Gender Action Plan 2019 - 2023 Update - October 2020

Gender balance in presenting to SMG and Commission

1) Continue to collect data at SMG and Commission level until April 2019 and produce reports on findings. (Figures for Assembly Community Connect to be included on resumption of full business.)

One further year of complete data collected and analysed for 2018-19. 

Final overview analysis report of all three years of data.

Lead: Commission and Clerk/Chief Executive’s Office/RaISe

Timeline: RaISe report for 18-19 to be prepared by July 2019

Final overview analysis report to be prepared by the end of October 2019.

Status: Complete

Action complete, RaISe reports presented to SMG in March 2020 update. 

As an ongoing practice resulting from this action, we would propose that an email is periodically sent to Heads of Business to encourage them to consider inviting team members involved in working on specific projects/papers to appear with them when presenting at SMG/Commission meetings.

Gender Balancing on Groups

2) Monitoring of checklist returns on staff volunteering and representation on groups/panels.

To be completed by HoBs and Directors utilising guidance issued by the Equality Unit 

Monitoring data to be collected for two further years: 2018-19 and 2019-20. (Two returns were received for the first reporting period, January 2017 to March 2018). 

RaISe to analyse three years of data, including any findings in the final analysis report on gender balance in presenting to SMG and Commission. 

Lead: Equality and Good Relations Unit/RaISe and relevant Directors/HoBs

Timeline: Final overview analysis of data to be prepared by end of Oct 2020

Status: Complete. 

Research papers prepared by NIA Research and Information Service (RaISe) to support the work of the Gender Action Implementation Group.

Continued focus on equal pay

3) The Assembly Commission will continue to conduct an equal pay review every two years and address issues arising

Equal pay reviews will be conducted every two years and gender-related statistically significant differences in pay (as determined by NISRA) will be considered by SMG

Lead: Human Resources Office

Timeline: Next review to be conducted in late 2019.

Status: Complete

Next review due in late 2021

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: Action suspended/not commenced

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, offering them the opportunity to engage in a larger and well established network which shares good practice across both the public and private sectors in Northern Ireland and beyond;

-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.  It is hoped that it can be resubmitted by 31 January 2021, the submission deadline for the next quarter. 

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.

Timeline: December 2020.

Status:  In progress

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: Overdue

Resource to progress action recently appointed.

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

Resource to progress action recently appointed.

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

See status update for action 9 above.

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.