Diversity and equality is integral to all of our work, functions and activities. We have a small centrally based diversity team, and a range of functional roles and groups in our regions and directorates, which help to progress our diversity agenda. A brief description of the roles and responsibilities of these groups are given below.
Diversity Strategy Board
The Diversity Strategy Board (DSB) oversees the progress made towards achieving the outcomes set out in our Equality and Diversity Scheme. It advises and supports the Audit Commission Management Team (ACMT). DSB membership is made up of representatives of each the internal groups outlined below, as well as members of ACMT.
Diversity champions
Each central directorate and region has a diversity champion, who is a member of DSB and their directorate or regional management teams. Their role is to promote equality and diversity and challenge progress within their directorate or region. They liaise with People Leads in their areas on progress against the Commission's equality objectives and ensure that staff are receiving the training/briefings they need. They also identify key issues for consideration by the DSB and oversee progress on Equality Impact Assessments in their area and provide support for the equality impact assessment leads.
EIA Leads
The EIA Leads role is to support colleagues who are undertaking Equality Impact assessment in their work areas, by providing up to date knowledge of diversity issues and legislation, advice/challenge on how to consider possible equalities impacts and advice regarding consultation with key stakeholders. EIA leads also report quarterly to the Diversity team on progress of EIAs in their work areas.
Knowledge network
The Diverse, Empowered, Active Communities Knowledge Network, is a group which is open to all Audit Commission staff. It meets quarterly, sometimes with external speakers, and aims to update and share knowledge and information about equality, community cohesion, benefits, culture and the third sector, through meetings, briefings and a variety of events and communication channels. The network also commissions specific studies and projects to design improvement tools for internal and external use.
Regional core team leads (RCL)
RCLs are based in each region and manage the diversity and equality focus of our external facing work. This involves working with and supporting Comprehensive Area Assessment Leads and Area Teams to understand inequality in a local area, improve methodologies, and liaising with clients and other agencies about applying diversity to service delivery.
Diversity and equality representatives
Each directorate and region has diversity and equality representatives. They have an internally focused role to positively promote equality and diversity; raise understanding of equal opportunities and diversity practice within the organisation; and provide advice and assistance to individual members of staff who feel they have been subjected to bullying, harassment and discrimination.
Staff network groups
We have four staff network groups each of which is sponsored by a member of ACMT.
Each network has a national chair or coordinator and offers various regional and national activities and opportunities for actual or virtual contact and support. The groups are:
- DART - Disability Awareness Raising Team
- ENRG - Ethnic Network Relations Group
- OUT - lesbian, gay, bisexual and transgender staff network
- Part time staff network
The role of the networks is to promote equality and positive attitudes about and good relations between different people. They enable staff to share experiences and support one another to achieve their full potential at the Commission. They also increase the understanding of equality issues and highlight these to management.