A Brilliant Civil Service: becoming the UK’s 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 people who feel valued and included are more likely to be engaged with their work, and deliver better quality of service Legal case Moral case Business case Eliminate discrimination, Everyone treated fairly and Innovation and customer bullying, harassment and with respect (Civil Service insight: better policy & delivery victimisation values) Happier, more engaged, more Promote equality and good Taking pride in our work productive staff relations because we feel valued Attracting and retaining a “The right thing to do” (Equality Act 2010) diverse range of staff 2
The strategic operating context for the Civil Service Casey Review 2016 UN report on Racism in the UK 2016 McGregor Smith Review Gender Balance of Power Ethnicity Pay Gap Publication of GPG Data Grenfell Tower A DIVERSE & INCLUSIVE CIVIL SERVICE Race Disparity Audit OECD Gender Report Parker Review Gender Recognition Act Review Lammy Review Review of the MH Act
Where we are today - representation 4
What does inclusion mean to civil servants? “Diversity is the mix, inclusion is making the mix work” 5
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: o A continued focus on increasing the representation of currently under-represented groups at all levels across the Civil Service, and o 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. 6
The New Approach UK’s most inclusive employer by 2020 A LASER FOCUS ON REPRESENTATION RAISING OUR GAME ON INCLUSION • Targets on flow of BAME and disabled staff into the SCS • Establishing industry standard metrics for inclusion across the CS. • A Task Force to accelerate BAME and disabled talent recruitment to top jobs • Establishing quality standards for inclusive leadership - to be incorporated int • A new programme on BAME representation • Taking forward a programme of culture audits • Creating new inclusion approaches to faith & belief and on age • Refocusing the Disability Inclusion Programme to address representation • Publish and roll-out SEB measures REASING TRANSPARENCY & ACCOUNTABILITY • 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
A Brilliant Civil Service: A collective commitment to collective action “Everyone has a role to play in creating an inclusive culture and making the Civil Service a truly great place to work” 8
Recommend
More recommend
