Equality and diversity
Source: gov.uk (2025-06-03)

Our Equality, Diversity, and Inclusion (EDI) page outlines our commitment to EDI.

Introduction

EDI vison at DBS

At the Disclosure and Barring Service (DBS), we are committed to building a workplace and service environment where everyone feels valued, respected, and supported. Equality, Diversity, and Inclusion (EDI) at DBS is about more than policies and commitments – it’s about taking meaningful action to ensure fairness, remove barriers, and create opportunities for all.

Our approach to EDI

Our approach to EDI is rooted in our ‘5 Is of Inclusion’ – we aim to Inspire, Influence, Improve and Inform to make inclusion Instinctive in everything we do. By embedding Inclusion into our daily practices, we create a stronger, more equitable organisation for both staff and customers.

Accessibility support

Commitment to accessibility

At DBS, we are committed to ensuring that everyone can access our services with ease and confidence. We recognise that accessibility is essential to inclusion, and we strive to remove barriers that may prevent individuals from fully engaging with our services. Our approach aligns with legal requirements such as the Equality Act 2010 and the Public Sector Bodies Accessibility Regulations 2018, but goes beyond compliance to actively improve user experience.

We continuously review and enhance our accessibility provisions to meet the diverse needs of our customers, ensuring that support is available when and where it is needed. Whether you require information in an alternative format, assistance using our online services, or adjustments to better meet your needs, we are here to help.

Accessibility support page

To make it easier to find the support you need, we have created a dedicated Accessibility Support Page (https://www.gov.uk/guidance/accessibility-support), which provides signposting to help customers access:

Alternative formats – Request documents in braille, large print, or easy read.

Communication support – Guidance and information to help access the different ways you can communicate with DBS including email, telephone, UK Relay and post.

Technical accessibility – Information on how to navigate our digital services with screen readers, keyboard navigation, and other assistive technologies.

Reasonable adjustments – How to request changes that better accommodate your needs when using our services.

Our EDI objectives

Over the next 3 years (2025-28), our specific equality objectives, as set out in the DBS Strategy (https://www.gov.uk/government/publications/dbs-2028-strategy), are for DBS to:

Be responsive to evolving staff and customer needs and expectations in the decisions that we take and the products and services we offer as well as supporting and encouraging equality, diversity, and inclusion learning for staff

Improve understanding of staff and customers from diverse backgrounds through engagement and data capture opportunities, to enable the active development of policy and service changes, and track impact

Be an instinctively inclusive workplace, in line with our ‘5 Is of Inclusion’ model, ensuring that individual staff differences and experiences are recognised, valued, and celebrated as well as improving customer service

Continue to be compliant with our equality, diversity, and inclusion-related legal obligations and be proactive in creating a wholly inclusive culture, both internally and with our stakeholders.

How we meet our legal responsibilities

Equality Act 2010

DBS complies with the Equality Act 2010 (https://www.legislation.gov.uk/ukpga/2010/15/contents), which protects individuals from discrimination in the workplace and wider society. This legislation ensures that people are not treated unfairly based on age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation. Our policies and practices are designed to uphold these protections and promote fairness in everything we do.

Public Sector Equality Duty

The Public Sector Equality Duty (PSED) (https://www.legislation.gov.uk/ukpga/2010/15/section/149) is an additional requirement under the Equality Act 2010 that requires public sector organisations, including DBS, to have due regard to the need to eliminate discrimination, advance equality of opportunity, and foster good relations between people with different protected characteristics. This duty ensures that our policies, decisions, and services consider the diverse needs of all individuals, promoting fairness and inclusivity in everything we do. By actively monitoring and assessing the impact of our actions, we strive to create an environment where everyone can thrive, free from discrimination and inequality.

Section 75 of the Northern Ireland Act 1998

In Northern Ireland, DBS adheres to Section 75 of the Northern Ireland Act 1998 (https://www.legislation.gov.uk/ukpga/1998/47/section/75), which places a legal duty on public authorities to promote equality of opportunity and foster good relations between different groups. We ensure that our operations in Northern Ireland align with these commitments embedding equality considerations into our decision-making and service delivery.

Accessibility compliance

We are committed to ensuring that our services, facilities, and digital platforms are fully accessible to all individuals, including those with disabilities. We comply with relevant accessibility standards and regulations, such as the The Public Sector Bodies (Websites and Mobile Applications) Accessibility Regulations 2018 (https://www.legislation.gov.uk/uksi/2018/952/contents), and continuously work to remove barriers to access. More information about the support available can be found on our Accessibility Support page (https://www.gov.uk/guidance/accessibility-support)

What EDI means to DBS

At DBS, Equality, Diversity, and Inclusion (EDI) are integral to our operations and culture. We strive to ensure that EDI principles shape our work, decision-making processes, and customer service. Guided by our ‘5 Is of Inclusion’, we aim to create an instinctively inclusive culture, making inclusion a natural part of everything we do.

Equality at DBS

When we talk about Equality, we recognise that true fairness often means equity – ensuring that everyone has the support they need and opportunities to succeed, rather than simply treating everyone the same. We are committed to removing barriers, making fair and inclusive decisions, and creating an environment where everyone, regardless of background or circumstances, can access our services and thrive in our workplace.

Diversity at DBS

At DBS, diversity means reflecting the communities we serve. We value the unique perspectives that come from different backgrounds, experiences, and identities, as these help us make better decisions, especially in safeguarding. Our aim is to build a workforce that represents the country while ensuring that inclusion, fairness, and a supportive environment enable everyone to contribute effectively. By fostering a culture where diverse teams thrive, we enhance both our impact and our organisational strength.

Inclusion at DBS

Inclusion is at the heart of how we operate. It means ensuring that everyone – staff and customers – can fully participate, feel valued, and have their voices heard. Our goal is to remove barriers, foster a culture of belonging, and build an accessible and inclusive environment for both employees and customers. By embedding inclusion into our policies, decisions, and daily interactions, we create a stronger DBS for all.

Publications

DBS Gender Pay Gap Report 2024 (https://www.gov.uk/government/publications/dbs-gender-pay-gap-report-2024/dbs-gender-pay-gap-report-2024)

DBS 2028 strategy (https://www.gov.uk/government/publications/dbs-2028-strategy)

DBS business plan: 2025-26 (https://www.gov.uk/government/publications/dbs-business-plan-2025-26)