Continued targeted action in areas of the business, such as Security and Information Management and the GDD profession, where women have traditionally been underrepresented.
Working with our diversity networks to monitor use of the recognition scheme, identifying any patterns that may contribute to gender-related bonus gaps and ensuring equitable access.
Continuing to evolve and develop our community of diversity networks and sponsors, ensuring consistency of approach, clear aims and action plans are in place that directly support efforts to reduce gender pay and bonus gaps. New SCS Network sponsors are being appointed to ensure they are at the heart of decision making.
As part of a wider pay and reward project, evaluating the design of the recognition scheme and whether any further adjustments need to be made, including ways of addressing bonus gaps for part time staff.
Review people data metrics to help further support and enable senior leaders to take action on the impact of their workplace practices on under-represented communities, such as recognition awards which directly impact bonus gaps.
Reviewing and refining all reward and recognition guidance documents and publishing additional nomination examples to improve clarity and consistency.
Assessing the award nomination process to ensure that it is accessible for all colleagues.
Working with any areas that want support with the makeup of their recognition panels and suggesting potential changes to ensure they are representative of colleagues across ONS.
