Outcome 4: Enhance D&I learning

What have we achieved?

Over the last two years, we have focused on improving accessibility of our learning by carrying out an Equality Impact Assessment of our Learning Hub. The Learning Hub is a new framework launched in our Operations Directorate to improve how we support technical learning.

Actions from this have included:

• a focus on digitised learning that’s accessible and allows colleagues to work through at their own pace and refer to as needed.
• a new way to capture any reasonable adjustments required, providing questions to help colleagues identify any challenges they have with learning and to consider different options that could support them.

We also carried out a range of D&I learning activities. This included developing and delivering:

• bespoke, on-demand learning for managers on supporting trans colleagues in the workplace.
• training to our Employee Relations Team and PCS representative on considering the needs of equality groups in policy development.

In addition, we created fact sheets and learning resources on a range of equality topics, for example:

• mental health conditions
• race equality
• neurodiversity
• accessible and effective communication (written, verbal and non-verbal)
• understanding gender identity and supporting trans colleagues
• being an ally

Case study

Building a shared understanding of diversity and inclusion

It is important to us that colleagues across RoS have a shared understanding of inequality and how we can overcome it. We are particularly focused on colleagues who are involved in our D&I groups and those across our People & Change function.

We have developed a set of learning sessions on the “Fundamentals of D&I” and “Becoming more inclusive”.

Across these two sessions, colleagues learn about:

• inclusive language
• the reality of bias and stereotypes
• our responsibilities under Equality Act (2010) and the ask from RoS
• different protected characteristics, including the impact these may have on individuals
• strategies like accessible and inclusive communication, being an ally and how to identify and make effective reasonable adjustments

The training included opportunities for colleagues to better understand lived experience and had a focus on action planning.

Results

We have comprehensive, tried and tested D&I learning sessions.

In terms of impact, colleagues said that the learning helped them to:

• realise their own biases and become more aware of their own privileges.
• understand the small differences that can have a big impact on day-to-day life for people.
• be mindful of hidden aspects of identity and privilege.

Our focus for 2025 to 2027

Although we have made progress, we still have areas for improvement under this outcome, as outlined below.

We have more D&I learning and resources available now than we did two years ago. However, there are topics that we still need to develop content for.

Over the next two years, we will develop a programme of learning that covers all protected characteristics, with a focus on training managers to support their team members and meet all needs.

We aim to complete this activity by the end of March 2027. We believe by doing this we will achieve this outcome and will have mainstreamed the learning needed to support D&I in RoS. Any further learning to be developed and any improvements to existing learning will become part of our usual business practice.