Sexual orientation - 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 sexual orientation in our internal HR system, recruitment systems and People Survey are 72.1%, 92.3% and 98.9% respectively.
The term “LGB+” is used below to identify individuals declaring a sexual orientation of lesbian, gay, bisexual or any other sexual orientation not including straight/heterosexual. Breakdowns by trans status are available elsewhere in this report.
Workforce composition
Staff who haven’t declared their sexual orientation are not included in the percentages below.
Headcounts
- LGB+ staff make up 8.5% of the SG Core workforce, compared to 3.5% of Scotland’s working age population (16 to 64).
The chart below shows the breakdown of the SG Core workforce by sexual orientation 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 sexual orientation is added as a comparison where available.
Figure 7a: Pay band or working pattern by sexual orientation - 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 7a: Pay band or working pattern by sexual orientation - Dec 2022
Recruitment
12.8% of applications come from LGB+ applicants rising to 13.4% of offers accepted.
The chart below shows the percentage breakdown of the sexual orientation 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 sexual orientation is added as a comparison where available.
Figure 7b: Recruitment stage reached by sexual orientation 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 7b: Recruitment stage reached by sexual orientation in 2022
Turnover
17.4% of joiners and 7.9% of leavers are LGB+.
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 sexual orientation. 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 sexual orientation is added as a comparison where available.
Figure 7c: Joiners and leavers breakdown by sexual orientation in 2022
The chart above does not include any movement to, from or between any other Scottish Government organisations.
There is a higher rate of uncertainty in the breakdown of joiners, as the declaration rate of sexual orientation among staff increases with time spent working for the SG Core.
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 7c: Joiners and leavers breakdown by sexual orientation in 2022
Staff experiences
Figures for staff who haven’t declared their sexual orientation are not included in the charts below, although they are included in the total figures.
Absences
10 working days are lost on average to sickness or absences for LGB+ staff.
7.8 working days are lost on average to sickness or absences for heterosexual/straight 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 7d: Average working days lost by sexual orientation in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 7d: Average working days lost by sexual orientation in 2022
Performance
59.5% of LGB+ staff achieved a marking of “Highly effective” or “Exceptional” in 2022.
60.6% of heterosexual/straight 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 7e: Performance marking breakdown by sexual orientation - 2021-22
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 7e: Performance marking breakdown by sexual orientation - 2021-22
Substantive promotions
13.2% of LGB+ staff were promoted in 2022.
10.3% of heterosexual/straight staff were promoted in 2022.
The chart below shows the percentage breakdown of staff getting a promotion in 2022 by sexual orientation. 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 7f: Proportion of staff promoted in 2022 by sexual orientation
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 7f: Proportion of staff promoted in 2022 by sexual orientation
Temporary promotions
9.7% of LGB+ staff are on a temporary promotion.
10.5% of heterosexual/straight 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 7g: Proportion of staff on a temporary promotion on Dec 2022 by sexual orientation
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 7g: Proportion of staff on a temporary promotion on Dec 2022 by sexual orientation
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 sexual orientation 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% of LGB+ staff report feeling engaged, compared to 67% of heterosexual staff.
The chart below shows the percentage of staff who feel engaged with their work in 2022.
Figure 7h: Employee engagement score by sexual orientation in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 7h: Employee engagement score by sexual orientation in 2022
Inclusion & fair treatment
83.4% of LGB+ staff report feeling included and treated fairly, compared to 87.1% of heterosexual staff.
The chart below shows the percentage of staff feeling included and that they are treated fairly in 2022.
Figure 7i: Inclusion & fair treatment score by sexual orientation in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 7i: Inclusion & fair treatment score by sexual orientation in 2022
Bullying & harassment
10.3% of LGB+ staff report experiencing bullying and/or harassment, compared to 6.4% of heterosexual staff.
The chart below shows the percentage of staff having experienced bullying and/or harassment at work in 2022. Lower percentages are preferred.
Figure 7j: Bullying & harassment score by sexual orientation in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 7j: Bullying & harassment score by sexual orientation in 2022
Discrimination
10.1% of LGB+ staff report experiencing discrimination, compared to 4.9% of heterosexual staff.
The chart below shows the percentage of staff having experienced discrimination at work in 2022. Lower percentages are preferred.
Figure 7k: Discrimination score by sexual orientation in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].