EDI, Engagement and Wellbeing Officer

JOB SUMMARY

The primary responsibility will be to develop, implement, and monitor EDI initiatives, measure engagement, and consider measures to improve it, and ensure the overall wellbeing of employees to create a positive and inclusive work environment.

Key Responsibilities

Equality, Diversity, and Inclusion (EDI)

·        To help develop and to implement initiatives that promote EDI in line with the HR strategy.

·        To set up staff networks and diversity champions/allies in providing avenues for employee voice in relation to minority groups, and to ensure they have a clear framework of overall aims. 

·        Attend staff network meetings and meet with the network chair when required to discuss priorities, events, topics, and issues to drive and input into the HR strategy.

·        Collaborate with HR colleagues to design and implement inclusive recruitment and promotion practices that eliminate bias and foster diversity and aim to boost representation in the workforce from under-represented groups.

·        Analyse and report on workforce demographics, and use this data to identify areas for improvement and to set and monitor KPIs to find areas for continuous improvement and aid decision making.

·        To conduct EDI-related surveys as appropriate and in line with the HR strategy work plan.

·        Act as a source of expertise in the HR team to establish inclusive ways of working, policies and practices.

·        Support policy review and development of EDI and related policies, working in close partnership with other members of the HR team, and EDI networks involved in this work. To ensure that equality impact assessments are conducted with any policy change.

·        To work with colleagues in Staff Learning and Development to enhance employee understanding and awareness.

·        To work in conjunction with other HR colleagues on the collation and analysis and recommended actions around pay gap data, and for those that are statutory, to ensure that are reported in a timely fashion.

·        Work closely with external equalities experts and providers, such as Inclusive Employers, and equality commitment schemes to bring best practice and innovation to the union.

·        Work with colleagues in internal communications to organise awareness days and planning communication and events around these to enhance inclusion.

Employee Engagement

·        Develop and implement engagement initiatives to foster a positive work culture and increase employee satisfaction and commitment.

·        To design, administer and analyse surveys to measure employee engagement and to support and monitor action planning to improve UNISON as a place to work.

·        To work with colleagues in internal communications to establish channels for employees to provide feedback and suggestions, ensuring their voices are valued and heard.

·        To find creative solutions to address ongoing barriers to engagement, particularly around minority groups.

Wellbeing Support

·        To work with HR colleagues to help develop and implement a range of wellbeing initiatives that addresses physical, mental and emotional health to support a healthy, engaged workforce in line with the HR strategy.

·        Collaborate with external partners, such as mental health organisations and wellness providers, to offer robust support services.

·        To promote open discussions about mental health.

·        Monitor employee wellbeing indicators and develop initiatives to prevent and address stress within the workforce.

·        Work with colleagues in internal communications to develop channels to amplify our wellbeing offering, and to build an annual calendar that promotes health and wellbeing with a key focus on preventative interventions.