Inspiring our people at HMRC
As one of the largest central government departments, we aim to develop our people and create an environment in which they can realise their full potential and enjoy a great place to work.
Staff development
We recognise that we need people who have the ambition, knowledge and skills to enable us to excel. We need excellent leaders, managers and employees at all levels. To help our staff realise their potential, and create a culture that delivers great performance, we are committed to developing and communicating clear skills and competency requirements and career paths. We have introduced an objective based performance management system that links directly with our Behaviours, Skills and Abilities framework which provides examples of positive and negative behaviours for the purposes of performance and promotion assessment.
Health and Safety
Health and safety is an important priority for us. We aim to have a safe working environment to ensure the health and safety at work of our staff and of those people who may be affected by our activities. To that end we have produced a comprehensive health and safety policy, which is regularly reviewed and monitored. Managers are accountable for health and safety standards and regular consultations are held with staff and departmental trade union representatives.
Diversity and Equality
We have a significant part to play in implementing the Government's policies on diversity and equality. Our high profile activities bring us into contact with the majority of the population and make it essential that we take a strong lead.
We have set representation targets for the employment of people from black and minority ethnic communities, women and disabled staff. These targets are stretching but achievable.
Actions
- The HMRC Diversity Action Plan (DAP) (PDF 205K) sets out the ten priority areas we are focusing on to meet our diversity objectives.
- In developing our Equality Schemes we have given people the opportunity to attend forums across the country and put their views.
- We have in place staff networks for Race, Disability, Gender, Alternative Working Patterns and Lesbian Gay Bisexual Transgender (LGTB). We have also set up consultation groups for age, religion and belief.
- When recruiting new staff, we advertise in a variety of media including Jobcentre Plus, local and national press; job boards including a website specifically targeted towards disabled candidates; specialist publications; posters in public buildings. Our recruitment is compliant with the Civil Service Commissioner's Recruitment Code that requires us to select on merit through fair and open competition.
- All selectors involved in external and internal appointments are trained in diversity awareness.
- We recognise the diverse needs of our customers and the communities in which we work. We use specially trained HR staff to carry out Equality Impact Assessment work.
- We have a Visually Impaired Media Unit which provides documents for staff and customers in alternative formats such as Large Print, Braille and audio cassette.
Outcomes
- We now recruit proactively from a wide range of backgrounds.
- Personal development opportunities have significantly contributed to more staff from under represented groups moving into management.
- Flexible working patterns have helped us to retain high quality staff.
- Targets to employ 3% of staff with disabilities by 2006 were exceeded.
- Cabinet Office targets to increase the numbers from groups generally under-represented in the Senior Civil Service (SCS), the top Civil Servants, were exceeded in 2006. The recruitment of women in senior and middle management rose by 6%, having risen by 44% in the previous four years. Likewise, representation of staff from black and minority ethnic (BME) communities at these grades also beat Cabinet Office targets.(The figure rose to 3.5% in July 2006)
Awards
- Our achievements in diversity have been recognised in BITC's Awards for Excellence. In 2004, our Diversity team won a 'Big Tick' which was reaccredited in 2005 and 2006.
- We had three finalists and won two of the seven awards at the first Civil Service Diversity and Equality Awards 2006, making HMRC the only Department to take more than one award. An 'Outstanding Achievement' category went to one member of staff. The second award went to the Visually Impaired Media Unit (VIMU) for 'the delivery of public service'. The small team of eight provide information in alternative formats for colleagues and customers with impaired vision. Our Local Radio Broadcasters team, from HMRC Communications and Marketing, were runners-up in this category.
Useful links
