Equality and diversity

Parole Board's equality and diversity policies and how equality and diversity are monitored.

The Parole Board is committed to a policy of equal opportunity for all members and staff regardless of ethnic origin, religious belief, gender, sexual orientation, disability, age or any other irrelevant factor. The Board is also committed to training its members in recognising equality issues to ensure that there is no discrimination when considering parole applications.

We guarantee interviews for candidates qualified under the Disability Discrimination Act 1995 who meet the criteria for jobs in the secretariat.

Parole Board members are trained to act fairly when considering cases.

Equality objectives

The Employee Engagement Group published an ‘Equality Action Plan 2012 to 2015’ and reviews it regularly.

Parole Board Equality Action Plan 2012-15

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Our equality objectives for leadership are to:

  • appoint a diversity champion and a steering group to advocate diversity across the organisation
  • conduct proportionate equality impact assessments of all new and revised policies

In relation to prisoners, our equality objectives are to:

  • make sure material is translated or made available to prisoners in an accessible format so they have a fair hearing
  • continue to work with the National Offender Management Service (NOMS) and others to monitor and publish statistics showing the outcome of cases across the different diversity groups

Our equality objectives for members and staff are to:

  • continue to monitor the diversity of our membership (working with the Ministry of Justice) and staff
  • recruit and promote members and staff fairly
  • actively encourage reporting of complaints about unfair treatment and discrimination

Meeting our objectives

Parole Board Equality and Diversity Policy 2010

Parole Board Equality and Diversity Policy 2010

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Through this policy we will actively promote the Board’s commitment to equality of opportunity and developing a culture of diversity. The guiding principles on workplace behaviour, recruitment and development, related pay and procedures and treatment of stakeholders applies to all members and staff.

The Equality and Diversity Advisory Group

The EDAG was established in 2015 and the first meeting was held in July 2015. The groups predecessor was the Equality and Diversity Steering Group. The name was changed to reflect the groups advisory function as detailed in the Terms of Reference .

Martin Jones is the designated EDAG Diversity Champion and the membership of the group is set out below:

  • One member of staff of grade SEO or above: Anisha Gadhia
  • Two Parole Board Members, at least one of whom is part of the Members Representative Group: Peter Coltman and Rose Thompson
  • One staff member representing Human Resources: Sam Fordyce
  • One staff member representing the Employee Engagement Group: Sam Fordyce and Felicity Flynn
  • Three members of staff preferably with balanced representation from across the Board: Joy Akpodonor, Chelsey Mackintosh and Ese Ihemadu.

Parole Board Equality Action Plan 2017-20

In July 2016, the EDAG invited Associate Professor Keith Davies of Kingston University to facilitate a workshop with members of the EDAG, in order to commence the process of drafting an Action Plan that represented the views of staff and Parole Board members. Keith Davies has delivered diversity training to the National Probation Service, the Prison Service and HM Inspectorate of Prisons.

Having established the framework for the Action Plan, the EDAG met again in October 2016 and January 2017 to flesh out the plan and reflect on next steps.

The framework consists of Priorities 1, 2 and 3. They are intended to reflect Parole Board priorities: our processes, our people and continuous improvement.

The action plan will be published in the near future.

Organisations we work with

We work with Keyring and change.org to develop easy-to-read versions of documents so all prisoners can access information relevant to their hearing.