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IMPROVING DIVERSITY IN PUBLIC APPOINTMENTS

RACE DISPARITY AUDIT 2 CIVIL SERVICE QUARTERLY Special Edition – November 2017

CONTENTS

DIVERSITY + INCLUSION = A BRILLIANT Sir , Cabinet Secretary and Head of the Civil Service 4 CIVIL SERVICE

WHY INCLUSION IS FOR EVERYONE – AND Jazz Bhogal, Deputy Director, Civil Service Diversity and Inclusion 10 WHY I WANT YOU TO PUT ME OUT OF A JOB

DIGITISING THE GOVERNMENT’S ETHNICITY Zamila Bunglawala, Deputy Director, and Marcus Bell, Director, 16 DATA: THE RACE DISPARITY AUDIT Race Disparity Unit,

DIVERSITY IN PUBLIC APPOINTMENTS Chris Skidmore MP, Minister for the Constitution 18

INTERVIEW: SELVIN BROWN Selvin Brown, MBE, Director, Engagement and Policy, Health and 20 Safety Executive

DIVERSITY CASE STUDIES: Rosie Melville / Andrew Wright / Zebedee Nartey / Katherine Toomey 23

Civil Service Quarterly opens up the CONTACT US EDITORIAL BOARD Civil Service to greater collaboration [email protected] Sir Chris Wormald, , and challenge, showcases Room 317, 70 Whitehall, Department of Health (chair) excellence and invites discussion. If , SW1A 2AS the Civil Service is to be truly world- Chris Skidmore, Minister for the Constitution leading, it needs to collaborate Read the magazine online Alex Aiken, Executive Director, more, learn from experts outside and subscribe for free – Government Communications quarterly.blog.gov.uk the Civil Service, listen more to David Halpern, Chief Executive, the public and front-line staff and EDITORIAL TEAM Behavioural Insights Team respond to new challenges with , Permanent Secretary, Adam Thorndike, Cabinet Office innovation and boldness. Department for Environment, Food [email protected] Any civil servant can write for and Rural Affairs Civil Service Quarterly – contact Simon Holder, Cabinet Office Sir Richard Lambert, Chairman, [email protected] [email protected] Board of Trustees, British Museum Bethan Godwin, Cabinet Office Cover: DESIGN102 John Pullinger, National Statistician [email protected] and Chief Executive of the UK Statistics Fiona Richards, Cabinet Office, Authority [email protected] Sam Beckett, Acting Head, Government Economic Service Sheena Craig, Cabinet Office, [email protected] Charles Roxburgh, Director General, Financial Services, HM Treasury Thanks to Lily Clayton, Department of Health Jill Rutter, Programme Director, The GCS Design Centre Institute for Government DESIGN BY DESIGN102 Philip Rycroft, Permanent Secretary, Contact us at: Sanita Bajwa, Creative Designer Department for Exiting the European Union, [email protected] and Second Permanent Secretary, Head of www.design102.co.uk UK Governance Group, Cabinet Office CIVIL SERVICE QUARTERLY 3 Special Edition – November 2017

EDITORIAL

Sue Owen, Permanent Secretary, Department for Digital, Culture, Media & Sport, and Civil Service Diversity and Inclusion Champion

As Civil Service Diversity & This autumn we launched a new, Inclusion Champion and straight more ambitious, Civil Service ally of our LGBTI community, I’m Diversity and Inclusion strategy, delighted to welcome you to this which recognises that a truly special Diversity & Inclusion (D&I) inclusive culture is essential for edition of Civil Service Quarterly. diversity initiatives to succeed. I In the Civil Service we are guarantee you that these issues aiming to be the UK’s most generate the most passionate inclusive employer by 2020, so discussions among my Permanent that everyone who works here Secretary colleagues. But we feels valued, supported and need civil servants at all levels able to be themselves, and in to commit to this strategy: we turn bring their best to their know from the People Survey role. I know I speak not only for that behaviours that leave myself but on behalf of all our people feeling excluded are Permanent Secretary Diversity often demonstrated by their line Champions when I say I’m really managers or a colleague. proud of the progress to date, If you only do one thing as a particularly in becoming more result of reading this edition of representative of the population Civil Service Quarterly, I would we serve. Equally, we can’t ask you to read the new D&I underestimate the importance of strategy. Then, ask yourselves embedding diversity and inclusion what is it that you can do to in everything we do. A diverse create an inclusive culture where workforce is unarguably a good you work, and what changes – thing, but only when combined even apparently small ones – with an inclusive culture will it could make the big differences enable our people to achieve their in your daily working lives. full potential and deliver better services and outcomes for those we serve.

Sue Owen, Permanent Secretary, Department of Digital, Culture, Media and Sport

Let us know what you think by email ([email protected]) or on Twitter #CSQuarterly 4 CIVIL SERVICE QUARTERLY Special Edition – November 2017

DIVERSITY + INCLUSION = A BRILLIANT CIVIL SERVICE

Sir Jeremy Heywood, Cabinet Secretary and Head of the Civil Service, on how the the Civil Service Diversity and Inclusion Strategy will help us reach our ambition to become the UK’s most inclusive employer by 2020.

diverse and inclusive organisations perform better1 and have happier people. As an example, such organisations deliver better outcomes in customer-facing roles, in Jobcentres and on our borders, for example, where they are serving people from a wide variety of different backgrounds. Joanna Parry’s work (as an Entry Clearance Officer in Pretoria, South Africa) on the RESPECT programme for increasing understanding of different ethnicities, as well as collaborating to achieve a common goal, won her the 2016 Civil Service Championing Inclusion Award. RESPECT has already been rolled out across the UK visa network in Africa.

Welcome to this special edition of why we civil servants should CSQ. I am delighted to contribute, be a diverse group. A national Diversity is because delivery of real and institution like the Civil Service, measurable improvement in which aspires to serve the whole being invited diversity and inclusion (D&I) is one country, must look like the country of my top priorities as Head of the it serves. Society should see in its to the party; Civil Service. public servants a faithful reflection As an organisation we have the of itself, in all its diversity. We inclusion is – unashamedly – ambitious aim of should always be looking to hire making the Civil Service the UK’s and to give opportunities to the being asked to most inclusive employer by 2020. best, most hard-working, most Elsewhere in this edition you will dedicated people we can attract, dance. find detailed accounts of some irrespective of background, and to of the practical steps the Civil ensure that all feel accepted and Diversity and inclusion is not Service is taking – and some of the valued in their workplace. There just about external factors, but challenges we face – in realising is a moral imperative here. about differences in thought and this ambition, including our new Second, it’s clear that diversity outlook. We artificially narrow our Diversity & Inclusion Strategy. I by itself is not enough. It’s not vision and our understanding of want to take this opportunity to just that we need to recruit more the world if we surround ourselves examine why diverse and inclusive people from underrepresented only with people who look and workplaces are so important – groups. We also have to ensure think like us. This will tend to particularly for the Civil Service. that everyone who works in the produce ‘Groupthink’: conclusions Civil Service feels supported, that reflect a shared, closed A FAITHFUL REFLECTION respected and able to contribute to outlook. The evidence shows that their best. Elsewhere in this edition, diversity – of background, of life We need to be more comfortable Jazz Bhogal quotes an American experience – creates challenge, talking about diversity and inclusion diversity advocate: “Diversity is provokes thought and encourages and recognise that greater diversity being invited to the party; inclusion change and innovation if it is benefits us all. is being asked to dance.” free to flourish in an inclusive First, there is an existential reason There is plenty of evidence that environment. This is because CIVIL SERVICE QUARTERLY 5 Special Edition – November 2017

it allows different insights – that shows diversity making a tell us that our employees can have especially valuable in tackling positive difference to a team’s very different lived experiences the sort of complex, ambiguous performance, other findings show in their work environments. For problems that government faces that it makes no difference, and example, civil servants with a every day. And it produces better other evidence again that it can disability are less likely to say advice to ministers and better actually be detrimental, when it is they are treated fairly at work, decisions – better because they not coupled with inclusion or an compared to those without a are more attuned to the needs and inclusive culture. disability; and those who are both interests of all groups. A government that works from an ethnic minority and LGBO Quite simply, we are cutting for everyone, should be a (lesbian, gay, bisexual or other)2 ourselves off from a rich source of government (and a Civil Service) say they have experienced a higher talented people if we don’t appeal where anyone, whatever their level of discrimination in the last to, attract, retain and engage staff background, can expect to feel year compared to heterosexual from all corners of society. I want valued and respected, and go as staff. These are unacceptable the Civil Service to be a true engine far as their ability will take them. differences and highlight that of social mobility in Britain. We are This means from top to bottom of increasing diversity needs to addressing this in a variety of ways, the organisation. be coupled with an inclusive including through a more flexible The Civil Service today is more environment where everyone is employment offer, implementing diverse than at any time in its treated fairly. shared parental leave for all civil history. The proportions of civil servants, the introduction of the servants who declare a disability DISMANTLING BARRIERS award-winning Civil Service Job (9.9%) and those who are from Share Finder, and through outreach ethnic minorities (11.6%) are at Inclusion is about ensuring initiatives. These include our record highs; and women make up everyone feels they belong. It support for the Inspiring the over 40% of senior civil servants – is about giving space to and Future scheme, under which Civil better than many (if not most) large valuing all the different kinds Servants go out to schools as private sector organisations in this of life experience and opinions advocates of a civil service career country. However, representation I spoke of before. For example, in one of the unrivalled range of of society’s diverse groups is this means ensuring that there is roles it offers. much less evident at the higher not a dominant ‘macho’ or ‘posh’ grades and varies across different culture of senior leaders in the INCLUSION IS ESSENTIAL departments, agencies and organisation that makes female professions. Of the 34 permanent or ethnic minority staff, or those It’s now almost commonplace secretaries, 10 are women – not from working-class backgrounds, in the debate around equality nearly enough – and none is feel ill at ease or out of place. to observe that an organisation currently from an ethnic minority. But dismantling long-established can be diverse without being There is much to do on the behavioural or cultural ‘norms’, inclusive; or inclusive without inclusion front. Our comprehensive and other institutional barriers being diverse. For all the research annual staff engagement surveys that allow pernicious attitudes

Jeremy Heywood with representatives of the Cross Government Shadowing Scheme 6 CIVIL SERVICE QUARTERLY Special Edition – November 2017

to persist, will take much more Service, assisted by a research than driving up our diversity We must be initiative in collaboration with numbers. It is a long-term goal employers and more than 30 to recognise and remove bias open to learning organisations involved with social and discrimination from our mobility. This is designed to systems and procedures. This from what other establish a set of measures that work – encouraging a culture will help us better understand that is oblivious to everything but organisations the socio-economic backgrounds the quality of the individual, and of workforces and applicant giving everyone an equal chance of are doing, groups and tailor our recruitment succeeding – began in earnest with processes accordingly. our 2014 Talent Action Plan. We are as well as Similarly, our adoption of ‘name- introducing better recruitment and blind’ recruitment was led by the promotion practices, with initiatives developing our growing evidence that it really including unconscious bias works. Studies have consistently training, a name-blind approach own innovative shown that perceptions of job to selection, and making all-male applicants are skewed when and all-white recruitment panels approaches. recruitment panellists know the exception. In addition, we their names and backgrounds, are setting clear, inclusive career even though this information paths to senior management levels shortening the length of the is, and should be, irrelevant to through programmes including the assessment process to under the employer. Fast Stream, the Future Leaders 12 weeks, and opening regional One of a range of new tools and Senior Leaders schemes, and assessment centres. that allow a more evidence- the Positive Action Pathway. These measures are already based assessment of applicants is To instil more inclusive having an effect. The record ‘Applied’ (see page 9), designed behaviours towards colleagues 45,000 applicants for the by the Behavioural Insights Team with a disability, and help recruit, 2017 Fast Stream were more in partnership with the Cabinet retain and develop disabled people, strongly representative of Office and innovation charity the Civil Service has committed all the UK population than any Nesta. As well as the Civil Service, departments to the Government’s previous group. 29 other organisations are now Disability Confident scheme. This Civil Service Apprenticeships are using this platform to help gives employers the tools to be a credible alternative to university. remove implicit bias from more confident in employing, We have pledged to deliver at least recruitment decisions. retaining and developing 30,000 apprenticeship starts by Wider initiatives such as the disabled people, and actively 2020 in England. The expanding Race Disparity Audit (considered to identify and remove barriers Fast Track scheme for school- in detail elsewhere in this edition), to their realising their potential. leavers now offers 750 places. I designed to inform improvements Additionally, mechanisms like the want apprentices to be seen as in the services we provide for all Workplace Adjustment Passport equal in value to graduates, with ethnic groups, may also inform are available, making it easier for the same opportunities to progress greater equality of opportunity colleagues to move between roles to senior roles in the Civil Service. within the Civil Service. The audit and providing for needs such as The creation of apprenticeships collects and publishes in one adapted technology to allow them in areas such as digital and cyber place the Government’s data to perform at their best. security will also help us meet about differences in treatment critical skills needs in a rapidly or outcome affecting people of SOCIAL MOBILITY changing world. different ethnicities. To deliver our vision of inclusivity We are also working with others Our diversity drive to date has we must use all the modern to establish a new framework for focused mainly on gender, race, tools at our disposal, including the measurement of inclusion. sexual orientation and disability. data analysis. We must be open The idea is to establish quality But we also want to harness to learning from what other standards for inclusive leadership, the talents of people who opt organisations are doing, as well which will be used in our new for non-academic routes to as developing our own innovative Leadership Academy, as well as employment, or who tend to be approaches. We will action what in our selection process, career excluded or deterred by existing the People Survey and other pathways and performance recruitment practices. We are research tells us about attitudes management systems. implementing recommendations towards D&I in the Civil Service and When we are designing and from the independent Bridge the factors that contribute to lack developing new policy or deciding Group report, which set out in of diversity and inclusion. on new ways of delivering detail how we could increase services, we should first ask social mobility in the Civil AN EVIDENCE-BASED whether we have the people with Service’s flagship graduate APPROACH` the insight to make the most scheme, the Fast Stream. This effective decisions. Policy-making includes expanding our outreach One area of innovative progress with implications for people activities, offering better is the work on increasing socio- with a disability would benefit incentives for interns to apply, economic diversity in the Civil from the insight of someone in CIVIL SERVICE QUARTERLY 7 Special Edition – November 2017

Summer Diversity Internship Programme event 8 CIVIL SERVICE QUARTERLY Special Edition – November 2017

the team with a disability; and the organisation I lead. and – over the next 5 years – build officials addressing the issue It is the dedication of brilliant a country in which no one and of radicalisation should include individuals – as well as the no community is left behind. A someone who understands the collective commitment from the country in which prosperity and communities and individuals top – that is driving inclusion opportunity are shared right most vulnerable to it. This looks in the Civil Service. Individuals across this United Kingdom.” like common sense; but like most like Mushtaq Raj, who won To support the Government in things we describe in this way, it the Civil Service Diversity & this, the Civil Service must itself is not nearly as common as it Inclusion Award for Championing be representative of the whole ought to be. Minority Ethnic People. He has country. There is still some way to been described as the ultimate go, but everything you read in this A ROLE FOR EVERYONE role model for ethnic minority edition of Civil Service Quarterly causes for his leadership of THE underlines our commitment to Over and above this, there’s a role NETWORK, the Home Office’s achieving that goal. for every one of us in creating ethnic minority staff network, with We should all be asking an inclusive culture in the Civil around 3,000 members. ourselves what we can do to Service and making it a truly An inclusive workforce is one make this happen, so that all of great place to work. That’s why where people, whatever level they us in our brilliant Civil Service can I made sure that diversity and work at, feel free to be themselves talk about – and benefit from – inclusivity targets are part of and that they do not have to diversity and inclusion. my own objectives and those change to ‘fit the system’. They of all Permanent Secretaries to can express their opinions without ensure greater leadership and fear of recrimination, because accountability here. The value of they are treated with respect. It mentoring by senior civil servants, shouldn’t then surprise us that 1. http://www.mckinsey.com/business- functions/organization/our-insights/ sharing knowledge and advising they are also more motivated, why-diversity-matters colleagues from underrepresented innovative, productive and often 2. The Office for National Statistics groups on advancing their careers, healthier, both physically and reports Civil Servants’ sexual should also be recognised and psychologically. orientations as Heterosexual / valued as mutually beneficial. On her return to No. 10 after Straight, Gay / Lesbian, Bisexual or Other. The term LGBO is used to refer Certainly, I have found my own the June 2017 General Election, to staff who report belonging to one experience of mentoring young, the Prime Minister rededicated of the last three groups. enthusiastic ethnic minority staff her government to: “put fairness to be both personally fulfilling and opportunity at the heart of and enlightening. It gives me a everything we do, so that we fulfil different and invaluable take on the promise of Brexit together

Members of the Civil Service Rainbow Alliance at London Pride CIVIL SERVICE QUARTERLY 9 Special Edition – November 2017

‘APPLIED’ – ELIMINATING BIAS FROM RECRUITMENT

The Behavioural Insights Team Applied helps organisations training leads to only a fleeting (BIT) and Civil Service HR use the latest evidence to combat positive impact and can even (CSHR) are working together these biases without having “activate bias or spark a to apply the latest diversity to read the newest studies. backlash”. This evidence has and inclusion research across Some features of Applied are informed the CSHR Diversity the Civil Service. This includes simple. For example, people and Inclusion Strategy’s efforts to design a bias-free sifting applications never see emphasis on areas that have a organisation and use of the a candidate’s name or other proven positive impact, such as latest evidence and evaluation background markers. Others are mentoring, diversity task forces techniques when designing more complex. Reviewers read and diversity managers. diversity and inclusion initiatives. all responses to each question at Reviewing the evidence, Building on the work the same time, helping remove trialling new ideas and of Harvard Professor Iris any ‘halo’ effect that occurs from evaluating programmes Bohnet and wider academic reading an individual’s entire rigorously means we understand research, BIT, in partnership application at once. This is helped what really works in making our with the Cabinet Office and by the anonymisation of every civil and public services more the innovation charity Nesta, response and randomisation diverse and inclusive. Working recently launched ‘Applied’. of participant responses for in partnership with Avon and Now spun out from BIT, each reviewer. Somerset Constabulary, BIT Applied works to eliminate helped increase the probability bias from recruitment. The IMPROVING AND EVALUATING of applicants from a black or order of candidates, identifying minority ethnic background characteristics like gender and The Civil Service is an early adopter passing a key part of the police university attended, the quirks of Applied and departments are recruitment process by trialling of individual reviewers and the already using it to help hire a more a small intervention at a critical ‘halo’ effect (the tendency to let diverse workforce. moment. CSHR is applying a good impression of a person BIT is also working alongside this experimental approach to in one area colour our opinion CSHR to apply the latest evidence test and iterate new initiatives of them in others) as you read on improving and evaluating and ensure our Diversity and through an application can all diversity and inclusion initiatives. Inclusion Strategy evolves impact progression through For instance, Professor Frank to meet the needs of our recruitment rounds. Dobbin’s findings suggest diversity changing workplace.

Delegate at Civil Service Live 2017 in Birmingham 10 CIVIL SERVICE QUARTERLY Special Edition – November 2017

WHY INCLUSION IS FOR EVERYONE - AND WHY I WANT YOU TO PUT ME OUT OF A JOB

Jazz Bhogal, Deputy Director of Civil Service Diversity and Inclusion, explains how the new Diversity and Inclusion Strategy sets out to realise the Civil Service’s ambition of being the UK’s most inclusive employer by 2020.

WHAT DO WE MEAN BY half of civil servants report their DIVERSITY AND INCLUSION? sexual orientation and we do not routinely gather information on In the context of the Civil Service, we gender identity. Making sure that measure diversity by representation people can record their information and the extent to which we reflect easily, and that they feel comfortable the communities that we serve. doing so, will be an important aspect (See page 13.) of our future work plan. We are making steady progress However, the real question is not on the representation of women: how many people we are recruiting nearly 42% of the Senior Civil from under-represented groups, but Service (SCS) is now made up of rather the quality of their experience women, compared to just 35% in working in the Civil Service3. Or, as 2010. In 2016 almost 49% of newly American diversity advocate Vernã appointed SCS were women. Myers puts it, “diversity is being However, although the proportion invited to the party; inclusion is I want you to of women in the SCS is greater being asked to dance.” than the representation of female On inclusion, the experience put me out of a executives and board directors in of different groups varies quite FTSE 100 companies (26%), this dramatically. The biggest gaps job. masks much lower representation are for disabled staff, who are in the most senior roles and much more likely to experience Allow me to clarify: there are some variation between departments. discrimination, bullying and caveats to this bold statement. In an On ethnicity and disability the harassment and have much ideal world, my team and I would picture is stark. When we compare lower engagement scores. not be needed. the Civil Service with the UK’s Yet we don’t see inclusion My job heading up Civil Service economically active population, as being solely about under- Diversity and Inclusion (D&I) exists we find that people from ethnic represented groups: it is so much because the Civil Service is committed minority backgrounds continue to more than that. When we talk to reflect the society that we serve be under-represented at all grades about inclusion, we are talking and be an inclusive organisation except EO (Executive Officer). about all of our people. Everyone where everyone can be who they are In the SCS the proportion of staff wants to be included at work, and perform at their best. who are from an ethnic minority and when we exclude people Sir Jeremy Heywood, Head of background (4.6%) has only we diminish their input and their the Civil Service, has set diversity changed very slightly in recent years. potential to contribute. and inclusion as one of his top As with gender, representation is three business priorities for the Civil lower at the most senior levels. Service, and in the Civil Service Representation of disabled staff Working Workforce Plan 2016-2020 we set is increasing at Grade 6 and below. out a challenging ambition for the However, representation is well from home Civil Service to become the most below that in the economically inclusive employer in the UK by 2020. active population at all grades, often leaves It is my job to make evidence- and representation of disabled based decisions on the shifts in staff in the SCS has barely changed me feeling policy or behaviours required to since 2010. achieve this. But it’s you, all We cannot accurately measure excluded. of us, who will need to deliver how well lesbian, gay and bisexual the change. staff are represented, as fewer than CIVIL SERVICE QUARTERLY 11 Special Edition – November 2017

Civil servants at the Government Communication Service hub, Civil Service Live 2017

Inclusion is about the introvert a. increasing the representation of from team hierarchy; in a room full of extroverts under-represented groups at all d. unconscious bias affecting struggling to be heard. It’s about levels within all parts of the Civil equal opportunities for the person who always misses Service; and development; and the team meeting because it’s b. focusing on inclusion to build an e. the use of careless, unprofessional on their home working day. It’s organisation that attracts, retains and discriminatory language in about the assumption that only and nurtures the best and most the workplace relating to gender, young people have fresh and diverse talent possible, making us faith and sexual orientation. creative ideas. It’s about you. a better Civil Service, delivering Inclusion creates the quality of improved services and outcomes. We have taken this feedback environment where we are all able seriously and used it to shape our to ‘be ourselves’ at work: able to The new strategy pushes us out of strategy. We have also consulted be different from each other in our comfort zone and challenges with employee networks, heads of many ways and to feel supported, the cultures – and micro-cultures – diversity, functions and professions. empowered, valued, respected and of the vast organisation that is the fairly treated. Organisations that Civil Service. are more inclusive are also more This is a strategy for the people, attractive to prospective talented by the people. In designing it, I was asked to employees and are places where we have sought the views of civil we can all thrive. Getting this right servants at all levels. The team go to lunch with means all of us being able to build attended ten sessions at Civil successful careers and achieve our Service Live this year and received colleagues, it's potential – which in turn makes us a feedback that was both really better Civil Service, delivering better positive but also challenging, a small gesture services and outcomes for citizens. highlighting the concerns staff had in relation to D&I. but it made me DIVERSITY WITHOUT INCLUSION SIMPLY CANNOT HAPPEN Clear themes for improvement feel welcome. emerged from our discussions, With all our evidence clearly including: pointing to a persistent lower a. issues around age (younger IF INCLUSION IS ABOUT quality of experience for many and older staff) and disability QUALITY OF EXPERIENCE, of our employees (see page 14), discrimination; HOW DO WE MEASURE IT? we have designed a new Civil b. lack of understanding around Service Diversity and Inclusion carer responsibilities and We will work with other Strategy, which balances our carer’s passport availability; employers to agree a clear efforts between; c. exclusive behaviours resulting definition and a common set 12 CIVIL SERVICE QUARTERLY Special Edition – November 2017

A mentoring session in progress at Civil Service Live 2017 in London of measures of inclusion. We leaders. These standards will across the Civil Service, working will lead, in partnership with the be threaded through the work with departments, professions Chartered Institute for Personnel of the Leadership Academy, and functions to identify where Development (CIPD), the our selection processes, career action should be taken. We will establishment of a new framework pathways and performance take an evidence-based approach for the measurement of inclusion. management approaches. (See towards inclusion, but not be slow This will be used across the Civil Inclusive Managers, page 15.) to innovate where required. Service and by other employers, Our data tells us that staff from to assess and benchmark under-represented groups have SO WHEN AM I OUT OF A JOB? performance. In doing this, we poorer outcomes on a range will build on the path-breaking of measures associated with We know we will have got there work done on measures of Socio- inclusion, such as discrimination, when the Civil Service is not only Economic Background (SEB). bullying and harassment; and representative of our society, at all Inclusion is an indicator and engagement varies hugely grades and across all departments, product of good leadership and between groups. We cannot but when everyone’s dance card management. We will establish get the best out of our staff if is full. quality standards for inclusive they feel excluded, bullied or leadership, valuing and embedding disengaged, and we will not 3. https://www.americanbar.org/ inclusion within our capability tolerate negative behaviours. publications/gpsolo_ereport/2012/ standards and performance Therefore, we will take forward june_2012/diversity_invited_party_ measures for all Civil Service a programme of culture audits inclusion_asked_dance.html

Fast Streamer San Puri speaking at the launch of the Civil Service Diversity and Inclusion Strategy CIVIL SERVICE QUARTERLY 13 Special Edition – November 2017 14 CIVIL SERVICE QUARTERLY Special Edition – November 2017 CIVIL SERVICE QUARTERLY 15 Special Edition – November 2017

INCLUSIVE MANAGERS Show commitment. Inclusive that their staff, despite best managers and leaders are intentions, have inherent biases An inclusive manager or committed to inclusion because and put in place processes and leader will: they recognise the real benefits to working practices to mitigate the business. They recognise that against bias in their environment. Include. They will adopt an inclusive environment enables inclusive leadership and their whole team to bring their Invite challenge. They will working practices, such as whole selves to work and perform create an environment where it ensuring that everyone has at their best. is not only safe to challenge, but the opportunity to contribute expected. They will encourage all when chairing team meetings Lead from the front. They will staff to speak, ensuring all views or considering the impact set clear standards for acceptable are known to be important. of proposed organisational behaviour, acting as role models. changes, such as the They will challenge and tackle Be vulnerable. Inclusive introduction of new IT/working inappropriate behaviour that managers and leaders share practices for disabled staff, constitutes bullying, harassment their vulnerabilities and are staff with caring responsibilities and/or discrimination. willing to admit their own or alternative hours. limitations. They admit they Understand. They will work to don’t know everything and Nurture untapped talent. understand their staff, their needs take opportunities to learn They will ensure that all and working styles, and adapt from people with different employees are treated fairly their own management styles experiences and perceptions. and are offered the same accordingly. They will respect that opportunities. Inclusion information on an employee is Establish positive relationships Confident line managers confidential, unless the employee to build engagement. They will have no preconceptions has made it clear that they are are skilled in building positive about the abilities of staff, content for the information to be relationships to ensure that all offering stretching work, shared or disclosure is necessary to staff have a motivating and career development moves, safeguard the individual or others. inclusive experience at work. and encouraging staff to They understand that this can apply for promotion and Be self-aware. They will have a significant impact on their talent programmes, based recognise their own biases and engagement, reducing work- on their knowledge of preconceptions and be able to self- related stress and improving individuals’ development needs. regulate. They will acknowledge organisational commitment.

Delegates in discussion at Civil Service Live 2017 16 CIVIL SERVICE QUARTERLY Special Edition – November 2017

DIGITISING THE GOVERNMENT’S ETHNICITY DATA: THE RACE DISPARITY AUDIT

The UK collects a vast amount of data about the ethnicity of public service users. What do we actually do with the data, and what does it tell us? Zamila Bunglawala, Deputy Director, and Marcus Bell, Director, Race Disparity Unit, Cabinet Office, explain.

THE ISSUE how ethnicity affects outcomes, Throughout the project, to help to influence policy, programme or ensure data quality, build trust The purpose of the Race Disparity funding decisions, and ultimately to and transparency, and improve Audit4 is to collect and publish, help improve services. the quality and added value of on one purpose-built government The audit publishes, in one the website, we engaged with website, data about ethnic place, a wealth of data about the the leading national data and disparities, including in education, experiences of people of different digital organisations (the Office employment, health, housing and ethnicities across public services. for National Statistics, the UK the criminal justice system. Where possible, it will provide Statistics Authority and the By ethnic disparities, we additional depth by breaking National Audit Office) and the mean differences in treatment down the data by socio-economic expert open data community. or outcome affecting people of status, income, geography, gender To understand the interests different ethnicities. Are black and age. and needs of a diverse range people more or less likely to do While much government of potential and existing data well at school or university? Are ethnicity data is published already users, we regularly consulted a Asian people more or less likely to in reports and on websites, it can wide range of partners. These be unemployed? Are white people be very hard to find and even included leading academics, more or less likely to experience harder to interpret. Even when it is non-governmental organisations, poor health? accessible, it is often published in think tanks, central and local In order to improve public formats designed for expert users, government officials and analysts, services for all ethnic groups, we or in ways that only make sense and members of the public need to take a long, hard look to people already very familiar across the UK. Engagement was at questions like these, and to with the sector in question – for variously conducted through understand if services are getting example, education or housing. bilateral discussions, labs, better or worse. In announcing the The audit aims to address these roundtables and access to our audit in August 2016, building on issues by presenting a mass of private beta test website. work on the Home Office Stop data in a consistent way that is From the outset, the audit and Search data, the Prime easy to understand. has been a cross-government Minister asked us to shine a light project, with contributions on these disparities and to THE APPROACH from colleagues in many identify where services needed departments. While the bulk of to be improved for people from Because the audit had no design the work in collecting, analysing every background – even blueprint to follow during its early and presenting the data has where that meant uncovering stages, we agreed two important been done by statisticians “uncomfortable truths”. principles with ministers: first, and digital experts, we have that the data should meet high additionally engaged with the THE FOCUS quality standards, so as to policy community, who are also command the confidence of important customers for the The audit is an innovative data users; and second, because it insight the data will provide. project. In an increasingly digital would have to meet the needs It is on the basis of these age, the UK Government is of a wide variety of users – discussions and extensive presenting data about ethnicity from members of the public to in-depth testing of statistics, in an accessible way. The aim is to academics – that it should be charts, tables, labels and inform the public, to contribute to extensively tested with real-world language, that we have a more well-informed debate about users before it was launched. built the audit website. CIVIL SERVICE QUARTERLY 17 Special Edition – November 2017

THE CHALLENGES departments to consider why The audit will there are disparities in outcome No major undertaking is without for different ethnicities and add shine a light on its challenges, but building a pressure to improve outcomes website that will house such a where disparities are significant how ethnicity large volume of government or persistent. It will also challenge data on ethnicity was no small government to improve the affects outcomes task. The sheer scale of the audit quality of the data it collects, was a significant challenge and improve the data infrastructure from public there were multiple technical and to ensure data is published in practical challenges to overcome. accessible ways, and to fill data services. Building a website takes a multi- gaps where they exist. disciplinary team with strong The audit is intended to statistical, digital, policy and establish a permanent website5 programme capabilities – we all – the initial launch includes a 4. https://www.gov.uk/government/ needed to develop some cross- limited number of data measures publications/race-disparity-audit sectoral and cultural learning, and and has the capacity to be an understanding of the complex extended and improved over time 5. https://www.ethnicity-facts-figures. subject matter of ethnicity. as new data across government service.gov.uk/ becomes available and existing THE OUTCOME data is updated. It would also be consistent with the user-driven By putting all ethnicity data and approach we have taken for highlighting disparities on one the website to enhance it website, the audit may indeed through continued user highlight “uncomfortable truths” feedback and testing. but it also has the potential to Much will depend on how be a game-changer. the public and those in public It will shine a light on how services respond to and use ethnicity affects outcomes from the data that the audit will public services. It will challenge make transparent. 18 CIVIL SERVICE QUARTERLY Special Edition – November 2017

DIVERSITY IN PUBLIC APPOINTMENTS

Chris Skidmore, Minister for the Constitution, discusses the steps being taken to ensure that opportunities to lead UK public bodies are open and accessible to all.

our progress remains steady with 48.5%. Overall, across both new appointments and reappointments, the representation of women has reached 45.5%. In this area in particular, the commissioner was particularly encouraged, reflecting that just 5 years ago this figure was 34%. The number of minority ethnic candidates appointed or reappointed rose to 9% per cent, this was higher (just over 10%) for new appointments. • The number of candidates from ethnic minority backgrounds There is no question that we need few years we have been working appointed or reappointed rose to to have the brightest and best to change the culture of how we 9% per cent, this was higher (just at the helm of our public bodies, approach recruiting people with over 10%) for new appointments. particularly as we begin to deliver the right skills. Prioritising years • 6% of candidates who declared a smooth and prosperous exit from of senior board-level experience a disability were either newly the European Union. However, can often disproportionately appointed or reappointed, we can only be sure that we are impact women or ethnic minority compared to 4% last year. appointing the most talented candidates. By shifting the focus Encouragingly, across the total individuals to our public bodies from experience to ability, we number of candidates reaching if we can be confident that the have opened up opportunities to the interview stage who have appointments process itself is candidates who may not yet have declared a disability, we have open and accessible to all. had significant levels of board seen good levels of success, experience but could nevertheless with 43% being appointed. WHAT WE HAVE DONE provide valuable scrutiny and This is good progress, but we challenge at board level. recognise there is still quite some Going back to 2013, the Centre The CPA was established in the way to go. for Public Appointments (CPA) Cabinet Office to drive innovation committed to improving the system and support departments in the WHERE WE ARE GOING through which public appointments application of the Governance Code were made, including a focus on for Public Appointments. Now, The data shows progress but it how to make this more accessible. this has gone even further, with also highlights new challenges. Since then we have freed the dedicated teams set up in each For example, the appointment application process from reliance on department to focus on strategically and reappointment figures for lengthy and complex forms, cutting managing the range of their women candidates are at their it down to a simple CV and covering regulated public appointments. highest level and have increased letter. Recruitment campaigns are by 5% at chair level. However, also now more transparent than WHERE WE ARE NOW the overall percentage of women ever, with all roles advertised on a chair appointments stands at a central website. Applicants can even The Commissioner for Public disappointing 28%. track competitions as they progress, Appointments, Peter Riddell, found Improving the quality of our own with real-time updates. in his recent annual report: data will of course be important Getting the nuts and bolts of in helping to drill down into where the application process right has • On gender diversity, we set remaining barriers in the process only been part of what’s needed to ourselves a target of achieving may be and determining the achieve real change in the diversity 50% of new appointments appropriate solutions. I have of our public boards. Over the last being made to women, and discussed with the commissioner CIVIL SERVICE QUARTERLY 19 Special Edition – November 2017

exploring what further we could campaign to raise awareness of the WHERE DOES THIS FIT WITH do in this area, and the CPA will be benefits of public boards and create WIDER GOVERNMENT working with departments in the a talent pipeline. The campaign has coming months. given me the opportunity to meet Whilst the public appointments existing appointees, leaders in the process can often present unique AWARENESS field of diversity and people from challenges, I do not see the work the private and public sector’s who we are doing in isolation from the The public appointments process are already making changes in their efforts being made elsewhere in begins well before a candidate respective industries. government, such as the work we submits an application, and there is If we are to capture the attention are doing with the private sector work to do in drawing applications of the widest possible range of We are encouraging FTSE-level from under-represented groups. In candidates, we need to continue businesses to focus on diversity, 2016-17, 30% of applications were to think creatively about how we identify and support ethnic from women, 10% from ethnic promote public appointments. minority groups in the workplace minority backgrounds, and 5% from We must take advantage of what and achieve gender parity on those with a declared disability. digital technology can bring boards (e.g. the Parker Review, the One of the biggest challenges to the appointments system in Hampton Alexander Review, and the we face is the continued lack of making it more open, transparent McGregor Smith Review). awareness and, in reality, trust in and accessible. We will build on With a concerted effort across the public appointments system, the success of the central Public all sectors, we can only increase despite all the work we have done Appointments website6, explore new the pipeline of future talent and to demystify the process. At events I social media opportunities, continue continue to remove barriers. Be often hear that potential candidates to work closely with existing partners, it public or private sector, no one are reluctant to apply because they and build new links with networks in should feel they could not one day are daunted by what the process order to tap into a truly broad and progress to board level because may entail. diverse talent pool. of their ethnicity, background or As the responsible minister, I Achieving change takes leadership gender, or have the opportunity to believe this is one of the areas and commitment from those with serve in some of the most exciting where we can make significant the responsibility for the recruitment and rewarding roles in the UK. strides forward. I have taken the of boards to create an inclusive opportunity of the revised Code for culture. It is important that we work Public Appointments having come with chairs and board members to 6. https://publicappointments. cabinetoffice.gov.uk into force in January to renew our showcase their achievements and focus on increasing diversity in explore new ways to attract, support public appointments and launch a and retain new talent at board level.

independently monitor how fair, of three IMB members. decent and humane the treatment There are many different types of those in custody is. of voluntary work but, for me, IMB members are unpaid a public appointment is worth volunteers from the local applying for because it is a community, who organise special kind of opportunity to themselves such that every week do good, and one that carries of every year someone is in the responsibility and weight. prison talking to prisoners and staff Working in a prison won’t about how the regime is working – be for everyone, but I find it in other words, monitoring how the totally absorbing, and the IMB prison is run. As a public appointee colleagues I work with are I have the privilege (and am dedicated and professional, as empowered by law) to spend time well as being great fun. in this usually ‘hidden’ environment I didn’t have any experience so that as a board we can try to of prisons when I applied, but PUBLIC APPOINTMENTS ensure that proper standards of I had done different types CASE STUDY: care and decency are maintained. of voluntary work over the CAMILLA POULTON We write weekly reports to the years, including in law centres, Governor about what we find, as Rainbow Guides and being I was appointed a member of the well as a formal annual report to a school governor. A proven Independent Monitoring Board the SoS. interest in helping different (IMB) at HM Prison Pentonville I saw the appointment advertised types of people and my local in July 2014 and have been in the Public Appointments community were essential to my Chair of the Board since January monthly newsletter, and applied to success in applying to join the IMB. 2016. A public appointment like join in February 2014. The first part If you are interested to learn this is made by the Secretary of the selection process was more about our work, visit of State (SoS) for Justice, and a tour of the prison. After that, www.imb.org.uk. my role (as part of a team) is to I had a short interview with a panel 20 CIVIL SERVICE QUARTERLY Special Edition – November 2017

INTERVIEW: SELVIN BROWN

In July 2017, the Government Communication Service (GCS) launched its second Diversity and Inclusion Strategy. We interviewed Selvin Brown, MBE, Director, Engagement and Policy, HSE, and GCS Diversity & Inclusion Champion, to put the strategy in context.

more likely to be in the top- performing quartile7. The term ‘inclusion’ is contested, not because most people argue against it – most agree it’s a good thing – but there is a considerable amount of interpretation involved. I think it is important to define ‘inclusion’ when we communicate around it, and therefore make explicit what we mean when we use the term. For me ‘inclusion’ means ensuring that our work reflects and represents the views and expectations of people across the UK regions and nations (my work for HSE involves me working in our HQ in Bootle, Liverpool). Inclusion puts the concept and practice of diversity into action by creating WHAT’S THE BACKGROUND TO WHAT DO THE WORDS an environment of involvement, YOUR INVOLVEMENT IN THE ‘DIVERSITY’ AND ‘INCLUSION’ respect, and connection – where NEW GCS D&I STRATEGY? MEAN TO YOU? the richness of ideas, backgrounds, and perspectives is harnessed to In January I sat down with some I believe inclusion is a critical step create value. friends from within the Civil Service towards making the Civil Service a to discuss the state of race equality brilliant place to work. Part of the ARE THERE TRENDS IN and diversity and inclusion in the challenge comes when ‘diversity’ SOCIETY AND IN PERCEPTIONS organisation. Being a new father and ‘inclusion’ are put together. They OF EQUALITY AND D&I THAT (my son Sam is one year old), I was can sometimes be seen to mean the THE CIVIL SERVICE CAN also interested in how my friends’ same thing, when in fact they are BENEFIT FROM? children were getting on. Most very different, albeit complementary. were either at university or have For me, diversity in a workforce Organisations need both diversity just completed their studies and context is about equal representation. and inclusion to be successful. are entering the world of work. It has its roots in the fairness Without including the new I asked my friends how many of and open recruitment aspects colleagues we are beginning their children were considering of our Civil Service tradition and to attract, many of them from joining the Civil Service, which relates to our values, which can a younger generation, we will had provided such great career be traced back to the Northcote- likely not gain the benefits of our opportunities for most of us, and Trevelyan Civil Service Reforms improved recruitment outcomes. opportunities to serve both our of 1854. But without inclusion, the A recent study by Deloitte and country and our communities. I crucial connections that attract the Billie Jean King Leadership was very surprised by the answer. diverse talent, encourage them to Initiative8 found that there Not one of my friends’ children participate, and foster innovation, were differences between the had considered joining the Civil won’t happen. generations (boomers, gen-Xers Service. Despite my obvious Those of us who are passionate and millennials). They found that disappointment I resolved to about Civil Service diversity and millennials are refusing to check redouble my personal efforts inclusion all know the research: their identities at the doors of to help the Civil Service attract, creating an inclusive environment organisations. They strongly retain and pull through talented helps colleagues bring their best believe that these characteristics colleagues, including those from to the work they do. Ethnically bring value to organisations’ ethnic minority backgrounds. diverse companies are 35% outcomes. 86% of millennials CIVIL SERVICE QUARTERLY 21 Special Edition – November 2017

surveyed felt that differences of Civil Service Leadership • recruiting inclusively – improving opinion allow teams to excel. Statement (https://www.gov. the future diversity of our A more inclusive Civil Service will uk/government/publications/ profession by growing the number better represent the full spread of civil-service-leadership- of apprentices and improving public opinion by bringing different statement/civil-service- our recruitment practices. points of view to the centre of leadership-statement) [to decision-making. In my view, this be Inspiring, Confident, Accountability is also built into is part of the answer to the ‘why Empowering]. the process, with Alex Aiken, bother?’ question. When reviewed our Head of Profession, holding by independent inquiries, group- WHAT SORT OF BASE DOES Directors of Communications to think was found to be a critical THE STRATEGY BUILD ON? account for our performance via a factor in most public policy failures. clear leadership objective and our It reports on the excellent progress performance reviews. WHAT’S THE OVERALL AIM OF we have made over the last Again, as a leadership team, THE NEW GCS D&I STRATEGY? year since our first diversity and Directors of Communications inclusion strategy. have made a commitment to The 2017/18 strategy9 commits There have been some improve our approach to inclusion the GCS to recruit, promote, encouraging results. Our by championing difference, train and support a diverse and centralised recruitment campaigns celebrating our role models, and inclusive profession. attracted over 9,000 applicants, understanding – and acting on The vision for the GCS is to be a leading to 20% of successful – what our colleagues tell us. A communications profession that is applicants coming from an ethnic great example of this has been the representative of modern Britain, minority background. Launching GCS support for a newly created actively supporting talented the first profession-led diversity GCS part-time network, which individuals to succeed, regardless internship resulted in 26 interns was first proposed by one of our of race, gender or socio-economic across 14 departments and talented female communicators. background. D&I are central to public bodies. And 20 of our 29 We launched the network in July, how we communicate government apprentices come from either a alongside the new strategy. policy to the people we serve to lower socio-economic or ethnic make the UK a fairer and more minority background. WHAT ARE YOUR HOPES FOR equal place to live and work in. We have been encouraged THE FUTURE? Importantly, this vision is shared by this early success and by the whole GCS leadership have set ourselves some As one of the GCS’s diversity and team, comprising all of the stretching objectives: inclusion champions, I’m proud Directors of Communications • to improve SCS diversity to of the work we have begun. In across government. ensure that it represents the some respects we have been society we serve; leading the way for the Civil WHAT, IF ANY, NEW INSIGHTS • to improve ethnic minority Service professions – if not the HAVE INFORMED THE STRATEGY? background and women’s Civil Service as a whole – with representation at all grades; our forward-thinking and This year, for the first time, GCS • to attract and retain GCS innovative approaches. introduced diversity questions in early talent from lower socio- We have some way to go the annual GCS Skills Survey. This economic backgrounds. before we can really say we was in direct response to feedback have a fully inclusive culture. from the newly established Shadow HOW WILL YOU ACHIEVE THIS? When Sam graduates from Board (a cross-government group university (in 2040) I hope of communicators appointed As set out in the strategy, we aim he will consider joining a truly to shadow the Directors of to do this by: inclusive Civil Service. Communications Board and give • fostering a culture of inclusion us real-time feedback on our – incorporating flexible challenges and decisions). working, nurturing personal The aim was to: leadership styles, and learning 7. McKinsey, 2015, Why diversity matters: from others across all regions http://www.mckinsey.com/business- • establish a baseline of diversity of the UK; functions/organization/our-insights/why- diversity-matters and equality data; • growing our diverse talent • build a better understanding of – addressing diversity the link between diversity and and inclusion in our talent 8. https://www2.deloitte.com/us/en/ pages/about-deloitte/articles/radical- self‑assessment of skills in each pipelines by offering a wider transformation-of-diversity-and-inclusion. of the Modern Communications range of development; html Operating Model (https://gcs. • building home-grown senior civilservice.gov.uk/mcom/) and diverse talent – through 9. https://gcs.civilservice.gov.uk/about-us/ capabilities; and greater support to reach diversity-and-inclusion/ • investigate whether there is our top leadership positions, any link between diversity particularly women at and the self‑reported ability Director of Communications to demonstrate the leadership level; and behaviours outlined in the 22 CIVIL SERVICE QUARTERLY Special Edition – November 2017 CIVIL SERVICE QUARTERLY 23 Special Edition – November 2017

DIVERSITY AND INCLUSION CASE STUDIES

The Fast Stream, Fast Track and Early and Summer Diversity Internship Programmes aim to recruit more candidates from diverse backgrounds. The following stories show how important these programmes are to the Civil Service becoming the UK’s most inclusive employer.

past the e-Tray stage, however, after completing the SDIP I was Whoever offered support and help from the SDIP team that helped me you are, to successfully get through on my second try. I am now in my whatever your third six-month placement on the generalist scheme and I background, have found it to be a rewarding and challenging experience. The the Civil Service transition from education to work has been incredibly smooth, wants and thanks to the focus on continuous learning and professional and needs your personal development on the Fast Stream. The skills that I’ve learned input. from the Fast Stream have allowed me to excel in my roles and to feel much more confident in my own ability. My first posting was at the Department for Work and Pensions, where I worked on the programmes that get people off benefits and into work. I travelled ROSIE MELVILLE is like you. I began to feel different all over the UK, from Edinburgh to other people at university, and to Cornwall, meeting a variety Until I started my Criminology really different to other people of colleagues and stakeholders. I and Social Policy degree at Kent when I went to LSE to do a then moved back to DCLG where University, I didn’t know what the Masters. I doubted myself a lot I worked on the Neighbourhood Civil Service was or what it did. and always thought that other Planning Bill team. This role was In fact, I didn’t properly grasp people were better than me. very exciting and fast-paced, and this until I undertook a nine-week I was therefore nervous about I worked closely with ministers internship with the Department for applying for the Fast Stream; I and Parliament. I’m now on Communities and Local Government never thought I’d be good enough. secondment with Hackney (DCLG) in 2014, as a part of the When I started my internship at Council, working on community Summer Diversity Internship DCLG, at first I was intimidated by and economic development. In Programme (SDIP), which I was the Fast Streamers, some of the all of my roles I have found that eligible for because I am from a other interns, the jargon, and just my background has in some lower socio-economic background. about everything! However, my ways helped me to succeed, When I was growing up, fears were soon allayed as I was allowing me to see things from everybody around me was just welcomed in and accommodated a different point of view to many like me. I didn’t really know so warmly by everyone around of my colleagues. anyone who had much money, me. The Civil Service has a huge I would really encourage anyone or who didn’t go to their local and wonderful focus on diversity. with an interest to think about comprehensive. It was normal to Whoever you are, whatever your joining the Fast Stream, even me that my school was failing and background, the Civil Service if you don’t think you’re good that my teachers told me to “just wants and needs your input, and enough. There’s a good chance aim for a C” when I was in the top you are made to feel this from that you are, and that the Civil set. It’s only when you break out your first day. Service is looking for someone of the world in which you grew up The first time that I applied just like you! that you realise that not everyone for the Fast Stream I didn’t get 24 CIVIL SERVICE QUARTERLY Special Edition – November 2017

ANDREW WRIGHT what you cannot. The application prepared to open up and tell people process was quite long (it has got what you need. I joined the Fast Stream aged 38 shorter) but the further I got the I’ve found the Civil Service to be after 15 years spent teaching in more confident I felt. The application an amazingly diverse place that comprehensive schools. I lost my team worked with me to arrange really does value difference – but hearing in my late 20s and whilst reasonable adjustments so I could being diverse isn’t enough, the I battled on in the classroom, my join the process as an equal, and organisation has to be inclusive employer did not go out of their this sense of inclusion made me too. Diversity is about getting a way to include or develop me. realise that the Civil Service was the mix, inclusion is about getting the I felt I was treated as a liability employer for me. mix to work. Inclusion is about all rather than an asset. Upon joining the Home Office, of us and I think that whilst we Deciding to leave the teaching the diversity team were helpful have a responsibility to each other profession was a huge decision for in ensuring that I had access to to be inclusive, some of it is also me. I have a young family and a the support I needed to do my about how we believe we fit into mortgage, alongside my deafness job. However, it is also important the organisation. and problems with my health. For as a disabled person that you are After a year in the Civil Service, I’m some months after leaving the proactive. I produced a handout starting to feel a bit more comfortable classroom I thought I may never for my team explaining how best being me. The Civil Service has work again. I had applied to the to communicate with me, as it is shown me that I am valued, that I Fast Stream the day after leaving unreasonable to expect everyone can achieve and it’s right to have school because I’d read how it I meet to automatically know the high aspirations regardless of any was an employer who judged you best approach. I think that ‘fitting disability I might have. on what you can do, rather than in’ will only really happen if you are The Civil Service also recognises the importance of being a diverse organisation. Not because it’s got a moral obligation to be diverse, but because it’s important to draw on views from people who think differently. Disabled people are amongst the most resilient and entrepreneurial people I’ve met – they have to be to get on in life. It makes good business sense for the Civil Service to welcome them, because those staff will think outside the box and come up with solutions to problems that others might miss. By being proactive and proud of my differences, I have been involved in the most stretching and engaging work imaginable. During my time on the Fast Stream I have represented the Cabinet Office at events helping employers to recruit disabled people; attended meetings on social mobility with Permanent Secretaries; and become the communication lead for an entire cross-government support network. This is in addition to my day job, where I offer strategic HR support to a core directorate of Border Force. My advice is to seize the day. The Fast Stream, Early Diversity Internship Programme (EDIP) and SDIP offer fantastic opportunities for those who want to make a difference, regardless of their background I’ve found the Civil Service or disabilities. Have confidence in yourself because you are welcome. to be an amazingly diverse The Civil Service is looking for people like us precisely because place that really does value we are different. Be proud of those differences and use them difference. as a tool to teach others how to overcome adversity. CIVIL SERVICE QUARTERLY 25 Special Edition – November 2017

I consider myself incredibly privileged to work in a dynamic, supportive and flexible environment.

ZEBEDEE NARTEY departments and the European The flexibility of the Civil Service Commission in Seville, Spain. has afforded me the benefit of I have worked in the Civil Service I am encouraged by the fact working compressed hours so since 2001, and consider myself that the Civil Service has seen that I can participate in UCL’s PhD incredibly privileged to work in a an improvement in the overall programme. I am also pleased dynamic, supportive and flexible numbers of employees from an to able to achieve a life goal of environment. I have worked with ethnic minority background in starting an economic consultancy many gifted colleagues on a recent years, but there is still company while working full-time, broad range of issues, including room for improvement. I am because of the skills I acquired economic appraisal of government eager to see more appropriately during my time at the Department policy, economic modelling and qualified people from lower socio- for Environment, Food & Rural forecasting, and the development economic and ethnic minority Affairs and on secondment to the of domestic and international backgrounds appointed at higher European Commission. policy for four Whitehall staff grades in the next decade. 26 CIVIL SERVICE QUARTERLY Special Edition – November 2017

KATHERINE TOOMEY

I joined the Civil Service as ...the part of the SDIP in 2017. Prior to joining, I was expecting the Civil Service programme to simply provide me with an insight into life as a Civil is a pretty Service Fast Streamer and give me something constructive to do unusual place, during the summer. However, it became clear very quickly that where people the programme would provide me with opportunities for personal appreciate me development as well. I have been disabled for 20 for the brain years, and for much of that time the internal relationship between cells I have me and my disability has not been a particularly happy one. In spite that do work of this, within a couple of days of starting the placement I realised rather than something that felt very different to anywhere else I had spent time those that at – it occurred to me that no one seemed to notice my disability. don’t. Initially, I was so keen to be treated as ‘normally’ as possible that I tried to hide elements of my needs that I thought would single me out, and as a result I almost missed some great opportunities. Once it became clear that the unusually accepting attitude shown to me – not just by my unit or even my department, but by most of the Civil Service – was embedded within their culture, it how quickly I have become are much more infrequent and became easier and easier to admit accustomed to it. I’m now having therefore easier to accept. what I needed in place to make to remind myself that the Civil As weeks rolled by with lots things work. Service is a pretty unusual place, of work alongside mini personal What I found most striking was where people appreciate me for achievements, the more I didn’t just how easy it was to get the the brain cells I have that do work want the experience to end and additional requirements I needed rather than those that don’t, when the more keen I became to do to carry out my work. Previously, I the rest of the world sees my chair this full time. have waited long periods of time before they see me. In conclusion, the programme and had to consistently struggle The work was the easiest part I had originally applied for to even get close to what I for me – well, at least easier than because I didn’t want to have needed, but this was not the case trying to accept that people nothing to do all summer here. Whether it was training me actually meant it when they told became a light at the end of up on the specialist IT software I me I had done well, or liked my a very long tunnel. With that need to be able to read and write, ideas rather than just saying came an internal shift, where I or sorting out the logistics for my that because they didn’t want have begun to accept that some assistant to come with me to the to upset ‘the disabled girl’. The things may always be limited by away day, everything was done placement gave me a brilliant my circumstances, but that does quickly, efficiently and with very opportunity to test the boundaries not mean everything is. little fuss. of my independence in ways I Additionally, I have seen that It’s actually pretty ironic; probably wouldn’t have attempted the world I grew up in – one everyone who vaguely knows me otherwise. It has demonstrated that portrayed disability rights knows that I absolutely hate the that I can pass for a self-sufficient activist, wheelchair athlete or social model of disability (i.e. the person – with help from total ‘on benefits’ as my only career idea that disability is caused by strangers to hold doors or from options is no more. People society, not your impairment), colleagues who are willing to who see your working brain but it really does feel as if I leave share their meeting notes. There cells before your disability will my disability outside the office. have been times that I have tried generally help you reach your It’s the only place I’ve been things and it hasn’t worked, or potential; and people who view defined by just being me rather they have presented too much you the other way round are not than my disability. It is surprising of a risk to me, but the limits worth your time. CIVIL SERVICE QUARTERLY 27 Special Edition – November 2017 © Crown copyright 2017 You may re-use this information (excluding images and logos) free of charge in any format or medium, under the terms of the Open Government Licence. To view this licence, visit www.nationalarchives. gov.uk/doc/open-government-licence/version/2/ or email [email protected]