Equality and diversity

We believe our people should reflect and understand the diverse society we serve.

Our objectives

Our 3 overarching equality, diversity and inclusion objectives are:

  • an inclusive Workplace: ‘A workplace that is inclusive and flexible, and where everyone is treated fairly and with respect’
  • a Diverse Workforce: ‘A workforce that is reflective of our diverse society at all grades’
  • Fair and Accessible Services: ‘Fair treatment, fair outcomes and equal access for all our service users’

What we’re doing

MOJ is working hard to achieve a more inclusive workplace where staff are encouraged to be themselves and deliver their best at work.

We are also determined to build a workforce that is more representative of the UK’s diverse communities and communities of interest.

We know that by achieving these two objectives, we will be best placed to support our third objective: the delivery of fair and accessible services to all those who use them, and to those who come into contact with the criminal justice system.

We protect all employees and members of the public accessing our services from discrimination in the workplace as set out in the Equality Act 2010.

But in addition, we create an inclusive culture where all staff and our service users are treated with respect for who they are and what they do regardless of their:

  • age
  • disability or long-term illness
  • gender, gender identity or expression
  • race (including colour, ethnic origin, nationality or national origin)
  • religion or belief or non-belief
  • sexual orientation
  • marriage and civil partnership status
  • pregnancy and maternity status
  • social or educational background
  • any other irrelevant attribute

Increasing diversity representation at all levels and equality of opportunity for everyone

We have a number of projects and programmes to address under-representation and ensure equality of opportunity for everyone , including:

  • Project Race, a dedicated project set up in MOJ to improve race equality and tackle disproportionate outcomes for BAME staff though staff outreach, support and open honest discussion
  • access to mentoring opportunities
  • keeping our recruitment and performance management processes under review for disproportionate outcomes and developing interventions where necessary
  • Positive Action Pathway to build skills and confidence, and realise the potential of under-represented employees who identity as BAME, disabled or LGBTQI

  • Coaching Squared to provide peer-to-peer coaching for BAME, LGBT and women employees
  • helping women back into careers in technology by mentoring and hosting the Mums In Technology coding school

Improving inclusion and valuing difference

We offer support and advice to employees and senior leadership through diversity staff networks for race, disability, gender, LGBT, faith, carers, job sharers, and new and expectant parents. Our networks encourage positive role models and allies at all levels and work in partnership with the Department to drive change where needed.

We are actively involved in networks across the Civil Service including faith, disability, race, LGBT and carers.

We are currently working to:

  • Support and build strong networks

We offer support and advice to employees and senior leadership through diversity staff networks for race, disability, gender, LGBTQI, faith, carers, job sharers, menopause, EU nationals, and parents. Our networks work in partnership with the Department to drive change and support workplace inclusion where needed by providing advice and guidance, hosting discussion forums and encouraging consultation, and helping raise awareness. We are also actively involved in networks across the Civil Service including faith, disability, race, age, gender, LGBTQI and carers.

  • Encourage flexible working

We offer job-sharing, part time and other working patterns together with the Cross-Government Job Share and Alternative Working Network. Our smarter working practices help us to become a more open, dynamic and modern organisation that fosters creativity, efficiency and collaboration. By balancing the freedom to choose with the responsibility to meet business needs, we want to encourage a culture focused on outputs over presence, with increased wellbeing for all our people.

  • Support visibility and inclusion through partnership working, events and role modelling

We encourage role models and allies across all our diverse groups, and a strong track record of delivery in driving inclusion through policy development, project delivery, events and awareness raising and working collaboratively with stakeholders both within and outside government. Our work in this area has been recognised in its benchmark placings in the Stonewall Top 100 (LGBTQI inclusion), Working Families Benchmark, the Social Mobility Foundation Employer Index and the Best Employers for Race.

  • Support LGBT visibility and inclusion through partnership working, events and role modelling

We have a growing cohort of LGBT role models and allies and a strong track record of delivery in driving LGBT inclusion. Our work in this area has been recognised on the Stonewall Workplace Equality Index, where we are a Top 100 employer.

  • Address gender disparity

We have a highly active Gender Equality Forum and out Digital Team are helping women back into careers in technology by mentoring and hosting the Mums In Technology coding school.

  • Increase social mobility

A key focus of our social mobility strategy is outreach activity. At the heart of this is the MOJ Schools Programme, which encourages volunteers to work with pupils from deprived backgrounds to increase awareness, build confidence and improve the potential outcomes of young people as they transition from school to employment.

Building diversity and inclusion in all that we do

We have made delivering on diversity and equality everyone’s responsibility.

The Executive Board has a Director General diversity champion and each board member leads on a diversity characteristic, supported by a team of Senior Civil Servant diversity champions across the organisation.

Everybody at MOJ is encouraged to understand and address the diverse needs of the communities we serve. We help people deliver roles fairly and inclusively, and in accordance with equality law, by offering learning and training in areas including:

  • unconscious bias’
  • equality & diversity essentials
  • race awareness
  • disability awareness
  • LGBTQI awareness
  • mental health awareness
  • becoming a dementia friend
  • dealing with bullying, harassment & discrimination

We provide confidential support and assistance to deal with bullying, harassment and discrimination, including trained bullying and harassment advisers, access to an Employee Assistance Programme and comprehensive staff guidance.

Contact us

Diversity & Inclusion Team
Ministry of Justice
102 Petty France
London
SW1H 9AJ