Corporate report

DSIT's equality objectives from 2026 to 2030

Published 29 June 2026

Introduction

The Public Sector Equality Duty (PSED) is a legal requirement that helps public authorities design and deliver policies and services that work for everyone. It asks us to consider—at every stage—how decisions may affect people with protected characteristics under the Equality Act 2010.

For 2026–2030, DSIT has set 4 equality objectives. Together, they focus on tackling digital exclusion, empowering people to thrive, designing user-centred products and services, and growing diverse digital teams—so that digital transformation benefits everyone, regardless of background or circumstances.

1. Tackling digital exclusion

Tackling digital exclusion by improving access to and the accessibility of online services, alongside building skills and confidence to ensure everyone can benefit from the opportunities of the digital world.

Actions

Many households in the UK still do not have internet access at home, and there are adults who do not yet have the basic digital skills needed for everyday tasks such as filling in an online form or sending an email. Digital exclusion is closely linked with poverty, disability, minority ethnic background, older age and care experience, making it harder for people to access work, healthcare and education. 

Tackling digital exclusion can make a real difference to people’s lives. It can help families cut the cost of essentials such as food and energy, open up better job opportunities and pay, and make vital services, including the NHS and welfare support, easier to access.

• The Digital Inclusion Innovation Fund supports projects helping people thrive in a digital world, by tackling different barriers. By testing new ideas, we can better support those at most risk of exclusion in the future.
• Expanding affordable connectivity to get more eligible people online at low cost – including those more likely to have protected characteristics.
• Reducing device poverty through government and private sector initiatives to get more IT in the hands of those that need it, including those who are disadvantaged.
• Through the government’s digital entitlement, eligible adults can access fully funded Essential Digital Skills Qualifications and Functional Skills courses.

2. Empowering people to thrive

Build inclusive work environments in DSIT where people can thrive irrespective of their background, by actively eliminating barriers and behaviours that prevent this goal.

To deliver on our priorities we need all colleagues to feel empowered to reach their full potential and deliver great work that meet the needs of the citizens and people that we serve.

Actions:

• Develop a strategic approach to equality, diversity, inclusion and wellbeing by introducing DSIT’s Inclusion strategy.
• Build an inclusive culture where people feel psychologically safe, empowered and able to speak up.
• Support employee networks as valued partners in culture and delivery, supporting them to deliver on their vision and objectives.
• Take targeted action to increase representation from currently under-represented groups in line with the economically active population through recruitment, talent schemes, internships and apprenticeships.
• We will actively seek out more women ethnic minority and disabled staff in our digital roles through targeted recruitment, utilising internal talent pools, advertising on diverse job boards and outreach to affect the diversity of the pool.
• We will use gender, ethnicity and disability pay gap data to identify disparities and improve the outcomes and experiences across DSIT.
• Continue to improve the capability and understanding of the Public Sector Equality Duty across all departments to make better policy decisions that have equality considerations at the centre.
• Continuously analyse our people data to take evidence-based decisions and monitor and evaluate our impact.

3. User-centred products and services

Deliver user-centred products and services that are inclusive, easy to use and which save people time.

Overall satisfaction with digital services has declined over the past decade, falling from 79% to 68%. To meet our objectives, it is essential to improve overall satisfaction with digital services. We plan to implement personalised, secure, multi-channel solutions that are both efficient and user-friendly.

Actions:

• Build and maintain services that meet diverse needs by engaging and testing with users and measuring product performance. This includes those with protected characteristics, those with access needs, and those with low digital skills.
• Ensure that GDS products and services meet accessibility standards
• When developing new products and programmes, ensure equality impact assessments have been conducted and inform decision-making.
• Provide more varied ways for people to interact with government information, for example via GOV.UK Chat and GOV.UK Video.
• Allow people to access government information and services in the places they are, by developing new GOV.UK channels, such as the GOV.UK App and GOV.UK Social.
• Continue the rollout of GOV.UK One Login and increase its demographic coverage.
• Allow users to securely store and use government issued digital credentials via the GOV.UK Wallet.

4. Grow a diverse and inclusive digital function across government

Lead the growth of the digital function across government to be an exemplar diverse and inclusive digital team.

Efforts to attract specialists from a range of backgrounds into digital government careers have led to notable progress in diversifying entry-level recruitment. However, as professionals advance to mid-career and leadership positions, the rate of diverse hiring slows considerably. Addressing this challenge is essential to ensure that the digital government workforce remains representative and inclusive across all stages of professional development.

Actions:

• Grow a Government Digital and Data profession that mirrors the people it serves and be better equipped to understand and address the unique needs of all users.
• Partner with organisations that target those underrepresented communities, industry bodies, and Diversity Equity Inclusion experts to create more inclusive career pathways.
• Invest in mentorship, sponsorship, and structured progression pathways to address the “hollow middle” phenomena affecting underrepresented groups.
• Publish quantifiable Diversity Equity Inclusion 2030 commitments for the Government Digital and Data function (and therefore for DSIT too).