Report

Socio-economic background - Scottish Government

The data below covers staff working in core Scottish Government directorate generals, some agencies and some non-ministerial departments. Data covering staff in core Scottish Government directorate generals only 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 33.4%, 83.4% 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 29.1% of the Scottish Government workforce

Staff from a never worked socio-economic background make up 2.8% of the Scottish Government workforce

The chart below shows the breakdown of the Scottish Government 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.

A table below the chart also shows the breakdown for each Scottish Government agency, Director General area or other body covered by this publication

Figure 8a: Pay band or working pattern, by socio-economic background - Dec 2024

Bar chart of staff headcounts by socio-economic background. The data in the chart is replicated in the table below.

Part-time staff make up 16.4% of all permanent staff.

Recruitment

20% of applications come from routine applicants rising to 22.7% of offers accepted.

2.2% of applications come from never worked applicants rising to 2.9% of offers accepted.

The chart below shows the percentage breakdown of the socio-economic background of applications to work for the Scottish Government 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

Bar chart of applicant headcounts by socio-economic background. The data in the chart is replicated in the table below.

The stages of the recruitment process are explained later in this report

Turnover

28.7% of joiners are from a routine socio-economic background.

The chart below shows the breakdown of the Scottish Government 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

Bar chart of staff joiners and leavers by socio-economic background. The data in the chart is replicated in the table below.

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 Scottish Government.

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

6.4 working days are lost on average to sickness or absences for staff from a high socio-economic background.

8.1 working days are lost on average to sickness or absences for staff from an intermediate socio-economic background.

8.1 working days are lost on average to sickness or absences for staff from a routine socio-economic background.

12.4 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

Bar chart of average working days lost by socio-economic background. The data in the chart is replicated in the table below.

Substantive promotions

14% of staff from a high socio-economic background were promoted in 2024.

16.6% of staff from an intermediate socio-economic background were promoted in 2024.

13.1% of staff from a routine socio-economic background were promoted in 2024.

18.2% 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

Bar chart of proportion of staff promoted in the past year by socio-economic background. The data in the chart is replicated in the table below.

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.

Temporary promotions

3.8% of staff from a high socio-economic background are on a temporary promotion.

4.4% of staff from an intermediate socio-economic background are on a temporary promotion.

4.6% of staff from a routine socio-economic background are on a temporary promotion.

The chart below shows the percentage of Scottish Government 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

Bar chart of proportion of staff on a temporary promotion by socio-economic background. The data in the chart is replicated in the table below.

Workforce culture

The data on workforce culture used in this publication comes from the Civil Service People Survey and covers core Scottish Government (SG Core) only. This data can be found on the SG Core page.