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I enjoyed the exploration of how diversity has moved beyond `Equal Opportunities’. Exploration of the business case for diversity. Ideas of how to use diversity concepts to support change.
The use of Myers Briggs to understand why some people are finding change difficult. The recognition that further flexibility in work patterns is important and could be `sold’ to the recruitment process.
Like the focus on `real change issues’ rather than good deeds!
OPRA
Schneider Ross > Case Studies > Competency Framework

Competency Framework

The Agency sought consultancy support to input into a review of their competency framework. The framework was launched in October 1996, and was used in a variety of key processes, e.g. continuous performance development, performance appraisal, promotion, selection, deployment and job design. Whilst the competency framework had 'held up' well a number of initiatives had been introduced at the department which needed to be reflected in the framework.

Three competencies (customer focus, working in leading teams and staff management) were therefore identified for review and were chosen because they were key to the current business priorities.

Our purpose was to review these competencies with an emphasis on any particular implications they had for female, ethnic minority and disabled applicants, and more widely make recommendations in relation to addressing the under-representation of these particular groups in their workforce as a whole.

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