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.
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
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
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.
- 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
- We have a Visually Impaired Media Unit which provides documents for staff
and customers in alternative formats such as Large Print, Braille and audio
- 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)
- 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.
Diversity and Equality