Ethnic group - 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 ethnicity in our internal HR system, recruitment systems and People Survey are 84.1%, 97.2% and 99.2% respectively.
The “ethnic minority” category below consists of the Mixed or Multiple Ethnic Group; Asian, Asian Scottish or Asian British; African, African Scottish or African British; Caribbean or Black; and Other Ethnic Group categories.
Workforce composition
Staff who haven’t declared their ethnicity are not included in the percentages below.
Headcounts
Ethnic minority staff make up 4.5% of the SG Core workforce, compared to 7.7% of Scotland’s population aged 16 to 64.
The chart below shows the breakdown of the SG Core workforce by ethnicity 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 ethnicity is added as a comparison where available.
Figure 5a: Pay band or working pattern, by ethnicity - 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 5a: Pay band or working pattern, by ethnicity - Dec 2024
Recruitment
26.7% of applications come from ethnic minority applicants dropping to 6.3% of offers accepted.
The chart below shows the percentage breakdown of the ethnicity 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 ethnicity is added as a comparison where available.
Figure 5b: Recruitment stage reached in 2024, by ethnicity
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 in 2024, by ethnicity
Turnover
8.3% of joiners and 3.9% of leavers are ethnic minority.
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 ethnicity. 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 ethnicity is added as a comparison where available.
Figure 5c: Joiners and leavers in 2024, by ethnicity
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 ethnicity 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 in 2024, by ethnicity
Staff experiences
Figures for staff who haven’t declared their ethnicity are not included in the charts below, although they are included in the total figures.
Absences
8.7 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 in 2024, by ethnicity
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 in 2024, by ethnicity
Performance
50.2% of ethnic minority staff achieved a marking of “Highly effective” or “Exceptional” in 2024.
62.5% of white 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 5e: Performance markings in 2023-24, by ethnicity
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 5e: Performance markings in 2023-24, by ethnicity
Substantive promotions
13.4% of white staff were promoted in 2024.
The chart below shows the percentage breakdown of staff getting a promotion in 2024 by ethnicity. 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 2024, by ethnicity
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 5f: Proportion of staff promoted in 2024, by ethnicity
Temporary promotions
3.9% 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 2024, by ethnicity
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 2024, by ethnicity
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 ethnicity 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
71.7% of ethnic minority staff report feeling engaged, compared to 64.9% of white staff.
The chart below shows the percentage of staff who feel engaged with their work in 2023.
Figure 5h: Employee engagement score in 2023, by ethnicity
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 in 2023, by ethnicity
Inclusion & fair treatment
84.4% of ethnic minority staff report feeling included and treated fairly, compared to 85.2% of white staff.
The chart below shows the percentage of staff feeling included and that they are treated fairly in 2023.
Figure 5i: Inclusion & fair treatment score in 2023, by ethnicity
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 in 2023, by ethnicity
Bullying & harassment
10% of ethnic minority staff report experiencing bullying and/or harassment, compared to 7.3% of white staff.
The chart below shows the percentage of staff having experienced bullying and/or harassment at work in 2023. Lower percentages are preferred.
Figure 5j: Bullying & harassment score in 2023, by ethnicity
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 in 2023, by ethnicity
Discrimination
9.5% of ethnic minority staff report experiencing discrimination, compared to 5.8% of white staff.
The chart below shows the percentage of staff having experienced discrimination at work in 2023. Lower percentages are preferred.
Figure 5k: Discrimination score in 2023, by ethnicity
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].