Case Study: Occupational Segregation - Cabinet Office

Representation and engagement at senior levels

The Cabinet Office and the wider Civil Service need to reflect the Diversity mix of the community that it serves. The greatest current disparity exists within senior management. The Cabinet Office had to take action to improve the level of representation in terms of women, disabled and black and minority ethnic staff that comprised the Senior Civil Service. This, however, could not be achieved without the engagement and support of those currently within the Senior Civil Service Representation and engagement at senior levels

Civil Service Wide

• The Cabinet Office set the first targets for all Government Departments. Targets were set for women, disabled and black and minority ethnic staff within the Senior Civil Service; and for women in top management positions.
• The introduction of the 10 Point Plan. Aimed at achieving a diverse workforce at all levels of the Civil Service, including the most senior. This will be achieved by embedding diversity as a measure of performance for Permanent Secretaries (Heads of Departments).
• The introduction of peer reviews and the ‘Diversity Dashboard’ to monitor Departmental progress against the 10 Point Plan. The Diversity Dashboard’ is reviewed via bilateral discussion between the Head of the Home Civil Service and Permanent Secretaries.
• Launch of Leaders UnLtd. A development scheme designed by Cabinet Office and the National School for Government aimed at providing tailored development for talented individuals from under-represented groups with the potential to reach the Senior Civil Service (SCS).

Support a cross Departmental group of senior leaders considering how to increase representation of women in the top 200 most senior Civil Service posts.

Cabinet Office - Internally

• The introduction of a SCS diversity team to play a key role in championing and promoting the change in behaviour necessary to improve representation at senior levels. They are also involved in setting the diversity strategy and direction for the Department.
• All staff networks now have Board level Diversity Champions. These are working with the Networks to ensure that they actively and effectively contribute to Diversity within the Department.
• A shadow Board has been set up. To provide talented individuals in the feeder grade to SCS with the opportunity to experience strategic, collective decision making.
• A reverse mentoring scheme is being run. Members of the SCS are mentored by more junior staff from under-represented groups. Thereby providing SCS staff with an insight into the barriers faced by those in under-represented groups.
• An improved external website has been developed that provides positive messages about Diversity within the Department.

Contact Point

Savio Patricio