Equality and diversity policy

Find out about our diversity and equality policies and download equality scheme progress reports.


The Equality Act 2010 requires all Public Authorities to set and publish equality objectives by 6 April 2012 helping to further the three aims of the Equality Duty:  

  1. Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Equality Act 2010. 
  2. Advance equality of opportunity between people from different groups.
  3. Foster good relations between people from different groups.

Ordnance Survey values diversity and is fully committed to equal opportunity in all aspects of its work.

We know that to stay successful our first‑class data needs to be matched by a first‑class service. Our customers’ satisfaction is extremely important to us. To achieve our aim of  delivering customer led solutions and driving innovation in the market, we need to take account of the diversity represented in our customers and potential customers and ensure that our approach to providing products, marketing and associated services is non-discriminatory and also inclusive.

We aim to provide a working environment in which the rights and dignity of every person – staff, customers, partners, consultants, contractors and the general public – are respected.

In determining Ordnance Survey’s objectives, we have firstly focused on our need to increase and promote awareness of equality and diversity and the difference in meaning between equality and diversity. This will help each business group to understand how they can make a difference to the people they work with both internally and externally, and the services or products they provide.

Secondly, we have identified a need to improve the collation of employee data ensuring its quality and accuracy to enable us to analyse and extract meaningful information which in turn will help us to take forward necessary actions.

1. Promoting Equality and Diversity

Increase knowledge and understanding of equality and diversity (and the difference between equality and diversity) and what this means to employees across the organisation so that they are able to demonstrate how this impacts on their day to day work including any services or products they are involved with. This will enable employees to more easily identify where improvements may be needed.

2. Equality information

Review and improve the collection and understanding of our employee data so that we can more easily analyse and interpret the results, helping us to identify trends and areas where further action may be needed. 

Equality scheme progress reports

The 2011 report covers the calendar year; previous reports cover the period 1 June to 31 May each year.