Chief Executive Julie Lennard has overall responsibility and accountability for these arrangements. She has appointed HR Director Louise White as Diversity Champion at DVLA. She is supported by Diversity Champions made up of board members and senior managers from the business. DVLA has a dedicated Staff and Customer Diversity & Inclusion team to support diversity actions and provide these arrangements.
As an executive agency of the Department of Transport (DfT) we support the diversity and inclusion strategy ‘Different People. One Team’, which focuses on what we can all do to build a truly inclusive workplace.
The strategy outlines the actions that DfT will take to:
- be one of the most inclusive departments in the Civil Service
- increase the representation of underrepresented groups in all grades and particularly senior roles
- attract, recognise and nurture diverse talent
- support our staff networks
- help our people understand how they can play a part in making this happen
How we deliver on our strategic commitments
As an executive agency of DfT, we publish equality monitoring and gender pay gap reports to meet the public sector equality duty obligations.
Equality monitoring provides insight to enable specific and measurable activities. A summary of findings on equalities in employment at DVLA is in the DfT equality monitoring tables.
Gender pay gap reports
The gender pay gap shows the difference in average (mean and median) hourly pay between all men and women in a workforce. View the DfT gender pay gap report and data.
Accreditations and memberships
DVLA has held the following accreditations for some time and they demonstrate our commitment to equality, diversity and inclusion.
DVLA is recognised as a Disability Confident Leader. This demonstrates our commitment to attracting, recruiting and retaining disabled people, and supporting them in achieving their full potential.
Disability Confident is a government scheme that supports employers to make the most of the talents disabled people can bring to the workplace.
DVLA is also a member of the following organisations:
Diversity objectives 2020/2021
The Equality Act 2010 applied a public sector equality duty (PSED) to public bodies. The equality duty requires public authorities to have due regard to the need to eliminate discrimination, advance equality of opportunity and foster good relations. Under the PSED, DVLA must consider all individuals when shaping policy, delivering services and in relation to their own employees.
Any changes should be assessed against their impact on the following protected characteristic groups:
- gender reassignment
- pregnancy and maternity
- religion or belief
- sexual orientation
- marriage and civil partnership
Although not covered by the Equality Act 2010, DVLA also considers people with caring responsibilities, different working patterns (for example part time or shift workers) and those from different socio-economic backgrounds.
In addition, we have specific duties under the act. These duties require us to publish equality information and objectives.
DVLA is required to set specific, measurable equality objectives at intervals of not less than 4 years.
Progress towards the DVLA equality objectives will be published annually.
Diversity and inclusion commitments
DVLA is committed to providing services to our customers which promote equality of opportunity. We do this by making sure our customers have access to reasonable adjustments and by considering all individuals when shaping policy, delivering services and in relation to our own employees.
As an employer, we are committed to the 5 goals in the DfT diversity and inclusion strategy and the Civil Service ambition to become the UK’s most inclusive employer. We aim to build a culture where colleagues can be themselves at work and feel supported, empowered, valued, respected, fairly treated and able to achieve their full potential.
We have set objectives for 2020/2021 to help us achieve our commitments and ambition. These are to:
- embed inclusivity throughout every aspect of DVLA life, by working together with staff, customers and contractors
- make sure our diversity and inclusion policies are fit for purpose to provide guidance and support to our workforce and stakeholders
- source information on areas for improvement by benchmarking DVLA across other government departments and external bodies
- embed understanding within DVLA of our responsibilities regarding the Equality Act 2010 and public sector equality duty
- increase the diversity of our workforce at DVLA to reflect the local working population