Our work provides commentary on and analysis of the major public spending issues facing the country today. It is relevant to practitioners, public servants, taxpayers and the users of public services. To do this well we need to recruit, retain and motivate the best people drawing from the widest possible talent pool. Our diversity strategy is central to this.
Jump to downloadsI am pleased to publish the NAO’s annual diversity report for 2010-11 which highlights the progress we have made in 2010-11 and sets out our agenda for the coming year. We have a good record of achievement in 2010-11 and this report provides more detail on the progress we have made. The results of our staff survey, conducted over the summer, confirmed that staff generally felt positive about issues of inclusion and fair treatment but they raised some specific concerns demonstrating that we have more to do. One concern in particular related to the findings on bullying and harassment. The Leadership Team immediately commissioned an independent review which found no systemic problem but made a number of useful recommendations for improvements which we are taking forward. We are very clear that we will not tolerate bullying and harassment.
The ambition we have for our organisation must be matched by the ambition we have for our staff. We have high aspirations for our business and these include an ambitious diversity programme. We will refresh this programme and launch our new strategy in early 2012 to keep up the pace of progress going forward.
Amyas Morse, head of the National Audit Office, July 2011
I am pleased to publish the NAO’s annual diversity report for 2010-11 which highlights the progress we have made in 2010-11 and sets out our agenda for the coming year. We have a good record of achievement in 2010-11 and this report provides more detail on the progress we have made. The results of our staff survey, conducted over the summer, confirmed that staff generally felt positive about issues of inclusion and fair treatment but they raised some specific concerns demonstrating that we have more to do. One concern in particular related to the findings on bullying and harassment. The Leadership Team immediately commissioned an independent review which found no systemic problem but made a number of useful recommendations for improvements which we are taking forward. We are very clear that we will not tolerate bullying and harassment.
The ambition we have for our organisation must be matched by the ambition we have for our staff. We have high aspirations for our business and these include an ambitious diversity programme. We will refresh this programme and launch our new strategy in early 2012 to keep up the pace of progress going forward.|I am pleased to publish the NAO’s annual diversity report for 2010-11 which highlights the progress we have made in 2010-11 and sets out our agenda for the coming year. We have a good record of achievement in 2010-11 and this report provides more detail on the progress we have made. The results of our staff survey, conducted over the summer, confirmed that staff generally felt positive about issues of inclusion and fair treatment but they raised some specific concerns demonstrating that we have more to do. One concern in particular related to the findings on bullying and harassment. The Leadership Team immediately commissioned an independent review which found no systemic problem but made a number of useful recommendations for improvements which we are taking forward. We are very clear that we will not tolerate bullying and harassment.
The ambition we have for our organisation must be matched by the ambition we have for our staff. We have high aspirations for our business and these include an ambitious diversity programme. We will refresh this programme and launch our new strategy in early 2012 to keep up the pace of progress going forward.|I am pleased to publish the NAO’s annual diversity report for 2010-11 which highlights the progress we have made in 2010-11 and sets out our agenda for the coming year. We have a good record of achievement in 2010-11 and this report provides more detail on the progress we have made. The results of our staff survey, conducted over the summer, confirmed that staff generally felt positive about issues of inclusion and fair treatment but they raised some specific concerns demonstrating that we have more to do. One concern in particular related to the findings on bullying and harassment. The Leadership Team immediately commissioned an independent review which found no systemic problem but made a number of useful recommendations for improvements which we are taking forward. We are very clear that we will not tolerate bullying and harassment.
The ambition we have for our organisation must be matched by the ambition we have for our staff. We have high aspirations for our business and these include an ambitious diversity programme. We will refresh this programme and launch our new strategy in early 2012 to keep up the pace of progress going forward.
Amyas Morse, head of the National Audit Office, July 2011|Amyas Morse, head of the National Audit Office, July 2011|Amyas Morse, head of the National Audit Office, July 2011
Downloads
- Diversity-Annual-Report-2010.pdf (.pdf — 362 KB)