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Equality, diversity and inclusion


We have just released our annual 2022/23 report to provide an insight into what we have done to achieve the objectives set out in our Equality, Diversity and Inclusion Strategy. 


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. We are a member of the Business Disability Forum, recognised as a Disability Confident Employer and Mindful Employer and hold an Investors in Diversity Award. 

Improving our equality, diversity and inclusion is a major strategic initiative at the Met Office. We are a member of the Business Disability Forum, recognised as a Disability Confident Employer and Mindful Employer and hold an Investors in Diversity Award.

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.

The  Met Office values reflect who we are and the work we do now and in the future and the Civil Service Code sets out the values and behaviours expected of all civil servants.

Met Office Equality Objectives 

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.

Equality, Diversity and Inclusion Strategy

The Met Office Equality, Diversity and Inclusion Strategy (5.5MB)

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 Diversity & Inclusion Annual Report 2022/23

Our latest 2022/23 annual report outlines what we have undertaken to achieve the objectives set out in our Equality, Diversity and Inclusion Strategy. 

To view previous progress reports contact [email protected]


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]

Equality, Diversity and Inclusion Employee 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.

ADHD Network 

The ADHD Network is a peer-support network for employees, placements and contractors at the Met Office with ADHD. We include anyone with a diagnosis, anyone pursuing a diagnosis and anyone with ADHD but for whatever reason is not pursuing a diagnosis at this time. 

Our primary aim is to offer a sagfe space for those with ADHD to share insights and experiences, and to support each other in adapting to the various day-to-day challenges of employment. A secondary aim to to share our knowledge and experiences, to increase understanding of ADHD and how best to support and work with people with ADHD within the Met Office. 

EM-Power Network

Our EM-Power 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 ethnically diverse 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.

The UK Government and Commission on Race and Ethnic Disparities do not recommend the continued use of the BAME acronym and the above film was created when EM-Power where formally known as the BAME network.  

Carer Support Network

Our Carer Support Network is working towards Carers Confident accreditation which is awarded by Carers UK. The accreditation looks at five areas that impace on the experience of carers within the workplace:

  • Preparation - how are we enabling carers to identify themselves as carers?
  • Policy and guidance - how are we making support for carers transparent?
  • Practical support - what practical provisions and arrangements are available for carers?
  • Peer support - how are we connecting and engaging with each other, as carers?
  • Promoting support - how are we communicating carer support?

These areas inform the work and activities of the Carer Support Network. 

The Internationals in the UK Network.

This staff-led network started in 2011. The aim is to promote, support and celebrate the international character of the Met Office. This network is linked to Science Partnerships and to the Diversity Council, and works closely with them both to promote ED&I of international staff. We support new overseas staff, including visiting scientists, by providing useful information on living and working in the UK and organising a weekly lunchtime English conversation club. We also organise events, notably popular cultural events.

LGBTQ+ Network

The network brings together the views of LGBTQ+ colleagues to share their experiences and identify challenges being faced by the community within the Met Office.  We aim to provide a welcoming environment in which members can:

  • Meet regularly for networking and social events. 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.

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.

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.

Religion and Philisophical Belief Network

Our newest network aims to bring multiple faiths and beliefs together and provide a place for all to meet and share understanding of our diversity.  We also aim to understand and support each other’s faiths, beliefs, celebrations, festivals, traditions and histories. 

Shift Workers Network

Our Shift Workers network supports a range of employees that span weather forecasting, flood forecasting and observations. In 2022, the network developed a series of seminars with the aim of helping shift workers thrive by recognising how shift work can impact on health, safety, and wellbeing. Monthly seminars were held on a range of topics inclusing sleep, wellbeing, time management and career coaching. 

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.

Women's Network

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.

Diversity Council

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

Employee Data

We are a Civil Service body. Our statistics are reported in the following data:

Gender pay report 

See downloads below for our recent Gender Pay Gap Reports.