubmitted on 29 April 2021. |
Menopause Policy
Action added October 2019 |
7) Develop a Menopause Policy to provide support and assistance to staff and managers |
Menopause Policy is developed and issued to staff. |
Lead: Human Resources Office./Equality and Good Relations Unit
Timeline: December 2020.
Status: Overdue
Original timeline not met due to staff resourcing issues.
The policy development process is due to begin in June 2021, with the research phase. The provisional date for submission of the first draft of the policy/guidance to SMG is September 2021. A final policy (following consultation) is scheduled to be presented to SMG by December 2021. |
Transgender – Inclusion in the Workplace |
8) Participate in the Stonewall Diversity Champions Programme. |
Through participation in this programme, the Assembly Commission would have access to a programme which offers organisations tailored one-to-one support to help build workplaces that are inclusive of lesbian, gay, bisexual and transgender (LGBT) people. |
Lead: Equality and Good Relations Unit with assistance from HR.
Timeline: Ongoing for lifetime of the plan.
Status: Complete for reporting period |
Development of a Transgender Policy |
9) Develop a Transgender Policy to address both managing and supporting staff and dealing with visitors to Parliament Buildings |
Transgender Policy is developed and issued to staff |
Lead: Human Resources Office and Equality Unit.
Timeline: March 2020.
Status: Overdue
Original timeline not met due to staff resourcing issues.
Development of the policy is now under way. Informal consultation with stakeholders has taken place and consultation papers are due to be presented to SMG in May 2021. Following consultation with affected groups, a final report should be submitted to SMG in July 2021. |
Raise awareness around transgender issues |
10) Provide training to staff on transgender issues once Policy developed. |
Staff are trained and equipped with knowledge to manage transgender issues in the workplace in accordance with Commission Policy |
Lead: Human Resources Office.
Timeline: On approval/issue of Transgender Policy.
Status: Overdue
Following SMG/Commission approval of the policy, it is hoped that training can commence in autumn 2021, once an appropriate training provider has been identified. |
Research |
11) Participate in QUB PhD Project ‘Gender equality in the UK and Germany: HR Management in light of conflicting constitutional logics’ |
Through participation in the project, the Assembly Commission will have feedback via anonymised employees’ insights on gender equality in the organisation and relevant HR policies, which could be used to inform any further actions that may be required. |
Lead: Equality and Good Relations Unit with assistance from HR.
Timeline: In line with QUB requirements.
Status: Ongoing
Because of COVID-19 restrictions, the QUB researcher has been given an extended completion deadline of June 2021. |
Reporting and Monitoring