Equality and diversity

Explains the work being done by the Department for Transport to comply with the equality duty.

As a public body, we publish regular information about what our equality objectives are and how we’re meeting them.

Our duties under the Equality Act 2010

The Equality Act 2010 contains an integrated public sector equality duty, which came into force on 5 April 2011. It requires public bodies to have due regard to:

  • eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the act
  • advance equality of opportunity between people who share a protected characteristic and those who do not
  • foster good relations between people who share a protected characteristic and those who do not

The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 require public authorities named in Schedule 2 to the regulations to publish equality objectives at least every 4 years and to publish information at least every year to demonstrate compliance with the requirements of the public sector equality duty.

As an inclusive employer we will not tolerate discrimination. Our HR policies are fully inclusive of all staff regardless of:

  • age
  • disability
  • gender reassignment
  • marriage and civil partnership status
  • pregnancy and maternity
  • race
  • religion or belief
  • sex
  • sexual orientation

DfT equality publications

Equality, diversity and inclusion (EDI) strategy

We published our DfT group diversity, inclusion and wellbeing strategy in July 2022 which sets out our equality objectives from 2022 to 2025.

We review our objectives and priorities regularly to make sure they are relevant and meet changing business and customer needs.

Workforce monitoring

Our annual workforce monitoring reports examine the diversity of our workforce and show how we’re meeting our equality responsibilities. These reports are available online.

Gender pay gap

We publish a report as part of the legal requirement for public authorities to publish their gender pay gap (GPG) on an annual basis. GPG is a high-level snapshot of pay within an organisation and shows the difference in the average pay between all men and women in a workforce.

DfT employee networks and volunteer groups

There are many DfT employee networks and volunteer groups that contribute towards our diversity, inclusion and wellbeing goals, these include:

  • Families Network
  • 50+ Network
  • Carers Network
  • Social Mobility Network
  • Positive Support Group (BAME) Network
  • Black Staff and Allies Network
  • EU Nationals Network
  • The Ability Network
  • Neurodiversity Network
  • Hearing Loss Group
  • Gender Equality Network
  • Part-time and Jobsharers Network
  • LGBT+ and Allies Network
  • Muslim Network
  • Christian Network
  • Jewish Network
  • Humanist Network (a cross-government group)
  • Fair Treatment Volunteers
  • Mental Health Network
  • Grief and Bereavement Network
  • Mental Health First Aiders
  • Wellbeing Champions
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