Current and required resources
VGSO's 2026-2030 GEAP has been developed with consideration to how actions can be absorbed within existing structures, processes and operating rhythms as much as possible, minimising the requirement for additional resourcing.
If resourcing gaps are subsequently identified during implementation, these will be assessed on a case-by-case basis and addressed through reallocation of existing capacity, prioritisation within operational planning cycles, or escalation to the Executive Leadership Team as appropriate.
Developing a resourcing plan
Responsibility for VGSO's diversity, equity and inclusion (DEI) portfolio - including obligations under the Gender Equality Act 2020 - sits within the Head of Organisational Development, Wellbeing and Learning role, which sits in the P&C team. This role led the development of VGSO's GEAP 2026-2030, supported by a designated People and Culture project team and informed by input from P&C leadership and Business Partners, all contributing within the scope of their substantive responsibilities.
The majority of implementation will be led by the People and Culture (P&C) team, which holds existing accountability for the organisation's obligations under the Gender Equality Act 2020. This ensures continuity of responsibility and avoids duplication of effort.
Implementation will be supported from key stakeholders, including the Executive Leadership Team, and teams within the Corporate Services branch - including Communications & Client Insights and Financial Planning & Analysis - whose involvement will be engaged as required across relevant actions.
Recognising that sustainable progress on gender equality requires shared ownership beyond a single team, Focus Area 2 of the GEAP is specifically directed at embedding accountability for gender equality across the organisation. As part of delivering this focus area, the P&C team will actively work to distribute responsibility for GEAP implementation, ensuring actions are owned and progressed by the most appropriate functions and leaders rather than centralised within P&C alone. VGSO's Diversity, Equity and Inclusion (DEI) Working Group will also play a key role in supporting implementation, particularly in promoting gender equality initiatives as they are rolled out across the organisation.
Resourcing effectiveness will be monitored through VGSO's annual branch planning process, which provides a structured opportunity to review progress against GEAP commitments, assess whether current resourcing remains adequate, and make adjustments where required. By embedding GEAP implementation within this existing planning cycle, the organisation ensures resourcing considerations are reviewed regularly and remains responsive to any emerging needs across the life of the plan.
Updated