We're committed to creating a forward-looking, positive work culture where everyone can thrive. Our 5-year equality, diversity, and inclusion (EDI) roadmap outlines our strategic approach to achieving this by focusing on our value of 'embracing difference'.
Key points
The main areas are:
- our 5 overarching NICE-wide areas of focus (with specific objectives for each)
- improve the diversity of our workforce
- create a consciously inclusive work culture
- build a community of inclusive leaders
- confident in our work: equalities and health inequalities
- establish NICE as an active anchor organisation.
- the core areas of work we will undertake in each area
- a framework for how we will work together and hold ourselves collectively to account for achieving our goals.
View our equality objectives and equality programme 2020 - 2024.
2024/25 EDI action plan
Building on our achievements, the action plan for 2024/25 aims to continuously improve our EDI workforce performance.
Our key priorities includes:
- improving the diversity of our workforce
- creating a consciously inclusive work culture
- building a community of inclusive leaders.
The action plan incorporates:
- areas for improvement identified for year 1 of the 5-year EDI roadmap
- annual priorities of our staff networks.
It addresses workforce EDI challenges, including:
- the under-representation of ethnic minority staff in senior level roles
- disparities in quality of staff experience for colleagues with a disability, or long-term health condition
- addressing inappropriate workplace behaviours, including bullying and harassment.
It's aligned to:
- our organisational equality objectives, as set out in the 5-year EDI roadmap
- our 5-year EDI roadmap key performance inticator and targets for 2024/25
- our values and behaviours.
Our EDI objectives 2024/25
Improve the diversity of our workforce
Aspiration
- Improve the inclusivity of recruitment process and practice (workforce and committee recruitment).
Create a consciously inclusive work culture
Aspiration
- All staff understand the 5-year EDI roadmap and their roles and responsibilities, and can demonstrate how they are living the value ‘We embrace difference’.
- We have effective workforce EDI governance and operational processes in place to support delivery of the 5-year EDI roadmap.
- We reduce levels of bullying and harassment within the workplace.
- We improve the workplace experiences of staff working with disabilities, neurodiversity and/or long-term health conditions.
- We improve the workplace experiences of staff a) going through menopause b) who identify as trans/ non-binary.
- We continue to listen to the voices of lived experience.
- Ensuring EDI is embedded in all our ‘people’ processes and practices.
Build a community of inclusive leaders
Aspiration
- All senior leaders are clear about their role and responsibilities regarding EDI.
- All senior leaders have access to high-quality EDI development opportunities.