The Department published its Diversity and Inclusion Strategic Plan and Intent during 2017 which fed into a Cabinet Office publication ‘A Brilliant Civil Service’. This sets out its aim to become the most inclusive employer in the UK by 2020. The DWP document also set out its priorities for 2017-18 and 2018-19 which outlines the intent of increasing representation in the Senior Civil Service of employees from diverse and differing socio-economic backgrounds
DWP Mid Year Performance data
The latest DWP People Performance Diversity Statistics available ( 2016- 2017) show that Disabled, Black and Minority Ethnic (BAME), Part time and Male staff over 50 are still more likely to receive a ‘Must Improve’ and less likely to be awarded an ‘Exceeded’ rating.
Recent mid year people performance data – now available at District level - reflect the national statistics but reveal regions and districts where there is cause for concern. In some districts data highlighted a substantial difference in the performance ratings of BAME and the Ethnic Majority and Disabled and non-disabled staff. Members should contact the local rep and branch if they have concerns regarding this.
Unfortunately the Lesbian, Gay, Bisexual and Transgender (LGBT) declaration rates are too low as to be meaningful.
Diversity data on SOP
The issues that many have encountered with SOP meant in many cases diversity data did not automatically transfer from RM.
It is important that members check the accuracy of their diversity data under the ‘Personal Details’ heading on SOP and update and amend where necessary. Ideally this should be done prior to the upcoming end of year ratings being input, to ensure the integrity of People Performance Diversity data. This is crucial in measuring progress on the Diversity and Inclusion Action Plan and helping inform PCS negotiations.