Trans status - 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.
Data on employees’ trans status or trans history is limited, as it only gathered as part of our recruitment system and the People Survey, neither of which link to employee records. The term “trans” is used as a shorthand for “transgender” and encompasses multiple trans and non-binary identities. The terms “cis” or “cisgender” refer to individuals who are not trans and do not have a trans history.
The declaration rates for trans status in our recruitment systems and in the People Survey are 91.5% and 93.6% respectively.
Workforce composition
Recruitment
0.7% of applications come from transgender/other applicants. The proportion of offers accepted from transgender/other applicants is suppressed for confidentiality purposes.
The chart below shows the percentage breakdown of the trans status 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 trans status is added as a comparison where available.
Figure 3a: Recruitment stage reached by trans status 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 3a: Recruitment stage reached by trans status in 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 trans 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
58.2% of transgender staff report feeling engaged, compared to 67% of cisgender staff.
The chart below shows the percentage of staff who feel engaged with their work in 2022.
Figure 3b: Employee engagement score by trans status in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 3b: Employee engagement score by trans status in 2022
Inclusion & fair treatment
75% of transgender staff report feeling included and treated fairly, compared to 86.9% of cisgender staff.
The chart below shows the percentage of staff feeling included and that they are treated fairly in 2022.
Figure 3c: Inclusion & fair treatment score by trans status in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 3c: Inclusion & fair treatment score by trans status in 2022
Bullying & harassment
20% of transgender staff report experiencing bullying and/or harassment, compared to 6.7% of cisgender staff.
The chart below shows the percentage of staff having experienced bullying and/or harassment at work in 2022. Lower percentages are preferred.
Figure 3d: Bullying & harassment score by trans status in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 3d: Bullying & harassment score by trans status in 2022
Discrimination
28.9% of transgender staff report experiencing discrimination, compared to 5.3% of cisgender staff.
The chart below shows the percentage of staff having experienced discrimination at work in 2022. Lower percentages are preferred.
Figure 3e: Discrimination score by trans status in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].