Ethnic group - 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 ethnic group in our internal HR system, recruitment systems and People Survey are 76.2%, 97.5% and 99.1% respectively.
The “ethnic minority” category below consists of the African, Caribbean or Black; Asian, Asian Scottish or Asian British; Mixed or Multiple Ethnic Group; and Other Ethnic Group categories.
Workforce composition
Staff who haven’t declared their ethnic group are not included in the percentages below.
Headcounts
Ethnic minority staff make up 3.9% of the SG Core workforce, compared to 5.8% of Scotland’s population aged 16 to 64.
The chart below shows the breakdown of the SG Core workforce by ethnic group 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 population aged 16 to 64 by ethnic group is added as a comparison where available.
Figure 5a: Pay band or working pattern by ethnic group - Dec 2023
Part-time staff make up 16% 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 5a: Pay band or working pattern by ethnic group - Dec 2023
Recruitment
22.3% of applications come from ethnic minority applicants dropping to 5.7% of offers accepted.
The chart below shows the percentage breakdown of the ethnic group 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 population aged 16 to 64 by ethnic group is added as a comparison where available.
Figure 5b: Recruitment stage reached by ethnic group in 2023
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 5b: Recruitment stage reached by ethnic group in 2023
Turnover
9.8% of joiners and 3.8% of leavers are ethnic minority.
The chart below shows the breakdown of the SG Core workforce, the staff that joined in 2023 and the staff that left in 2023 by ethnic group. 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 ethnic group is added as a comparison where available.
Figure 5c: Joiners and leavers breakdown by ethnic group in 2023
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 ethnic group 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 5c: Joiners and leavers breakdown by ethnic group in 2023
Staff experiences
Figures for staff who haven’t declared their ethnic group 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 ethnic minority staff.
8.5 working days are lost on average to sickness or absences for white 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 5d: Average working days lost by ethnic group in 2023
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 5d: Average working days lost by ethnic group in 2023
Performance
45.3% of ethnic minority staff achieved a marking of “Highly effective” or “Exceptional” in 2023.
61.5% of white staff achieved a marking of “Highly effective” or “Exceptional” in 2023.
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 5e: Performance marking breakdown by ethnic group - 2022-23
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 5e: Performance marking breakdown by ethnic group - 2022-23
Substantive promotions
13.3% of ethnic minority staff were promoted in 2023.
11.3% of white staff were promoted in 2023.
The chart below shows the percentage breakdown of staff getting a promotion in 2023 by ethnic group. 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 5f: Proportion of staff promoted in 2023 by ethnic group
The “not promoted” group includes the following groups of staff:
- Staff that were unsuccessful in their application for a promotion in 2023.
- Staff who did not apply for a promotion in 2023.
- Staff that achieved a promotion in 2023 but didn’t start their new position until 2024.
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 5f: Proportion of staff promoted in 2023 by ethnic group
Temporary promotions
11.7% of ethnic minority staff are on a temporary promotion.
7.7% of white 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 5g: Proportion of staff on a temporary promotion on Dec 2023 by ethnic group
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 5g: Proportion of staff on a temporary promotion on Dec 2023 by ethnic group
Pay gap
The data on pay used in this publication covers the SG Main, SG Marine and SCS pay groups, which includes staff employed by core Scottish Government (SG Core). SG Core is not included separately in this publication. This data can be found on the Scottish Government overall page.
Workforce culture
Results from People Survey 2023 cannot be published until demographic results are published at a Civil Service level. The results below come from the latest data that can be released. The complete data used here can be found in the spreadsheet attached to 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 ethnic group 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
72.9% of ethnic minority staff report feeling engaged, compared to 66.5% of white staff.
The chart below shows the percentage of staff who feel engaged with their work in 2022.
Figure 5h: Employee engagement score by ethnic group in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 5h: Employee engagement score by ethnic group in 2022
Inclusion & fair treatment
85.8% of ethnic minority staff report feeling included and treated fairly, compared to 86.7% of white staff.
The chart below shows the percentage of staff feeling included and that they are treated fairly in 2022.
Figure 5i: Inclusion & fair treatment score by ethnic group in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 5i: Inclusion & fair treatment score by ethnic group in 2022
Bullying & harassment
9.2% of ethnic minority staff report experiencing bullying and/or harassment, compared to 6.6% of white staff.
The chart below shows the percentage of staff having experienced bullying and/or harassment at work in 2022. Lower percentages are preferred.
Figure 5j: Bullying & harassment score by ethnic group in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 5j: Bullying & harassment score by ethnic group in 2022
Discrimination
8.6% of ethnic minority staff report experiencing discrimination, compared to 5.3% of white staff.
The chart below shows the percentage of staff having experienced discrimination at work in 2022. Lower percentages are preferred.
Figure 5k: Discrimination score by ethnic group in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].