At Defra, we have a responsibility to ensure we have an inclusive culture free from discrimination, harassment, and bullying and where all our staff can reach their full potential regardless of their age, disability, ethnicity, gender, gender reassignment, marriage or civil partnership status, pregnancy or maternity, religion or belief or sexual orientation. Our challenge is to demonstrate improvements in diversity as well as realistically managing these expectations. We recognise these challenges will not be a quick fix. The business case for workplace diversity is a long-term investment.

We all have a part to play in contributing to an inclusive society. A diverse workforce means we are better informed to meet the needs of the citizen. This will make a real difference to both the citizens we serve and our employees.

Delivering on diversity in Defra

There is a need to comply with an expanding range of anti-discrimination law. Defra aims to go beyond legal compliance to providing an inclusive environment. There is a duty on public bodies to promote equality, not just in the way we treat individuals in these groups, but in the way we develop and deliver our business.

Equality impact assessments

Equality impact assessments improve the work of the Department by making sure it does not discriminate in the way that it provides services and employment by assessing how a proposal or policy is likely to affect people (either positively or negatively).  Under The Equality Act 2010 public bodies are no longer required to complete Equality Impact Assessments but still to show due regard to promoting equality in their policies.  Defra’s senior management are committed to continue to use a light touch approach to Equality Impact Assessment as evidence of having given due regard in its policy making.

• Completed equality impact assessments (PDF 50KB)

Workforce monitoring report for diversity

The Equality Act 2010 places an obligation on all public bodies to make available equality data relating to their employees and the impact of their policies and processes on identified protected groups.  The Workforce Monitoring Report examines the diversity of our workforce and provides evidence of how we achieve our aim of offering real equality of opportunity to all our employees. The report provides a snapshot of the extent to which we have met that aim, and provides a benchmark against which to measure progress in the future.

• Workforce monitoring report 2012

Diversity membership and staff networks in Defra

Defra is proud to be a member of a number of organisations which encourage an inclusive culture for all. Membership of the following organisations provides access to an excellent resource which helps us develop our diversity strategies with concrete actions:

• Race for Opportunity
• Opportunity Now
• Stonewall (Top 100 employer 2009)
• Employers Forum on Disability
• Employers for Carers

Staff networks

Defra has several staff networks that contribute towards Defra’s diversity goals.  These networks are listed below.

• Lesbian, Gay, Bisexual and Transgender (LGB&T)
• Disability (DisNet)
• Ethnic minority
• Work-life balance

They are formally supported by the Diversity team and have the support from Bronwyn Hill, our Permanent Secretary and Diversity Champion.

Contacts for diversity in Defra

Inclusion and Engagement Team

Defra
Area 2B
Nobel House
17 Smith Square
London
SW1P 3JR

Email:  jeanette.forder@defra.gsi.gov.uk