Disability - Scottish Government
The data below covers staff working in core Scottish Government directorate generals, some agencies and some non-ministerial departments. More details can be found in the notes of this publication.
Declaration rates for disability status in our internal HR system, recruitment systems and People Survey are 59.1%, 93.7% and 99.1% 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 or more disabilities or health conditions lasting or expected to last 12 months 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 14.7% of the Scottish Government workforce, compared to 20.7% of Scotland’s working age population (16 to 64).
The chart below shows the breakdown of the Scottish Government 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 Scotland’s working age population by disability status is added as a comparison where available.
A table below the chart also shows the breakdown for each Scottish Government agency, Director General area or other body covered by this publication
Figure 4a: Pay band or working pattern by disability status - Dec 2022
Part-time staff make up 15.4% 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, working pattern, DG or agency by disability status - Dec 2022
Recruitment
6.6% of applications come from disabled applicants dropping to 6.5% 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 Scotland’s 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 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 4b: Recruitment stage reached by disability status in 2022
Turnover
16.1% of joiners and 14.8% of leavers are disabled.
The chart below shows the breakdown of the Scottish Government workforce, the staff that joined in 2022 and the staff that left in 2022 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 Scotland’s working-age population by disability status is added as a comparison where available.
Figure 4c: Joiners and leavers breakdown by disability status 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 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 2022
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
14.5 working days are lost on average to sickness or absences for disabled staff.
6.8 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 2022
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 2022
Performance
46.4% of disabled staff achieved a marking of “Highly effective” or “Exceptional” in 2022.
57.5% of non-disabled 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 4e: Performance marking breakdown by disability status - 2021-22
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 - 2021-22
Substantive promotions
9.6% of disabled staff were promoted in 2022.
10.8% of non-disabled staff were promoted in 2022.
The chart below shows the percentage breakdown of staff getting a promotion in 2022 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: Proportion of staff promoted in 2022 by disability status
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 4f: Proportion of staff promoted in 2022 by disability status
Temporary promotions
7.4% of disabled staff are on a temporary promotion.
8.5% of non-disabled staff are on a temporary promotion.
The chart below shows the percentage of Scottish Government 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: Proportion of staff on a temporary promotion on Dec 2022 by disability status
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 4g: Proportion of staff on a temporary promotion on Dec 2022 by disability status
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 disabled and non-disabled staff on 31 December 2022 is 9.45%.
The median pay gap between disabled and non-disabled staff on 31 December 2022 is 8.46%.
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 2022 by disability status. The numbers below exclude staff that have not made a declaration in eHR.
Figure 4h: Average pay by disability status 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 4h: Average pay by disability status as at 31 December 2022
Workforce culture
The data on workforce culture used in this publication comes from the Civil Service People Survey and covers core Scottish Government (SG Core) only. This data can be found on the SG Core page.