In the UK, age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation are ‘protected characteristics’ covered by discrimination law to further equality under the Equality Act 2010. This strategy seeks to go beyond the Equality Act and builds upon existing Government Diversity and Inclusion strategies and guidance.[i],[ii]
This strategy is for all CCC employees and is to be applied to all our statutory duties (to the extent that is reasonable and practicable). It will evolve over time through input from our staff, our sponsor departments to drive best practice, and as we improve our own processes and encourage others to take action.
This strategy aims to build a positive, constructive EDI culture within the CCC and to ensure that EDI informs delivery of our statutory obligations:
- Our work understands and recognises the importance of EDI for improving the intended outcomes of our advice and recommendations to Government. We will use tools such as data and equality analysis and representative focus groups to better understand the potential differential impacts of our advice and commit to presenting this evidence in an engaging and clear manner.
- Our culture is inclusive and supportive, where all staff are treated respectfully and fairly, regardless of background, gender, ethnicity or other aspects, and where bullying or harassment of any form is not tolerated.
- Our people are increasingly diverse across the profile of the CCC, so that we are more reflective of the society that we serve.
[i] Civil Service Diversity and Inclusion Strategy 2022- 2025 https://www.gov.uk/government/publications/ civil-service-diversity-and-inclusion-strategy-2022-to-2025/ civil-service-diversity-and-inclusion-strategy-2022-to-2025-html
[ii] Civil Service Success Profiles https://www.gov.uk/government/publications/success-profiles