DVLA diversity objectives 2020 to 2021
Published 18 November 2020
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1. Introduction
We are committed to our responsibilities to meet the public sector duties and improve outcomes for the protected groups described in the Equality Act 2010.
We have committed to preparing and publishing one or more objectives that we think we need to achieve to further any of the aims of the general equality duty. This needed to be done for the first time by 6 April 2012 and at least every four years thereafter. These equality objectives will help us provide evidence based outcomes and will be reviewed regularly and progress reported. Where evidence identifies a need for new or revised objectives, they will be provided.
Our diversity objectives demonstrate our ongoing commitment to diversity and inclusion. We have drawn upon the outcomes of the Department for Transport (DfT) Inclusion Plan, identifying our own specific challenges in our local agency plan. These objectives will support our performance of the general equality duty and demonstrate compliance with it.
They list the evidence used to develop the objective, describe how progress will be measured and monitored and have clear outcomes. They have a clear link to the general duties and identify the key issues and steps to reduce any disadvantage identified.
1.1 Accessibility
The objectives are published on the external DVLA website and the internal intranet site. They are accessible through adaptive technology and the reader can change the formatting as needed. Copies can be requested in alternative formats.
1.2 Progress
Progress updates will be published annually.
2. DVLA Diversity Objective 1: To embed inclusivity throughout every aspect of DVLA life, by working together with staff, customers and contractors
2.1 What we will do
We will provide guidance and support to our workforce, customers and contractors.
2.2 The aim of this objective
The aim is to make guidance and policies available to those who need it.
2.3 The expected outcomes
Managers and staff will acquire a greater knowledge of diversity and inclusion and be more aware of where to find information and guidance to support them. There will be an improved knowledge of what constitutes negative behaviour and greater consistency in treatment of staff from minority groups. We will actively promote our Staff Networking Groups as enablers for change so staff will be more confident about raising concerns and seeing things change as a result. This will result in staff being more open to declaring their personal information.
2.4 Why we are doing this – evidence of key issues, engagement and information gathering
Evidence on staff views and experiences is collected through the annual Civil Service People Survey. In addition, information from the TUS, our Staff Networking Group meetings and individual group members, as well as inquiries and information from other staff, managers and external community support groups have also helped identify issues.
2.5 How this objective will be met
This objective will be achieved and recorded as part of DVLA’s Diversity and Inclusion Plans.
2.6 How progress and achievement of outcomes will be measured
The annual Civil Service People Survey will continue to measure improvements. We will evaluate the effectiveness of activities and consult with the Staff Networking Groups, Champions and other stakeholders.
3. DVLA Diversity Objective 2: To increase the diversity of our workforce at DVLA to reflect the local working population
3.1 What we will do
We will actively engage with our Staff Networking Groups and build relationships with external support groups to understand the barriers faced by protected groups in gaining employment.
3.2 The aim of this objective
The aim is to maximise opportunity for people from minority groups to access employment in DVLA. To raise awareness of issues faced by protected groups; eradicate negative stereotyping; provide education and support for staff, their colleagues and managers. In relation to the general duties it will help eliminate discrimination and harassment, advance equality and encourage good relations between protected groups.
3.3 The expected outcomes
This will create an increased opportunity to gain employment at DVLA. We will review our recruitment practices, gaining insight from protected groups and identify and break down the barriers to employment.
3.4 Why we are doing this – evidence of key issues, engagement and information gathering
Information from the annual DVLA Equality Monitoring Reports shows underrepresentation for certain protected groups. Current engagement activities with external support groups through our community engagement activities have also helped identify issues.
3.5 How this objective will be met
This objective will be achieved and recorded as part of DVLA’s Diversity and Inclusion Plans.
3.6 How progress and achievement of outcomes will be measured
The annual Civil Service People Survey will continue to measure improvements. We will evaluate the effectiveness of activities and consult with the Staff Networking Groups, Champions and other stakeholders. Our recruitment data will show information on applications from people who self-identify as disabled, BAME and LGBT.
4. DVLA Diversity Objective 3: To embed understanding within DVLA of our responsibilities regarding the Equality Act 2010 and public sector equality duty
4.1 What we will do
We will actively engage with internal stakeholders and external support groups to identify and remove the barriers faced by different minority groups.
4.2 The aim of this objective
The aim is to raise awareness of issues faced by different minority groups, monitor customer complaints and work to embed equality principles into our services, systems and processes.
4.3 The expected outcomes
Managers and staff will acquire a greater knowledge of issues faced by customers from protected groups and be more aware of provisions that can be made to meet their needs. There will be an improved knowledge of what constitutes reasonable with regards to adjustments and greater consistency in treatment of customers who experience difficulty. Staff will be more confident about supporting customers with specific needs by receiving appropriate training on diversity and inclusion, transgender awareness, race awareness, disability awareness and Public Sector Equality Duty.
4.4 Why we are doing this – evidence of key issues, engagement and information gathering
More customers are telling us they have specific needs. Greater consideration is being given to how we can make our services simpler, better and safer for different customer groups.
4.5 How this objective will be met
This objective will be achieved and recorded as part of DVLA’s Diversity and Inclusion Plans.
4.6 How progress and achievement of outcomes will be measured
We will evaluate the effectiveness of training provided to staff by monitoring customer complaints and completion of Equality Impact Assessments.
5. DVLA Diversity Objective 4: To source information on areas for improvement by benchmarking DVLA across other government departments and external bodies
5.1 What we will do
We will actively undertake benchmarking activities to measure and improve capability against industry best practice.
5.2 The aim of this objective
The aim is to understand and use the information to identify gaps in our processes in order to continuously improve our internal and external services.
5.3 The expected outcomes
We will review any benchmark recommendations in order to identify and break down the barriers faced by protected groups.
5.4 Why we are doing this – evidence of key issues, engagement and information gathering
To demonstrate our commitment to equality, diversity and inclusion and to ensure our practices are inclusive for all.
5.5 How this objective will be met
This objective will be achieved and recorded as part of DVLA’s Diversity and Inclusion Plans.
5.6 How progress and achievement of outcomes will be measured
The annual Civil Service People Survey will continue to measure improvements. We will evaluate the effectiveness of activities and consult with the Staff Networking Groups, Champions and other stakeholders.
6. DVLA Diversity Objective 5: make sure our diversity and inclusion policies are fit for purpose to provide guidance and support to our workforce and stakeholders
6.1 What we will do
We will 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.
6.2 The aim of this objective
To ensure our policies are inclusive for all so staff and customers from protected groups are not disadvantaged in the services we provide.
6.3 The expected outcomes
DVLA policy makers will acquire a greater knowledge of diversity and inclusion and be more aware of the needs of diverse groups. We will create policies that are inclusive for all and which demonstrate our commitment to equality, diversity and inclusion.
6.4 Why we are doing this
Evidence on staff views collected through the annual Civil Service People Survey and also customer experiences have helped identify issues.
6.5 How this objective will be met
This objective will be achieved and recorded as part of DVLA’s Diversity and Inclusion Plans.
6.6 How progress and achievement of outcomes will be measured
The annual Civil Service People Survey will continue to measure improvements. We will monitor customer experiences through consultation with internal stakeholders and we will evaluate the effectiveness of activities by consulting with the Staff Networking Groups, Champions and other stakeholders.