Trans status - 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.
The term “trans” is used as a shorthand for “transgender” and encompasses multiple trans and non-binary identities. The terms “cis” or “cisgender” refer to individuals who are not trans and do not have a trans history.
Data on turnover and promotions of trans staff or staff with a trans history has not been included in this publication. Due to the low numbers of trans staff within the Scottish Government, such measures could be disclosive and have been proactively removed here to reduce the risk of disclosure of sensitive information.
Declaration rates for trans status or history in our internal HR system, recruitment systems and People Survey are 41.4%, 97.3% and 94.7% 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 trans status or history are not included in the percentages below.
Headcounts
Staff that are trans or have a trans history make up 0.6% of the SG Core workforce, compared to 0.5% of Scotland’s population aged 16 to 64.
The chart below shows the breakdown of the SG Core workforce by trans status or history 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 trans status or history is added as a comparison where available.
Figure 3a: Pay band or working pattern, by trans status or history - 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 3a: Pay band or working pattern, by trans status or history - Dec 2024
Recruitment
0.9% of applications come from applicants that are trans or have a trans history dropping to 0.7% of offers accepted.
The chart below shows the percentage breakdown of the trans status or history 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 trans status or history is added as a comparison where available.
Figure 3b: Recruitment stage reached in 2024, by trans status or history
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 3b: Recruitment stage reached in 2024, by trans status or history
Staff experiences
Figures for staff who haven’t declared their trans status or history are not included in the charts below, although they are included in the total figures.
Absences
11 working days are lost on average to sickness or absences for staff that are trans or have a trans history.
6.9 working days are lost on average to sickness or absences for staff that are not trans and do not have a trans history.
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 3c: Average working days lost in 2024, by trans status or history
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 3c: Average working days lost in 2024, by trans status or history
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 trans status or history 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
54.8% of transgender staff report feeling engaged, compared to 65.2% of cisgender staff.
The chart below shows the percentage of staff who feel engaged with their work in 2023.
Figure 3d: Employee engagement score in 2023, by trans status or history
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 3d: Employee engagement score in 2023, by trans status or history
Inclusion & fair treatment
71.9% of transgender staff report feeling included and treated fairly, compared to 85.1% of cisgender staff.
The chart below shows the percentage of staff feeling included and that they are treated fairly in 2023.
Figure 3e: Inclusion & fair treatment score in 2023, by trans status or history
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 3e: Inclusion & fair treatment score in 2023, by trans status or history
Bullying & harassment
15.6% of transgender staff report experiencing bullying and/or harassment, compared to 7.5% of cisgender staff.
The chart below shows the percentage of staff having experienced bullying and/or harassment at work in 2023. Lower percentages are preferred.
Figure 3f: Bullying & harassment score in 2023, by trans status or history
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 3f: Bullying & harassment score in 2023, by trans status or history
Discrimination
25% of transgender staff report experiencing discrimination, compared to 6% of cisgender staff.
The chart below shows the percentage of staff having experienced discrimination at work in 2023. Lower percentages are preferred.
Figure 3g: Discrimination score in 2023, by trans status or history
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].