EDI Strategy Interim Report

GOAL 4 - Increasing diversity through the disabled community

Our objective:

• To strengthen the talent pipeline of people with disabilities at all levels by 2024 • To increase representation at senior levels • To improve understanding of the importance of mental health and wellbeing • To improve access and support for mental health and wellbeing for those employed by our business

Actions completed:

• Set up a disability employee forum and invited people with disabilities and without, to actively engage and encourage discussion to better understand barriers to recruitment and progression and learn about how to disrupt and break through said barriers • Introduced our 10-year Mental Health Wellbeing strategy, Healthier Together, which seeks to implement an environment that understands, supports and takes action for the needs of every single member of the FM Conway family • Reviewed and audited our recruitment process to ensure it is accessible and inclusive to all, and ensured all candidates interviewed are given the opportunity to make reasonable adjustments • Maintained our network of Mental Health First Aiders across the organisation and provided access to training to assist managers in improving their capability to address colleague mental health and wellbeing issues and make necessary adjustments. We currently have over 100 Mental Health First Aiders in our business • Strengthened our links with external providers such as Kent Supported Employment and the Lighthouse Charity to ensure that there is adequate provision for all colleagues who need support on mental health related issues • Introduced a new Disability Awareness e-learning module on our online learning portal • Trained key employees in policy, safeguarding and mentor training • Amended our data collection forms to allow new starters the opportunity to ask for necessary adjustments to support individuals better • Collected data from existing employees using the above form in case individual circumstances had changed since starting • Built line manager confidence in dealing with disability issues through training and myth busting

communication, including information about non-visible disabilities • Calculated our Disability pay gap to identify any issues or concerns

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