1. Delivering a Diverse Civil Service The 10 Point Plan Waqar Azmi, Chief Diversity Adviser

2. The new 10 Point Plan
The UK Civil Service is changing: as part of a radical transformation programme Civil Service Reform: Delivery and Values it is launching a 10PP on workforce diversity
The new Plan aims at increasing diversity in the CS workforce, especially at senior level
The 10 PP was developed by Waqar Azmi, the chief Diversity Adviser, following a review on Diversity and equality in employment across the Civil Service, in consultation with the DCN, HRDs and other stakeholders such as CCSU and staff networks. The CSMB gave a full and firm endorsement to the plan

3. Stepping up the pace
10-Point Plan sets out ambitious programme of work for next three years
It commits to 10 key areas that will accelerate progress towards increased visible diversity at senior levels as a signal of broader and deeper cultural change

4. The 10 Key areas for change
Targets
Measurement and Evaluation
Building capacity to deliver on Diversity
Leadership and accountability
Recruitment
Development
Behaviour and culture change
Diversity impact of the Efficiency and Relocation reviews
Embedding/mainstreaming diversity
Communication

5. Priorities Targets and delivery plans
The Government has set new targets for representation of diversity groups in the SCS
The agreed targets to achieve by 2008 are:
37% Women in the SCS
30% Women in Top Management Posts
4% Ethnic Minorities in SCS
3.2% People with Disabilities in SCS

6. Priorities Targets and delivery plans
The 10PP commits Departments to also set their own internal targets for SCS and feeder grades
embed targets in Permanent Secs PPAs/PPOs
Action to implement the 10PP will be driven by the Network of Diversity Champions
Give brief overview of what feeder grades are and why we believe they are important to be taken into account
Explain what is the commitment we expect from permanent secretaries
A little about the DCN, launched in July 2004, senior board level representatives from each department. Your role as chief diversity adviser as support to the network

7. Priorities Measurement & evaluation
Six monthly publication of progress
Improve monitoring and data gathering
Pilot monitoring exercise on faith, sexual orientation/gender identity

8. Priorities Diversity Champions Network
Sub Groups to deliver on priority areas
Peer reviews
Training to DCN Members
Progress reports to CS, CSMB & DCN members

9. Priorities Recruitment Best practice toolkit Improve Fast Stream
All SCS/feeder grade posts available on a flexible working patterns
All SCS recruitment process & panels to be representative or have a diversity adviser

10. Priorities Development
DCN to sponsor new corporate diversity development scheme
Compact Schemes
Dept. development schemes to build diverse talent pool at feeder grade level
Mentoring

11. Priorities Behaviour and culture change
All Civil Servants to have meaningful and measurable diversity objectives that are included in reward systems
Review of work life balance in SCS and action for change
High quality, challenging diversity training for senior and middle managers
Staff networks supported

12. Priorities Communication Soft launch of 10-Point Plan in departments
Launch and publication of 10-Point Plan on 1st November
Annual diversity awards scheme
Regular newsletter, seminars/conferences & progress reports

13. Roles and responsibilities
Permanent Secretaries accountable for diversity in their depts
Diversity Champions responsible for driving action in depts.
Sub-Groups to deliver on priority areas
Diversity Strategy Team provide programme management role –clarity on priorities, roles and responsibilities essential for successful delivery