Disability - SG Core
The data below covers staff working in core Scottish Government directorate generals only. Data covering staff in core Scottish Government directorate generals, some agencies and some non-ministerial departments is also available. More details can be found in the notes of this publication.
Declaration rates for disability in our internal HR system, recruitment systems and People Survey are 75.4%, 97.0% and 99.0% respectively.
How staff disability status have been calculated has changed due to a change in question in our HR system. More details can be found on the Notes page
Workforce composition
Staff who haven’t declared their disability are not included in the percentages below.
Headcounts
Disabled staff make up 17.9% of the SG Core workforce, compared to 20% of Scotland’s population aged 16 to 64.
The chart below shows the breakdown of the SG Core workforce by disability 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 disability is added as a comparison where available.
Figure 4a: Pay band or working pattern, by disability - Dec 2024
Part-time staff make up 16.3% 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 or working pattern, by disability - Dec 2024
Recruitment
5.8% of applications come from disabled applicants rising to 6.6% of offers accepted.
The chart below shows the percentage breakdown of the disability 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 disability 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 in 2024, by disability
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 in 2024, by disability
Turnover
17.4% of joiners and 13.6% of leavers are disabled.
The chart below shows the breakdown of the SG Core workforce, the staff that joined in 2024 and the staff that left in 2024 by disability. 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 is added as a comparison where available.
Figure 4c: Joiners and leavers in 2024, by disability
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 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 4c: Joiners and leavers in 2024, by disability
Staff experiences
Figures for staff who haven’t declared their disability are not included in the charts below, although they are included in the total figures.
Absences
16 working days are lost on average to sickness or absences for disabled staff.
6.7 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 in 2024, by disability
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 in 2024, by disability
Performance
50.1% of disabled staff achieved a marking of “Highly effective” or “Exceptional” in 2024.
64.2% of non-disabled staff achieved a marking of “Highly effective” or “Exceptional” in 2024.
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 markings in 2023-24, by disability
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 4e: Performance markings in 2023-24, by disability
Substantive promotions
12.9% of disabled staff were promoted in 2024.
14.1% of non-disabled staff were promoted in 2024.
The chart below shows the percentage breakdown of staff getting a promotion in 2024 by disability. 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 2024, by disability
The “not promoted” group includes the following groups of staff:
- Staff that were unsuccessful in their application for a promotion in 2024.
- Staff who did not apply for a promotion in 2024.
- Staff that achieved a promotion in 2024 but didn’t start their new position until 2025.
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 2024, by disability
Temporary promotions
2.8% of disabled staff are on a temporary promotion.
4.1% of non-disabled 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 4g: Proportion of staff on a temporary promotion on Dec 2024, by disability
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 2024, by disability
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
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 disability 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
62.5% of disabled staff report feeling engaged, compared to 65.9% of non-disabled staff.
The chart below shows the percentage of staff who feel engaged with their work in 2023.
Figure 4h: Employee engagement score in 2023, by disability
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 4h: Employee engagement score in 2023, by disability
Inclusion & fair treatment
76.5% of disabled staff report feeling included and treated fairly, compared to 87.1% of non-disabled staff.
The chart below shows the percentage of staff feeling included and that they are treated fairly in 2023.
Figure 4i: Inclusion & fair treatment score in 2023, by disability
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 4i: Inclusion & fair treatment score in 2023, by disability
Bullying & harassment
15.2% of disabled staff report experiencing bullying and/or harassment, compared to 5.9% of non-disabled staff.
The chart below shows the percentage of staff having experienced bullying and/or harassment at work in 2023. Lower percentages are preferred.
Figure 4j: Bullying & harassment score in 2023, by disability
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 4j: Bullying & harassment score in 2023, by disability
Discrimination
15.6% of disabled staff report experiencing discrimination, compared to 3.9% of non-disabled staff.
The chart below shows the percentage of staff having experienced discrimination at work in 2023. Lower percentages are preferred.
Figure 4k: Discrimination score in 2023, by disability
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].