The Civil Service is a modern and diverse workplace, committed to promoting and ensuring equality and valuing diversity. We will not unlawfully discriminate in any aspect of employment, including:
- how employees are selected
- employment terms offered
- whether employees are promoted or receive training, transfers or benefits
- how employees are treated
We want the Civil Service to reflect the diversity of the communities we serve. The Civil Service is at its best when it reflects the diversity of the country as a whole and is able to understand what the public needs.
The Civil Service Diversity and Inclusion strategy
2020 is the Civil Service Year of Inclusion. This is an opportunity for us to celebrate our achievements to date, and think about how we want to continue to make the Civil Service a great place to work.
You can get involved in a number of ways:
- help create an open culture by sharing your inclusion experiences with your colleagues, and encourage others to do the same - you can tweet us @CivilServiceDI
- remember to fill in your diversity data on staff systems so that we can understand the true picture
- ask your senior leaders for data on how your department compares with others and get curious about what it’s telling you
- remember to ask people what helps them feel included; everyone is different and everyone matters
- take a look at active listening techniques and make a conscious effort to understand what people are really saying
- ask questions and be prepared to hear something new, even if makes you a bit uncomfortable
Read the Civil Service Diversity and Inclusion strategy
The Civil Service Diversity and Inclusion team are delivering programmes to improve diversity and inclusion across the Civil Service:
- Ethnic Diversity Programme
- Disability Inclusion Programme
As well as targeted efforts on work streams such as:
- social mobility
- faith and belief
- age and carers
Civil Service Diversity and Inclusion transparency
We are increasing transparency by publishing a range of data about representation and inclusion in a new Civil Service Diversity & Inclusion Dashboard. We are making it easy for everyone to scrutinise our progress by publishing this data in one place, with charts and a clear narrative explaining how we are doing.
Our interactive dashboard shows data on the representation of protected characteristics in the Civil Service by grade and department over time and selected themes from the People Survey. This tool allows you to select options and generate bespoke graphs which can also be downloaded.
Civil Service Diversity Targets
When we published our new Civil Service Diversity and Inclusion Strategy in October 2017, we made a commitment to setting and working towards targets to increase the flow of ethnic minority and disabled staff into the Senior Civil Service.
We are taking action to achieve these targets by continuing to improve the way we identify and develop our talented staff, the way we attract diverse candidates to apply for roles, and the fairness of our recruitment processes.
All departments have agreed their own targets based on their current rate of new recruits into their Senior Civil Service and other factors. We have aggregated these to form a set of Civil Service wide targets for each three year period between now and 2025. Our targets are:
|Percentage of new recruits to the SCS who are:
||2017 - 20
||2018 - 21
||2019 - 2022
||2020 - 23
||2021 - 24
||2022 - 25
We will be able to track performance on a quarterly basis so that we can see how well our policies are working to increase diversity in our most senior grades. We will publish data on progress against these targets within our Civil Service Diversity & Inclusion Dashboard.
Socio-economic background (SEB)
We have published recommendations on how employers can measure socio-economic background in their workforce. The recommendations have been developed in consultation with private sector employers and experts.
Publishing these measures, is part of our commitment as outlined in the Civil Service Diversity & Inclusion Strategy, to establish a baseline socio-economic data for the whole of the Civil Service by March 2020. This data will be used alongside the data we already collect and use to understand how diverse our workforce is and their lived experience in the Civil Service, and to inform development of inclusive HR policies.
The recommendations can be found here.
Civil Service Diversity and Inclusion Champions
Antonia Romeo, Department for International Trade
Antonia Romeo is the Permanent Secretary of the Department for International Trade. She was appointed Civil Service Gender Champion in April 2019.
Read Antonia’s blogs.
Follow Antonia on Twitter: @AntoniaRomeoUK
Jonathan Slater, Department for Education
Jonathan Slater is the Permanent Secretary at the Department for Education. He was appointed Civil Service LGB&TI Champion in April 2019.
Read Jonathan’s blogs
Follow Jonathan on Twitter
Jonathan Jones is HM Procurator General, Treasury Solicitor and Head of the Government Legal Service and Crown’s Nominee. He is the Civil Service Health and Wellbeing Champion.
Read Jonathan’s blogs.
Bernadette Kelly, Department for Transport
Bernadette Kelly became Permanent Secretary at the Department for Transport in April 2017. Bernadette was appointed the Civil Service Social Mobility Champion in March 2018.
Read Bernadette’s blogs.
Follow Bernadette on Twitter.
Richard Heaton became the Civil Service Race Champion in April 2014. He has been Permanent Secretary for the Ministry of Justice since August 2015.
Read Richard’s blogs.
Follow Richard on Twitter.