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 2 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.
Public sector equality duty
Following the coming into force of the public sector equality duty in April 2011 (s.149 of the Equality Act 2010), public authorities like the Ministry of Justice are obliged, in the exercise of their functions, to have due regard to the need to achieve the three aims of the public sector equality duty.
The Ministry of Justice equality objectives set out how we intend to demonstrate compliance with the aims of the public sector equality duty between 2017 to 2020.
MOJ Workforce Monitoring Reports - Diversity profile and declaration rates
These reports provide diversity data for all staff within the Ministry of Justice, including its agencies, with reference to protected characteristics. The report focuses on those protected characteristics for which data are collected and are available to a sufficient level to enable statistically reliable reporting. These characteristics include gender, age, disability and ethnicity.
MOJ collects and monitors staff diversity data in order to check how representative we are (by comparing our workforce against UK demographics), and to examine the success and impact of our employment policies and processes, including identifying areas where these appear to be impacting disproportionately on certain groups of staff. Collecting, monitoring and publishing diversity data also supports our ability to show ‘due regard’ to the Public Sector Equality Duty, a legal requirement under the Equality Act 2010.