The official account of HM Treasury, updated by the Treasury communications team.

Oct 11, 2016

Treasury launches its Diversity Action Plan

“We have a long-standing commitment to diversity and inclusion, and we seek to promote a culture which values difference and recognises that diversity enriches decision making and delivery” Dave Ramsden, Diversity Champion for the Treasury.

A ‘Diversity and Inclusion’ banner at a recent Treasury diversity network event.

On 12 September the Treasury launched a 4 year diversity action plan. This is the first time a plan of this kind has been put together, showing the Treasury’s commitment and determination to improving staff diversity at all levels.

There’s three main parts to the plan:

· social mobility and recruitment

· talent and progression

· inclusion

To improve social mobility and recruitment, the Treasury will look at new ways to attract employees, from a variety of backgrounds. New marketing strategies will help reach different audiences and hopefully entice them to apply.

For talent and progression, the Treasury will identify the barriers currently making progression difficult for some employees, and work hard to remove them. The commitment is to increase the representation of people with disabilities within the Treasury to 9% (currently 5.4%), and increase the number of female and BAME staff in senior positions.

The Treasury also wants to focus on its culture, making the environment an inclusive one, where all employees can succeed. Inclusivity and supportiveness will be at the heart with more commitment to flexible working, and more encouragement surrounding employees’ work/life balance.

The Treasury’s Disability Action Group’s table at a recent diversity network event.

The plan was fed into by the many fantastic diversity networks within the Treasury. Their expertise and drive helped in creating something that is both thorough and aspirational. These networks advocate for the different groups they represent. Talking to the different groups, it’s clear they are determined to celebrate the Treasury’s diversity, and welcome more.

Edd, who chairs the Mental Wellbeing Network, helped set up the group after a difficult period at work. He wanted to share what he had learnt about his own wellbeing with his colleagues. He believes the plan is really important for the Treasury, as it will “ensure it is a diverse organisation reflecting the society we live in”.

He hopes that the new diversity plan will help the Treasury to make the most of the talents they already have and attract and develop a really diverse workforce.

The Treasury’s Mental Wellbeing Network table at a recent diversity event.

All contributors to the plan wholeheartedly agree that it’s vital to the Treasury’s progression.

Mario, chair of the Ethnic Minority Network, notes that the plan is really important to communicate how seriously the Treasury takes this issue, and to hold the department accountable.

“By setting this out people can hold our feet to the fire!”

The Treasury’s Ethnic Minority Network, picture taken 2015.

Over the last few years, the effects of the Treasury’s determination for improving diversity are already beginning to be seen.

Susan, who chairs the Disability Action Group, is proud of the work the group has done over the last 18 months — and especially the joint work with HR on the development of the great new Disability Confident Manager course.

Lizzie, committee member of the Women in the Treasury network, similarly reflects:

“I have only been in the Treasury for 2 years, but even in that time, I have seen a renewed focus on better work/home balance and flexible working -both of which can be key enablers for diversity”.

What would a truly diverse Treasury look like? Mario sums it up perfectly:

“… it’s about approach as well as outcomes. Fairness is a massively important principle in my practice. I would like to see a Treasury where fairness is at the heart of all we do.”