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<p>The table below provides details on the proportion of 2018 People Survey respondents
who indicated that they had personally experienced discrimination or bullying/harassment
during the past 12 months:</p><table><tbody><tr><td><p><strong> </strong></p></td><td><p>Discrimination</p></td><td><p>Bullying
or harassment</p></td></tr><tr><td><p>DfTc</p></td><td><p>10%</p></td><td><p>10%</p></td></tr><tr><td><p>DVLA</p></td><td><p>10%</p></td><td><p>8%</p></td></tr><tr><td><p>DVSA</p></td><td><p>18%</p></td><td><p>20%</p></td></tr><tr><td><p>MCA</p></td><td><p>13%</p></td><td><p>15%</p></td></tr><tr><td><p>VCA</p></td><td><p>13%</p></td><td><p>16%</p></td></tr></tbody></table><p><strong>
</strong></p><p>The Department does not tolerate any form of bullying, harassment
and discrimination, and where it occurs it is essential that it is reported and tackled
appropriately and effectively.</p><p>As part of the Department’s Inclusion Strategy,
during this year the Department has taken several actions to address bullying and
harassment:</p><ul><li>created a number of Fair Treatment Ambassadors, to help create
an inclusive culture by providing a first point of contact for individuals who need
support.</li><li>launched a Bullying and Harassment Toolkit which can be used by line
managers and senior leaders to help build understanding and tackle issues and instances
of bullying and harassment by creating a more inclusive culture within teams.</li><li>started
reviewing its policies, practices and processes to be sure they fully support staff
and are as transparent as possible.</li></ul>
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