| answer text |
<p>In the 2014 People Survey, 15% of Business, Innovation and Skills (BIS) respondents
declaring a long-standing physical or mental health condition, illness, impairment
or disability reported that they had personally experienced bullying or harassment
at work in the past 12 months.</p><p>5% of BIS respondents declaring that they did
not have a long-standing physical or mental health condition, illness, impairment
or disability reported that they had personally experienced bullying or harassment
at work in the past 12 months.</p><p>Overall, the BIS scores for bullying or harassment
at work in the past 12 months are better than the Civil Service benchmark. 7% of all
BIS respondents reported that they had personally experienced bullying or harassment
at work in the past 12 months. This is 3 points lower than the Civil Service benchmark
(10%).</p><p><strong>Actions to improve results include:</strong></p><ul><li>Delivering
the Civil Service Talent Action Plan and the BIS Equality, Diversity and Inclusion
(ED&I) Strategy to continue to build an increasingly inclusive Department where
everyone is treated fairly. This includes actions relating to disability, which is
identified as a priority demographic within the Department. Examples of deliverables
under the Plan and Strategy include:</li></ul><p> </p><ol><li>The appointment of disability,
race and gender champions at Director level to work with our Board level ED&I
Champion and the Diversity Networks to support and highlight barriers so they can
be addressed at an early stage.</li><li>Professor Binna Kandola ran 3 unconscious
bias sessions for managers last autumn to raise greater diversity awareness and address
issues across BIS.</li><li>Mandated unconscious bias e-learning for all line managers
to ensure that we attain a baseline of awareness across all BIS managers.</li><li>Piloting
non-executive board members’ providing coaching and mentoring to under-represented
SCS staff.</li><li>Launched a Reverse Mentoring programme where 2 Directors General
and 6 Directors receive mentoring from a junior BME and/or disabled member of staff.
The programme aims to lead to more inclusive decision making and a better understanding
of perceptions and behaviour.</li></ol><p> </p><ul><li>Providing further guidance
and information to staff and managers on our approach to performance management to
mitigate against a more robust system potentially being misinterpreted as unfair treatment,
bullying or harassment.</li></ul><p> </p><ul><li>Engaging staff in groups through
e.g. surveys and conversations, to identify particular areas of concern, causes, and
potential actions to take forward locally.</li></ul><p> </p><p><strong>Points to note:
</strong></p><p>The Civil Service People Survey asks the question “Do you have any
long-standing physical or mental health condition, illness, impairment or disability?”
The survey does not include a question that specifically identifies disability status.</p>
|
|
