Diversity in Defra
Defra’s challenge is to demonstrate improvements in diversity as well as realistically manage these expectations. We recognise that these challenges will not be a quick fix. The business case for workplace diversity is a long-term investment.
At Defra, we have a responsibility to ensure that we have an inclusive culture where discrimination, harassment, bullying and prejudice will not be tolerated. We recognise that all employees have a responsibility to treat each other fairly and with respect, no matter what their ethnicity, gender, sexual orientation, disability, age, religious beliefs and working patterns.
We all have a part in contributing to an inclusive society. A diverse workforce means we are better informed to meet the needs of the citizen. This will make a real difference to both the citizens that we serve and our employees.
- Disability issues: equality scheme and progress reports
- Gender issues: equality scheme and progress reports
- Race issues: equality scheme and progress reports
- Equality Schemes Progress Report (31 December 2009) (PDF, 700KB) - 6 April 2010
- 2009 Workforce Monitoring Report - 21 January 2010
- Diversity strategy – Delivering on Diversity – 6 January 2009
- Equality scheme progress reports published for disability, gender and race issues – 31 December 2008
- The Defra Diversity Action Plan (PDF, 150KB) in support of the Diversity Strategy for the Civil Service – 31 December 2008
- Secretary of State Report on Disability Equality – 1 December 2008
Page last modified: 6 April 2010
Page published: 21 September 2005