Diversity & Inclusion - Government Property Agency

We’re dedicated to becoming a leading, inclusive employer both in the external market and throughout the Civil Service. Our strong emphasis on Equity, Diversity, and Inclusion (EDI) is not just about driving inclusion across our organisation, it is also about ensuring our services meet the needs of our clients and catalysing wider change across the sector.

Central to this commitment is the creation of an inviting and inclusive environment where every individual’s voice and background is valued. We have an ambition to better represent the communities we serve, harnessing positive action to ensure equity of opportunity for all across our workforce. Through driving inclusive best practice, we hope to establish a working environment which facilitates a sense of belonging for all.

Our goal is to solidify our position as an inclusive employer of choice.

EDI Strands

At the GPA, our commitment to Equity, Diversity, and Inclusion (EDI) is reflected in our 10 defined EDI Strands. These encompass protected characteristics and extend to diverse identities and backgrounds experienced by our workforce. Engagement with our employees during a culture review of the GPA in 2023 identified Ethnicity, Gender and Mental Health and Wellbeing as our initial areas of focus. Whilst these are our early priorities, the next phase of our EDI Plan will also focus on disability, neurodiversity and socio-economic background.

Our EDI Plan aims to positively impact multiple EDI strands, fostering a holistic approach and promoting inclusion, whilst also being mindful of the experiences of those who sit at the intersection of multiple diversity strands.

Partnering with Green Park

In affirming our unwavering commitment, we’ve joined forces with Green Park, a renowned EDI specialist in the UK. Green Park have carried out a Culture & Inclusion Review of the GPA, which assessed our policies and processes against the lived experiences of our staff.

The result is a thoughtfully developed three-year (2023-2026) EDI Plan, implemented across the entire business, with a dedicated emphasis on fulfilling the Real Estate Balance CEO Commitments.

Embedding an equity mindset

We recognise that promoting equitable opportunities and removing barriers helps to mitigate against discrimination and bias. Through implementing bold positive action, we can continue to level the playing field and support employees to develop their full potential within the GPA.

Illustrative examples of our approach include initiatives to reduce the gender pay gap and ensure diversity on interview panels. These strategic steps contribute to fostering a more inclusive and supportive atmosphere for all employees of the GPA.

Staff networks and groups

As part of our refreshed EDI Plan, we are continuing to build employee perspectives into our decision-making through empowering and listening to our networking groups and staff bodies. This will involve equipping our Women’s Network to act as a consultative arm to our Executive Committee and Board. We have also launched our Ability+ network which is focused on supporting and championing the issues of disabled staff in the GPA as well as the carers of people with disabilities. We are proactively growing our Mental Health First Aiders group. Other networks are also on the horizon which will advocate for other diversity strands.

As an Executive Agency of the Cabinet Office, staff can also access its groups and networks which include but are not limited to: Able: The Cabinet Office Disability Network, Carers Network, CORE: Cabinet Office Race Equality Network and the LGBT+ Network. All Civil Servants can also access services run by The Charity for Civil Servants.

The GPA Women's Network on International Women's Day in Peterborough

Workplace inclusion

Have a look at some of the ways we are creating more inclusive environments across the government’s office estate, where everyone has space to be themselves, and to be productive, while at work: