Diversity and Inclusion: Guidance for civil servants
Published 26 March 2015
© Crown copyright 2015
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This publication is available at https://www.gov.uk/government/publications/talent-action-plan-guidance-for-civil-servants/talent-action-plan-guidance-for-civil-servants
Ambitions
The Civil Service aims to be the most inclusive employer in the UK.
The government’s ambition is to provide even better public services by building a world-class Civil Service, fit for the 21st century, where the most talented people succeed and reach the top positions, regardless of who they are or their background.
What have we done?
Refreshed Talent Action Plan
A refreshed Talent Action Plan was published in March 2015. The refreshed plan includes a 2-year programme to support departments to fully integrate diversity and inclusion into all their business processes.
The Leadership Statement provided a call for all leaders to reflect on their behaviours and consider what we can do so that we are inspiring, confident and empowering.
Independent reports
We have published 4 independent reports into the experiences of:
- women
- black, Asian and minority ethnic staff
- those who identify as lesbian, gay, bisexual or transgender
- and staff who have a disability or health condition
The reports have some common themes, one of these is around demonstrating clear leadership on ensuring fair opportunity for underrepresented or disadvantaged groups.
Bridge Group Report
The Bridge Group has written a report on socio-economic diversity in the government’s main graduate development programme, the Civil Service Fast Stream. The Bridge Report is the first of its kind published by any employer in the country. It sets out recommendations to tackle the lack of social mobility across the public and private sectors.
The Minister for the Cabinet Office, Matt Hancock, spoke about inequality in the public sector and how to make the sector more diverse.
Talent Action Plan 2016
This publication provides an assessment of our progress to date and our priorities for the year ahead . It also includes Our Social Mobility Plan which responds to the findings in the Bridge Group Report.
Through these publications we have delivered a number of policies and tools that will help the Civil Service become a more inclusive organisation such as:
- shared parental leave
- centralised workplace adjustment service
- job share finder
- planning the parental leave journey: a toolkit for managers and staff
- name-blind recruitment
- ban the box
- Positive Action Pathway
- created Diversity Champions
- Permanent Secretary objectives
- a:gender guidance on the workplace and gender reassignment
What can you do?
The Civil Service has various networks representing minority groups. These networks offer help and support to civil servants and raise awareness of some of the barriers faced by our underrepresented groups. Networks are there to raise understanding, so even if you don’t identify as a member of a particular group, feel free to connect with them.
- Civil Service Disability Network
- Civil Service Rainbow Alliance
- a:gender
- Civil Service Jewish Network
- Civil Service Race Forum
- Christians in Government
- Civil Service Job Share Network
- Civil Service Muslim Network
- Civil Service Opportunity Network to encourage social mobility
- Cross Government Women’s Network
If you want more personal support you may be interested in the coaching and mentoring network that can provide support for staff who wish to develop their career. Likewise, if you wish to support someone then we are always looking for more mentors to support our networks.
You may also wish to visit a school for an hour to discuss the opportunities the Civil Service has to offer, whatever your background. We are currently working with Inspiring the Future to place civil servants in schools.
Civil Service Learning have also produced a range of products to allow you to understand some of the issues faced by underrepresented groups and provide a suite of learning products to assist you in your development.
- have a look at the various blogs which are updated weekly and show the various initiatives that are creating greater opportunity for civil servants, regardless of who they are or their background
- unconscious bias training is a great way to understand that sometimes inclusive behaviour doesn’t happen naturally and helps to address how you can change your own personal behaviours
Talent Schemes
There are a range of talent management schemes to support staff develop to their potential, both for protected groups and wider schemes that other groups, such as women, can benefit from.
You can also read about some of the experiences staff have had on the Positive Action Pathway, which over 1,000 people have benefitted from.
If you would like to see anything further on these pages or have any comments you can email us on diteam@cabinetoffice.gov.uk.