HMRC have published their diversity, equality and inclusion strategy, splitting it into four schemes to achieve over the next four years in order to further drive HMRC’s diversity goals.

The four strategic themes are: representation, inclusion, capability and customer equality which will show HMRC how they are responding to their Civil Service Talent Action Plan.

The plan, which was created in 2014, sets out measures to remove the barriers that prevent talented people from succeeding. Currently, the civil service sector is the most diverse it has ever been with 2016 seeing 54% of its workforce being women, 10% of staff are BME and 8.9% of people within the civil service have disabilities.

HMRC aims to maintain a diverse workforce across the UK that reflects its customer base in different locations. They will do this by improving effectiveness and reach of talent programmes as well as reviewing recruitment techniques to ensure they hire from a diverse applicant pool.

In order for HMRC to gain an inclusive workplace where everyone is treated equally they will develop and use targeted communications and inclusion tools to raise awareness.

Jon Thompson, chief executive and permanent secretary said: ‘Our efforts to become more inclusive and diverse don’t take place in isolation, they are part and parcel of us achieving our wider transformation. That’s why I think it’s so important that the four themes included in this strategy support our overall mission and objectives as an organisation.

‘I want HMRC to be a diverse place to work, with a wide view on what talent looks like. We should be an organisation where people can have varied careers, where people are supported and invested in and where different views are respected.’

HMRC diversity and inclusion strategy 2016 to 2020 is here. 

Talent Action Plan 2016: Removing the Barriers to Success is here.