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
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.