The Food Safety Authority of Ireland (FSAI) is committed to making the organisation a fair and inclusive place to work.
The FSAI envisions itself as a future leader in diversity, equity, inclusion and belonging (DEIB) in the Irish public sector. It believes in the premise of these concepts and intends to place DEIB at the heart of all that they do. In this way:
- the FSAI and its staff will treat people equally and respectfully.
- to be equitable and fair, the FSAI will work to attract and develop a diverse workforce and ensure that individuals feel valued in their workplace.
- to be inclusive, the FSAI will seek out and learn from multiple perspectives.
The cornerstones of diversity, equity, inclusion and belonging (DEIB) give expression to the FSAI values of ‘integrity, respect, passion, transparency, teamwork and collaboration’. The FSAI is actively working on developing a number of themes to improve diversity, equity, inclusion and belonging (DEIB) within the FSAI. The themes are Inclusive leadership, Diversity data, Recruitment and selection, Training and professional development, Structure and Culture. This is based on wider government’s DEIB Our Public Service 2020 Promote Equality, Diversity and Inclusion Plan and recent assessments which have been undertaken by the FSAI in this area.
EDI Culture Check
The FSAI undertook an diversity, equity, inclusion and belonging (DEIB) Culture Check in March 2022. This survey assessed how staff found DEIB with the organisation. It provided information about who we are as an organisation and where we want to go.
- 77% of staff reported feeling strongly accepted and valued for who they are in the FSAI.
- Company culture and manager support was found to be rated highly in the FSAI.
- 78% of staff felt a strong connection or bond to the organisation.
The programme also provided some education to staff on the area of DEIB. FSAI staff watched 452 video and read 356 articles on equality, diversity and inclusion during this survey.
Some of the area’s that were identified by staff as important for DEIB and FSAI culture included internal coffee roulette, DEIB commitment, transparency around decision-making, objective recruitment criteria and the celebration of cultural events.
Area’s that were identified for improvement included the need for more diversity within the organisation and within voluntary staff groups, more emphasis on active listening, a focus on improving psychological safety in some areas and further transparency and outreach regarding performance management and development opportunities.
Brainstorming around these findings has taken place and a number of initiatives have been put in place such as manager and leadership training, an inclusivity campaign, a mentorship programme and an inclusive and accessible email signature.