- 6% of respondents make comments that are generally negative and consider the exercise to be too woke and a waste of money
- A corollary theme for 5% is that the council should be focusing on core services instead
- 5% are also generally positive about the strategy and believe that a diverse workforce will improve services
- 5% find the strategy to be too vague and a box-ticking exercise, with little thought on how it can be implemented to suit Portsmouth’s needs
Further comments
Summary
Do you have any other comments about this strategy?
Base: Total sample (388)
| wdt_ID | Key themes | Percentage (%) |
|---|---|---|
| 1 | Generally negative e.g. 'woke', waste of money | 6 |
| 2 | Focus more on core services | 5 |
| 3 | Generally positive e.g. diverse workforce will improve services | 5 |
| 4 | Vague / box ticking / needs to be designed specifically for Portsmouth | 5 |
| 5 | Questions around implementation | 4 |
| 6 | Selection on merit e.g. no quotas, anonymous CVs | 4 |
| 7 | Discriminatory towards majority / creates differences and problems / minorities should adapt to majority values and behaviours | 4 |
| 8 | Improve consultation processes so invisible voices are heard, better community engagement including with businesses/employers, co-design of policies | 3 |
| 9 | Mandatory EDI training for staff and council volunteers | 2 |
| 10 | Strategy is not needed. Just treat everyone equally and with respect | 2 |
| 11 | More focus on accessibility and removing barriers for the disabled (physical and mental) | 1 |
| 12 | Other e.g. one part-time staff member for EDI not enough, employment for older workers, work with other organisations to help them improve their EDI strategy, women's rights should not be overlooked | 5 |
| 13 | No comment/ no relevant comment | 65 |
