Diversity and Equality

Promoting diversity is part of DFID’s values and central to our global challenge. Diversity is about valuing difference, building respect and better relationships in all our partnerships to reduce global poverty faster. The world is changing, and our response needs to meet these new challenges. Never has diversity been so important.

Our diversity strategy, together with its equality schemes (covering disability, race and gender) promotes diversity and equality across the organisation.

‘Making Diversity Work for Everyone’ (Equality Impact Assessments) ensures that relevant UK policies and practices are evaluated for any adverse impact on all seven diversity strands (age, disability, gender, race, religion or belief, sexual orientation and working patterns). The assessments also help raise awareness, and support a more diversity-confident organisational culture.

DFID has additional resources, and more ambitions for international development, over the coming years. Improving DFID’s performance and productivity is crucial. And this means maximising the potential of all staff, across our global network of offices through creating an inclusive and innovative organisation by recognising, valuing and respecting the different talents of each individual in DFID.

Image Gloria May 2007

DFID Core Values

ambition and determination to eliminate poverty

diversity and the need to balance work and private life

ability to work effectively with others

desire to listen, learn and be creative

professionalism and knowledge

Disability

Disability Equality Scheme(333 kb) - This is the first Disability Equality Scheme that DFID has published. It covers the period December 2006 to November 2009. The aim of our DES is to mainstream disability equality into DFID for both its employees and customers by building it into the way we work wherever relevant. One way we will formalise this approach across all of our functions is by including our obligations under the Disability Equality Duty within our Blue Book, which is our corporate guide to the rules and procedures of working effectively in DFID.
Disability Core Script(115 kb) - Key messages and information on disability for DFID staff.
DFID and Disability(1.2 mb) - A mapping of the DFID and disability issues. The mapping exercise only focused on current DFID activities and some proposed activities. It did not look at issues relating to the employment of disabled people within DFID nor activities beyond DFID.
Disability, poverty and development (463 kb) - This paper assesses the significance of disability as a key development issue, and its importance in relation to poverty, human rights, and the achievement of internationally agreed development targets. It also sets out ways in which development co-operation, including DFID’s own work, can help incorporate the rights and needs of people with disabilities into the mainstream of poverty reduction work and the achievement of human rights.

Disability Award for Department for International Development - The disability ‘Two-Ticks Scheme’ places a commitment on employers to adopt a positive approach towards the employment of disabled people.
Read the press release

Race

Addendum to the DFID Race Equality Scheme, 31 May 2005 - A review of DFID functions, policies and proposed policies. The Race Relations (Amendment) Act 2000 (RR (A) A) placed a legal obligation on public authorities, including DFID, to publish a Race Equality Scheme by 31 May 2002.
DFID's Race Equality Scheme 2006 - 2009 - This Race Equality Scheme (RES) document sets out how DFID will meet its obligations under the Race Relations (Amendment) Act 2000 (RR(A)A). The Scheme was initially drawn up in 2002. It is formally reviewed every three years, but it is also a “living” document that is regularly revised and improved.

Gender

Gender Equality (Duty) Scheme 2007 - 2010(595 kb) - This Gender Equality (Duty) Scheme outlines what more we intend to do promote and achieve DFID’s overall commitment to gender equality. Whilst the statutory requirements of the Duty only apply to work in the UK, given the importance of gender equality both in its own right and in contributing towards achievement of the Millennium Development Goals, we will aim to apply the principles of the new duty across all our work as far as possible.
Briefing paper - Gender Equality Action Plan 2007(276 kb) - This Gender Equality Action Plan (GEAP) explains how DFID will help developing countries to achieve gender equality and women’s empowerment. It sets out how DFID can better use its partnerships, its money, and the way we manage our staff to make a lasting difference to gender equality and women’s empowerment.
Gender Equality(2.2 mb) - Gender equality can and must reach into all communities in all countries. This booklet tells the story of what the UK is doing to help bring about equality for women and, in the process, hasten the end of poverty.

DFID praised for commitment to gender diversity - DFID has been recognised for its commitment to equality and inclusiveness in the workplace. At the 11th annual Opportunity Now awards, DFID was the winner of the Public Sector category, an acknowledgment of the Department’s successful Global Women into Leadership programme.
Read the press release

Further Diversity and Equality information

Annual Diversity Monitoring Analysis Report 2007/08 (575 kb)

Annual Diversity Report 2007/08(474 kb)

Annual Diversity Report 2006/07(208 kb)
Diversity Monitoring Data 2006/07 - Annex A(1.1 mb)
Diversity Monitoring Data 2005- Annex B(271 kb)
Equal Opportunities Civil Service Policy(42 kb)
DFID People Strategy(408 kb)
DFID Core Competency Framework(148 kb)

Last updated 26 November 2008