Diversity, Equity, Inclusion and Belonging

The Food Safety Authority of Ireland (FSAI) is committed to fostering a workplace where everyone feels respected, valued and able to contribute fully.

Since beginning our focused work on Diversity, Equity, Inclusion and Belonging (DEIB) in 2020, we have been strengthening the systems, culture and everyday practices that enable all colleagues to thrive. Our ambition is to be a leader in DEIB within the Irish public sector. This means:

• Treating everyone with dignity and respect, in line with our organisational values.
• Creating equitable opportunities by attracting, supporting and developing a diverse workforce.
• Actively building an inclusive culture where different backgrounds, perspectives and experiences are welcomed, heard and incorporated into how we work.
• Ensuring people feel they belong, with a strong connection to the organisation and confidence that their contributions matter.

DEIB is deeply connected to the FSAI’s core values of integrity, respect, passion, transparency, teamwork and collaboration. Our ongoing work is structured around key themes that support sustainable cultural change: inclusive leadership, data and evidence, recruitment and selection, training and professional development, and organisational culture and structures.

Guided by wider public‑service commitments and informed by our own internal assessments, we continue to build a more equitable, inclusive and welcoming organisation for all.

DEIB Culture Check

In 2022, the FSAI carried out a Diversity, Equity, Inclusion and Belonging (DEIB) Culture Check to understand staff experiences and identify opportunities to strengthen our organisational culture. The findings provided an important baseline that continues to guide our DEIB work.

Key findings from the Culture Check included:

• 77% of staff felt accepted and valued,
• Company culture and manager support were rated highly,
• 78% felt a strong bond with the organisation.
• Staff also engaged widely with DEIB learning, completing 452 videos and 356 articles.

The survey highlighted several elements that staff felt were important for fostering a positive DEIB culture—such as informal connection opportunities, visible organisational commitment, transparent decision‑making, objective recruitment processes, and celebrating cultural events. It also identified areas for improvement, including increasing diversity across the organisation, strengthening psychological safety, enhancing active listening, and improving transparency around performance management and development opportunities.

These insights laid the foundation for the work that has taken place since. In response, the FSAI has implemented a range of initiatives, including topic-specific leadership and manager training, an inclusivity awareness campaign, a mentorship programme, and improvements such as a more inclusive and accessible email signature. 

These actions continue to build on the strong engagement and learning generated through the Culture Check, supporting ongoing progress in creating a workplace where everyone feels they belong.

Actions We Have Taken Since 2022 

• Strong organisational commitment: Continued endorsement and active commitment from Senior Leadership and the Management Team to advance Diversity, Equity, Inclusion and Belonging (DEIB) since 2020.
• Strategic integration: Embedding DEIB principles into organisational and business planning processes, ensuring they inform priorities, decision making and resource allocation.
• Active DEIB governance: Ongoing meetings and activities of the Belonging@FSAI committee to drive, coordinate and monitor DEIB initiatives.
• Inclusive onboarding: DEIB introduction sessions delivered as part of induction for all new staff, helping embed inclusive culture from day one.
• Organisation-wide awareness and education: Delivery of general DEIB training, awareness sessions and communications across all staff levels.
• Specialised training sessions: Numerous tailored training sessions, including (but not limited to) unconscious bias, psychological safety, inclusive communication, and more.
• Annual programme of DEIB events: Coordinated calendar of events including cultural celebration days, LGBTQIA+/Pride initiatives, International Men’s/Women’s/Transgender Days, and neurodiversity awareness activities.
• Accessibility improvements: Implementation of accessibility measures across the organisation, including improvements to our digital platforms, physical workplace environment, and internal systems.
• Inclusive stakeholder engagement: Taking a continuous improvement approach to how we engage with internal and external stakeholders to ensure the implementation of more inclusive, fair and equitable practices. For example, the on-going optimisation of recruitment processes.
• Centralised DEIB resources: Creation of a comprehensive suite of DEIB materials on the intranet, providing practical tools, guidance and support.