as the Home Office's diversity champion for race, gender and disability issues.
Mr Anderson will be working closely with the Home Office permanent
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
* 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: www.homeoffice.gov.uk/comrace/race/index.html