A Brilliant Civil Service: becoming the UKs most inclusive - - PowerPoint PPT Presentation

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A Brilliant Civil Service: becoming the UKs most inclusive - - PowerPoint PPT Presentation

Oct 21, 2023 195 likes •298 views

A Brilliant Civil Service: becoming the UKs most inclusive employer. The Civil Service Diversity & Inclusion Strategy @UKCivilService A great place to work 1 Why diversity and inclusion is important to us The evidence is that

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A great place to work

A Brilliant Civil Service: becoming the UK’s most inclusive employer.

The Civil Service Diversity & Inclusion Strategy

@UKCivilService

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The evidence is that people who feel valued and included are more likely to be engaged with their work, and deliver better quality of service Moral case Everyone treated fairly and with respect (Civil Service values) Taking pride in our work because we feel valued “The right thing to do” Legal case Eliminate discrimination, bullying, harassment and victimisation Promote equality and good relations (Equality Act 2010) Business case Innovation and customer insight: better policy & delivery Happier, more engaged, more productive staff Attracting and retaining a diverse range of staff

Why diversity and ‘inclusion’ is important to us

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Casey Review 2016 McGregor Smith Review Gender Balance of Power Grenfell Tower OECD Gender Report Review of the MH Act Lammy Review Gender Recognition Act Review Parker Review Race Disparity Audit Publication of GPG Data Ethnicity Pay Gap

A DIVERSE & INCLUSIVE CIVIL SERVICE

UN report on Racism in the UK 2016

The strategic operating context for the Civil Service

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Where we are today - representation

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What does inclusion mean to civil servants?

“Diversity is the mix, inclusion is making the mix work”

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A Brilliant Civil Service: becoming the UK’s most inclusive employer

➢ In our Workforce Plan 2016-2020, we set out a challenging ambition for the Civil Service to become the most inclusive employer in the UK by 2020. ➢ The new Civil Service Diversity & Inclusion Strategy has two key priorities:

  • A continued focus on increasing the

representation of currently under-represented groups at all levels across the Civil Service, and

  • A new focus on inclusion to build our culture

and reputation as a place that attracts, develops, retains and fully engages all the diverse talent across our organisation.

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REASING TRANSPARENCY & ACCOUNTABILITY

  • Establishing industry standard metrics for inclusion across the CS.
  • Establishing quality standards for inclusive leadership - to be incorporated int
  • Taking forward a programme of culture audits
  • Creating new inclusion approaches to faith & belief and on age

A LASER FOCUS ON REPRESENTATION

  • Targets on flow of BAME and disabled staff into the SCS
  • A Task Force to accelerate BAME and disabled talent recruitment to top jobs
  • A new programme on BAME representation
  • Refocusing the Disability Inclusion Programme to address representation
  • Publish and roll-out SEB measures

RAISING OUR GAME ON INCLUSION

  • Publishing and maintaining a Data Dashboard - greater transparency and a focus on outcomes
  • Departments to prioritise action in Single Departmental Plans
  • An assurance framework supporting peer-led improvement
  • Every SCS (and voluntarily all staff) to include personal D&I objectives

UK’s most inclusive employer by 2020

The New Approach

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“Everyone has a role to play in creating an inclusive culture and making the Civil Service a truly great place to work”

A Brilliant Civil Service: A collective commitment to collective action

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