The Department has a Gender Staff Network which is open to all staff who have a real interest in Gender issues.
The Gender Network has a Board-level Champion who ensures that Gender issues have a high profile at all levels of the organisation. All network groups provide a support role for staff on Gender issues and aim to improve customer service and job satisfaction while raising awareness of the barriers people face both in society and within the workplace. The Gender Staff Networks have made a positive impact by giving policy makers immediate access to staff who can consider policies from a gender equality perspective.
Combined with flexible working options, improvements to internal and external recruitment systems have led to increases in the number of women in the Senior Civil Service (SCS) and at top management grades. In 2011, women make up 32% of HMRC’s SCS and work continues to increase this number. In challenging economic times, HMRC remains firmly committed to gender equality.
HMRC aims to prevent any form of discrimination because someone is undergoing gender reassignment. We have a comprehensive guidance package for: staff who are (or are thinking of) changing gender; their managers and; their colleagues. It aims to assist all staff in understanding the dilemmas and obstacles faced by anyone in these circumstances and to explain the procedures set up by HMRC to ensure fair treatment of staff on this journey.
The guidance also covers those who identify or self-describe as non-binary and people who are deemed or identified as intersex. We are increasingly seeking ways to remove gender specific references and to support all staff however they identify their gender, for example we are providing gender neutral toilets in our new Regional Centre buildings.