RP7 Stakeholder Consultation WEB - Flipbook - Page 54
Our people
– workforce resilience
We are a people focused organisation
that engages with employees at all
levels to ensure our workforce remains
motivated and engaged. As noted
above, we have ambitious plans for RP7
and beyond and the need to have a
highly trained, motivated and committed
workforce that has both the capacity
and skills to deliver these plans will be
crucial. We call this enabler ‘workforce
resilience’.
We also recognise the increased
competition and demand for skills
across all sectors and as such our goal
for the future will be to stand out as
an employer of choice in the changing
world of work.
Our commitments in this regard are set
out in the table below.
RP7 Commitments: workforce resilience
We will ensure our employees will have the necessary skills,
expertise and knowledge required for the future.
Our engagement process with our diverse workforce will
continue to be a key priority for us to drive strong internal
collaboration and stability within the organisation.
We will continue to promote proactive occupational health
and wellbeing initiatives aimed at supporting our people to
maintain good physical and mental health.
Our aim will be to achieve significant improvements to the levels
of diversity within the organisation and this will be evidenced by
us achieving either the Silver or Gold Diversity Mark.
We propose to meet these
commitments as follows:
Skills, Expertise and Knowledge
•Continuing with and further
developing investment in our
apprenticeship and higher-level
apprenticeship programmes, trainee
and graduate programmes and
ensuring that these programmes
accommodate the diverse range
of roles and skills required for the
future.
•Promote retention of our highly
skilled employees in an increasingly
competitive labour market by
offering appropriate reward and
recognition packages and benefits
in line with UK competitors.
•Seeking opportunities to collaborate
on skills initiatives within our own
sector, across sectors and with our
contractors.
•Maximising opportunities for
reskilling, upskilling and developing
our own talent from within.
•Investing heavily in organisational
development and skills development
programmes.
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Northern Ireland Electricty Networks
Employee Wellbeing
Diversity & Inclusion
•We will respond to employee needs
and continue to design and host
wellbeing events that meet these
needs.
•We will continue to ensure we
create a culture and environment
which will nurture greater diversity
and inclusion.
•We will provide the required levels
of support to those with health
issues or problems due to or caused
by stress, whether work related
or not.
•We will invest in more focussed
outreach programmes and other
initiatives to achieve greater diversity
and inclusion.
•We will aim to further develop our
support and processes to manage
the health and wellbeing of our staff
consistent with ISO 45003.
Employee Engagement
•We will continue to engage with
our employees through our current
engagement structures.
•We will further develop this
engagement through our Safer
Together programme which has a
particular focus on organisational
culture and our 2050 Forum
focusing on change and innovation
across a wide range of issues our
journey towards 2050.
General questions
on enablers
Q24. With regards to the
enablers identified –
•Do you agree that these
commitments are necessary
enablers of transformational
change in the RP7 period?
Do you support their inclusion
in our RP7 business plan?
•Are there any other necessary
enablers that we might have
missed, and if so, what else
would you like us to consider
and why?
