Equality and diversity
We are committed to fairness and, in particular, the promotion of equality of opportunity for all. Taking equality considerations into account in our work is an important and integral part of our approach as both an employer and a policy-maker.
Equality in policy-making
When working on policy, our officials look at the impact a policy option might have on those from protected groups, including positive opportunities for promoting greater fairness for them. They also consider if there are options for avoiding or otherwise mitigating against any negative impact on that group. Ministers are advised of the impact a decision has on protected groups, and this is taken into account when a policy decision is made.
Although the Treasury sets departmental budgets, it is up to each individual department to decide how they spend that budget. In deciding how the budget is to be spent, departments must consider the impact on protected groups. There are some policy areas, such as welfare, where the Treasury has a greater policy making responsibility.
Case study: Budget 2020 and Spending Round 2019
We considered the impact policy measures have on those sharing protected characteristics, throughout the policy development and decision-making process, both in the Budget of 2020 and in the Spending Round of 2019.
Advice to Treasury Ministers on individual measures for Budget 2020 incorporated a summary of equality impacts, including the implications for those sharing protected characteristics. In the interests of transparency, Tax Information and Impact Notes (TIINs) for tax measures legislated in the Budget were subsequently published here. These provided, in summary form, information on these measures, including their impacts for those sharing protected characteristics.
For the Spending Round 2019, covering budget allocations for 2020 to 2021, HMT worked closely with spending departments, including on equalities angles of the funding decisions to be taken. This engagement informed the advice provided to Treasury Ministers on relevant equality impacts and they took care to consider such angles. To promote transparency, the published Spending Round document included an annex on equality impacts. The annex listed illustrative examples where spending allocations at Spending Round 2019 would have a positive impact on those sharing the protected characteristics and, thus, help promote the outcomes for fairness sought by the Government.
Equality as an employer
We promote equality of opportunity in employment to ensure our workforce is representative of the community it serves and that we attract and retain talented employees. We publish regular information on the diversity of our work force.
Information on the diversity of the Treasury’s employees is also published in the Treasury’s Annual Report and Accounts.
Public sector equality duty (PSED) objectives – 2024-28
Most public sector organisations are required by the Equality Act to publish equalities objectives every four years. For the 2024-28 period, we have set two equalities objectives that relate to our policy work and two workforce related equalities objectives.
All four are shown below:
Equality in policy work
The following objectives reflect the department’s continued commitment to consider with care the impacts of policy options on those sharing protected characteristics:
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Promote awareness and understanding by continuing to deliver and update the rolling programme of activities that informs HM Treasury officials on their responsibilities under the PSED and on equalities issues (ongoing to March 2028)
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Continue to keep our internal mechanisms under active review and update the internal guidance, governance and support structures within HM Treasury for ensuring that statutory obligations set out under the PSED on equalities continue to be properly considered in policy work and decision making (ongoing to March 2028)
Equality in the workforce
The department’s workforce objectives demonstrate its continued commitment to embed equality, diversity and inclusion into our people-related activities, ensuring our organisation is a place where everyone can have access to opportunities, thrive and fulfil their potential; these are as follows:
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Building an inclusive culture based on our Treasury Values.
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Improving our diversity representation and diversity of thought.