Which Demographic Groups Are Overrepresented In The Italian Civil Service?

1. Representation: ensuring the Civil Service reflects the diverseness of the United kingdom

The Civil Service is at its best when information technology reflects the variety of the land equally a whole and is able to understand what the public needs. When people from various backgrounds are involved in creating the public services we all rely on, we get ameliorate services that work for anybody. For these reasons, the Civil Service is committed to reflecting the land that nosotros serve, and is taking targeted action to tackle underrepresentation, peculiarly in the Senior Civil Service.

Our workforce data shows that the Civil Service equally a whole is broadly representative of the U.k.'southward working population, merely there is more to be done to ensure that this diverseness is reflected at all levels across departments and professions.

1.1 Representation of different groups in the Civil Service

Latest figures show that 54.2% of civil servants are women, xiv.3% are ethnic minorities and 13.vi% are disabled. The representation of ethnic minority staff is in line with the wider working population (thirteen.6% of the U.k.'s working population were from indigenous minorities in July 2021) whilst disabled staff are still slightly underrepresented (14.seven% of the Uk's working population were disabled as at March 2021).

Civil servants who are disabled, from an ethnic minority background or a woman are more likely to be in more junior roles, only the proportion in more senior roles has been increasing since 2010. In Grades 6 and 7 - the feeder grades for the Senior Civil Service - the proportion of disabled staff has risen from 4.ix% to 9.7% since 2010, and the proportion of staff who are ethnic minorities has gone from 6.9% to 12.i%.

The overall representation of women in the Civil Service has remained to a higher place l% since 2010. For grades HEO and above, the proportion of women has increased from 2010 and is getting closer to achieving gender parity.

1.2 Gender residuum

Representation of women by class, 2010-2021

Overall, 54.2% of the Ceremonious Service are women in 2021. This varies past grade from 47.3% in the Senior Civil Service (SCS) to 57.0% at EO level. The overall percentage has remained fairly stable since 2010 just for the SCS, the pct of women has increased each year.

1.three Ethnic minorities

Representation of ethnic minorities by grade, 2010-2021

Overall, fourteen.3% of civil servants are from an ethnic minority background in 2021. By course this varies from viii.2% in the SCS to 17.1% at EO level. Both the overall per centum and the percentage in every grade has increased since 2010.

Representation of ethnic groups in the Civil Service, excluding the White ethnic grouping, 2015 - 2021

Of those who reported their ethnicity, vii.3% are Asian, 3.9% are Black, 2.one% are mixed, 0.6% are Other, and 0.3% are Chinese every bit at March 2021.

Equally with the Britain's population every bit a whole, the Civil Service has a higher proportion of ethnic minorities in London (35.3%) than elsewhere (8.8% including overseas). Where in the country ceremonious servants work is i gene backside the variation in indigenous diversity by department.

1.4 Disability

Representation of disabled staff past grade, 2010-2021

Overall, 13.half-dozen% of civil servants accept recorded that they take a inability in 2021. By form this varies from 6.1% in the SCS to xv.two% at EO level. Both the overall per centum and the per centum in every form has increased since 2010.

one.5 Sexual orientation

In recent years we have been asking civil servants to tell united states nearly their sexual orientation; in 2021, 69% of ceremonious servants did and then. Of those who recorded their sexual orientation, 94.iv% say they are heterosexual, 3.3% say that they are gay or lesbian, 1.7% say they are bisexual and 0.6% recorded their sexual orientation every bit 'other'.

When broken down by gender, four.half-dozen% of men with known sexual orientation are gay, 1.3% are bisexual and 0.6% tape their sexual orientation as 'other' as at March 2021. This compares to two.3% of women with known sexual orientation who are gay/lesbian, two.0% who are bisexual and 0.6% who record their sexual orientation every bit 'other' as at March 2021.

Sexual orientation in the Civil Service, excluding heterosexual, by gender 2021

There is some variation in the representation of these groups by grade only currently nosotros cannot discern a clear pattern. Equally nosotros achieve higher rates of recording of sexual orientation, this may change.

Representation of Lesbian, Gay, Bisexual and 'Other' (LGBO)** staff by course, 2015-2021

Overall, 5.6% of civil servants are Lesbian, Gay, Bisexual or recorded their sexual orientation as 'Other', in 2021. By class this varies from 5.4% at grade AA/AO level to half dozen.2% at Course 6/7. The overall pct has increased over the concluding three years.

1.6 Organized religion and conventionalities

Although in recent years civil servants accept been asked to report their faith, conventionalities or non-belief, only 68% of civil servants take done so in 2021. Of those who have, 47.two% were Christian and 39.6% reported they had no religion or belief. The almost mutual reported organized religion or belief afterward Christianity was Islam (Muslim) at four.iii%.

Representation of staff by organized religion or conventionalities, 2015 - 2021

Of those who recorded their religion, conventionalities, or non-belief; 47.2% are Christian and 39.6% have no organized religion or belief as at March 2021. Note that the recording charge per unit for religion and belief is low (68% in 2021).

one.seven Age

The median age of civil servants is 45. Overall, the median age has decreased from 46 in 2020, but has however increased from age 44 in 2010. There is little variation in median historic period by grade. The median age is highest at SCS level at 48 at SCS level and everyman at HEO/SEO level at 43. The proportion of SCS level staff under the age of xl is 16.6%, which is lower than that in Grades 6 and seven, where 33.5% of staff are under 40.

Proportion of staff past age and course, 2021

Almost 2-thirds of civil servants who reported their age in March 2021 were anile over 40. The proportion of staff aged forty-49 has decreased from 32.6% in 2010 to 23.2% in 2021. In this time, the proportion of staff aged fifty-59 has increased from 25.7% in 2010 to 29.1% in 2021.

Proportion of staff by age, 2010-2021

i.8 Representation of unlike groups in the Senior Civil Service

Our most senior leaders are the Senior Civil Service, around 6,135 people.

1.nine Gender balance in the Senior Civil Service

Latest information show that 47.3% of Senior Civil Servants are women, as compared to 1996, when the figure was only 16.7%.

Women now make up at least half of Senior Civil Servants in 4 departments: the Department for Education; the Ministry of Justice; Department for Digital, Culture, Media and Sport; the Ministry of Housing, Communities and Local Government. Women only make up 32.half dozen% of those in the Ministry of Defense.

Gender residual in the Senior Civil Service by department, 2021

Every bit at March 2021, representation of women in the SCS varies from 32.6% at the Ministry of Defence to 59.iii% at the Department for Education.

Representation of women in the SCS, 2010-2021

As at March 2021, 47.3% of SCS are women. This percentage has increased every yr since 2010, when it was 35.two%

one.10 Ethnicity and disability in the Senior Civil Service

Recent increases in the representation of indigenous minority and disabled staff in grades 6 and 7 staff are commencement to be reflected in the SCS. Equally at March 2021, 6.1% of SCS are declared disabled and 8.2% are from ethnic minorities - a record high for ethnicity.

Representation of ethnic minorities in the SCS by department, 2021

In 2021, representation of ethnic minority staff in the SCS varies from 13.1% at HM Treasury to 2.9% at the Ministry of Defense force. Departments with fewer than five recorded ethnic minority staff take been suppressed

Representation of indigenous minorities in the SCS, 2010-2021

Equally at March 2021, 8.two% of the SCS are ethnic minorities. This percentage has increased since 2010, when it was 4.2%.

Representation of disabled staff in the SCS by department, 2021

In 2021, representation of disabled staff in the SCS varies from x.five% at the Chiffonier Office to 2.vii% at the Department of Health and Social Care. Departments with fewer than five recorded disabled staff accept been suppressed.

Representation of disabled staff in the SCS, 2010-2021

Equally at March 2021, vi.1% of the SCS have recorded a inability. This percentage has increased since 2010, when it was 3.four%

2. Inclusion: becoming the Uk's most inclusive employer

The Ceremonious Service wants to become the UK'due south nearly inclusive employer; building an inclusive civilization in which everyone can thrive and where all our staff to be able to be themselves, feel valued and adequately treated.

ii.1 Measuring inclusion

Inclusion is hard to measure and benchmark, so the Civil Service are working with the Chartered Institute of Personnel and Development to develop common measures of inclusion. In the meantime, the Ceremonious Service People Survey (an almanac staff survey, which invites all civil servants to share their views on working for their organisations) tells us a lot near the feel of different groups of staff. The Civil Service People Survey is sent to all civil servants each October, giving everyone the risk to take their say and help shape the futurity of where they work. In 2020 66% of all civil servants completed the People Survey. The headline measure out of the survey is the employee engagement index, which measures employees' commitment to their arrangement in terms of pride, advocacy, personal zipper, and the extent to which their organisation motivates and inspires them.

2.2 Central results

Several of the questions in the People Survey chronicle to inclusion. The results from four questions, which enquire staff how they feel they are treated at piece of work, are used to make up an inclusion and off-white treatment index or 'theme score'. In the 2020 survey, this theme score is at an all time high of 82%, up from 79% in 2019. On average, eighty% of staff feel their organisation is committed to creating a various and inclusive workplace in 2020, up from 76% in 2018.

Related to inclusion and fair treatment, on average, viii% of staff reported in the 2020 People Survey that they had experienced bullying and harassment at work in the terminal 12 months, downward from 12% in 2019. This overall figure masks differences between staff with different characteristics: rates of bullying and harassment were highest for staff who identify as a gender other than man or adult female (20%), followed past staff with a long-term limiting condition (27%) and LGBO staff (12%).

2.3 Gender

Men have slightly lower appointment and inclusion and fair treatment scores than women. Overall women written report higher rates of discrimination, bullying and harassment than men. In 2020, staff who place equally a gender other than man or adult female have the lowest scores for engagement (55%), inclusion and fair treatment (70%), and written report the highest rates of discrimination, bullying and harassment.

People Survey: engagement, inclusion, discrimination and bullying scores of civil servants by gender, 2010-2020

Date and inclusion scores were higher for women than men every year since 2010. In 2020 the date score for men was 64%, compared to 66% for women. The percentages of staff who have experienced discrimination and bullying is now higher in women.

Those who identified as a gender other than male or female person accept much lower engagement (55%) and inclusion and fair treatment (70%) scores, than men or women. At 25% and 20%, the percentage of staff who place every bit a gender other than male or female experiencing bigotry and bullying & harassment respectively are more than double than among men and women.

2.4 Ethnicity

Whilst indigenous minority staff (69%) have college engagement scores than their white counterparts (65%), ethnic minority staff report higher levels of discrimination, bullying and harassment than white staff, and tend to score slightly lower on the inclusion and fair handling theme score.

People Survey: engagement, inclusion, discrimination and bullying scores of ceremonious servants past ethnicity, 2010-2020

Date scores were higher for ethnic minorities than white staff every year since 2010. In 2019 the engagement score for white staff was 65%, compared to 69% for indigenous minority staff. The scores for inclusion are lower for ethnic minority staff, while the bigotry and bullying scores are higher for indigenous minorities.

2.v Inability

Disabled staff have much lower engagement and inclusion scores and written report much higher levels of discrimination, bullying and harassment than non-disabled staff. In 2020, the inclusion and fair treatment score for disabled staff was 71%, compared to 83% for not-disabled staff.

People Survey: engagement, inclusion, discrimination and bullying scores by disability status, 2010-2020

Engagement and inclusion scores were lower for disabled staff than non-disabled staff every twelvemonth since 2010. In 2020 the appointment score for non-disabled staff was 66%, compared to 58% for disabled staff. Bigotry and bullying scores for disabled staff are more than double those for not-disabled staff.

ii.6 Sexual orientation

LGBO staff have tended to take slightly lower engagement and inclusion scores than heterosexual staff, and study much higher levels of bigotry and bullying and harassment. In 2020, the inclusion and off-white treatment score for LGBO staff was 79%, compared to 82% for heterosexual staff.

People Survey: engagement, inclusion, discrimination and bullying scores past sexual orientation, 2010-2020

Engagement and inclusion scores were slightly higher for heterosexual staff than LGBO staff every year since 2010. In 2020 the engagement score for heterosexual staff was 65%, compared to 64% for LGBO staff. Bigotry and bullying scores for LGBO staff are higher than those for heterosexual staff.

three. Gender pay gap

The Civil Service has been publishing its ain gender pay gap as part of Civil Service Statistics for many years, prior to the gender pay gap regulations being introduced.

Still, in 2020, the statutory gender pay gap methodology was aligned for the first fourth dimension with Civil Service Statistics; the figures presented below are therefore aligned with the statutory reporting methodology. The median and mean gender pay gap for the Civil Service is eight.1% and vii.8% respectively. The median and mean bonus gap for the Civil service is 40.5% and 29.3% respectively.

three.one Civil Service gender pay gap, full-time equivalent 2021

The gender pay gap measures the difference in pay of men and women only is not equivalent with measuring equal pay. The median gender pay gap compares the pay of women and men in the middle of their pay distributions. The mean gender pay gap also takes into account differences in pay at the top of the Civil Service when calculating the deviation in pay.

The mean pay gap for 2021 ranges from xi.five% in the Section of Health and Social Care, to 2.viii% in HMRC.

3.2 Hateful divergence in women'southward hourly rate of pay compared to men by department, 2020 - 2021

4. Notes, sources and definitions page

This dashboard contains a mixture of official statistics and direction information nerveless internally in the Cabinet Function. Come across below for a consummate listing of data sources used.

Public Sector Equality Duty: This publication is not intended to fulfil the requirement for Ceremonious Service organisations to publish information annually to demonstrate compliance with the General Equality Duty.

Farther information about ethnicity in the Ceremonious Service can be found on the ethnicity facts and figures web pages.

4.1 Data sources

Civil Service Statistics, Chiffonier Function

Latest data refer to March 2021, published July 2021. (Civil Service-wide breakdowns and representation below SCS by age, department, grade, religion, belief and non-conventionalities, sexual orientation, ethnicity and inability. Data on historic period and organized religion, conventionalities and non-belief for the SCS is also based on Civil Service Statistics.)

Civil Service People Survey, Cabinet Part

Latest information refer to 2020.

Cabinet Office SCS database, Cabinet Office

Latest data refer to March 2021. (Senior Civil Service level breakdowns for section, gender, ethnicity, sexual orientation, and inability.)

Gender Pay Service, Government Equalities Office

Latest information refer to March 2021.

Quarterly Public Sector Employment Statistics, ONS

Latest data refer to March 2021, published June 2021. (Civil Service-wide headline statistics by gender.)

U.k. Labour Market place statistics, ONS

Latest data refer to March 2021, published June 2021. (Working population (economically active anile xvi-64) by ethnicity and inability.)

4.2 Definitions

Department

Analysis by department includes executive agencies attached to the core department, in alignment with those used in ONS Civil Service Statistics.

Disabled

The Equality Act 2010 defines disability as a physical or a mental condition which has a substantial and long-term bear upon on your ability to do normal day to day activities. In the People Survey disability is reported equally a Long-term limiting status, affliction or disability.

Gender Pay Gap

Since 2020, the Authorities Equalities Office (GEO) statutory reporting methodology has aligned to Ceremonious Service Statistics. The GEO gender pay gap is defined as the difference in mean and median hourly rate betwixt men and women. The gender pay gap is calculated equally the divergence between median hourly wage for women as a proportion of median hourly wage for men.

LGBO - Lesbian, Gay, Bisexual or 'Other'

In the People Survey, civil servants are invited to tape their sexual orientation as "Heterosexual/straight", "Gay or lesbian", "Bisexual" or "Other". The term LGBO refers to staff who report belonging to one of the terminal three groups. When departments written report their data to ONS, they are able to categorise sexual orientation as "Heterosexual/straight", "Gay woman/lesbian", "Gay man", "Bisexual" or "Other". In some cases where HR systems do not differentiate between "Gay adult female/lesbian" and "Gay man", it is likely that they are categorised using the recorded gender.

Senior Civil Service

There are ii measures of the SCS bachelor: The Senior Civil Service and SCS Level. The official headline figures used for monitoring diversity of The Senior Civil Service are sourced from the Chiffonier Office SCS database that collects more than frequent and comprehensive information on those individuals that brand upward The Senior Civil Service. Ceremonious Service Statistics captures SCS level employees that includes a number of health professionals, military machine personnel and senior diplomats that are not part of The Senior Civil Service. Data on the SCS which are sourced from Civil Service Statistics are labelled equally "SCS level".

Working population

This term has been used to depict the ONS' definition of Economically Active Population (i.e. the population who are working, accept sought work in the last iv weeks and/or are available to start work in the next two weeks).

Which Demographic Groups Are Overrepresented In The Italian Civil Service?,

Source: https://www.gov.uk/government/publications/civil-service-diversity-inclusion-dashboard/civil-service-diversity-and-inclusion-dashboard

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