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<!DOCTYPE html>
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<head>
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<title>Digital & Technology Diversity Statistics | Ministry of Justice</title>
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<a href="/technology-diversity-statistics/" class="govuk-header__link govuk-header__link--homepage">
Ministry of Justice Digital & Technology<br>
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</header>
<div class="govuk-width-container">
<main class="govuk-main-wrapper" id="main-content" role="main">
<div class="govuk-grid-row">
<div class="govuk-grid-column-full">
<h1 class="govuk-heading-xl">Diversity & Inclusion at<br>MOJ Digital and
Technology</h1>
<br>
<p class="govuk-body">Interacting with any part of the justice system is not always pleasant if it's the
result of a
negative experience, which is why we aim to make it as easy and painless as possible. We do this
through the principles of user-centred design and we know that we cannot be truly user-centred
unless the people in our teams represent the people we build services for.</p>
<p class="govuk-body">We’ve been collecting data on our demographics to understand how representative we
are and where we
need to focus our efforts to improve. Here we share with you the latest data showing, where
possible, a comparison between our team and the UK population. We commit to updating this data on an
annual basis and will use it to hold ourselves accountable and ensure we’re constantly reviewing our
actions to keep doing better.</p>
<p class="govuk-body">It’s not just about numbers for us though. As acclaimed diversity activist Vernā
Myers puts it:
"Diversity is being invited to the party. Inclusion is being asked to dance®". We have a network of
champions working on activities and events throughout the year to ensure our team members feel
included, engaged and valued, and we measure their success through fortnightly pulse surveys and the
annual Civil Service People Survey. You can read more about some of those initiatives towards the
bottom of this page and in our diversity and inclusion blog posts.</p>
</div>
</div>
<div class="govuk-grid-row">
<div class="govuk-grid-column-two-thirds">
<div id="moj-diversity-app-data">
<figure class="highcharts-figure">
<div id="chart-gender"><p class="govuk-body mojdi-loader">Loading…</p></div>
<p class="govuk-body">We don’t currently have any data on gender non-binary people.
<br><br>
Our numbers are much better than the average among the tech industry, which has remained at
around 16% since 2009, but we still have work to do.
</p>
</figure>
<figure class="highcharts-figure">
<div id="chart-gender-pay-gap"><p class="govuk-body mojdi-loader">Loading…</p></div>
<p class="govuk-body">Our gap is smaller than the Civil Service average, but we believe any gap
is too big so we’re working on reducing ours.</p>
</figure>
<figure class="highcharts-figure">
<div id="chart-ethnicity"><p class="govuk-body mojdi-loader">Loading…</p></div>
<p class="govuk-body">We’re pleased that this is above the UK population.
<br><br>
However, we do not have data on the ethnic diversity of our senior management as the numbers
are too low, and although representation looks good, the declaration rate was only 74% and
4% chose to answer ‘prefer not to say’. This suggests we have some work to do to encourage
people to feel safe sharing their ethnicity.
<br><br>
*We’re not fans of the term BME or the homogenous grouping of ethnicities that it
encourages, but this is the language that’s currently used across government. We’re setting
up conversations to try to change that.</p>
</figure>
<figure class="highcharts-figure">
<div id="chart-sexual-orientation"><p class="govuk-body mojdi-loader">Loading…</p></div>
<p class="govuk-body">This is above the known UK population but the declaration rate for this
question was only 62% and 15% chose 'prefer not to say’. This indicates that a lot of the
team don’t feel safe or comfortable sharing their sexuality.</p>
</figure>
<figure class="highcharts-figure">
<div id="chart-disability"><p class="govuk-body mojdi-loader">Loading…</p></div>
<p class="govuk-body">This is below the UK population and for this question the declaration rate
was only 65%, with 17% of people choosing 'prefer not to say'. </p>
</figure>
<figure class="highcharts-figure">
<div id="chart-faith"><p class="govuk-body mojdi-loader">Loading…</p></div>
<p class="govuk-body">This breaks down as 45% Christian, 13% ‘other religion’.
<br><br>
This is below the UK population and for this question the declaration rate was only 62% with
16% choosing 'prefer not to say'. Also none of our senior team has a religion other than
Christianity.</p>
</figure>
<figure class="highcharts-figure">
<div id="chart-age"><p class="govuk-body mojdi-loader">Loading…</p></div>
</figure>
</div>
</div>
</div>
<div class="govuk-grid-row">
<div class="govuk-grid-column-full">
<h2 class="govuk-heading-l">What have we done?</h2>
<p class="govuk-body">
Loads! Here are a few examples:
<br><br>
<strong>Champions:</strong> We have a network of champions who meet regularly to review our
demographic data and work together to deliver initiatives to improve representation and inclusion.
</p>
<p class="govuk-body">
<strong>Inclusive recruitment:</strong> We’ve reduced the essential criteria on our job descriptions
and run them through a gender decoder to ensure the language we use isn’t putting people off
applying. We ask candidates to remove their names from their CVs and ensure all our interview panels
are gender-diverse and ethnically diverse.
</p>
<p class="govuk-body">
<strong>Spreading the word:</strong> We’ve hosted and presented at events aimed at women and
diversity in tech to spread awareness of our job opportunities and benefits.
</p>
<p class="govuk-body">
<strong>Partnerships and apprenticeships:</strong>
</p>
<p class="govuk-body">
<strong>LGBTQ* inclusion:</strong> We have a strong LGBTQ* community, which contributed to the MOJ
rising from 204th (in 2016) to 5th in Stonewall’s most recent Top Employers list.
</p>
<p class="govuk-body">
<strong>Fair and open pay:</strong> We have standard pay scales based on the level of responsibility
of each role and we publish these openly with our job adverts. We have also been working to align
our existing team members’ pay with the Digital Data and Technology Pay Framework set up by the
Government Digital Service, which allows for specific pay increases based on performance. We hope
this will help to reduce any pay inequities including our gender pay gap.
</p>
<p class="govuk-body">
<strong>Flexible working:</strong> All of our roles have several options for flexible working,
including working part time, job shares, or working remotely. At the moment most of us are working
from home full time but even when there’s not a global pandemic we have the opportunity to choose
how often we go into the office and set working days and hours that fit around the rest of our
lives.
</p>
<p class="govuk-body">
<strong>Equipment:</strong> Everyone can request equipment for use in the office or at home to make
their workspace more comfortable and suited to their needs, including assistive technology and
ergonomic chairs.
</p>
<p class="govuk-body">
<strong>Inclusive benefits:</strong> We offer an array of inclusive benefits as standard across the
Civil Service including generous (shared) parental leave, paid sick leave, bereavement and special
leave, and access for all staff to an Employee Assistance Programme that includes a 24 hour phone
line with occupational therapists and the ability to self refer for counselling sessions.
</p>
</div>
</div>
<div class="govuk-grid-row">
<div class="govuk-grid-column-full">
<h2 class="govuk-heading-l">What’s next?</h2>
<p class="govuk-body">
Digging into the data: We’re trying to source data on areas such as socio-economic background and
parenting or caring responsibilities, to give us greater understanding of our team’s make-up and
needs. We’re also working on getting data by profession as we suspect that representation may be
worse in some than others. For example we believe that we have fewer women in more technical roles,
such as software development, technical architecture and cyber security. Knowing which professions
are least representative will help us to focus our efforts to attract and support minoritised people
to join us.
</p>
<p class="govuk-body">
<strong>Intersectionality:</strong> We’re working on getting intersectional data as many people will
fall into more than one underrepresented group and we want to make sure we’re not only hiring - for
example - straight, white, cis women, and that we’re considering the compounded effects of battling
multiple biases.
</p>
<p class="govuk-body">
<strong>Job advertising:</strong> We’re working with organisations leading on diversity in tech to
advertise our roles to their communities and promote the many benefits of working with us to a
wider, more diverse network.
</p>
<p class="govuk-body">
<strong>Committing to improve:</strong>
</p>
<p class="govuk-body">
<strong>Developing training:</strong> We want everyone in the team to appreciate how important
diversity and inclusion are and know how they can contribute to our efforts to improve. We’re
developing training to help us do that.
</p>
<p class="govuk-body">
<strong>Mental health support:</strong> We’ve started running regular online sessions with the NHS
on various mental health topics to give extra support to our team members throughout lockdown and
the pandemic.
</p>
<p class="govuk-body">
<strong>Seeking inspiration:</strong> We’re organising regular online lightning talks from prominent
women in the industry to share their experiences and expertise with our team members. We plan to
widen this to include representatives from other minoritised groups.
</p>
<p class="govuk-body">
<strong>Listening and learning:</strong> We’ll continue listening to our team members and reviewing
their feedback to make sure we keep improving. We’ll also be setting up sessions with experts on
different areas of diversity, equity and inclusion so we can learn from them.
</p>
</div>
</div>
<div class="govuk-grid-row">
<div class="govuk-grid-column-full">
<h2 class="govuk-heading-l">Notes on the data</h2>
<p class="govuk-body">
We ask our team members to answer demographic questions via the MOJ online HR system. This is
accessible by permanent staff, who make up 75% of our team (817 people). The data is then processed
by data experts and shared with us anonymously with responses below five suppressed to ensure
individuals cannot be identified.
</p>
<p class="govuk-body">
We receive this data every three months to analyse and act on but the latest we can share publicly
is from March 2019, in line with the most recent public data shared on the MOJ as a department. Once
that is updated we will update this page too.
</p>
<p class="govuk-body">
The data we have currently only covers a handful of areas and does not allow for intersectional
analysis - we’re working on this so that we can get a fuller picture of our team make-up and ensure
that everyone feels respected and celebrated for all of their characteristics.
</p>
<p class="govuk-body">
The gender pay gap data is collected from HR data and shared with us anonymously. It is just for
permanent team members, it doesn’t include contractors or agency staff. The latest publicly
shareable data is from March 2020 but we do have more recent data internally that we’re reviewing
and acting on.
</p>
<p class="govuk-body">
We’re using data from the 2011 UK census as a framework for comparison because it’s the closest we
can get to an estimate of our user base and recruitment pool. Once the 2021 census data is released
we’ll use that.
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