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Wolverhampton City Council chief executive Derrick Anderson has been appointed ...
Wolverhampton City Council chief executive Derrick Anderson has been appointed

as the Home Office's diversity champion for race, gender and disability issues.

Mr Anderson will be working closely with the Home Office permanent

secretary, John Gieve, and the rest of the Home Office board to

deliver a new five year staff race and diversity programme. The

programme will focus on creating ownership of diversity issues by

making the links between leadership, business and people management.

It will include:

* diversity awareness training for all staff, beginning with a pilot

in September 2004

* a development programme to support staff in underrepresented groups

which will include coaching and career management coupled with help

to prepare for assessment centres and civil service fast stream

recruitment competitions

* a pilot mentoring scheme to support the progression of

underrepresented staff into the ranks of the senior civil service

* introduce new assessment techniques to reduce the chances of

recruiting staff with prejudicial attitudes

Mr Gieve said:

'I welcome Derrick Anderson's appointment as our diversity champion,

Derrick brings with him first hand experience of how diversity

impacts on the lives of individuals and communities. His appointment

will be a great asset to the Home Office, he will give diversity a

voice on the board and provide leadership as we work on our plans to

ensure we recruit, retain and promote from all communities in the UK.

'The Home Office has made good progress in attracting a diverse

workforce and this is reflected in the thriving staff networks that

we have for underrepresented staff. But more needs to be done and our

five year diversity programme will set out the way forward on how we

can capitalise on the background, skills and experience of all our

staff for our mutual benefit.

'Diversity is not an optional extra for us. Bringing about race

equality, active citizenship and cohesive communities are at the

heart of our purpose and are essential to build security, trust and

reduce crime. If we are to succeed it is imperative that our

workforce reflects and understands the diverse communities that we

serve. This isn't just important for the Home Office but also for

public services as a whole, which is why we are addressing this issue

in our consultation document 'Strength in Diversity' which is working

towards a cross-Government community cohesion and race equality


Mr Anderson said:

'The civil service has a proud record of recruiting staff from

diverse backgrounds and the Home Office has been at the forefront of


'We want the Home Office to be an example to others, not just in

government but across the private sector and I look forward to

building on the progress already made for the mutual benefit of staff

and the communities which we serve.'

The Home Office also announced ambitious new targets for recruiting

ethnic minority staff and women to its Senior Civil Service (SCS)

grades today. Thenew management target for race is double the

Whitehall wide target of 4% and will see 8% of the most senior posts

at the Home Office being held by ethnic minority staff by 2008/2009.

For women, the Home Office SCS target will be increased to 40%

compared to the Whitehall wide target of 37%.


1. Derrick Anderson has also been a non executive director of the

Home Office since March 2002. He will recieve expenses for his new role, which starts today.

2. The Whitehall wide SCS diversity employment targets for the year

2004/5 are 3.2% for ethnicity; 35% for women (25% for women in the

highest posts) and 3% for disability.

3. The new Home Office race SCS target of 8% reflects that 8% of the

labour market are from an ethnic minority background; revised SCS

targets of 40% and 3.2% have been set for women and disabled people

in the Home Office by 2008/09.

4. The current representation of black and ethnic minority staff in

the Home Office SCS is 3.75% (up from 1.2% in 1999 when targets were

set); 31% for women (up from 22.3% in 1999 and on target for the most

senior grades at 25%); 0% for disabled people (there is evidence from

staff surveys of significant under-reporting). Building the

confidence of disabled staff to come forward and recruiting disabled

senior civil servants will be one of the major aims of the five year


5. Further details about the 'Strength in Diversity' consultation to

develop a community cohesion and race equality strategy can be found


6. Further information on race and diversity issues within the Home

Office can be found at:

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