Contents . The report begins with a new set of equality outcomes and mainstreaming priorities for the period 2017-2021. Summary . This annual report presents our actions and improvements across the year, our performance against our strategic aims and how we met our legal requirements. For even more Women Matter research browse the full series: 2019: Taking the lead for inclusion. Reaching fair decisions about complaints involves taking account of different perspectives – and doing the right thing by our people means recognising their different backgrounds, needs and aspirations. Gloucestershire County Council Workforce Diversity Report Equality and Diversity Employment Information Introduction This report sets out the workforce data arrangements we have in place in order to monitor progress towards our objectives, and examines the equalities make-up of our staff. NMC Annual Equality, Diversity and Inclusion Report 2017-18 (proxy data) NMC Equality and Diversity proxy data 2017 documents – the Action on Equality 2016/17 Progress report and 2016/17 Annual Workforce Monitoring report. TB2018.66 Equality, Diversity and Inclusion Annual Report 2017-18 Page 3 of 17 Equality, Diversity and Inclusion Progress Report 1. It should be noted that this is a journey not a destination. In this report we will make the first review of our new Objectives, published in April 2017. In 2017 the NMC reviewed and then consulted on its requirements for demonstrating English language competency. Executive Summary 2017-18 Areas of progress: The Leading … Some highlights for Equality, Diversity and Inclusion at Goldsmiths in 2017-18 On the table (pages 6 – 22) a summary of the progress updates will be given against each of the Equality Objectives (for year 1). Equality & Diversity Report 2017-18 1 Single Equality Report 2017/18 A summary of this document can be made available to you in your language or in another format such as Braille, large print, electronic or audio tape. diversity and inclusion activities. In this report we will make the first review of our new Objectives, published in April 2017. We know that by having an organisation that reflects its audiences, we remain current, relevant and produce the best TV, radio and online content and services. Our Equality Scheme for 2016-2020 - ‘Advancing Equality, Valuing Diversity’ - sets out the ambitious actions we are taking to embed equality at the heart of our vision and Equality, Diversity and Inclusion report 2017 General Chiropractic Council, 44 Wicklow Street, London WC1X 9HL Tel: +(0)20 7713 5155 Fax: +(0)20 7713 5844 enquiries@gcc-uk.org www.gcc-uk.org This annual report reviews the Trust’s work in meeting its obligations under the Equality Act 2010. We want this diversity to be reflected in everything we do. Equality Report 2017 January 2018 Page 5 of 35 1 Introduction This report details the work of the College relating to equality and diversity as both an employer and as a provider of education and training during 2016/17. It also states that 54.8% of midwives identify as Christian compared with 59.8% of nurses. previous consultations, statistics, research, Equality Impact Assessments (EQIAs), complaints. In 2017 bespoke training on E&D matters and the risks of unconscious bias in disciplinary proceedings in particular was provided to the Investigations Pool and Professional Conduct Committee members. Equality and Diversity Annual Report 2017 Staffing Introduction The University of Birmingham is strongly committed to removing barriers to equality in the workplace. equality outcomes for the period 2017-20211. It is also the right thing to do. The timeframe for this is in line with our broader equality, diversity and inclusion action plan. Our sixth annual Equality, Diversity and Inclusion (EDI) Annual Report presents our current diversity data and reviews our performance against our strategic aims during 2016-2017. Equality and Diversity Annual Report - 2017/18 All Different: All Bournemouth University @EqualityatBU ... We are pleased to introduce the Annual Equality and Diversity report which covers academic year 2017/18. Overview of improvements and findings for 2016-17. The complete data set for full time students relates to 2017 leavers. We'll reopen on Monday 4 January at 08:00 when our normal opening hours resume. It also states that 54.8% of midwives identify as Christian compared with 59.8% of nurses. The Equalities agenda continues to be an area of ongoing improvement and development for NHS D&G and its partners under the IJB. Monitoring the overall equality and diversity information the NMC … Download Women Matter: Time to accelerate—Ten years of insights into gender diversity, the full report on which this article is based (PDF–16MB). h�b```�J Y� Ȁ ���@q�%fAF&FF ��S��=�l�#�R`����C�/[~4��9k���,�$�eΫ�Ӯ�L�9Ca��7ޥI���46���Y餧#/��k��U�2D�.M�~²��Nb������E�N�T����v�-�i+uW�,خ�?骆��'�VN�Z�Ջ�h��i^���*� 7$�2��-hʒ횟@ܠ)�Vz����{�f�O�O�O������O�S~Zf�4(p0g40Ht040Jt0E4p�5�dt00v4D�4�50x0604�v }�ѐ�3d0 U3J4H06h�5�u0f4v�D4�>`� ��?�8��ba� �0�3�5�+Z0�800�]��V�;�ϗ����6 The 2017 Australia Post Diversity and Inclusion Annual Report provides an overview of our workforce diversity profile, key . X. Please visit nmc.org.uk/COVID19 for information about temporary registration and changes to how we’re operating during this time. The report focuses on the nurses and midwives we regulate. This report provides details of actions taken during 2017-18 to advance equality and meet our legislative duties and to collect the information we need to identify and to inform future activity. EQUALITY AND DIVERSITY REPORT 2017-18 1.0 Introduction 1.1 This report covers the 2017-18 academic year and uses in-year data up to the end of the spring term 2018. 2017–2018 at a glance. The data within the Scottish colleges report is provided by the Scottish Funding Council. Directorate: Local Government and Communities Directorate ... Diversity and equality by their very nature are not 'one size fits all' policies or initiatives. In 2017 we published research into disproportionate outcomes for some nurses and midwives. 2014: Promoting gender diversity in the Gulf. We want to be sure that our policies and ways of working are fair to all individuals and groups, regardless of ethnic origin, race, colour, gender, religion, disability, sexual orientation, marital status, pregnancy and maternity or age. A report setting out our new set of Equality Outcomes for 2017- 2021 is provided separately, as is our Gender Pay Gap Information and Edinburgh Napier University’s Equal Pay Statement, which includes consideration of occupational segregation for gender, race and disability. The Group is fully committed to adhering to the general and specific . Improving the diversity data we hold about nurses and midwives, partly through our expansion of NMC online, which has allowed us to gain a richer picture about the makeup of diversity on our register. Profile of the workforce Gender profile of the workforce The FCO employs almost 12,500 people, a third of whom are UK-Based and two thirds Local staff. ARB staff also undertook further training, ensuring that all have a base understanding of the Equality Act 2010 and E&D principles. %%EOF the equality report 2017/18 evaluates government’s BBC Equality Information Report 2017/18. As we achieve our targets, we … Equality and Diversity Annual Report and Objectives 2017-18 . The report presents data about diversity to meet our legal requirements, and also supports our values by helping us be more transparent. Equality and Diversity Lead. Equality Information Report 2017/18 Our annual Equality Information Report provides an update on the progress in relation to equality, diversity and inclusion for our workforce. BBC Annual Report and Accounts 2017/18 79 STRATEGIC REPORT Diversity and inclusion at the BBC is a creative imperative. endstream endobj 6729 0 obj <>/Metadata 184 0 R/Pages 6724 0 R/StructTreeRoot 268 0 R/Type/Catalog>> endobj 6730 0 obj <. 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