Diversity
"Diversity is a key part of the wider Civil Service reform programme. Together with improved leadership and professionalism, improved diversity is essential to build the Service's capacity to deliver." Sir Gus O'Donnell.
The focus of GCHQ's work is on protecting British people - so it's important that we fully represent the diversity of Britain's population in our workforce. This isn't about hitting quotas or fulfilling our legal commitments. It's a fundamental principle to which we are utterly and totally committed. You'll see our progressive approach in policies and practices that empower and support our employees to achieve their full potential, no matter what their background or experiences.
Along with well established coaching, mentoring and development opportunities for everyone, we are keen to encourage and promote networking, so that individuals share experiences and have increased confidence to support their goals. The following gives an idea of our commitment to diversity:
- Age. Other than needing to be 18 years of age to hold the appropriate security clearances to work at GCHQ, we recognise that staff of all ages have something to contribute.
- Ethnicity. We have a dedicated Ethnicity Network, which is open to ALL GCHQ staff, regardless of their ethnic background. This group supports the principles of GCHQ's 'fair and open' recruitment policy by assisting at events and fairs, and generally promote knowledge sharing and raise awareness of various working practices throughout the Department.
- Religion. We offer a dedicated prayer/quiet room to accommodate different religious needs.
- People with caring responsibilities. Committed to the work-life balance and needs of our people, we have recently further improved processes and facilities for flexible working.
- Disability. We have been identified as an 'exemplar' employer in terms of disability support. Adjustments will be made for those with a disability, both during the recruitment process and in the workplace itself, and one-to-one support is available in the first few weeks of employment. We have also developed an award-winning Dyslexia and Dyspraxia toolkit.
- Gender. We have gained external recognition for our initiatives in gender diversity. Our aim is to improve business performance by achieving a gender balance at all levels across the organisation, and in particular by increasing the representation of women in technology and at a senior level. This commitment is driven by the 'Gender Steering Group' which operates at Board level. Reporting into this Group, the 'Gender Difference Network'* (open to both men and women) meets once a month to raise awareness of gender issues and to promote equality in the workplace. We are also members of 'Opportunity Now', a national campaign for employers who wish to tackle barriers to women's progress and encourage an inclusive culture in the workplace. Other examples in this area include sponsorship of the Institute of Engineers 'Young Woman Engineer of the Year Award', which seeks to highlight the achievements of women in engineering and encourage others to enter the profession.
- Sexuality. Sexual preference is, in itself, no bar to employment at GCHQ or to a successful career within the Department. The 'PRIDE@GCHQ' network exists as a forum for discussions on gay, lesbian, bisexual and transgender issues and policies. In addition, the group regularly arranges social gatherings and can offer support to people who are new to the area.
*For an insight into the work of the Gender Difference Network (GDN), take a look at one of their newsletters. Please note, this excerpt is taken from a document originally intended for GCHQ internal use only
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