Disability Action Plan 2022 to 2023
Published 15 February 2022
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Board and Executive Committee Commitment
The CMA’s Executive Committee (XCo) and Board are committed to the personal and professional development of all staff, including those from all under-represented groups.
We commit to:
- educating ourselves about the barriers and challenges facing disabled colleagues, both inside and outside the CMA
- removing barriers to career progression for disabled colleagues
- addressing the lack of disabled colleagues in our senior leadership
- seeking to ensure the CMA’s diversity at all levels reflects that of the UK public
- delivering a range of initiatives in the coming year that will impact the organisation and ensure sustainable change for disabled colleagues
Theme 1: Improving our knowledge and understanding
We will ensure that we improve our knowledge and understanding of the needs of our disabled workforce and the barriers they face.
Action 1
This will include a focus on those disabled applicants applying to our roles and ensuring our practices are inclusive. We will also use our data and feedback from the staff survey to identify actions that will be effective and improve how we support and develop our disabled workforce.
Action 2
We will ensure that the training we provide to managers is effective to equip them to understand and support their team members with adjustments and other needs.
Action 3
We will consider the next level in the Disability Confident accreditation and ensure that we learn from others who have the knowledge and experience of building inclusive workplaces, This will help us to improve our practice in ensuring an inclusive workplace.
Theme 2: Visible support
We will ensure that disabled colleagues receive visible support across every aspect of their role as a CMA employee.
Action 1
We will highlight the benefit of self declaration where colleagues may need support to do their job.
Action 2
We will ensure that managers and employees understand the benefits of using the workplace adjustments passport and the process is clear and supportive.
Action 3
We will work with staff networks to ensure our coaching and mentoring models are accessible for disabled colleagues, identifying and implementing improvements as necessary.