Equality, diversity and inclusion
We recognise that great minds don’t think alike.
- Our approach
- Met Office Equality Objectives
- Equality, Diversity and Inclusion Strategy
- 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.
Here at the Met Office we believe that great minds don’t think alike, we celebrate and appreciate the value of difference. We believe that setting equality objectives is an important way for us to show our commitment to equality, diversity and inclusion. Our equality objectives help us describe the things we’ll do to support our vision to be a progressive employer of choice.
We’ve set out four equality objectives that will enable us to focus on key areas and ensure we are making progress. The objectives will last from 2020 until 2024 at the latest, but we will keep track of where we are annually and update where relevant.
Our equality objectives are:
Objective 1: Engaging with and understanding the diversity of our people and those we serve
Objective 2 – Advancing equality of opportunity
Objective 3 – Increasing representation of under-represented groups at all levels
Objective 4 – Zero tolerance to bullying, harassment and discrimination
Each objective has a detailed action plan that describes in detail what we will focus on over the next year, to ensure we are making progress.
If you need this strategy in a Microsoft Word format, please contact us at email [email protected] or phone us on 0370 900 0100 from the UK or call +44 330 135 0000 for those outside the UK.
Equality Impact Assessments
Equality Impact Assessments (EqIAs) is a way of ensuring that Met Office's policies, practices, services and functions are as inclusive as they can be by ensuring that:
- They do not inadvertently disadvantage anyone directly affected and
- Wherever possible, they proactively advance equality, diversity and inclusion.
We use an evidence based approach that includes analysis of information and feedback from protected groups and others, which helps us to understand the actual or potential impact of changes on these groups. We believe that Equality Impact Assessments are a credible tool for demonstrating due regard to the Public Sector Equality Duty (PSED), which is required by law.
For more information or if you have any questions about our completed Equality Impact Assessments, please contact [email protected]
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.
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
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
Why we use pronouns
Knowing and using someone's gender pronouns is a positive way to support our colleagues. By adding gender pronouns to our email signatures, we can increase awareness and make gender diversity part of the conversation that acts as a reminder internally and builds awareness externally. Using the right pronouns for someone will make them feel acknowledged and valid. It provides a simple way of showing respect to the minority who are questioned about their gender identity and can be an acknowledgment of our own privilege.
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.
Mental Health and Wellbeing Awareness Network
A staff-led network aiming to raise awareness of the importance of mental health and wellbeing in our workplace and our day-to-day lives. We recognise that our mental health is as important as our physical health, so we encourage open discussion of issues surrounding mental health and wellbeing. We also support national Mental Health Awareness Events, arrange talks and workshops, and highlight sources of self-help and professional support.
Returners Career Programme
Here at the Met Office we recognise that returning to work after an extended period may be a difficult experience and we take positive action around supporting our existing and new employees who may have taken time out of their careers for personal reasons (such as maternity leave, caring responsibilities or long term illness). Our Returners Career Programme aims to provide career boosting opportunities to mitigate against the impact of extended leave, proactively supporting our staff to advance their careers at a time of disruption. The Returners Career Programme includes access to professional coaching and career planning, the option of a short term placement in a different area of the organisation or a partner organisation, or the option to focus on a ringfenced ‘potted’ project, designed to add experience to CVs and build the confidence of our returning staff.
All our staff deserve to ‘return to work well’ and there is a staff led Returners Network which provides support and advice to staff and line managers as well as administering and adapting the career programme to build better staff experiences for the future.
Women in Climate Network
The Women in Climate network is a joint staff-led University of Exeter and Met Office initiative to support the retention of women in climate science and promote diversity. Women are under-represented in scientific leadership positions so as well as discussing topical issues, the network hosts skills-based sessions to help people achieve success in their careers.
Our Women’s Network is a staff-led Network and very recent initiative that aims to be an advocate for women at the Met Office. Its goal is to provide a community of support as well as provide influence and advocacy on the impact of Met Office policies & culture on women. Open to everyone, it provides a platform for acknowledging and promoting the success and advancement of women and their careers and helps make the Met Office a better place to work.
We are a Civil Service body. Our statistics are reported in the following data:
Gender pay report
See downloads for our recent Gender Pay Gap Reports.