Equality & diversity strategy

Equality & diversity strategy

1. Introduction

The UK Supreme Court is committed to providing fair and open access to justice for everyone.

We recognise, respect and value diversity and will strive in all we do to serve the interests of people from all sections of society. We will strive to become an organisation that reflects fully the diversity of the society we serve and truly values the contributions which employees from all sections of society make to our work.

This strategy sets out the actions the UK Supreme Court will take over the next three years to embed the principles of equality and diversity into all we do. It also outlines our approach to implementing the Civil Service diversity strategy "Promoting Equality, Valuing Diversity".

2. Our aim

Our aim is to create an organisation that:-

  • Fully reflects the diversity of society it serves, valuing the contribution that staff, court users and the public make to our work;
  • Tackles behaviours and attitudes that might contribute to, or reinforce, the perceived or real threat of inequality and discrimination;
  • Delivers services that are accessible to and meet the needs of all court users and members of the public;
  • Treats everyone with fairness, understanding, dignity and respect;
  • Actively involves others in developing its policies through effective, appropriate consultation; and
  • Promotes equality of opportunity for all.
3. What we need to do

We need to ensure that every member of staff understands why equality and diversity are fundamental to all that we do. The principles of equality and diversity need to be evident in all aspects of our work: whether in our interactions with colleagues, court users and the public, the way we lead and manage staff or the way we design and deliver our services and policies.

When we talk about promoting equality of opportunity for staff we mean through fair and nondiscriminatory employment policies and processes. By diversity we mean people who are in one or more of seven diversity groups; race, gender, gender identity, disability, age, religion or belief or sexual orientation. For staff, we mean diversity in its widest sense, encompassing people who work part-time or other alternative working patterns; people with different skills, experiences and educational and social backgrounds; and people with caring responsibilities.

4. How we will do it

This strategy focuses on five key linked themes designed to help us drive the agenda over the next two years and mainstream equality and diversity across the UK Supreme Court.

Behaviour and Culture
  • We will inform and encourage staff to support our equality and diversity aims.
  • We will find out more about the views of staff.
  • We will tackle behaviour that fails to support the UKSC's equality and diversity aims.
Leadership and accountability
  • We will put equality and diversity at the heart of our business.
  • We will role model equality and diversity best practice at all levels.
Talent management
  • We will actively identify, encourage and inspire talented staff from diverse backgrounds.
Representation
  • We will develop a clear picture of representation across UKSC.
Service delivery
  • We need to understand where our equality gaps are in the delivery of UKSC policies and services.
  • We must have systems in place to collect sufficient information to identify and prioritise gaps.
  • We will ensure compliance with equalities legislation.

We will review and update our plans annually to enable us to build on, target and improve our approach as we develop more sophisticated data and improve our understanding of the issues.