national audit office (n.a.o)
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Equality, diversity, and inclusion in the civil service
The civil service must build on the progress it has made in managing equality, diversity and inclusion and place greater emphasis on departments’ valuing and maximizing the contribution of every member of their staff. This is more likely to deliver the business benefits than solely a focus on levels of representation of groups with ‘protected characteristics’.
“The civil service needs a workforce that reflects our increasingly diverse society and to embrace an inclusive approach, for both strategic and operational reasons. This is especially so at a time of ongoing austerity when the service will have to do more with less. Up to now, the civil service has concentrated upon a central approach to improving the representation of groups with protected characteristics. We consider that building on the progress that has been made will also depend in future on greater emphasis by individual departments upon an ‘inclusive’ approach to managing their civil servants, encompassing all characteristics and all staff. Such an approach, rather than solely focusing on levels of representation, is more likely to result in a productive and engaged workforce and the business benefits needed.” - Amyas Morse, Head of the National Audit Office, 25 June 2015
The civil service must build on the progress it has made in managing equality, diversity and inclusion and place greater emphasis on departments’ valuing and maximizing the contribution of every member of their staff. This is more likely to deliver the business benefits than solely a focus on levels of representation of groups with ‘protected characteristics’.
“The civil service needs a workforce that reflects our increasingly diverse society and to embrace an inclusive approach, for both strategic and operational reasons. This is especially so at a time of ongoing austerity when the service will have to do more with less. Up to now, the civil service has concentrated upon a central approach to improving the representation of groups with protected characteristics. We consider that building on the progress that has been made will also depend in future on greater emphasis by individual departments upon an ‘inclusive’ approach to managing their civil servants, encompassing all characteristics and all staff. Such an approach, rather than solely focusing on levels of representation, is more likely to result in a productive and engaged workforce and the business benefits needed.” - Amyas Morse, Head of the National Audit Office, 25 June 2015
