Applying to be part of this Programme will provide you with tools and learning to help you prepare for the most senior roles in BEIS and give you practical advice around the application process. Participation will also ensure you are more visible for potential roles so that you can be pro-actively alerted to potential opportunities as these arise.

We focus heavily on diversity and inclusion. We are all different in some way. We each experience the world differently and have stories to tell about it. We make the most of these differences to solve important and complex policy issues facing the country, business and the environment. In doing so, we continue to make BEIS a great place to work.

During the year we have:

  • Increased the diversity of our workforce;
  • rolled out micro behaviours training to over 700 staff;
  • undergone the Stonewall Workplace Equality Index 2020.
  • We were ranked 137 out of 503 employers, up from 270 out of 445 employers last year; and
  • in the 2019 people survey, maintained a score of 83% for ‘inclusion and fair treatment’, up from 80% in 2017.

So,what is it really like working at BEIS? See what our colleagues have to say:

" I joined the Civil Service in 2002, having worked in the private sector (BT plc) for 13 years. Looking for a new challenge, I changed sectors and joined the HR profession. I have had some incredible experiences, having worked in six different departments. Whilst they all had different policy agendas and vastly different people they all shared a common value, working in the public’s interest.

In BEIS, we have a very ambitious and engaging people agenda. I have the privilege of leading an exciting portfolio which impacts on every colleague across the Department; whether it’s through our learning and development programmes; our talent management schemes, upskilling our professional capabilities; bringing new insights, innovation and diversity of thought through our secondment programmes or by developing and embedding diversity and inclusion at the heart of policy creation, decision making and our working environment.

BEIS has a far-reaching remit and it is a Department that looks outwards, with a focus on collaborative effort. I enjoy that collaboration and the opportunity to influence and contribute to BEIS being a high-performing Department - supporting leaders and colleagues to reach their full potential; and by embedding equality, diversity and inclusion into our policy design. This was demonstrated by the way we collectively responded to support each other and businesses, working alongside other departments and partners in our national response to Covid-19. I also co-Chair the Race to the Top SCS Network with Roxanne Ohene, where our focus is to champion ethnic diversity in support of the Civil Service’s ambition to improve diversity and inclusion at its most senior levels. We work in partnership and with senior leaders to ensure long-term sustainable structural and culture change on race.  This is just one example of the many networks that exist across Government. BEIS is a place where we openly recognise and celebrate that we are all different and experience the world differently and I am proud to say to colleagues ‘your uniqueness belongs in BEIS."

Jaspal Roopra, Deputy Director Human Resources

"I joined the Civil Service and the Government Economic Service in 2001 and consider myself privileged to work in an intellectually exciting, supportive and flexible environment. Having worked on a broad range of policy issues across five Government departments as well as for the European Commission in delivery beyond organisation boundaries, I have enjoyed collaborating with a diverse range of people to tackle complex problems. I am encouraged to be innovative and my managers value and respect the expertise I contribute.

The Energy and Security Group has helped me step into my second Deputy Director role by exposing me to different opportunities and new experiences that have shaped my leadership and technical skills. The department is demonstrating best practice and many informal and formal processes are helping BAME staff develop the skills required to progress in a creative and dynamic environment.

We aim to capitalise on identity and thought differences to solve some of the most critical and complex policy challenges facing the country, business and environment. We do this by ensuring we value our people and the individuals we serve, whoever they are, wherever they are and whatever they do. Embedding diversity and inclusion into our core strategy makes us a more creative, welcoming department and a better and more equitable employer."

Zebedee Nii-Naate Nartey, Deputy Director, Economist