Our Equality and Diversity Strategy aims to both promote a more inclusive workplace and make a positive contribution to the successful operation of the business.
To achieve these aims we will take a proactive, results-focused approach. This will be linked to:
- providing a quality customer service
- improving staff satisfaction and contribution
- enhancing people-management skills and
- developing best practice in human resource processes
The Strategy includes an action plan which sets out a series of practical steps to be taken over the next five years. These steps will reflect best practice and create a truly inclusive workplace which will encourage full participation by all staff.
The Strategy has identified three key objectives which will serve as a framework for developing the action plan.
- Supporting and protecting staff and business needs
- Building skills and awareness
- Facilitating and driving change
1. Supporting and protecting staff and business needs
Point of contact and support
The Equality and Diversity Officer will offer support, information, guidance and advice to all staff and managers in their role of working together and delivering quality customer service.
The Equality and Diversity Officer will also provide guidance, support and information to enable equality and diversity initiatives to become an integral part of all Dublin Bus’s operations.
Policies and procedures
The following polices outline our commitment, objectives and procedures in a number of key equality and diversity areas.
Dignity and Respect policy promotes a supportive workplace and an atmosphere of respect and equality. It provides information about the prevention of inappropriate behaviour in the workplace and sets out procedures for dealing with any incidents of bullying or harassment that might occur.
Transport for All policy outlines our commitment to a service which is accessible and relevant to all our customers and which accommodates the needs of specific groups of customers.
Recruitment and Selection policy outlines our procedures to make sure we appoint the best candidate for the job. The policy also shows how we design procedures to make sure they neither discriminate against individuals or groups nor hinder their advancement.
Work Life Balance policy acknowledges the importance of keeping a balance between work and personal life. It outlines working arrangements which enable employees to achieve this balance in the context of the business needs of the company
2. Building competencies and awareness
The action plan applies to all business functions – Engineering, Operations, Finance, Business Development and Human Resources – and requires the commitment of management, staff, working groups and trade unions. It aims to achieve best practice in equality and diversity in all of Dublin Bus’s activities.
Positive people management and leadership
Managing equality and diversity has become an essential part of managing people in today’s workplace. To enable managers and supervisors to do this effectively, we will provide them with appropriate equality and diversity training and supports.
Raising awareness and changing attitudes
We have developed initiatives to promote inclusive and appropriate behaviour in the workplace and in serving our customers. These initiatives use a variety of formats to provide information, challenge stereotyping and foster teamwork and inclusiveness across all our organisational activities.
3. Facilitating and driving change
Inclusion, participation and partnership
The Equality and Diversity Strategy can best be developed, sustained and promoted by the involvement of all stakeholders in its development and delivery. We will encourage employees, management, trade unions and customers to become involved at relevant stages.
Public relations and promotion
To show our commitment to equality and diversity, we will promote our objectives and accomplishments and foster positive public relations at local, national and international level.
Monitoring and evaluation
Information about the workforce is essential to identify areas that need to be addressed. We plan to conduct studies to gather this information and use it to develop future actions and monitor our progress towards a more inclusive workplace.
For more information about equality and diversity in Dublin Bus, contact email@example.com