Equality and diversity

DVLA is proudly committed to promoting and ensuring equality, valuing diversity and being an inclusive workplace.

As one of the largest employers in South Wales we have a firm commitment in placing Equality, Diversity, and Inclusion at the heart of who we are. DVLA’s strategic plan confirms our vision to be a great place to work, where difference is celebrated and valued, and where everyone is encouraged to achieve their full potential. Our approach to equality, diversity and inclusion also extends to our customers, as we’re committed to improving the quality and delivery of public services for everyone in society.

As a public sector agency, DVLA has statutory responsibilities under section 149 of the Equality Act 2010 Public Sector Equality Duty (PSED) to:

  • eliminate discrimination, harassment, victimisation and other unlawful conduct prohibited under the Equality Act 2010
  • advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it
  • foster good relations between persons who share a relevant protected characteristic and persons who do not share it

Under the Equality Act 2010, we have specific duties to publish one or more equality objectives and equality information to communicate how we meet our statutory requirements.

This document sets out our equality objectives, our strategic approach to achieving them and our plans for 2021 to 2024. Our equality objectives apply to our work with our customers and how we interact with our colleagues. They will be reviewed at least every 3 years and as new priorities emerge.


Objectives are published on our website. They are accessible through adaptive technology and the reader can change the formatting as needed. Copies can also be requested in alternative formats.

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

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.

Disability Confident

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.

Other memberships

DVLA is also a member of the following organisations:

Equality Objectives

Our equality objectives allow us to continue focusing on our ongoing priorities as well as supporting our Strategic Plan in making DVLA a great place to work and be customer centric in our approach. We’ll continue to remove barriers to recruitment, development and promotion of a diverse and inclusive workforce.

Objective 1: being inclusive for everyone

DVLA is committed to improving the quality and delivery of public services for our staff, customers, and stakeholders. We recognise everyone has a part to play in creating an inclusive culture which is crucial in making DVLA a great place to work, and where staff feel valued and comfortable to be themselves in the workplace.

How we will achieve this:

  • create a positive working environment where everyone is treated with respect and dignity and where bullying, harassment and discrimination is not tolerated
  • ensuring our services are accessible and inclusive for all
  • consider accessibility needs by ensuring our staff and customers have access to adjustments or additional support
  • ensure our policies and processes have a positive effect for our staff, external suppliers, and customers

How we’ll measure progress and achievement of outcomes:

  • increase in overall People Survey theme score for Inclusion and Fair Treatment
  • improved declaration rates across diversity strands
  • review our diversity policies every 3 years or sooner if needed

Objective 2: being confidently diverse

DVLA aims to increase the diversity of its workforce representative to better reflect the local working population. We recognise not all individuals will have the same experience as others, particularly those from different backgrounds and we’ll identify and remove any barriers whilst balancing a fair and open approach to recruitment, development, and progression.

How we’ll achieve this:

  • introduce talent management and development programmes which are inclusive, and which identify and nurture talent
  • review each stage of our recruitment processes to highlight barriers to those from minority groups and work to remove any barriers
  • attract candidates from the widest possible pool and being inclusive through all our recruitment activity
  • baseline staff progression by diversity strands ensuring fairness of opportunity and to remove any barriers in development and progression

How we’ll measure progress and achievement of outcomes:

  • increase in applications from diverse groups in particular where we are under-represented
  • reduce the disparity gap across all strands in our recruitment hiring processes
  • narrow the engagement gap in our annual People Survey results

Objective 3: maximising potential for all

Our model of inclusion is focused on authenticity, belonging and voice, and considers how each can promote better team performance overall. This enables both the individual and those around them to thrive and perform effectively.

How we’ll achieve this:

  • promote a safe environment where we all feel comfortable to speak up if something doesn’t feel right
  • continue to build upon our pipeline of talented, diverse staff, including through apprenticeships, and other relevant cross government talent and development schemes
  • ensure our performance management approaches are fair, and support and enable everyone to maximise their potential
  • ensure everyone understands the positive impacts of enabling everyone to thrive at work through completion of mandatory learning

How we’ll measure progress and achievement of outcomes:

  • review and monitor completion of mandatory learning
  • Civil Service People Survey results
  • delivery of diverse development schemes and apprenticeship offerings
  • connecting with our external communities through our outreach programmes
  • effective Performance discussions to include recognition of inclusion

Objective 4: our customers

DVLA is committed to improving the quality and delivery of public services for our staff, customers and stakeholders. Respecting and valuing differences will help to ensure that our services reflect the needs and experiences of the people we serve.

Those working for us and with us, as delivery partners in providing our services, also has a personal responsibility for implementing and promoting equality, diversity, and inclusion in their day-to-day transactions with customers and our staff.

How we’ll achieve this:

  • consider the specific needs of users who access our services by embedding equality screening into all our service delivery and decision-making
  • consider our customers’ needs by ensuring they have access to accessible services or can request adjustments to enable them to successfully transact with us
  • support our policy makers in their awareness of diverse needs and to understand our legal responsibilities under the Equality Act 2010 and the Public Sector Equality Duty

How we‘ll measure progress and achievement of outcomes:

  • drive compliance and understanding in the requirement for robust equality screening
  • review our diversity policies every 3 years or sooner if needed
  • supporting key social outcomes by applying social value through our commercial activities