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Our aim

The Ministry of Justice (MOJ) are delivering the government’s strategic aim of having the best people working in MOJ, by enabling the building of a diverse, talented workforce that draws upon the widest possible range of geographical, social and career backgrounds, who can overcome 21st Century challenges, harness employee experience and customer insight to deliver better outcomes for citizens.

Equality objectives

We have a strategic, departmental framework driving organisationally aligned, embedded, evidenced and evaluated inclusion outcomes.

Through this framework, the Ministry of Justice will deliver the commitments set out in the Civil Service Diversity and Inclusion Strategy, Civil Service People Plan, MOJ People Strategy, and wider government reform commitments, with specific and measurable outcomes:

D&I designed-in

• An evidence-based approach to EDI is used to support and inform senior leaders’ decision-making and accountabilities, ensuring transparency and progress against strategic objectives. Workforce data is published externally through the department’s Annual Report and Accounts and Civil Service Statistics.
• Equality Act and PSED requirements are embedded and evidenced in our core operating model, including all relevant policies, processes and action plans.
• Regular EDI related reporting is embedded within senior governance arrangements in the department, ensuring that equality considerations are systematically integrated into governance, planning, and performance monitoring, enabling more inclusive and accountable decision-making.

Representative workforce

• Workforce representation will be evidenced and will enable greater creativity and customer insight, using diverse teams to drive innovation and service improvements.
• A commitment to evidencing representation is embedded in MoJ corporate governance and supporting arrangements, with representation metrics tracked.
• Background or protected characteristic is not a barrier to recruitment, progression or retention.

Inclusive culture

• A people-centric culture and approach enables and ensures both organisational and team delivery, wellbeing and zero tolerance of bullying, harassment, discrimination and victimisation
• Inclusivity and internal diversity support improved and more innovative service provision.

Compliance

The MOJ is committed to meeting its statutory obligations under the Equality Act 2010, by:

• demonstrating due regard for the equality impacts of policies, programmes, and decisions affecting staff and service users
• ensuring all employees have access to a workplace adjustment service, supporting the organisation in fulfilling its duty to provide reasonable adjustments
• ensuring that equality considerations are integrated into governance, planning, and performance monitoring

In line with the Worker Protection (Amendment of Equality Act 2010) Act 2023, which came into force on 26 October 2024, the MOJ will:

• take reasonable steps to prevent sexual harassment in the workplace, as now required by law
• promote a safe, respectful, and inclusive working environment, supported by clear policies, training, and reporting mechanisms

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