Corporate report

Diversity and Equality Objectives 2014 to 2016

We will provide a workplace environment and culture in which everyone is valued as an individual and is encouraged and supported to meet their full potential.

This publication was withdrawn on

This has been replaced by the 2016-18 action plan.

Document

Details

Better diversity information

We are committed to promoting and publicising better information about equality and diversity across our organisation. We will improve information by encouraging disclosure of protected characteristics in the annual People Survey and on our HR database. We will collate diversity statistics and ensure that this information is reviewed by our Diversity and Equality Group. The Diversity and Equality Group will identify any areas of concern and make recommendations to the Diversity Champion about how to publicise and address them.

Positive action

We will take an active and targeted approach to ensure that positive actions are completed in a variety of schemes and programmes. Mentoring will form an essential part of our approach and we are committed to mentoring those from under-represented groups. We seek to encourage social mobility and diversity by participating in various training schemes that are aimed at minority groups. We will promote and support the establishing of staff networks, to encourage interactions between those from under-represented groups or with protected characteristics.

Best management practice

We are dedicated to ensuring that equality and diversity awareness is raised among managers. Staff will complete awareness training and we will ensure that guidance and procedures are reviewed for supporting pregnant staff and those returning from maternity, parental or adoption leave. We are committed to reviewing our appraisal guidance to ensure that it promotes equality and diversity. We will promote the Civil Service Diversity and Equality Awards scheme and encourage nominations of GLD staff or groups.

We seek to promote equality and diversity across the legal profession. This will be done by raising awareness of part-time judicial appointments, supporting the Law Officers in seeking to improve the diversity profile of Panel Counsel as well as taking positive steps to encourage applications from the widest possible pool. We will support both arms of the profession (Law Society and the Bar Council) to improve the diversity of the legal profession by encouraging our people to participate in events, workshops and membership groups. We are committed to ensuring that young people from a diverse range of backgrounds enter the legal profession and will encourage outreach activities.

Please note: the Treasury Solicitor’s Department (TSol) became the Government Legal Department (GLD) on 1 April 2015. The attached document refers to TSol but remains relevant to GLD.

Published 4 February 2015