Socio-economic background - 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.
We use the National Statistics Socio-Economic Classification (NS-SEC) as our measure for socio-economic background below. The NS-SEC groups the occupation of the respondent’s main income-earning parent when the respondent was 14.
We use the three-class definition of the NS-SEC below. Those whose parents were in “professional or managerial occupations” are classified as “High”. Those whose parents were in “clerical, sales, service and intermediate technical occupations” are classified as “Intermediate”. Those whose parents were in “routine, semi-routine, low supervisory and technical occupations” are classified as ‘Routine’, and a final category is included for those whose parents “Never worked”.
Declaration rates for socio-economic background in our internal HR system, recruitment systems and People Survey are 36.0%, 80.3% and 82.4% respectively.
Declaration rates for our internal HR system are currently low due to the introduction of this question for the first time in October 2024.
Workforce composition
Staff who haven’t declared their socio-economic background are not included in the percentages below.
Headcounts
Staff from a routine socio-economic background make up 26.4% of the SG Core workforce
Staff from a never worked socio-economic background make up 2.4% of the SG Core workforce
The chart below shows the breakdown of the SG Core workforce by socio-economic background 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 socio-economic background is added as a comparison where available.
Figure 8a: Pay band or working pattern, by socio-economic background - 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 8a: Pay band or working pattern, by socio-economic background - Dec 2024
Recruitment
20% of applications come from routine applicants rising to 21.2% of offers accepted.
2% of applications come from never worked applicants rising to 2.8% of offers accepted.
The chart below shows the percentage breakdown of the socio-economic background 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 socio-economic background is added as a comparison where available.
Figure 8b: Recruitment stage reached in 2024, by socio-economic background
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 8b: Recruitment stage reached in 2024, by socio-economic background
Turnover
24.9% of joiners are from a routine socio-economic background.
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 socio-economic background. 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 socio-economic background is added as a comparison where available.
Figure 8c: Joiners and leavers in 2024, by socio-economic background
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 socio-economic background 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 8c: Joiners and leavers in 2024, by socio-economic background
Staff experiences
Figures for staff who haven’t declared their socio-economic background are not included in the charts below, although they are included in the total figures.
Absences
6.1 working days are lost on average to sickness or absences for staff from a high socio-economic background.
8.3 working days are lost on average to sickness or absences for staff from an intermediate socio-economic background.
7.6 working days are lost on average to sickness or absences for staff from a routine socio-economic background.
12.8 working days are lost on average to sickness or absences for staff from a never worked socio-economic background.
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 8d: Average working days lost in 2024, by socio-economic background
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 8d: Average working days lost in 2024, by socio-economic background
Substantive promotions
13.5% of staff from a high socio-economic background were promoted in 2024.
15.5% of staff from an intermediate socio-economic background were promoted in 2024.
15.1% of staff from a routine socio-economic background were promoted in 2024.
20.8% of staff from a never worked socio-economic background were promoted in 2024.
The chart below shows the percentage breakdown of staff getting a promotion in 2024 by socio-economic background. 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 8e: Proportion of staff promoted in 2024, by socio-economic background
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 8e: Proportion of staff promoted in 2024, by socio-economic background
Temporary promotions
3.1% of staff from a high socio-economic background are on a temporary promotion.
3.5% of staff from an intermediate socio-economic background are on a temporary promotion.
5.4% of staff from a routine socio-economic background 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 8f: Proportion of staff on a temporary promotion on Dec 2024, by socio-economic background
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 8f: Proportion of staff on a temporary promotion on Dec 2024, by socio-economic background
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 socio-economic background 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
65% of staff from a high socio-economic background report feeling engaged, compared to 68.9% of staff whose parents never worked.
The chart below shows the percentage of staff who feel engaged with their work in 2023.
Figure 8g: Employee engagement score in 2023, by socio-economic background
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 8g: Employee engagement score in 2023, by socio-economic background
Inclusion & fair treatment
85.4% of staff from a high socio-economic background report feeling included and treated fairly, compared to 80.3% of staff whose parents never worked.
The chart below shows the percentage of staff feeling included and that they are treated fairly in 2023.
Figure 8h: Inclusion & fair treatment score in 2023, by socio-economic background
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 8h: Inclusion & fair treatment score in 2023, by socio-economic background
Bullying & harassment
7.9% of staff from a high socio-economic background report experiencing bullying and/or harassment, compared to 12.5% of staff whose parents never worked.
The chart below shows the percentage of staff having experienced bullying and/or harassment at work in 2023. Lower percentages are preferred.
Figure 8i: Bullying & harassment score in 2023, by socio-economic background
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 8i: Bullying & harassment score in 2023, by socio-economic background
Discrimination
5.8% of staff from a high socio-economic background report experiencing discrimination, compared to 8.8% of staff whose parents never worked.
The chart below shows the percentage of staff having experienced discrimination at work in 2023. Lower percentages are preferred.
Figure 8j: Discrimination score in 2023, by socio-economic background
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].