Scottish Parliament Equality in Employment:
Monitoring Report 2015/16
This report provides a summary of the Scottish Parliamentary Service staff for the period 1 April 2015 – 31 March 2016. Its .publication meets the requirements of the Equality Act 2010 public sector duty.
The report analyses the staff profile with consideration of the protected characteristics as identified in the Equality Act 2010.
The Diversity and Inclusion strategy for 2017 – 2021 will be published by the end of 2016.
Scottish Parliament Equality in Employment:
Monitoring Report 2015/16
Total Headcount 1
Gender 1
Grade 2
Part-time Working 4
Age 5
Ethnicity/Race 5
Ethnicity and Recruitment 6
Disability 6
LGBT 7
Religion/Belief 8
Total Headcount
Headcount as at 31 March 2016: - 495
The SPCB total headcount at 31 March 2016 was 495 (an increase of 4.65% on the previous year).
Gender
The female head count was 270, up from 245 in 2015. The male headcount was 225 in 2016 a decrease of 2 from 2015. This has led to the gender split changing from 48/52 (M/F) in 2015 to 45/55 in 2016. The female headcount increased by 3% on the previous year.
The increase in female staff numbers was in greatest part created by an additional 11 members of female staff at Grade 2, with an additional 6 female staff at Grade 4.
Female staff headcount at grade 6 and above increased by one.
Gender and Recruitment
There were 33 posts appointed to in the reporting year. There were 23 internal posts and 11 external. Women were appointed to 22 posts in total and men to11 posts.
Gender and Internal Recruitment
In the reporting year, women have a higher success rate than men in securing interviews and passing boards but have a lower success rate in being appointed to jobs.
Applications / Interviews / Passed Interview / AppointedTotal / Female (%) / Male (%) / Female (%) / Male (%) / Female (%) / Male (%) / Female (%) / Male (%)
71 / 39 (54.9) / 32 (45) / 31 (63.3) / 18 (36.7) / 26 (63.4) / 15 (36.6) / 12 (52.2) / 11 (47.8)
Success rate % / 79.5 / 56.3 / 66.7 / 46.9 / 30.8 / 34.4
Gender and External Recruitment
In the reporting year women were 4% more successful than men in being appointed.
Applications / Interviews / Passed Interview / AppointedTotal / Female (%) / Male (%) / Female (%) / Male (%) / Female (%) / Male (%) / Female (%) / Male (%)
490 / 227 (46.3) / 263 (53.7) / 33 (47.1) / 37 (52.9) / 28 (60.9) / 18 (39.1) / 10 (90.9) / 1
(9.1)
Success rate % / 14.5 / 14.1 / 12.3 / 6.8 / 4.4 / 0.4
Grade
/ 2016 / 2015 /Grade / Total / Male / Female / Percentage Split / Total / Male / Female / Percentage Split
1 / 8 / 6 / 2 / 75:25 / 0 / 0 / 0 / -
2 / 162 / 68 / 94 / 42:58 / 154 / 71 / 83 / 46:54
3 / 89 / 34 / 55 / 38:62 / 84 / 31 / 53 / 37:63
4 / 100 / 53 / 47 / 53:47 / 98 / 57 / 41 / 58:42
5 / 90 / 38 / 52 / 42:58 / 87 / 38 / 49 / 44:56
6 / 35 / 19 / 16 / 54:46 / 37 / 21 / 16 / 57:43
7 / 7 / 4 / 3 / 57:43 / 7 / 5 / 2 / 71:29
AC/CE / 4 / 3 / 1 / 75:25 / 5 / 4 / 1 / 80:20
495 / 225 / 270 / 45:55 / 472 / 227 / 245 / 48:52
· In the reporting year, the Apprenticeship Programme created 8 posts at Grade 1, in the previous year there were no staff at Grade 1.
· The gender split at Grade 6 changed by 5%. The split in the reporting year is 43% women and 57% men. In the previous year the split was 38% women and 62% men
· At Leadership Group (grade 7 and above) there are 36% women and 64% men represented on the group. The previous year was 25% women to 75% men. The percentage changes being contributed to by the number of Leadership Group posts reducing by one and by an additional woman joining the group.
Percentage Gender Split (F/M) at Grade 6 and above
· Promotion and Gender
There were 27 members of staff promoted in the reporting year, of which 55.6% were men. This is in contrast to the previous year when more female staff were promoted to a higher position for either internal permanent or temporary promotion opportunities.
Applications / Interviews / Passed Interview / AppointedTotal / Female (%) / Male (%) / Female (%) / Male (%) / Female (%) / Male (%) / Female (%) / Male (%)
89 / 42 (47.2) / 47 (52.8) / 38 (58.5) / 27 (41.5) / 30 (56.6) / 23 (43.4) / 12 (44.4) / 15 (55.6)
Success rate % / 90.5 / 57.4 / 71.4 / 48.9 / 28.5 / 31.9
· Promotion and Disability
There were no applicants with a disability promoted to a higher grade in the reporting year, for either internal permanent or temporary promotion opportunities.
Applications / Interviews / Passed Interview / AppointedTotal / Non Disabled (%) / Disabled (%) / Non Disabled (%) / Disabled (%) / Non Disabled (%) / Disabled (%) / Non Disabled (%) / Disabled (%)
89 / 86 (96.6) / 3
(3.4) / 64 (98.5) / 1
(1.5) / 53 (100) / - / 27 (100) / -
Success rate % / 74.4 / 33.3 / 61.6 / - / 31.3
· Promotion by Ethnicity
There were no BME applicants promoted to a higher grade in the reporting year, for either internal permanent or temporary promotion opportunities.
Applications / Interviews / Passed Interview / AppointedTotal / White (%) / BME (%) / White (%) / BME (%) / White (%) / BME (%) / White (%) / BME (%)
89 / 88 (98.9) / 1
(1.1) / 64 (98.5) / 1 (1.5) / 53 (100) / 0
(0%) / 27
(100) / 0
(0)
Success rate % / 72.7 / 100 / 60.2 / - / 30.7 / -
Part-time Working
Part-time employees account for 20% of all employees, an increase of 2% on the previous year. Part-time working is less than 32 hours per week.
Female part-time employees account for 72% of all part-time staff, 27% of all female employees, an increase of 1% on the previous year, and 14.5% of all staff.
Male part-time employees account for 28% of part-time workers, 12% of all male employees and 5.7% of all employees. The number of male employees has decreased by 2 on the previous year, the number of male part-time staff has increased by 6 from 22 to 28. There were 4 men and 2 women who had taken partial retirement in the reporting year.
At Leadership Group level, all staff work full-time hours.
Contract / Female / Male / TotalFull-time / 198 (50%) / 197(50%) / 395
Part-time / 72 (72%) / 28 (28%) / 100
Total / 270 (55%) / 225 (45%) / 495
Part-time hours are 32hrs and less per week.
Age
From 2015 to 2016, there was a 2.6% increase to 3.4% in the number of staff under the age of 24. There were only 4 staff under 24 years of age in 2015, this rose to 17 staff members in 2016. In the general working population 16 -24 year olds make up 14%[1]. This increase in staff under 24 years of age was a result of the Apprenticeship Programme, which brought in 13 staff members in this age group.
The greatest number of staff in the reporting year were in the range 45-49. This was a change from previous years when the 40-44 age group was the largest. The percentage of people in this group was 18% of all staff, although with a change of-1.2% on the preceding year (91 to 89 staff now represented in this age group). The greatest change was for the 40-44 group with a -2.9% change on the preceding year.
The median age for the whole staff group is 45, at Leadership Group level the median age is 50.
Age Band / 2016 / % / 2015 / % / 2014 / % / 2013 / % /19 and under / 6 / 1.2 / 0 / 0 / 1 / 0.2 / 2 / 0.4
20-24 / 11 / 2.2 / 4 / 0.8 / 4 / 0.8 / 5 / 1.1
25-29 / 16 / 3.2 / 15 / 3.2 / 16 / 3.4 / 18 / 3.8
30-34 / 49 / 9.9 / 52 / 11.0 / 52 / 11.0 / 54 / 11.5
35-39 / 81 / 16.3 / 71 / 15.0 / 87 / 18.4 / 90 / 19.2
40-44 / 83 / 16.8 / 93 / 19.7 / 89 / 18.8 / 75 / 16
45-49 / 89 / 18 / 91 / 19.2 / 83 / 17.6 / 85 / 18.2
50-54 / 70 / 14.1 / 58 / 12.3 / 53 / 11.2 / 51 / 10.9
55-59 / 47 / 9.5 / 44 / 9.3 / 49 / 10.4 / 50 / 10.7
60-64 / 34 / 6.9 / 39 / 8.2 / 32 / 6.8 / 30 / 6.4
65+ / 9 / 1.8 / 6 / 1.3 / 6 / 1.3 / 8 / 1.7
Total / 495 / 473 / 472 / 468
Ethnicity/Race
The number of staff who listed their ethnicity as other than white was 1.2%, this was the same as in 2015. There is however, under reporting from the staff group when asked to give their ethnicity, there were 135 nil responses. The 2011 census records the BME Scottish population at 4%[2].
There were no staff members from a BME background at grades 6 and above.
Year / BME / Other Ethnic Group / Mixed Background / White2016 / 0.4% (2) / 0.61% (3) / 0.2% (1) / 69.7% (345)
2015 / 0.42% (2) / 0.64% (3) / 0.21% (1) / 75.3% (356)
2014 / 0.2% / 0.85% / - / 77.8%
2013 / 0.9% / 0.9% / - / 95.7%
2012 / 1.4% / - / - / -
2011 / 1% / - / - / -
Number of Responses: - 360
Prefer Not to Answer: - 9
Nil Response: - 135
Ethnicity and Recruitment
Internal
There were no BME applicants in the reporting year.
External
The percentage of applications from BME people remained the same as the previous year at 10% of all applications. BME applicants moving to interview stage fell from 10% to 8%, The percentage of BME applicants passing interview increased from 8% to 11%. Although 11% of BME applicants passed the interview, no BME applicants were appointed in the reporting year.
Applications / Interviews / Passed Interview / AppointedTotal / White (%) / BME (%) / Not Indicated (%) / White (%) / BME (%) / Not Indicated (%) / White (%) / BME (%) / White (%) / BME (%)
491 / 422
(86) / 47
(10) / 22
(4) / 44
(86) / 4
(8) / 3
(6) / 3
(89) / 4
(11) / 9
(100) / 0
(0)
Success rate % / 10.40 / 8.50 / 13.60 / 7.80 / 8.50 / 2.10 / 0.00
Disability
There were 356 responses to the question ‘do you consider yourself to have a disability according to terms of the Equality Act 2010’. From that 37 staff reported a disability, which accounts for 7.5% of staff. This is a 1% decrease on the previous year and a 1.6% decrease from 2014. This decreased percentage can be explained by the increase in staff number, an additional 22 people were employed between 2015 and 2016, in combination with three fewer people reporting disability than in the previous year.
Year / Total2016 / 7.5%
2015 / 8.5%
2014 / 9.1%
2013 / 8.9%
2012 / 8.9%
2011 / 7.6%
Number of Responses: - 356
With Disability: - 37
Prefer Not to Answer: - 3
Nil Response: - 136
Disability and Recruitment
There were no candidates with a disability recruited to either externally or internally advertised posts in this reporting year.
Disability and External Recruitment
Applications / Interviews / Passed Interview / AppointedTotal / Non Disabled (%) / Disabled (%) / Non Disabled (%) / Disabled (%) / Non Disabled (%) / Disabled (%) / Non Disabled (%) / Disabled (%)
490 / 458 (93.5) / 32
(6.5) / 65
(92.9) / 5
(7.1) / 43
(93.5) / 3
(6.5) / 11
(100) / 0
Success rate % / 14.2 / 15.6 / 9.4 / 9.4 / 2.4 / 0
Disability and Internal Recruitment
Applications / Interviews / Passed Interview / AppointedTotal / Non Disabled (%) / Disabled (%) / Non Disabled (%) / Disabled (%) / Non Disabled (%) / Disabled (%) / Non Disabled (%) / Disabled (%)
71 / 66 (93) / 5
(7) / 47 (95.9) / 2
(4.1) / 41
(100) / 0 / 23
(100) / 0
Success rate % / 71.2 / 40 / 62.1 / 0 / 34.8 / 0
LGBT
In the reporting year 3% of staff described themselves as LGBT. This is unchanged from the previous year.
Stonewall (LGBT rights charity) would put the figure between 5 and 7%.[3]
LGB / Heterosexual / Prefer not to Answer / TotalNo. of Responses / 15 / 322 / 21 / 358
% Responses / 4% / 90% / 6%
% Headcount / 3% / 65% / 4%
Nil Response: - 137 (28% Headcount)
Transgender
Yes: - 1
Prefer Not to Answer: - 8
Religion/Belief
There were 13 fewer responses to this question than in the previous year (358 compared to 371). Those answering to having no faith remained similar, 185 people down by 2 people from the previous year.
Christian / Non-faith / Other Faith / Prefer not to Answer / TotalNo. of Responses (% Responses) / 123 (34%) / 185 (52%) / 13 (4%) / 37 (10%) / 358
% Headcount / 25% / 37% / 3% / 7%
Nil Response: - 135 (27% Headcount)
3
[1] http://www.scotlandscensus.gov.uk/documents/censusresults/release1c/rel1ctableA1.pdf
[2] http://www.bbc.co.uk/news/uk-scotland-24282271
[3] http://www.theguardian.com/politics/reality-check/2013/oct/03/gay-britain-what-do-statistics-say