Diverse representation, equal pay and inclusion
We have increased representation across the majority of our target characteristics.
The percentages of ORR colleagues who are female or recording a disability have increased and the proportion who are as minority ethnic matches the national average.
| Protected characteristic | ORR 2023 percentage | ORR 2020 percentage | Civil service 2023 percentage | England and Wales Census 2021 percentage |
|---|---|---|---|---|
| Female | 44% | Up from 40% in 2020 | 55% | 51% |
| Minority ethnic | 19% | Up from 18% in 2020 | 15% | 18% |
| Disability | 7% | Up from 5% in 2020 | 16% | 18% |
| LGBTQ and other | 6% | Up from 5% in 2020 | 6% | 3% |
Actions that have made a positive difference
Our increase in representation has, in part, been achieved by improving our recruitment process. We have broadened our criteria in job descriptions, used recruitment channels with wider coverage and improved the diversity of our interview panels.
We set an expectation for everyone to have a D&I objective and provided mandatory and non mandatory D&I training.
We have also refreshed our values, making inclusivity explicit. These are promoted across the organisation, with formal recognition of where individuals demonstrating them have made a difference.
Continuous improvement
We have developed this refreshed strategy learning lessons from the last three years.
For example, we have:
- made the D&I themes simpler and more engaging, to increase buy-in
- ensured responsibilities for delivery are clear, with no gaps and overlaps
- reflected the pace that D&I policy is developing and factored in learning on topics such as intersectionality
This strategy was also informed by the rich and varied set of responses and suggestions we received from engaging with colleagues and our D&I network.
