Sex & gender - SG Core
The data below covers staff working in core Scottish Government directorate generals only. More details can be found in the notes of this publication.
Declaration rates for sex in our internal HR system, recruitment systems and People Survey are 100%, 94.3% and 94.6% respectively. Data on the sex of employees within the SG Core is complete, as this is gathered during the recruitment process once an offer has been accepted.
Workforce composition
Headcounts
- Female staff make up 56.6% of the SG Core workforce, compared to 50.8% of Scotland’s working age population (16 to 65).
The chart below shows the breakdown of the SG Core workforce by sex 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 Scotland’s working age population by sex is added as a comparison where available.
Figure 2a: Pay band or working pattern by sex - Dec 2022
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 2a: Pay band or working pattern by sex - Dec 2022
Recruitment
51.4% of applications come from female applicants rising to 60.7% of offers accepted.
The chart below shows the percentage breakdown of the sex of applications to work for the SG Core at each stage of the recruitment process. Applicants applying to multiple jobs are included for each application they make. The percentage breakdown of Scotland’s working age population by sex is added as a comparison where available.
Figure 2b: Recruitment stage reached by sex in 2022
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 2b: Recruitment stage reached by sex in 2022
Turnover
61.5% of joiners and 56.2% of leavers are female.
The chart below shows the breakdown of the SG Core workforce, the staff that joined in 2022 and the staff that left in 2022 by sex. Percentages may include up (↑) or down (↓) arrows to indicate figures that are significantly higher or lower than the staff average. The percentage breakdown of Scotland’s working-age population by sex is added as a comparison where available.
Figure 2c: Joiners and leavers breakdown by sex in 2022
The chart above does not include any movement to, from or between any other Scottish Government organisations.
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 2c: Joiners and leavers breakdown by sex in 2022
Staff experiences
Absences
8.8 working days are lost on average to sickness or absences for female staff.
7.2 working days are lost on average to sickness or absences for male 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 2d: Average working days lost by sex in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 2d: Average working days lost by sex in 2022
Performance
62.1% of female staff achieved a marking of “Highly effective” or “Exceptional” in 2022.
55% of male staff achieved a marking of “Highly effective” or “Exceptional” in 2022.
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 2e: Performance marking breakdown by sex - 2021-22
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 2e: Performance marking breakdown by sex - 2021-22
Substantive promotions
11.9% of female staff were promoted in 2022.
9.2% of male staff were promoted in 2022.
The chart below shows the percentage breakdown of staff getting a promotion in 2022 by sex. 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 2f: Proportion of staff promoted in 2022 by sex
The “not promoted” group includes the following groups of staff:
- Staff that were unsuccessful in their application for a promotion in 2022.
- Staff who did not apply for a promotion in 2022.
- Staff that achieved a promotion in 2022 but didn’t start their new position until 2023.
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 2f: Proportion of staff promoted in 2022 by sex
Temporary promotions
9.3% of female staff are on a temporary promotion.
9.4% of male staff are on a temporary promotion.
The chart below shows the percentage of SG Core 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 2g: Proportion of staff on a temporary promotion on Dec 2022 by sex
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 2g: Proportion of staff on a temporary promotion on Dec 2022 by sex
Pay gap
The numbers below represent the average salary for all staff in the SG Main, SG Marine and SCS pay groups, which covers a different set of staff than the other figures in this publication.
The mean pay gap between female and male staff on 31 December 2022 is 3.09%.
The median pay gap between female and male staff on 31 December 2022 is 6.31%.
A positive pay gap indicates where male staff have a pay lead.
The mean pay gap between part-time female and full-time male staff on 31 December 2022 is 0.37%.
The median pay gap between part-time female and full-time male staff on 31 December 2022 is 0%.
A positive pay gap indicates where full-time male staff have a pay lead.
The chart below shows the mean and median pay for staff as at 31 December 2022 by sex. The numbers below exclude staff that have not made a declaration in eHR.
Figure 2h: Average pay by sex as at 31 December 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 2h: Average pay by sex as at 31 December 2022
Workforce culture
This publication has been updated to include data from the 2022 People Survey. Results for People Survey 2021 can be found in last year’s publication.
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 sex 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
67.4% of female staff report feeling engaged, compared to 66.1% of male staff.
The chart below shows the percentage of staff who feel engaged with their work in 2022.
Figure 2i: Employee engagement score by sex in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 2i: Employee engagement score by sex in 2022
Inclusion & fair treatment
86.7% of female staff report feeling included and treated fairly, compared to 86.7% of male staff.
The chart below shows the percentage of staff feeling included and that they are treated fairly in 2022.
Figure 2j: Inclusion & fair treatment score by sex in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 2j: Inclusion & fair treatment score by sex in 2022
Bullying & harassment
7.7% of female staff report experiencing bullying and/or harassment, compared to 5.5% of male staff.
The chart below shows the percentage of staff having experienced bullying and/or harassment at work in 2022. Lower percentages are preferred.
Figure 2k: Bullying & harassment score by sex in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 2k: Bullying & harassment score by sex in 2022
Discrimination
6% of female staff report experiencing discrimination, compared to 4.7% of male staff.
The chart below shows the percentage of staff having experienced discrimination at work in 2022. Lower percentages are preferred.
Figure 2l: Discrimination score by sex in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].