There’s no one type of person working at the Home Office. Just like in wider society, everyone here’s different. We believe that different backgrounds, perspectives and voices add up to richer, fuller thinking that helps us deliver fairer, better outcomes.
We’re committed to creating a welcoming, inclusive workplace where all our people can bring their whole selves to work and perform at their best. That’s why we work to recruit and retain disabled staff and are a Disability Confident Leader.
We’re committed to using the strengths and diversity of all our people to deliver our Home Office priorities. As an employer, our ambition is to be Neuroinclusive, removing the barriers which prevent our people from being successful and reaching their potential.
We’re also proud to be one of the most ethnically diverse departments in the Civil Service.
Our journey
Our Department is at an important moment in its history. We’re delivering an ambitious transformation agenda, learning lessons from our past and making the most of the opportunities the future presents. We’re committed to inclusion, increasing diversity and improving our ways of working, so we can be even more focused on delivering the best outcomes for our customers.
To date, we’ve paid more than £75m in compensation to members of the Windrush generation, and we’re building a new, more open culture within the Home Office. We’re working together to ensure that the wrongs and injustices experienced by some members of the Windrush generation never happen again.
Our staff created our new values – to be compassionate, respectful, courageous and collaborative – and we strive to be guided by these in everything we do. We want to always put people before processes, and create the best possible environment for all our colleagues to work in.
“Building a new culture within the Home Office I believe is about listening to people’s stories. And I feel we are listening more, and change is happening.”
Richard
“As a Windrush descendant, I was proud to work on the Windrush Compensation Scheme. I now work in a team implementing the recommendations from Wendy Williams’ review.
Alicia
We can’t change what’s happened, but we can do our best to learn from our failings and use our position in public service to make a positive difference to people’s lives.”
Bring your whole self to work
Because we recognise that everyone’s different, we understand that wellbeing means different things to different people. We offer an Employee Assistance Programme and a range of staff support networks to ensure our colleagues are never alone and can always access help when they need it.
Our support networks include:
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The Home Office LGBT+ staff support network for all staff in the UK and overseas. Spectrum’s purpose is to assist LGBT+ staff, enabling them to support each other, socialise and network – helping the Home Office create a fully inclusive workforce.
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A voice for all staff in the Home Office who have a disability or are affected by disability. ABLE works to improve awareness and understanding of disability issues and provide the support that enables disabled staff to thrive.
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This group is committed to promoting equality within the Home Office. It aims to ensure that the business recognises and addresses the issues faced by staff from different social and cultural backgrounds. The Network supports a working environment where diversity is recognised, valued and celebrated.
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A group created to embed gender equality in who we are and what we do. GEN aims to challenge, raise awareness and hold the business to account for its actions on gender equality. The group also works with other staff support networks and HR to provide learning, training and support opportunities.