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<p>In 2022/23 more than half of new entrants to the Civil Service were women (54.1%).
In 2021/22 51.6% of new entrants and 53.9% of promotions to the Senior Civil Service
were women.</p><p> </p><p>The proportion of Senior Civil Servants graded as SCS 2
in the department as of 30 September 2023, excluding arm’s length bodies, is 50%.
The proportion was calculated by the number of female staff at Payband 2 (Director)
and working full-time divided by the total number of staff at the department at Payband
2 (where sex is known).</p><p> </p><p>Monitoring of annual diversity statistics and
recruitment data takes place to understand and evaluate progress in improving recruitment
outcomes for protected characteristics.</p><p> </p><p>During recruitment, the department
uses the Civil Service Success Profiles methodology which assesses candidates across
several elements, allowing candidates to demonstrate their skills and experience.
Some roles, given their nature, do still require a formal qualification. Sifting is
anonymised and we use recruitment panels, to mitigate against bias.</p><p> </p><p>The
department supports the Care Leaver programme as part of our career entry offer. This
programme brings in young people who have been in Care and helps them gain experience
of work, with a view to securing employment.</p><p> </p><p>There are a range of cross-Government
leadership development opportunities available for women in the department, including
but not limited to conferences, talent pipeline schemes and talent programmes. Participation
in these development opportunities is actively encouraged throughout the department.</p><p>
</p><p>The department also supports diverse working patterns and work life balance
through a range of HR policies, including but not limited to policies on flexible
working, special leave, parental leave, menopause and menstruation, pregnancy loss,
and parental bereavement.</p>
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