Outcome 1: Understanding our impact

Published: 28 April 2023
Freedom of information class: How we deliver functions and services

We will have more EDI data available and we will be using it to better understand the impact of our EDI activity.


What evidence informed this outcome?

The benefits of collecting equality monitoring data are widely recognised.

Around 1 in 4 colleagues have not provided equality monitoring information.

Colleagues told us that they would like to have a wider range of EDI data available.

Colleagues also asked for more updates on our EDI activity and its impact.

What do we need to address?

We want more complete data on our demographics to anticipate need and identify any underrepresentation.

We want to better understand the experiences of colleagues and customers with protected characteristics.

We want to identify what we are doing well and what we could do better to inform our future action.

How will it support us to meet our duties and purpose?

Public Sector Equality Duty

Eliminate discrimination
Advance equality of opportunity

Protected characteristics

Age, disability, gender reassignment, pregnancy & maternity,

race, religion & belief, sex, sexual orientation

RoS Values
Customer focused Forward thinking
RoS Corporate Plan
Objective 4: Inspiring our People
RoS EDI Strategy
Colleague engagement


What will we do or change to achieve the outcome?

Improve approach to equality monitoring to encourage higher completion rates.

More robustly measure our progress against our aims and objectives.

Support our colleagues to use EDI data to plan and review their work.

Share our progress and impact more often with colleagues and stakeholders.
Where will we see the impact of our activity?
We will have more complete equality monitoring data and more EDI measures. We will know more about the needs and experiences of protected groups Our activity will better meet needs of colleagues and customers with protected characteristics.Colleagues will be more aware of our EDI activity and its impact.
When should we start to see the impact?
6 months to
1 year
18 months to
2 years
1 year to
18 months
18 months to
2 years.
How will we measure it?
Response rates for equality monitoring Range of available EDI measures and key findings Evidence of EDI data informing future activity

Colleague awareness and perception of EDI activity


Teams across RoS will support this outcome, including those in:
Senior Leadership, People and Change, and Communications

The EDI Steering Group will have a key role, supported by our EDI Colleague Forum and our colleague-led equality networks.

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