Next steps for our workforce
Published 31 January 2019
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This publication is available at https://www.gov.uk/government/publications/hmrc-compliance-with-public-sector-equality-duties-2017-to-2018/next-steps-for-our-workforce
The information in this detailed monitoring report enables us to identify areas of good practice and continue to work on those in need of improvement.
Through targeted action, we’ve increased female representation at senior levels across HMRC and through our commitment to smarter ways of working, we want to ensure there are inclusive opportunities for everyone to develop their skills and knowledge.
Our Diversity and Inclusion Strategy has prioritised areas where we know we need to improve as an organisation and fully aligns with the Civil Service diversity and inclusion strategy, ‘A Brilliant Civil Service’.
These include supporting our disabled colleagues, promotion to mid and senior management positions for BAME colleagues, and supporting those at either end of the age spectrum.
The strategy supports delivery of our key objectives by highlighting the role diversity, equality and inclusion plays in what we do. In it, we’ve set out how our diversity, equality and inclusion aims have a clear focus on 4 strategic themes:
- representation
- inclusion
- capability
- customer equality.
The strategy recognises our people have different skills, ways of thinking and working and different knowledge and experience – and recognises the need for us to harness these differences for the benefit of our business and our customers.
We’re doing this in the context of our People Strategy, placing employee experience at the heart of our work to create and support an engaged, inclusive and empowered workforce. This will ensure we can navigate the changes and challenges we face, to emerge as a strong organisation, supporting the Civil Service’s ambition to become the UK’s most diverse employer by 2020.
In publishing this data, we’re continuing to look for opportunities to improve the experience for all our people.
We’re working closely with our people in a discovery project to better understand the experience of our managers and their requirements, with the aim of giving all our people a better and more equal experience.
We’ve also commissioned an externally led review into Respect at Work, looking at how we create a positive, respect-filled workplace culture and prevent and address inappropriate behaviour, including a look at our bullying, harassment and discrimination policies.
We will continue to monitor progress made in achieving our diversity and inclusion objectives in the department’s business plan and our Diversity and Inclusion Strategy and Action Plan for 2016 to 2020. We’re also continuing our rolling programme of external diversity benchmarking and monitor awards to assess our performance on workplace diversity and inclusion when compared with other UK employers.
HMRC is a member of employer diversity organisations including the BiTC Race for Opportunity and Opportunity Now race and gender campaigns, Business Disability Forum, the Employers Network for Equality and Inclusion (ENEI) and Stonewall. Our awards and benchmarking activities include:
- being placed, again, in ‘The Times’ Top 50 Employers for Women table
- being ranked as one of the top 50 employers in the Social Mobility Index of 2017. We achieved level 3 of the government’s Disability Confident Scheme and became a Disability Confident Leader.