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Diversity and Inclusion

Disability confident

We are proud to have been recognised as a Disability Confident Leader by the Civil Service Disability Confident Scheme (DCS). This means that we:
– challenge attitudes towards disability; 
– increase understanding of disability; 
– remove barriers to disabled people and those with long-term health conditions; and 
– ensure that disabled people can fulfil their potential and realise their aspirations. 

We encourage individuals with a disability or health condition (either physical or mental) to share this information with us as soon as possible so that we can put the right support in place for you at any point during the recruitment process.

DCS applicants who meet the minimum criteria in the job specification at the shortlisting stage are guaranteed an invitation to interview.

Workplace adjustments passport

Workplace Adjustments Passports help HM Land Registry to support our colleagues who require reasonable adjustments made to their work area to manage a disability either in the short term or long term. The Passport ensures that if an employee moves to a new role, a new location, or a new manager, the support that they have in place moves with them.

Workplace Adjustments Passports are reviewed regularly to ensure that they are up-to-date and give the support that the employee needs to continue performing at their best while managing a health condition.
The Passport is just one of the ways we make our workplace as inclusive as possible, for everyone.

A great place to work for veterans

Many veterans already work in the Civil Service, contributing a huge amount to the organisation. The Great Place to Work for Veterans initiative aims to encourage more veterans to take this step. Former members of the armed forces who meet the minimum criteria for a role will progress automatically to the next stage of selection.

In most cases this will be an interview, but depending on the vacancy it may be another method of selection such as an online test or an assessment centre.

To be eligible for this scheme in the Civil Service, you must:
– have served for at least one year in His Majesty’s Armed Forces (as a Regular or Reserve); this includes time spent training
– be in transition from, or ceased to be a member of, HM Armed Forces
– not already be a civil servant, or be employed by a Civil Service Commission accredited public body

There is no maximum time limit from when you left HM Armed Forces to be eligible for this initiative.

When you apply for a role through Civil Service Jobs, you will be prompted to enter whether you are eligible for the Great Place to Work Initiative and whether you would like to apply for the role through this route.

Applications from underrepresented groups

At HM Land Registry we are committed to fairness and equality for all, so you feel valued for who you are and what you do. Our shared values help us work together, to benefit the communities we serve. Our employee diversity networks support our culture of inclusion and contribute to our strategic ambitions. Diversity fuels our innovation.

We are keen to make our workforce as diverse as possible, and we hope to attract applications from underrepresented groups, including black, Asian and minority ethnic people; people with disabilities; LGBT+ people; people with gender diverse identities; and people from lower socio-economic backgrounds.

“Working at HM Land Registry, I have an adjustment passport covering all my different conditions, which helps my managers understand how they can support me, wherever that is in the organisation and across the Civil Service. I am grateful for the support of HM Land Registry, and proud to be part of such a great place to work, where difference is celebrated.”

Heather Stringer

Registration Officer

Staff networks

Within HM Land Registry we have a variety of staff networks that provide a safe space for employees and help people from different abilities, cultures, ethnicities and lifestyles to feel able to play their role in making HM Land Registry an innovative organisation.

One of the biggest roles our networks play is to remove barriers so everyone can make a full contribution to the success of HM Land Registry and feel that they can come to work and “be themselves”. Our networks host regular events to promote understanding and raise awareness throughout the organisation. They also advise and collaborate with business leaders and Human Resources teams to ensure policies and practices are inclusive and accessible. Most importantly, they help people to not feel alone and to find others who can offer friendship, understanding and support.

An image showing the logos of HM Land Registry's staff networks which are

Disabled Employee Network (DEN) including the Carers network

REACH (Race, Equality and Cultural Heritage)

The Pride Network (staff network for sexual orientation and gender identity)

Women’s Network

The Age Network

Faith and Belief Network

Social Mobility Network

Spectrum (staff network for neurodiversity)

HM Land Registry is a member of Employers for Carers.

Where difference is celebrated

We’re committed to fairness and equality for all, so you feel valued for who you are and what you do. We value the variation of skills and diversity of thought that a truly representative workforce brings.

Our shared values help us work together, to benefit our customers and the communities we serve. Our employee diversity networks support our culture of inclusion and contribute to our diversity action plan.

Our current focus is on improving representation, creating an inclusive culture, and embedding diversity and inclusion in everything we do.