Issue - meetings

By means of a presentation, the Panel will receive an update on the Workforce Strategy.

By means of a presentation (a copy of which is appended in the Minute Book) Kiran Hans, HR Coordinator – Project Delivery, provided the Committee with an update on the Workforce Strategy. Reference was made to examples of training and development activities, such as the Management and Leadership programme.

Members were advised that all modules were being delivered with the aim of ensuring that as many managers as possible completed the training by the end of March 2026. It was noted that, following this date, the modules would transition into business-as-usual activity and would remain available for new managers, as well as for existing managers seeking refresher training.

The Committee was informed that the Electric Vehicle scheme had generated significant interest among staff. It was noted that a hybrid vehicle supplier was in the process of establishing a portal for employees, and that the organisation considered it important to provide access to both electric and hybrid options.

Attention was drawn to the Incremental Pay Progression process, which had been streamlined through the introduction of an electronic form to improve efficiency. It was noted that all submissions were subject to a robust moderation process.

It was noted that there were minimal issues with the implementation of the Hybrid Working Policy and that the Equality, Diversity and Inclusion Network had been launched.

The new support service through Anglian Water, SHOUT, was highlighted. Members heard this was a free confidential text service for mental health support.

Councillor Lowe commended the ‘I Am Remarkable’ sessions. In response to her question regarding staff support, the Panel noted the existence of a menopause support network, where articles and podcasts were shared via Teams. They also highlighted a menopause cafe, offering discussions on a range of beneficial topics for staff.

Councillor Davenport-Ray asked for further insight regarding Equality, Diversity and Inclusiveness, wondering whether this included neurodiversity. The Committee heard that  neurodiversity was included.

Councillor Jordan praised the organisation’s inclusive approach, noting its ongoing development and expansion across all areas. She suggested that promoting these efforts could help attract prospective employees.

Following earlier comments on internal recruitment, the Panel noted that the organisation’s flexibility in enabling staff to move between teams contributed to improved job satisfaction. It was also observed that some teams chose to exceed the minimum requirement of two office days per week due to their positive experience of the working environment.

Councillor Kadewere expressed his appreciation for the clarity and quality of the reports prepared by Officers. Referring to Local Government Reorganisation (LGR), he asked whether the organisation was prepared should Option E not be selected. The Panel were advised that, from an HR perspective, preparations were in place, including engagement with other councils and expanded collaborative efforts to plan for all potential outcomes. This included regular meetings with other local authorities to assess alignment, with examples such as the coordination of occupational health provision, to support a smooth transition.

After a question relating to Electric vehicles, the Panel heard that, although the Scheme was  ...  view the full minutes text for item 22