Please note: the Treasury Solicitor’s Department became the Government Legal Department on 1 April 2015.
The Treasury Solicitor’s Department (TSol) promotes equality for all regardless of gender, gender reassignment, race, age,religion or belief, sexual orientation, marriage and civil partnership, pregnancy and maternity or disability. TSol continues to maintain a strong profile of women, black and minority ethnic, and disabled staff at senior civil service (SCS) level and in feeder grades to the SCS, in particular. 50% of our SCS are women.
The proportion of black minority and ethnic staff at SCS pay band 1 is 10.1%. Levels of disabled staff (44% of the SCS) compare favourably with comparable grades elsewhere, supported by efficient arrangements for assessments and the implementation of reasonable adjustments for those who require them.
Gender pay analysis
Gender pay gap analysis (based on salaries as at 31 March 2011) showed that for all staff in TSol, the median female salary as a percentage of the median male salary was 102.5% (£47,776 as against £46,620).
Excluding Senior Civil Service, the median female salary as a percentage of the median male salary was 100.5% (£46,874 as against £46,620).
TSol supports and promotes the government’s agenda for a ‘dramatic improvement in diversity’.
Internally, it is essential that TSol provides a workplace environment and culture in which everyone is valued as an individual. An inclusive work environment is one which nurtures the development of all staff. It is one in which everyone is encouraged and supported to meet their full potential.
Externally, TSol ’s continued success is dependent upon our ability to anticipate, understand, adapt, and respond to the changing values, needs and expectations of our clients and of society Having a culturally diverse workforce improves our ability to conduct our business.
In order to achieve success we all need to engage in this process.
Diversity and equality group
TSol’s diversity and equality group (chaired by the Deputy Treasury Solicitor) continues to play an important role in TSol, supporting our obligations under the Equality Act 2010. The group helps to ensure that equality and diversity are embedded in all of TSol’s projects and policy making.
TSol has 3 diversity officers who act independently of management and who support colleagues in confidence with diversity issues in a variety of situations, including allegations of discrimination or harassment. One of these has a specific role as a Disability Officer.
The diversity and equality group has developed guidance and worked with project teams to ensure that diversity and equality considerations have been taken into account in a range of areas, including assisting with and reviewing equality impact assessments.
The diversity and equality group will be reviewing the results of the 2013 Staff Engagement Survey to ensure that TSol continues to promote equality and is seen as a fair and diverse place to work, and to develop action plans for any identified areas for development.