Policy Statement: GMR Human Performance Ltd (GMR HP) is committed to fostering a diverse, inclusive, and equitable environment in all aspects of our operations. We believe that embracing and celebrating individual differences and perspectives enriches our organization, enhances our services, and promotes innovation. This Equity, Diversity, and Inclusion (EDI) Policy outlines our commitment to creating a workplace that values and respects diversity, ensures equal opportunities, and promotes a culture of inclusivity.
1.1. We are committed to creating a diverse and inclusive workplace that welcomes individuals
of all backgrounds, including but not limited to race, ethnicity, gender, sexual orientation, age,
disability, religion, and socioeconomic status.
1.2. We promote equal opportunities and fair treatment for all employees, stakeholders, and
individuals accessing our services, regardless of their personal characteristics or backgrounds.
2.1. We strictly prohibit any form of discrimination, harassment, or victimization based on
protected characteristics, including but not limited to race, colour, nationality, gender, gender
identity, sexual orientation, age, disability, religion, or any other characteristic protected by
applicable laws.
2.2. We will not tolerate any behaviour or actions that create a hostile or unwelcome
environment for individuals based on their protected characteristics.
3.1. We are committed to fair and inclusive practices in recruitment, hiring, and advancement
processes. We will ensure that all qualified individuals have equal opportunities to join our
organization, develop their careers, and reach their full potential.
3.2. We will assess and address potential biases in our recruitment and selection procedures to
ensure fairness and equal opportunities for all candidates.
3.3. We will strive to promote diversity and inclusion at all levels of our organization, including
leadership positions, and encourage professional development and advancement opportunities
for underrepresented groups.
4.1. We will provide training and educational opportunities to enhance awareness and
understanding of diversity, equity, and inclusion topics.
4.2. We will ensure that all employees receive training on preventing discrimination,
harassment, and unconscious bias.
4.3. We will promote cultural competency and provide resources to foster a better
understanding of diverse experiences and perspectives.
5.1. We will strive to make our physical spaces, digital platforms, and services accessible to
individuals with disabilities.
5.2. We will provide reasonable accommodations to ensure equal opportunities and accessibility
for individuals with disabilities in the workplace and when accessing our services.
6.1. We will actively seek partnerships with organizations that share our commitment to equity,
diversity, and inclusion.
6.2. We will engage with our employees, clients, stakeholders, and communities to foster
dialogue, gather feedback, and promote inclusivity in our decision-making processes.
7.1. We will establish mechanisms to monitor and report on our progress in promoting equity,
diversity, and inclusion within our organisation.
7.2. We will regularly review our policies, practices, and programs to ensure their alignment with
our equity, diversity, and inclusion goals.
7.3. We will hold ourselves accountable for creating a culture that values diversity, equity, and
inclusion, and take appropriate action to address any identified gaps or areas for improvement.
Implementation and Review: This Equity, Diversity, and Inclusion Policy will be communicated to all
employees, stakeholders, and individuals associated with Healthy You Ltd. Regular training and
educational programs will be provided to enhance understanding and awareness of the policy. The policy will be reviewed periodically, at least once every year, to ensure its ongoing effectiveness and
alignment with evolving laws, best practices, and stakeholder expectations.
By adhering to this policy, we demonstrate our commitment to creating an equitable, diverse, and
inclusive organisation that celebrates the uniqueness and contributions of all individuals.
Copyright GMR Human Performance 2023
In performance critical industries, we believe that people come to work to do the best job they can.
The working environment today is often complex and dynamic, with numerous performance influencing factors shaping the way people think, act and ultimately perform their duties.
Working pan-industry, we help you to understand these risks, enabling you to get the very best from your people by putting them at the heart of everything you do.
We call this, “Human Centred Thinking’” and it can transform your business.
The team at GMR Human Performance work with a diverse array of organisations and we share the good practice that we see from across them all.
Many of our team have been involved in avoidable accidents and incidents and we are motivated by making an organisation incrementally better at what it does.
We can help you to avoid “Pathemata Mathemata” or learning the hard way by using academic and bespoke in-house tools that help detect organisational drift from design through to operations.
Our tools and models will help you make sense of this drift and help you confirm if it is a risk or a benefit to your people and organisation.
Together we will build a map from the drift we find, and translate that into numerous 1% gains across your business that will ultimately help you leverage a much larger return on your investment into the human factors discipline.
The M5 Oldbury Viaduct Renewal project, the largest scaffolding endeavor in Europe, necessitated the implementation of Human Factors (HF) measures after a severe accident left an individual paralysed due to a fall. This incident arose when a seasoned scaffolder and supervisor unintentionally overlooked harness safety. Regrettably, these instances largely went unreported, preventing the joint venture (JV) from being fully aware.
With a goal was to enhance HF practices among frontline workers.
Initially, we gathered and reviewed data from observation cards to pinpoint potential problems. The data highlighted reduced trust due to low reporting.
In response, we structured a Human Factors workshop focused on fostering a Just Culture within the BMV. This workshop also educated supervisors about the observation card system’s protective function for them and their teams, while offering guidance on contributing effectively to broader safety initiatives.
There was a significant increase in self reporting resulting in a gradual and unwavering increase in trust within the BMV project. Notably, there was a decrease in the reporting of behaviors, potentially correlated with a perceived reduction in risk-taking among the workforce.
As part of a broader leadership development programme, the NHS requested a number of Human Performance workshops to be delivered to senior midwifery leaders.
The workshops were designed to help leaders identify and understand the performance-influencing factors that exist in healthcare. Through interactive sessions, experiential learning, and group exercises, we helped the attending health boards to grow a better understanding of human performance against the context of their own operations.
A leadership cadre that felt better equipped to address incidents and occurrences in the workplace, but also felt that they had enough knowledge to reduce and mitigate future incidents through a greater understanding of the human contribution to organisational performance.
The challenge was to bring clarity to the insurance risks at a busy overseas airport. Our goal was to identify potential accident scenarios and evaluate the efficiency of current risk management measures and safeguards in order to bolster confidence when arranging insurance coverage.
Our team gave broad consideration to potential, credible accident scenarios against existing controls and barriers, to determine whether current levels of insurance cover were sufficient. This involved an evidence-based assessment of safety management plans, systems, and associated processes against credible accident scenarios to help identify risk reduction opportunities.
The project was successful in identifying a number of safety risk reduction opportunities. We delivered independent assurance of associated levels of insurance cover across all aspects of the airport operation.
Austen joined our team in 2021 following his retirement from the Royal Air Force in 2020, where he accumulated nearly 10,000 flying hours during his impressive 34-year tenure as an Air Loadmaster. His illustrious career included serving as a Flight Instructor on both tactical Hercules and strategic C-17 fleets, culminating in his final role as a Flight Trials Evaluator.
With a diverse skill set, Austen brings a wealth of knowledge to the table. He holds a Private Pilot’s Licence (albeit a bit lapsed), and he has successfully instructed aspiring airline pilots in Meteorology and Mass & Balance. Additionally, Austen is a certified Crew Resource Management Trainer, has completed the Site Management Safety Training Scheme ‘Site Safety Plus’ programme, and is a Mental Health First Aider, further underlining his commitment to safety and well-being.
Austen’s qualifications extend beyond aviation, as he also possesses a Diploma in Coaching & Mentoring. His extensive background in training, assessing, and personnel management, coupled with his experience in navigating hazardous environments, has instilled in him a deep appreciation for empathy, honesty, and clear communication. Furthermore, he recognises the critical importance of situational awareness and group dynamics in any professional context. Austen is an invaluable addition to our team, bringing with him a wealth of expertise and a dedication to excellence.
