About the Civil Service
Monitoring Diversity
Civil Service departments and agencies monitor their workforce to assess what the breakdown is, in terms of gender, ethnic origin, age, disability, and working patterns. Work is also under way on monitoring sexual orientation and religion / belief.
Data is collected through voluntary self surveys and stored confidentially. This information helps us to ensure our policies and procedures are fair and do not discriminate against any group of employees. (We also monitor applications to the Civil Service to ensure that our recruitment process is fair and non-discriminatory.)
Equality and diversity targets
The targets we have in place help measure how equality and diversity are managed and valued, and how well they are being integrated into business and workforce planning.
The main targets we aim to reach within five years (with a stretch target of doing so within three years) are the following:
- 39% of the Senior Civil Service to be women.
- 34% of top management posts to be held by women.
- 5% of the Senior Civil Service to be minority ethnic staff.
- 5% of the Senior Civil Service to be disabled people as a visible signal of this change.
- More information about Civil Service statistics.
- Previous equality and diversity targets and progress
Staff surveys
Many departments and agencies also undertake staff surveys, which include questions about diversity and equality.
The surveys are anonymous and staff are encouraged to be as honest as they can. This gives senior management a more accurate idea of how equality and diversity operates on the ground within their organisations.
Benchmarking our achievements
Civil Service departments and agencies are members of organisations like Race for Opportunity, Opportunity Now, Employers' Forum on Disability, Stonewall and Employers' Forum on Age.
Membership enables a benchmarking of our progress against other organisations, within and outside the public sector.