Disability
Declaration rates for disability status in our internal HR system, recruitment systems and People Survey are 65.6%, 100% and 98.9% respectively.
Individuals are labelled as “disabled” in our internal HR system if they indicate that they have one or more disabilities or health conditions. Individuals are labelled as “disabled” in our recruitment system and in the Civil Service People Survey if they have one of more disabilities or health conditions lasting or expected to last 12 month or more that limit them in their day-to-day life.
Workforce composition
Staff who haven’t declared their disability status are not included in the percentages below.
Headcounts
- Disabled staff make up 13.3% of the workforce, compared to 20.7% of the Scottish working-age population (16 to 64).
The chart below shows the breakdown of the SG Core workforce by disability status and either pay band or working pattern (i.e. full-time or part-time). Percentages may include up (↑) or down (↓) arrows to indicate figures that are significantly higher or lower than the staff average. The percentage breakdown of the Scottish working age population by disability status is added as a comparison where available.
Figure 4a: Pay band or working pattern by disability status - Dec 2021
Bar chart of staff headcounts by disability status. The data in the chart is replicated in the table below.
Part-time staff make up 15.5% of all permanent staff.
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c], or are not present in a given data source, represented by [x].
Table 4a: Pay band or working pattern by disability status - Dec 2021
Recruitment
5.5% of applications come from disabled applicants dropping to 5.1% of offers accepted.
The chart below shows the percentage breakdown of the disability status of applications to work for the Scottish Government at each stage of the recruitment process. Applicants applying to multiple jobs are included for each application they make. The percentage breakdown of the Scottish working age population by disability status is added as a comparison where available.
Applicants can request a guaranteed interview under the Disability Confident scheme. This may have an impact on the relative difference between disabled and not disabled applicants’ progression from application to the interview stage.
Figure 4b: Recruitment stage reached by disability status in 2021
Bar chart of applicant headcounts by disability status. The data in the chart is replicated in the table below.
The stages of the recruitment process are explained later in this report
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c], or are not present in a given data source, represented by [x].
Table 4b: Recruitment stage reached by disability status in 2021
Turnover
11.6% of joiners and 14.6% of leavers are disabled.
The chart below shows the breakdown of the SG Core workforce, the staff that joined in 2021 and the staff that left in 2021 by disability status. Percentages may include up (↑) or down (↓) arrows to indicate figures that are significantly higher or lower than the staff average. The percentage breakdown of the Scottish working age population by disability status is added as a comparison where available.
Figure 4c: Joiners and leavers breakdown by disability status in 2021
Bar chart of staff joiners and leavers by disability status. The data in the chart is replicated in the table below.
The chart above does not include any movement to or from any other Scottish Government organisations.
There is a higher rate of uncertainty in the breakdown of joiners, as the declaration rate of disability status among staff increases with time spent working for the Scottish Government.
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c], or are not present in a given data source, represented by [x].
Table 4c: Joiners and leavers breakdown by disability status in 2021
Staff experiences
Figures for staff who haven’t declared their disability status are not included in the charts below, although they are included in the total figures.
Absences
12.6 working days are lost on average to sickness or absences for disabled staff.
5.3 working days are lost on average to sickness or absences for non-disabled staff.
AWDL is a measure of levels of absence that allows for comparison between different groups. A higher AWDL figure indicates a higher rate of days absent among that group, relative to the number of staff in that group and their working pattern.
Figure 4d: Average working days lost by disability status in 2021
Bar chart of average working days lost by disability status. The data in the chart is replicated in the table below.
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 4d: Average working days lost by disability status in 2021
Performance
56% of disabled staff achieved a marking of “Highly effective” or “Exceptional” in 2021.
67.4% of non-disabled staff achieved a marking of “Highly effective” or “Exceptional” in 2021.
Performance is assessed annually in April. Percentages may include up (↑) or down (↓) arrows to indicate figures that are significantly higher or lower than the staff average. The staff average includes staff who have not made a declaration.
Figure 4e: Performance marking breakdown by disability status - 2020-21
Bar chart of performance marking awarded by disability status. The data in the chart is replicated in the table below.
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 4e: Performance marking breakdown by disability status - 2020-21
Substantive promotions
19% of disabled staff were promoted in 2021.
19.1% of non-disabled staff were promoted in 2021.
The chart below shows the percentage breakdown of staff getting a promotion in 2021 by disability status. The percentages below are not the success rates of staff that apply for promotion. Percentages may include up (↑) or down (↓) arrows to indicate figures that are significantly higher or lower than the staff average. The staff average includes staff who have not made a declaration.
Figure 4f: Promotions breakdown by disability status in 2021
Bar chart of proportion of staff promoted in the past year by disability status. The data in the chart is replicated in the table below.
The “not promoted” group includes the following groups of staff:
- Staff that were unsuccessful in their application for a promotion in 2021.
- Staff who did not apply for a promotion in 2021.
- Staff that achieved a promotion in 2021 but didn’t start their new position until 2022.
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 4f: Promotions breakdown by disability status in 2021
Temporary promotions
8.6% of disabled staff are on a temporary promotion.
10.1% of non-disabled staff are on a temporary promotion.
The chart below shows the percentage of staff on a temporary promotion. Percentages may include up (↑) or down (↓) arrows to indicate figures that are significantly higher or lower than the staff average. The staff average includes staff who have not made a declaration.
Figure 4g: Breakdown by disability status and temporary promotion status - Dec 2021
Bar chart of proportion of staff on a temporary promotion by disability status. The data in the chart is replicated in the table below.
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 4g: Breakdown by disability status and temporary promotion status - Dec 2021
Pay gap
The numbers below represent the average salary for all staff in the SG Main pay group, which covers a different set of staff than the other figures in this publication.
The mean pay gap between disabled and non-disabled staff on 31 December 2021 is 8.79%.
The median pay gap between disabled and non-disabled staff on 31 December 2021 is 4.23%.
A positive pay gap indicates where non-disabled staff have a pay lead.
The chart below shows the mean and median pay for staff as at 31 December 2021 by disability status. The numbers below exclude staff that have not made a declaration in eHR.
Figure 4h: Average pay breakdown by disability status as at 31 December 2021
Bar chart of mean and median pay by disability status. The data in the chart is replicated in the table below.
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 4h: Average pay breakdown by disability status as at 31 December 2021
Workforce culture
The data below come from the annual Civil Service People Survey and highlight the experiences of staff working in SG Core. The scores below are the percentage of positive responses by respondents indicating they belong to a particular demographic group. Respondents who didn’t answer the question on disability status have been removed from these charts and tables, although they are included in the calculation of the total figure.
Some of the percentages in the charts below are followed by arrows indicating the level of statistical significance. These boxes are also colour-coded in various shades of green and red to indicate whether the difference is desirable or not respectively.
Engagement
67.1% of disabled staff report feeling engaged, compared to 69.6% of non-disabled staff.
The chart below shows the percentage of staff who feel engaged with their work in 2021.
Figure 4i: Employee engagement score by disability status in 2021
Bar chart of employee engagement score by disability status. The data in the chart is replicated in the table below.
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 4i: Employee engagement score by disability status in 2021
Inclusion & fair treatment
80.7% of disabled staff report feeling included and treated fairly, compared to 88.7% of non-disabled staff.
The chart below shows the percentage of staff feeling included and that they are treated fairly in 2021.
Figure 4j: Inclusion & fair treatment score by disability status in 2021
Bar chart of inclusion and fair treatment score by disability status. The data in the chart is replicated in the table below.
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 4j: Inclusion & fair treatment score by disability status in 2021
Bullying & harassment
12.9% of disabled staff report experiencing bullying and/or harassment, compared to 5.9% of non-disabled staff.
The chart below shows the percentage of staff having experienced bullying and/or harassment at work in 2021. Lower percentages are preferred.
Figure 4k: Bullying & harassment score by disability status in 2021
Bar chart of proportion of staff experiencing bullying or harassment by disability status. The data in the chart is replicated in the table below.
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 4k: Bullying & harassment score by disability status in 2021
Discrimination
12.8% of disabled staff report experiencing discrimination, compared to 4.5% of non-disabled staff.
The chart below shows the percentage of staff having experienced discrimination at work in 2021. Lower percentages are preferred.
Figure 4l: Discrimination score by disability status in 2021
Bar chart of proportion of staff experiencing discrimination by disability status. The data in the chart is replicated in the table below.
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].