Actions and example activities
Organisations will implement actions in ways that suit their own context. Example activities provide guidance.
4.1 Organisations actively monitor the composition and cultural diversity of the workforce. This includes representation by level and occupational group.
Example activities:
- Organisations track representation of culturally diverse employees by VPS classification, occupation and employment arrangement (ongoing and fixed term).
- Organisations use data to inform agency-specific actions on career progression.
- Organisations track and review the outcomes of Special Measures in hiring processes. This should help determine where they should be applied.
4.2 Managers and people leaders provide culturally diverse employees with mentoring and coaching opportunities.
Example activities:
- Organisations include culturally safe training and guidance for managers and executives as part of broader management training. This should help culturally diverse employees feel supported.
- Managers facilitate opportunities for secondments and work experiences where culturally diverse employees can build their experience and capability.
4.3 Managers and people leaders are capable to empower all employees to develop and progress their careers.
Example activities:
- Organisations work with staff-led networks to understand specific barriers to career progression for culturally diverse employees and put actions in place to address them.
- Organisations review recruitment and promotion policies to ensure they:
- Apply an intersectional approach
- Take a broad view of employee qualities, and transferable knowledge and skills
- Value diverse experience and different ways of thinking.
- Organisations develop and implement a tailored mentorship and sponsorship model for culturally diverse employees.
- Organisations promote ways for culturally diverse employees to share experiences and advice. This includes communities of practice and membership of staff-led networks.