Equality, diversity and inclusion
We recognise that great minds don’t think alike.
- Our approach
- Equality, diversity and inclusion achievements
- Equality, diversity and inclusion networks
- Employee data
Equality, diversity and inclusion is a journey. We are well on the way on the journey and we are committed to continuous improvement. Our aspiration is a working culture which actively values difference and unlocks the potential of a diverse workforce.
In a nutshell, we recognise that great minds don’t think alike, and we want all of our people to feel valued.
We continually assess and improve our policies, procedures and practices to enable all individuals to perform to the best of their ability and create a positive, engaging and inclusive working environment.
We are continuously striving to achieve a culture that values ability, difference, openness, fairness, transparency and inclusivity, aiming to go beyond the statutory and legal requirements. Improving our equality, diversity and inclusion is a major strategic initiative at the Met Office, reflecting the commitment, and investment, in continuous improvement from our board.
Our aim is to have a work force that is representative of the public that we serve, so that our services are relevant to the whole of the UK, and beyond.
All Met Office employees will:
- treat everyone with dignity, trust and respect
- be aware of the effect of their behaviour on others and be mindful of making reasonable and manageable demands
- communicate honestly and openly, clearly stating what they mean and expect;
- provide honest feedback based on evidence and be open to challenge and constructive criticism;
- seek and be receptive to feedback and open to modifying their behaviour where appropriate;
- work together to create a positive environment; to enable us to perform to the best of our ability.
The Met office has achieved an Athena Swan Bronze Award for gender equality in STEM careers and is building on this success to ensure that women and men are better represented at all levels of STEM roles in the Met Office and can build successful and rewarding careers without barriers.
We implemented a new pay structure which was designed to reduce the Gender Pay Gap across the Met Office, and guarantee an equitable pay structure across all grades of staff.
We made a successful transition from the old 'two ticks' positive about disabled people scheme to the DWP's new scheme, at the level of Disability Confident Employer. We are working on improving understanding of making reasonable workplace adjustments so that managers can agree and implement them more smoothly, resulting in a more consistent employee experience for getting adjustments as soon as practicable. We partner with Evenbreak to ensure all vacancies have the best chance of being seen by talented disabled applicants.
We are Charter Signatories to the Mindful Employer Charter
There are a number of Equality, Diversity and Inclusion networks at the Met Office.
Accessibility and Disability Network
This is a staff-led network that aims to:
- Work across the organisation to improve all aspects of working life for staff with disabilities
This is a staff-led, peer-support network for autistic-identifying employees, placements and contractors at the Met Office. By "autistic" we include anyone with a diagnosis of autism, autism spectrum disorder (ASD), autism spectrum condition (ASC) or Asperger syndrome; anyone pursuing a diagnosis; and anyone who identifies as autistic but for whatever reason is not pursuing a diagnosis at this time.
Our primary aim is to offer a safe space for those on the spectrum to share insights and experiences, and to support each other in adapting to the various day-to-day challenges of employment. A secondary aim is to share our knowledge and experiences, to increase understanding of autism and how best to support and work with autistic people within the Met Office.
Dementia Carers and Carers Networks
The Dementia Carers and Cares Network is saff-led, and aims to:
- Provide information and support for staff with caring responsibilities
- Work with HR to improve all aspects of working life for carers
Equality, Diversity and Inclusion Steering Group
This group is drawn from the leads of our staff-led networks, and exists to:
- Propose ED&I actions and review delivery of those actions
- Share information between staff networks
- Provide a direct link between staff-led ED&I networks and senior management
Lesbian, Gay, Bisexual, Transgender Network
A staff-led network to:
- Provide information and support for staff, their friends and family;
- Increase visibility & awareness of LGBTQ issues;
- Actively promote the Met Office diversity and inclusivity agenda to include encouraging difference, openness, respect, fairnessand transparency, through which a positive and open working environment can be created
This staff-led network is for female staff of any age, at the Met Office, who want to know about the Menopause, to offer support and to chat about their experiences of this transition in life.
Analysis of our employee data to see the representation in our organisation across the six major protected characteristics groups.
Analysis of our employee data collected via Diversity Declaration has been conducted in order to see the representation in our organisation across the six major protected characteristics groups.
See our employee profile in 2018:
This information provides us with a benchmark against which we can measure how we perform each year and identify how effective we are in relation to our diversity policies.
Gender pay report
See downloads for our recent Gender Pay Gap Reports.