Diversity and Inclusion
Our diversity and inclusion strategy is designed to work on some of the root causes that hold people back from being their whole, best self at work. The FSA’s Diversity Council keeps it under regular review, and our staff networks also have a big hand in making it real and alive. But ultimately, the FSA is an inclusive place because of the small acts of kindness, inclusion, celebration and welcome that you and your colleagues do every day.
Our commitment to creating a diverse and inclusive culture is built upon a foundation of a supportive and welcoming workplace. We want everyone to feel that:
- they can be themselves;
- their unique contribution is recognised, respected and valued;
- they can achieve a healthy work-life balance;
- they belong, and there is space for them to grow;
- they serve each part of the community in a way that reflects its needs.
Our annual Diversity Report outlines our progress and achievements towards making the FSA diverse and inclusive. By acknowledging what we are doing well and where there is room for improvement, we are better able to create the culture we are looking for. In recent years we have launched our Women’s Network, re-launched our Behaviour Team to assist colleagues experiencing unwanted or inappropriate behaviour at work, and been recognised as an employer who is disability confident committed. The Diversity Report has encouraged a more open culture within the Agency, giving us more opportunities to build and develop a workplace where everyone is welcome.
The FSA’s diversity and inclusion commitments support the Civil Service diversity and inclusion strategy, which seeks both a continued focus on increasing the representation of currently under-represented groups at all levels across the Civil Service, and a new focus on inclusion to build our culture and reputation as a place that attracts, develops, retains and fully engages all the diverse talent across our organisation. The FSA’s commitments are:
- To attract and retain a diverse workforce. We seek to create an inclusive recruitment policy, advertising across a diverse spectrum of channels, and monitoring our processes to ensure they are non-biased and non-discriminatory. We engage in name blind recruitment, ensure gender diverse interview panels and offer all our interviewers unconscious bias training. We are constantly working to increase access to mentoring, shadowing, coaching and career conversations that will encourage and promote progression into senior roles.
- To champion inclusivity across our leadership and management community. Our leaders will drive and reinforce cultural change and an inclusive working environment, a mission set out as a performance objective to ensure delivery across the Agency. We are committed to the development of managers so that the ability to embed diversity and inclusion within their teams becomes a second nature, supported by Inclusion Champions within the Executive Management Team, Senior Leadership Team and throughout the business.
- To develop and support staff networks in strengthening our diverse and inclusive culture. We want our staff networks to be owned and their focus directed by our staff. They can provide a safe space, when needed, for airing concerns and can also play a role in raising awareness and driving inclusive practices. As well as continuing to support our active staff networks, we will provide guidance and support to staff volunteers to establish more networks and provide ongoing support so that the capability and capacity of our networks can be developed and maintained.