Workforce Equality, Diversity and Inclusion Strategy 2023-2028
Our equality statement
Gateshead Council are committed to equality, diversity, and inclusion as we believe it is fundamental to ensuring that our people, the community we serve and our future workforce know that we respect and embrace a culture which is supportive, where everyone is treated equally and fairly and where our people are empowered to be the best version of themselves and truly respected.
We continue to build an inclusive environment where opportunities are open to all, diversity is valued, and where everybody can reach their full potential without fear of harassment, prejudice, or discrimination. Every person in our organisation has a responsibility for making it a safe and inclusive environment where our people feel welcome and are able and supported to be who they want to be.
We want to help all our employees to not just thrive, but to flourish, prosper and succeed by putting people at the heart of everything we do. We'll recognise great behaviours and challenge poor ones to ensure that we continually build a culture which we're proud of and others want to be like.
Thrive
Our strategic approach, 'Thrive' has ambitions to make Gateshead a place where everyone thrives, including our people, many of which live in Gateshead. It drives our major policy decisions, aiming to redress the imbalance of inequality and championing fairness and social justice.
Our five steps to success: Gateshead's maturity model
Our strategy is themed around measurable outcomes based on our five steps to success, Gateshead maturity matrix which can be seen in Fig 1. Our matrix sets out where we want to be, which is underpinned by our strategic approach, and is where we'll focus our efforts.
Our action plan will set out the activities that we'll deliver to drive the changes needed so that we can evolve and mature as an employer, who's sustainable culture is one which welcomes diversity, is truly inclusive and has equality for all.
Level one - basic
We talk about equality, diversity and inclusion, and, know it's important, but there are no strategies or plans that define our desired outcomes beyond those required by legislation.
Level two - familiar
Being an employer who is inclusive, diverse and respects equality is increasingly seen as an organisational benefit by all. It's acknowledged as a culture which can unlock further success for our people and our communities. Initiatives are developed and rolled out.
Level three - recognised
Our leaders and managers sponsor, encourage and role model the right behaviours because the see the benefits for our people and the communities we serve. Being an equal opportunities, inclusive and diverse employer is becoming part of our DNA, how we do things around here.
Level four - embedded
Equality, diversity and inclusion practices and culture are embedded into day to day activities across the Council. Everyone is committed to creating an environment where our people can bring their best selves to work, feeling valued and welcome, because what they do and how they do it is all that matters to us.
Level five - sustained
Our culture is recognised as one where we are a role model to others. Everything we do to enhance our approach to equality, diversity and inclusion is part of business as usual. The impact on the employee experience, customer satisfaction and organisational performance is evident.