Equality, diversity and inclusion


Our approach

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.

Equality, Diversity and Inclusion Achievements

April 2018

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.

November 2017

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.

August 2017

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

Equality, Diversity and Inclusion Networks

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

Autism Network

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.

Black, Asian and Minority Ethnic (BAME) Network

Our Black, Asian and Minority Ethnic (BAME) Staff Network aims to support the Met Office in becoming the employer of choice for people from diverse ethnic backgrounds. We want to build a working environment that promotes equal involvement by spreading awareness as well as providing advice and encouragement to colleagues from underrepresented groups.


The Network is a forum for BAME colleagues across the Met Office to share their experiences and support each other. It is a safe space to discuss, challenge and take action where necessary to promote race equality and diversity at 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

Read Rob Springett's Q&A about Celebrating Pride In STEM

Menopause Network

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.

Employee Data

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.