REEP
Accreditation Process
Stage 1 Appraisal
Synopsis
The purpose of the appraisal stage of the REEP
Accreditation process is to identify which of the Wood~Sheppard (WS) Principles are and
are not being fulfilled.
- Gather Information about your Organisation
This involves establishing how your organisation is
structured. Examples of areas to be covered include:-
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- Subsidiary/associated companies
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- Key personnel re. human resources/equal opportunities
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- Equal Opportunities/Diversity Policy
Has your organisation drawn up an equal
opportunities policy in conjunction with another key agency, for example;
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- Commission for Racial Equality
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- Agree the Boundaries of the Accreditation
There may be organisational and geographical considerations that mean that it is not
possible for the accreditation to cover your whole organisation. An example would be an
international company where there is an autonomous personnel unit in each country and the
UK unit has no authority over those in other countries. Another example would be a group
of companies each of whom are responsible for their own equal opportunities matters.
- Carry out Health Check
This involves reading through your EO policy (if there is one) and speaking to key
personnel to establish which of the Wood-Sheppard Principles are currently covered.
- Evaluation Process
This involves looking at your organisation's records and procedures to evaluate how
effectively each of the WS Principles is applied. A benchmark of standards will be used
for comparison purposes. Examples of what may be included are;
WS Principle 1
- EO policy to include provision for equality of
opportunity objectives in business plan
- EO policy to provide for EO training for staff and
managers
- EO policy to include regular consultations on
equality of opportunity issues
WS Principles 2 & 3
- Comparison of workforce ethnic representation and
local community to be made and, where necessary, target for change to be set.
- Annual review to be performed
WS Principle 4
- Job applications forms to include ethnic monitoring
and to be retained
- EO policy to be reviewed following structural changes
in company e.g. mergers, acquisitions, new branches
WS Principle 5
- Advertising of vacancies to be fair
- EO policy concerning selection processes to cover
internal/external candidates, appointments & promotions
WS Principle 6
- Records kept of training opportunities offered
- Records kept of nominations made for training and
fulfilled nominations
- Regular consultations regarding training needs and
consequent training reviews to take place
WS Principle 7
- Need for action plans to be ascertained/checked
- Action plans to be inspected
WS Principle 8
- Disciplinary code to be inspected
- Details of any cases to be reviewed to ensure
compliance with this principle
WS Principle 9
- Profile to be checked for accuracy/credibility
- Details to be communicated to all staff and
associates
WS Principle 10
- Inspect record of meeting where decision was made if
no-one assigned to this task
- Speak to Board member concerned and ascertain s/he
does
This evaluation process will confirm those
Principles that are being fulfilled and highlight shortfalls.
Continue to accreditation stages 2,3 and 4.
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