Corporate report

Northern Ireland Equality Scheme for HMRC

Updated 2 April 2024

Chapter 1: introduction

Section 75 of the Northern Ireland Act 1998

1.1 Section 75 of the Northern Ireland Act 1998 (the Act) requires HM Revenue and Customs (HMRC) to comply with 2 statutory duties:

Section 75 (1)

In carrying out our functions relating to Northern Ireland we are required to have due regard to the need to promote equality of opportunity between:

• people of different religious belief, political opinion, racial group, age, marital status or sexual orientation
• men and women generally
• people with a disability and persons without
• people with dependents and persons without

Section 75 (2)

In addition, without prejudice to the obligations above, in carrying out our functions in relation to Northern Ireland we are required to have regard to the desirability of promoting good relations between persons of different religious belief, political opinion or racial group.

Our ‘functions’ include the ‘powers and duties’ of a public authority (section 98 (1) of the Northern Ireland Act 1998). This includes our employment and procurement functions.

Please see below under ‘Who we are and what we do’ for a detailed explanation of our functions.

How we propose to fulfil the section 75 duties in relation to the relevant functions of HMRC

1.2 Schedule 9 4. (1) of the Act requires HMRC as a designated public authority to set out in an equality scheme how it proposes to fulfil the duties imposed by section 75 in relation to its relevant functions. This equality scheme is intended to fulfil that statutory requirement. It is both a statement of our arrangements for fulfilling the section 75 statutory duties and our plan for their implementation.

1.3 HMRC is committed to the discharge of its section 75 obligations in all parts of the organisation and will commit the appropriate available resources in terms of people, time and money to ensure that HMRC’s compliance with the section 75 statutory duties is maintained and that this equality scheme can be implemented effectively.

Who we are and what we do

HMRC was established by Act of Parliament in 2005 following the merger of Inland Revenue and Customs and Excise to form a new department.

We are a non-ministerial department with responsibility for administration of the tax system through a number of HM Commissioners. The Commissioners are subject to any directions given to them by HM Treasury ministers.

HMRC reports to Parliament through our Treasury minister, who oversees our spending.

HM Treasury is responsible and accountable for strategic tax policy and policy development. HMRC is responsible and accountable for delivering tax policies and maintaining the tax system. This arrangement is known as the ‘policy partnership’. This scheme applies to HMRC and that for which it is responsible and accountable only.

As the UK’s main tax authority we:

• are responsible for safeguarding the flow of money to the Exchequer through our collection, compliance and enforcement activities
• make sure that money is available to fund the UK’s public services
• facilitate legitimate international trade, protect the UK’s fiscal, economic, social and physical security before and at the border, and collect UK trade statistics
• administer statutory payments such as Statutory Sick Pay and Statutory Maternity Pay
• help families and individuals with targeted financial support through payment of tax credits
• administer Child Benefit
• are a high volume business; almost every UK individual and business is a direct customer of HMRC
• aim to administer the tax system in the most simple, customer focused and efficient way
• administer the Government Banking Service

HMRC is responsible for administering:

• Income tax, Corporation Tax, Capital Gains Tax, Inheritance Tax, Insurance Premium Tax, stamp, land and petroleum revenue taxes
• environmental taxes
• Climate Change Levy and Aggregates Levy and Landfill Tax
• Value Added Tax (VAT), including import VAT
• customs duty
• excise duties
• trade statistics
• National Insurance
• tax credits
• Child Benefit
• enforcement of the National Minimum Wage
• recovery of Student Loan repayments

HMRC’s objectives

HMRC has 5 strategic objectives:

• collect the right tax and pay out the right financial support 
• make it easy to get tax right and hard to bend or break the rules 
• maintain taxpayers’ consent through fair treatment and protect society from harm 
• make HMRC a great place to work 
• support wider government economic aims through a resilient, agile tax administration system

HMRC Charter and principles of support for customers who need extra help

We want to give customers a service that is fair, accurate and based on mutual trust and respect. We also want to make it as easy as we can for customers to get things right.

HMRC’s Charter sets out what customers can expect of HMRC and how we will provide support for customers who need extra help.

Responsibility for delivery of HMRC’s objectives

The HMRC Board is responsible for the effective governance of HMRC, setting the strategic direction and ensuring the highest standards of governance. The Board is chaired by a Lead Non-Executive Director. It includes Executive Committee members and Non-Executive Directors.

HMRC is led by a First Permanent Secretary and Second Permanent Secretary who are responsible for delivering the departmental strategy, including our transformation programme, objectives and performance. They head up the Executive Committee, which meets regularly as the decision making body. It oversees the department’s overall work and is responsible for managing change and continual improvement.

HMRC’s structure

HMRC’s structure is shown at Appendix 1, and you can read further information about HMRC.

Our people

As at 31 January 2024, HMRC had around 65,850 employees in locations throughout the UK. This figure includes 2,305 employees based in Northern Ireland who represent 3.5% of the total workforce. HMRC’s employees provide tax, tax credits and benefits administration services to 45 million individual customers and 5.4 million businesses in the UK.

Procurement

HMRC’s Commercial directorate provides a comprehensive procurement service, from sourcing everyday commodities, such as paper, to complex procurement for innovative solutions to enable HMRC people to carry out their work effectively. The directorate also provides contract management and commercial risk management services across HMRC, as well as some operational support services.

The Commercial directorate is also responsible for embedding procurement best practice into the organisation’s procedures and processes, and for promoting Cabinet Office policies such as Value for Money, transparency and greater engagement with small and midsized businesses as well as involvement in the Centralised Commodities Procurement (CCP).

Chapter 2: our arrangements for assessing our compliance with the section 75 duties (schedule 9 4. 2a)

2.1 Some of our arrangements for assessing our compliance with the section 75 statutory duties are outlined in chapters 3 to 10 of this document.

In addition we have the following arrangements in place for assessing our compliance.

Responsibilities and reporting

2.2 We are committed to ensuring equality of opportunity and furthering good relations across all diversity groups and we actively seek to eliminate discrimination both within our workforce and in relation to our customer service operations.

2.3 Responsibility for the effective implementation of our equality scheme lies with the First Permanent Secretary. The First Permanent Secretary is accountable for the development, implementation, maintenance and review of the equality scheme in accordance with section 75 and Schedule 9 of the Northern Ireland Act 1998, including any good practice or guidance that has been or may be issued by the Equality Commission.

2.4 If you have any questions or comments regarding our equality scheme, please contact in the first instance our Northern Ireland Equality Policy Adviser at the address given below and we will respond to you as soon as possible:

Northern Ireland Equality Policy Adviser,
HR People Design and Services,
HM Revenue and Customs,
14 Westfield Avenue, 
Stratford, 
London E20 1HZ.

You can also email us

2.5 HMRC prepares an annual report on the progress we have made in implementing the arrangements set out in this equality scheme to discharge our section 75 statutory duties (section 75 annual progress report).

The section 75 annual progress report will be sent to the Equality Commission by 31 August each year and will follow any guidance on annual reporting issued by the Equality Commission.

2.6 The latest section 75 annual progress report is available on request by contacting:

Northern Ireland Equality Policy Adviser,
HR People Design and Services,
HM Revenue and Customs,
14 Westfield Avenue, 
Stratford, 
London E20 1HZ.

You can also email us.

2.7 HM Revenue and Customs liaises with the Equality Commission to ensure that progress on the implementation of our equality scheme is maintained.

Action plan and action measures

2.8 HMRC has developed an action plan to promote equality of opportunity and good relations. This action plan is set out in Appendix 7 to this equality scheme.

The objectives will, as far as is practical, seek to align with the department’s corporate and business planning cycles. Implementation of the action measures will be incorporated into our business planning process.

2.9 Action measures will be specific, measurable, linked to achievable outcomes, realistic and time bound. Action measures will include performance indicators and timescales for their achievement.

2.10 We will seek input from our stakeholders and consult on our action plan before we send it to the Equality Commission and thereafter when reviewing the plan.

2.11 We will monitor our progress on the delivery of our action measures annually and update the action plan as necessary to ensure that it remains effective and relevant to our functions and work.

2.12 HMRC will inform the commission of any changes or amendments to our action plan and will also include this information in our section 75 annual progress report to the commission. Our section 75 annual progress report will incorporate information on progress we have made in implementing our action plans and action measures.

2.13 Once finalised, our action plan will be available on GOV.UK.

If you require it in an alternative format please contact us on the details provided.

Chapter 3: our arrangements for consulting

(Schedule 9 4. (2) (a)) – on matters to which a duty (S75 (1) or (2)) is likely to be relevant (including details of the persons to be consulted).

(Schedule 9 4. (2) (b)) on the likely impact of policies adopted or proposed to be adopted by us on the promotion of equality of opportunity.

3.1 HMRC is committed to wide ranging consultation with its employees, trade unions and others and this is embedded in our policy making process.

3.2 Initially all consultees (see Appendix 3), as a matter of course, will be notified (by email or post) of the matter or policy being consulted upon to ensure they are aware of all consultations.

We will do this by providing them with the appropriate RSS (Rich Site Summary) electronic feed. RSS removes the need for users to manually check the website for new content. Instead, their browser constantly monitors the site and informs the user of any updates. We will send consultees the link to HMRC consultations published on GOV.UK.

At the top of the list is ‘get updates to this list’ – here, users can either subscribe to the RSS feed, or sign up to email alerts. Whichever method they choose (which will be down to their personal preference), they will be alerted whenever a new HMRC consultation is added.

Thereafter, to ensure the most effective use of our and our consultees’ resources, we will take a targeted approach to consultation, as we do with all consultations, for those consultees that may have a particular interest in the matter or policy being consulted upon and to whom the matter or policy is of particular relevance.

Consultation with all stakeholders will begin as early as possible. Methods of consultation could include:

• written documents with the opportunity to comment in writing
• information and notification by email (or alternative means for those without email) with an opportunity to opt in or opt out of the consultation
• questionnaires
• phone consultations
• face-to-face meetings
• focus groups

3.3 We will consult on our equality scheme and action measures; and consult on equality impact assessments and other matters relevant to the section 75 statutory duties, where appropriate. Consultation with internal and external customers and stakeholders will be conducted in accordance with the principles that follow.

3.3.1 Where the policy has equality impacts on Northern Ireland, views will be welcomed from those directly affected by the matter or policy, the Equality Commission, representative groups of section 75 categories, other public authorities, voluntary and community groups, our staff and their trade unions and such other groups who have a legitimate interest in the matter, whether or not they have a direct economic or personal interest.

3.3.2 We will consider the accessibility and format of every method of consultation we use in order to remove barriers to the consultation process. Specific consideration will be given as to how best to communicate with disabled people and young people (in particular people with learning disabilities). We take account of existing and developing good practice, including relevant Equality Commission guidance.

HMRC will minimise, where possible, barriers to effective communication by making information available on request in accessible formats, including Braille, large print and audio formats.

Information will be made available, on request, in alternative formats, (See Chapter 6 of our equality scheme for further information on alternative formats of information we provide) in a timely manner. We will ensure that such consultees have equal time to respond.

We aim to ensure as full participation as possible when organising internal consultations. HMRC will attempt to ensure this by prior contact with the main internal stakeholder groups. We will also consider other methods of removing potential barriers to effective consultation.

3.3.3 Specific guidance will be available to those facilitating consultations to ensure that they have the necessary knowledge and skills to communicate effectively with consultees.

3.3.4 The consultation period, depending on the topic and likely impacts, can last up to 12 weeks in line with best practice. We would aim to allow adequate time for groups to consult among themselves as part of the process of forming a view. The approach taken in individual consultation instances is always proportionate to the target customer group.

However, in exceptional circumstances when this timescale is not feasible (for example implementing EU directives or UK-wide legislation, meeting health and safety requirements or complying with court judgments), we may shorten timescales to 8 weeks or less before the policy is implemented. We may continue consultation thereafter and will review the policy as part of our monitoring commitments (Please see below at 4.27 to 4.31 for details on monitoring).

Where consultations are agreed with ministers before publication, advice on consultations will explain the downsides of consulting for a shorter period than 12 weeks, so where this happens it is a ministerial decision, not an HMRC one.

Where, under these exceptional circumstances, we must implement a policy immediately, as it is beyond our authority’s control, we may consult after implementation of the policy, in order to ensure that any impacts of the policy are considered.

3.3.5 We are conscious of the fact that affected individuals and representative groups may have different needs. We will take appropriate measures to ensure full participation during the consultation process.

3.3.6 We make all relevant information available to consultees in appropriate formats to ensure meaningful consultation. This includes detailed information on the policy proposal being consulted upon and any relevant quantitative and qualitative data.

3.3.7 We provide feedback to consultees in accordance with Cabinet Office guidance.

3.4 A list of our consultees is included in this equality scheme at Appendix 3. It can also be obtained by contacting:

Northern Ireland Equality Policy Adviser, 
HR People Design and Services, 
HM Revenue and Customs, 
14 Westfield Avenue, 
Stratford, 
London E20 1HZ 

You can also email us.

3.4 Our consultation list is not exhaustive and is reviewed on an annual basis to ensure it remains relevant to our functions and policies.

We welcome enquiries from people or organisations wishing to be added to the list of consultees. Please contact HMRC’s Northern Ireland Equality Policy Adviser to provide your contact details and have your areas of interest noted, or to have your name or details removed or amended. Please also inform us at this stage if you would like information sent to you in a particular format or language.

Chapter 4: our arrangements for assessing, monitoring and publishing the impact of policies

Our arrangements for assessing the likely impact of policies adopted or proposed to be adopted on the promotion of equality of opportunity (schedule 9 4. (2) b)

4.1 In the context of section 75, the term policy is very broadly defined and it covers all the ways in which we carry out or propose to carry out our functions in relation to Northern Ireland. In respect of this equality scheme, the term policy is used for any proposed, amended or existing strategy, policy initiative or practice, or decision, whether written or unwritten and irrespective of the label given to it (such as ‘draft’, ‘pilot’, ‘high level’ or ‘sectoral’).

While the concept of policy is broadly construed, the scheme applies to those policies which constitute real, substantive changes that have an impact on people, and which are policies for which HMRC is responsible and accountable. HMRC uses equality analysis to determine this.

4.2 In making any decision with respect to a policy adopted or proposed to be adopted, we take into account any assessment and consultation carried out in relation to the policy.

Equality analysis

4.3 We ensure that the equality analysis undertaken is proportionate to the policy development – giving greater consideration to equality analysis where a function or policy has the potential to have a substantial effect on discrimination or equality of opportunity for either our staff or customers.

Section 75 of the Northern Ireland Act 1998 requires HMRC to set out in its equality scheme the arrangements for assessing the likely impact of its policies on the promotion of equality of opportunity and good relations.

The Public Sector Equality Duty, section 149 of the Equality Act, does not impose a legal duty to carry out and publish equality impact assessments, but it does require a public body to have due regard to the equality issues set out in the relevant legislation and, in the event that the decision is challenged, to demonstrate that it has paid due regard.

HMRC’s approach to demonstrating compliance with UK and Northern Ireland equality legislation is to:

• conscientiously carry out the appropriate level of equality work where it is required
• ensure that equality is a key consideration in our decision making and policy development process
• assess our decisions and policies for relevance to equality on an ongoing basis and keep an auditable record of the outcome

Screening equality assessment

4.4 The purpose of the screening equality assessment is to identify those policies that are likely to have an impact on equality of opportunity and, or good relations. This will be part of the policy development process, before the policy is implemented.

The screening equality assessment is completed at the earliest opportunity in the policy development or review process.

Policies which we propose to adopt, that are likely to have equality impacts, will be subject to a screening equality assessment before implementation. For more detailed strategies or policies that are to be put in place through a series of stages, we will conduct the screening equality assessment at various stages during implementation.

The screening equality assessment template, which is part of this scheme, is included at Appendix 4. Note that we use the same template for both initial equality analysis and more detailed equality impact assessments. It will be reviewed annually to ensure its continued effectiveness in line with our processes.

4.5 We assess all HMRC policies, which are about how we carry out our functions, against the following questions to inform our equality analysis work:

• what is the likely impact on equality of opportunity for those affected by this policy, for each of the section 75 equality categories? (minor, major, none)
• are there opportunities to better promote equality of opportunity for people within the section 75 equality categories?
• to what extent is the policy likely to impact on good relations between people of a different religious belief, political opinion or racial group? (minor, major, none)
• are there opportunities to better promote good relations between people of a different religious belief, political opinion or racial group?

4.6 Completion of the screening equality assessment will lead to one of the following 3 outcomes:

• the policy will need to be subject to a detailed equality impact assessment
• the policy will not require to be subjected to a detailed equality analysis due to the mitigation of issues of concern or an alternative policy is proposed to be adopted
• the policy is acceptable as it stands without the need for mitigation or an alternative policy proposal to be adopted

Note that where relevant, qualitative and quantitative evidence should be gathered, as part of the equality analysis.

4.7 On completion of the initial equality analysis, the template will be signed off and approved by the senior manager responsible for the policy.

4.8 Where the screening equality assessment identifies only minor impacts, following its publication, the policy holder has the discretion to make no further analysis, but the reasons for doing so must be documented and retained for audit.

4.9 Where a policy clearly has major implications for equality (for example the potential equality and/or good relations impacts are likely to be adverse; the policy is significant in terms of strategic importance; the policy is significant in terms of expenditure) or is likely to affect a large number of customers or staff in a disproportionate way, then a more detailed equality analysis will be undertaken before the policy is implemented.

4.10 If a consultee, including the Equality Commission, raises a concern about a screening equality assessment or equality impact assessment, based on supporting data, we will review the decision. (As advised at 3.2 we will send all consultees a link to HMRC publications and consultations when we have an agreed scheme in place).

They can then sign up to RSS feeds, which will automatically alert them to screening equality assessments and equality impact assessments when they are published. Screening equality assessments and equality impact assessments will be made available on our website as soon as possible, following the completion of the analysis process, after they have been signed off and approved by the senior manager responsible for the policy.

Equality impact assessment

4.11 We adopt an approach in which we can consider each screening equality assessment on its own merits. We focus on identifying the important issues so we can address the risks appropriately.

4.12 Before undertaking an equality impact assessment, advice can be obtained from the Equalities team for external policies, or HR People and Organisation Development team for internal policies.

The teams review all HMRC policy proposals and change proposals that require investment appraisal funding. As part of this process they will consider the impact of the proposal on all those who share protected characteristics. All policy changes go through the change governance process to provide independent appraisal of programmes.

4.13 Equality Impact Assessments will normally be subject to consultation at the appropriate stage or stages. (For details see above Chapter 3 ‘Our Arrangements for Consulting’).

4.14 We will publish all equality impact assessments for major policy changes after they have been completed and signed off. We will also provide a summary of our equality analysis of policies that specifically impact on Northern Ireland, such as workforce change proposals, via our section 75 annual reports.

Our arrangements for monitoring any adverse impact of policies we have adopted on equality of opportunity(schedule 9 4. (2) c)

4.15 Monitoring can assist us to deliver better public services and continuous improvements. Monitoring section 75 information involves the processing of sensitive personal data (data relating to the racial or ethnic origin of individuals, sexual orientation, political opinion, religious belief, and so on). In order to carry out monitoring in a confidential and effective manner, HMRC follows guidance from the Office of the Information Commissioner and the Equality Commission.

4.16 We monitor any adverse impact on the promotion of equality of opportunity of policies we have adopted. We are also committed to monitoring more broadly to identify opportunities to better promote equality of opportunity and good relations in line with Equality Commission guidance.

4.17 The systems we have established to monitor the impact of policies and identify opportunities to better promote equality of opportunity and good relations are:

• the collection, collation and analysis of existing relevant primary quantitative and qualitative data across all 9 equality categories on an ongoing basis
• the collection, collation and analysis of existing relevant secondary sources of quantitative and qualitative data across all 9 equality categories on an ongoing basis
• an audit of existing information systems within one year of approval of this equality scheme, to identify the extent of current monitoring and take action to address any gaps in order to have the necessary information on which to base decisions
• undertaking or commissioning new data if necessary

4.18 If over a 2-year period monitoring and evaluation show that a policy results in greater adverse impact than predicted, or if opportunities arise which would allow for greater equality of opportunity to be promoted, we will ensure that the policy is revised to achieve better outcomes for relevant equality groups.

4.19 We review our equality analysis monitoring information on an annual basis, or as agreed. Other monitoring information is reviewed as follows:

• customer satisfaction survey results – annually
• customer complaints diversity data – annually
• staff diversity declaration rates – quarterly
• annual staff survey results – annually
• staff grievance data – annually
• workforce equality data to be published in accordance with the Equality Act 2010, Public Sector Equality Duty – annually

Our arrangements for publishing the results of our monitoring (schedule 9 4. (2) d)

4.20 Schedule 9 4. (2) (d) requires us to publish the results of the monitoring of adverse impacts of policies we have adopted. Our section 75 and Public Sector Equality Duty reports demonstrate our commitment to monitoring our policies and impact on equalities, and more broadly, compliance with the Equality Act 2010.

Section 75 reports will include a summary of the results of monitoring impacts of policies on the promotion of equality of opportunity.

HMRC’s Public Sector Equality Duty reports are published annually on GOV.UK by 31 January each year and contain information on customer service and workforce equality data.

4.21 All published information is available in alternative formats on request.

Please see below at 6.3 for details.

Chapter 5: staff training (schedule 9 4. (2) (e))

5.1 We recognise that raising awareness of diversity training plays a crucial role in the effective implementation of all our statutory equality duties.

5.2 Our Permanent Secretaries aim to communicate the commitment of HMRC to diversity and equality. This helps to make sure that our commitment to all statutory equality duties is made clear in all relevant publications. We have also made it mandatory for all staff to complete departmental diversity and equality learning.

Training objectives

5.3 In addition to general diversity and equality policies, HMRC has learning products and complaint handling processes already in place, as well as staff guidance specifically on Northern Ireland equality legislation. We aim to:

• raise awareness of the provisions of section 75 of the Northern Ireland Act 1998, our equality scheme commitments and the particular issues likely to affect people across the range of section 75 categories, so that our staff fully understand their role in complying with equality legislation
• enable our policy and decision makers to effectively carry out equality analysis work
• provide those staff who deal with complaints in relation to compliance with our equality scheme with the necessary skills and knowledge to investigate and monitor complaints effectively
• provide those staff involved in the implementation and monitoring of the effective implementation of the HMRC equality scheme with the necessary skills and knowledge to do this work effectively

Awareness raising and training arrangements

5.4 The following arrangements are in place to ensure all our staff, Executive Committee and Board members are aware of and understand our equality obligations:

• once the scheme is in place, we will promote it and make it available to all staff via our internal website
• we will ensure that any queries or questions of clarification from staff are addressed effectively
• staff in HMRC will receive a briefing on the publication of the revised equality scheme within one month after approval of the scheme via the intranet
• appropriate learning and guidance will be available for staff within HMRC who are directly engaged in taking forward the implementation of our equality scheme commitments (for example, those involved in research and data collection, policy development, service design, conducting equality analysis, monitoring and evaluation)
• training will be provided to ensure staff are aware of the issues experienced by the range of section 75 groups: people of different religious belief, political opinion, racial group, age, marital status or sexual orientation; men and women generally; people with a disability and persons without; people with dependents and persons without
• arrangements will be made to ensure staff are notified of section 75 developments

5.5 In order to share resources and expertise, HMRC will, where possible, work closely with Civil Service Learning, other bodies and agencies in the development and delivery of learning programmes.

Monitoring and evaluation

5.6 Our learning arrangements are subject to the following monitoring and evaluation approach:

• we evaluate the extent to which all participants in our learning schemes have acquired the necessary skills and knowledge to achieve each of the training objectives
• we will report the extent to which learning objectives have been met as part of the section 75 annual progress report, which will be sent to the Equality Commission
• all relevant learning packages or products will be subject to Civil Service-wide and departmental evaluation processes to evaluate the extent to which our people have acquired the necessary skills and knowledge to achieve the organisation’s diversity and equality objectives

Chapter 6: our arrangements for ensuring and assessing public access to information and to services we provide (schedule 9 4. (2) (f))

6.1 HMRC is committed to ensuring that the information we disseminate and the services we provide are accessible. We keep our arrangements under review to ensure that this remains the case.

6.2 We are aware that some groups will not have the same access to information as others. In particular: - people with sensory, learning, communication and mobility disabilities may require printed information in other formats - members of ethnic minority groups, whose first language is not English, may have difficulties with information provided only in English - children and young people may not be able to fully access or understand information.

Access to information

6.3 To ensure equality of opportunity in accessing information, we provide information in alternative formats on request, where reasonably practicable. Where the exact request cannot be met we will ensure a reasonable alternative is provided.

Alternative formats may include: large print, Braille, audio on CD, text on CD and email.

HMRC liaises with representatives of young people and disability and ethnic minority organisations and takes account of existing and developing good practice.

We will respond to requests for information in alternative formats in a timely manner, usually within 10 working days.

6.4 We will publicise through the media when appropriate.

6.5 The Northern Ireland Equality Scheme for HMRC has been published on GOV.UK. A hard copy version of the scheme is available from:

Northern Ireland Equality Policy Adviser, 
HR People Design and Services, 
HM Revenue and Customs, 
14 Westfield Avenue, 
Stratford, 
London E20 1HZ.

You can also email us.

We will monitor and review access to information and services to ensure equality of opportunity.

Access to services

6.6 HMRC is committed to ensuring that all of our services are fully accessible to everyone in the community across the section 75 categories. HMRC also adheres to the relevant provisions of current anti-discrimination legislation.

Assessing public access to information and services

6.7 We monitor access to information and services every year across all our functions, to ensure equality of opportunity and good relations are promoted.

6.8 We monitor the number of visitors to the relevant pages of the HMRC website and the downloads of the scheme, requests for hard copy versions of the scheme and monitor the number of queries about difficulty in accessing information.

Chapter 7: timetable for measures we propose in this equality scheme (schedule 9 4. (3) b)

7.1 Appendix 5 outlines our timetable for all measures proposed within this equality scheme. The measures outlined in this timetable will be incorporated into our business planning processes.

7.2 This timetable is different from and in addition to our commitment to developing action plans or action measures to specifically address inequalities and further promote equality of opportunity and good relations.

We have included in our equality scheme a commitment to develop an action plan. Accordingly, this commitment is listed in the timetable of measures at Appendix 5. For information on these action measures please see above at 2.8 to 2.13.

Chapter 8: our complaints procedure (schedule 9 10.)

8.1 HMRC is responsive to the views of members of the public. We will endeavour to resolve all complaints made to us.

8.2 Schedule 9 paragraph 10 of the Act refers to complaints. A person can make a complaint to a public authority if the complainant believes they may have been directly affected by an alleged failure of the authority to comply with its approved equality scheme.

If the complaint has not been resolved within a reasonable timescale, the complaint can be brought to the Equality Commission.

8.3 A person wishing to make a complaint that HMRC failed to comply with its approved equality scheme should contact HMRC at:

Northern Ireland Equality Policy Adviser, 
HR People Design and Services, 
HM Revenue and Customs, 
14 Westfield Avenue, 
Stratford, 
London E20 1HZ 

You can also email us.

8.4 We will acknowledge receipt of each complaint within 10 working days.

8.5 HMRC will carry out an internal investigation of the complaint and will respond substantively to the complainant within one (1) month of the date of receiving the letter of complaint. Under certain circumstances, if the complexity of the matter requires a longer period, the period for response to the complainant may be extended to 2 months. In those circumstances, the complainant will be advised of the extended period within one month of making the complaint.

8.6 During this process the complainant will be kept fully informed of the progress of the investigation into the complaint and of any outcomes.

8.7 In any subsequent investigation by the Equality Commission, HMRC will cooperate fully, providing access in a timely manner to any relevant documentation that the Equality Commission may require.

Similarly, HMRC will cooperate fully with any investigation by the Equality Commission under sub-paragraph 11 (1) (b) of Schedule 9 to the Northern Ireland Act 1998.

8.8 HMRC will make all efforts to implement promptly and in full any recommendations arising out of any commission investigation.

Chapter 9: publication of our equality scheme (schedule 9 4. (3) c)

9.1 HMRC’s equality scheme is available free of charge in print form and alternative formats

9.2 Our equality scheme is also available on GOV.UK

9.3 The following arrangements are in place for the publication in a timely manner of our equality scheme to ensure equality of access:

• we will make every effort to communicate widely the existence and content of our equality scheme. This may include press releases, prominent advertisements in the press, the internet and direct mailshots to groups representing the various categories in section 75
• we will email a link to our approved equality scheme to consultees on our consultation lists. We will notify other consultees, without access to email, by letter that the scheme is available on request. We will respond to requests for the equality scheme in alternative formats in a timely manner, usually within 10 working days
• our equality scheme is available on request in alternative formats such as: large print, Braille, audio on CD, text on CD and email

9.4 For a list of our stakeholders and consultees please see Appendix 3 of the equality scheme or contact:

Northern Ireland Equality Policy Adviser, 
HR People Design and Services, 
HM Revenue and Customs, 
14 Westfield Avenue, 
Stratford, 
London E20 1HZ 

You can also email us.

Chapter 10: review of our equality scheme (schedule 9 8. 3)

10.1 As required by schedule 9 paragraph 8 (3) of the Northern Ireland Act 1998 we will conduct a thorough review of this equality scheme. This review will take place either within 5 years of submission of this equality scheme to the Equality Commission or within a shorter timescale to allow alignment with the review of other planning cycles.

The review will evaluate the effectiveness of our scheme in relation to the implementation of the section 75 statutory duties relevant to our functions in Northern Ireland.

10.2 In undertaking this review, we will follow any guidance issued by the Equality Commission, as appropriate.

We will submit a report of this review to the Equality Commission.