The proportion of SCS level staff under the age of 40 is 16.3%, which is lower than that in Grades 6 and 7, where 32.5% of staff are under 40. Of those who have, 51.3% were Christian and 37.9% reported they had no religion or belief. Thus, diversity is a broad term, which not only includes gender and race but also ethnic groups and Latest figures show that 53.9% of civil servants are women, 12.7% are ethnic minorities and 11.7% are disabled. In 2018 66% of all civil servants completed the People Survey. ), Latest data refer to June 2019, published August 2019. As at June 2019, 5.1% of the SCS have recorded a disability. As at June 2019, 45.2% of SCS are women. Our approach to diversity, equity, and inclusion As Google continues to grow, we have a responsibility to scale our diversity, equity, and inclusion initiatives to increase pathways to tech in the communities we call home. In an effort to better understand this number we conducted a follow up study to understand the changing composition of women in the judiciary. In some cases where HR systems do not differentiate between “Gay woman/lesbian” and “Gay man”, it is likely that they are categorised using the recorded gender. Discrimination and bullying scores for LGBO staff are higher than those for heterosexual staff. The median gender pay gap compares the pay of women and men in the middle of their pay distributions. When broken down by gender, 4.3% of men with known sexual orientation are gay, 1.0% are bisexual and 0.6% record their sexual orientation as ‘other’ as at March 2019. In an effort to better understand this number we conducted a follow up study to understand the changing composition of women in the judiciary. Drop-down filters are available on each dashboard that allow users to view data for a specific subgroup of interest. We have set ourselves ambitious targets for the diversity of new entrants to the SCS. (Civil Service-wide breakdowns and representation below SCS by age, department, grade, religion, belief and non-belief, sexual orientation, ethnicity and disability. What are the numbers at the subdivisions of our factions of engineering teams? Our workforce data shows that the Civil Service as a whole is broadly representative of the UK’s working population, but there is more to be done to ensure that this diversity is reflected at all levels across departments and professions. Filter by Year, Gender, and/or Major Discipline for Workforce Development Those who identified as a gender other than male or female have much lower engagement (44%) and inclusion and fair treatment (59%) scores, than men or women. ), Latest data refer to March 2018. Explore the gender and race/ethnicity of the MIT community below in the Diversity Dashboard. Almost two-thirds of civil servants who reported their age in March 2019 were aged over 40. This dashboard contains a mixture of official statistics and management information collected internally in the Cabinet Office. This compares to 2.1% of women with known sexual orientation who are gay/lesbian, 1.5% who are bisexual and 0.5% who record their sexual orientation as ‘other’ as at March 2019. As time goes by, the demographics of higher education continue to shift- when Bay Path was first founded in 1897, the student body looked much different than it does today. When departments report their data to ONS, they are able to categorise sexual orientation as “Heterosexual/straight”, “Gay woman/lesbian”, “Gay man”, “Bisexual” or “Other”. As of June 2019, 5.1% of the SCS has declared a disability, and 6.3% of the SCS are from ethnic minority backgrounds. Updated dashboard. Creating diversity goals is a second great way to work on increasing employee diversity. Here, produce a cool dashboard on the gender gap in the Film Industry, from IMDB5000 dataset in data.world. Using data, you can also track which recruitment channels bring in the most diverse crowd. Black Academic Excellence Initiative; EDI Advisory Council; EDI Unit Plan; Inclusive Excellence @ UC San Diego: 2018; Latinx/Chicanx Academic Excellence Initiative; LEAD Fellows; Strategic Plan for Inclusive Excellence; Accountability . The representation of ethnic minority and disabled staff in the Senior Civil Service (SCS) is currently at record highs. Drop-down filters are available on each dashboard that allow users to view data for a specific subgroup of interest. As with all organisations who employ over 250 people, departments have also published their gender pay gaps on the Government Equalities Office (GEO) gender pay gap reporting tool. The Non-Academic Staff Demographics Dashboard provides 10 years of data on the gender and racial/ethnic composition of non-academic staff at UCLA. The diversity dashboard in Workday provides customers with real-time workforce data on gender, ethnicity, age, veteran status, and more. gender balance at senior levels within organisations is an excellent basis for diversity more generally.6 Significantly, measurement of gender balance indicators is strongly associated with positive progress — recent McKinsey research shows that companies aware of internal gender … This percentage has increased since 2010, when it was 4.2%. A focal point for data produced by Statistics Canada’s Centre for Gender, Diversity and Inclusion Statistics, this hub aims to address gaps in the availability of data by sex, gender and intersecting characteristics such as (but not limited to) age, geography, Indigenous status (First Nations, Métis and Inuit), disability and ethno-cultural characteristics. As with the UK’s population as a whole, the Civil Service has a higher proportion of ethnic minorities in London (33.6%) than elsewhere (7.6% including overseas). All content is available under the Open Government Licence v3.0, except where otherwise stated, Representation: ensuring the Civil Service reflects the diversity of the UK, Inclusion: becoming the UK’s most inclusive employer, Government efficiency, transparency and accountability, Civil Service Diversity and Inclusion Dashboard, nationalarchives.gov.uk/doc/open-government-licence/version/3, Coronavirus (COVID-19): guidance and support, Check how the new Brexit rules affect you, Transparency and freedom of information releases. View fullsize. Health Equity, Diversity & Inclusion Measures for Hospitals and Health System Dashboards Introduction Among the American Hospital Association’s top priorities are addressing equity, diversity and inclusion in health care. Engagement and inclusion scores were slightly higher for heterosexual staff than LGBO staff every year since 2010. Building a company without workplace diversity is like weaving a tapestry with only one thread: ineffective and probably a little boring. Our workforce data shows that the Civil Servi… A focal point for data produced by Statistics Canada’s Centre for Gender, Diversity and Inclusion Statistics, this hub aims to address gaps in the availability of data by sex, gender and intersecting characteristics such as (but not limited to) age, geography, Indigenous status (First Nations, Métis and Inuit), disability and ethno-cultural characteristics. In 2020, the survey expanded to include all local government employees. View fullsize. There is little variation in median age by grade. the population who are working, have sought work in the last four weeks and/or are available to start work in the next two weeks). We use this information to make the website work as well as possible and improve government services. The Diversity Dashboard gives you an in-depth look at the demographic trends of the entire MIT community since 2005. Civil Service Statistics captures SCS level employees that includes a number of health professionals, military personnel and senior diplomats that are not part of The Senior Civil Service. Gain deeper insights into pay equity, time-to-promotion, turnover, and other indicators to help your company recognize and … To view this licence, visit nationalarchives.gov.uk/doc/open-government-licence/version/3 or write to the Information Policy Team, The National Archives, Kew, London TW9 4DU, or email: psi@nationalarchives.gov.uk. The ELGL Diversity Dashboard is the first ever national data collection on the gender, race, age, and veteran status of local government employees. Data are presented as headcounts and FTE (full-time equivalents) counts. Our approach to diversity, equity, and inclusion As Google continues to grow, we have a responsibility to scale our diversity, equity, and inclusion initiatives to increase pathways to tech in … In the most recent survey (2018), this theme score is at an all time high of 78%, up from 77% in 2017. Results Dashboard The Results Dashboard presents yearly results achieved by the CGIAR Research Programs and Platforms, providing access […] We’ll send you a link to a feedback form. Download the infographic template in Excel, then adjust the numbers and the icons to your own needs. Public Sector Equality Duty: This publication is not intended to fulfil the requirement for Civil Service organisations to publish information annually to demonstrate compliance with the General Equality Duty. Overall, 12.7% of civil servants are from an ethnic minority background in 2019. Overall, the median age remains unchanged from 2018, but has still increased from age 44 in 2010. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. In 2018 & 2019, the survey collected this information for chief administrative officers and assistant chief administrative officers. Data will be uploaded in real time to the results page and used to create a dashboard launched in January 2021. You’ve accepted all cookies. Here’s how we’re approaching that work. We are collecting data on all forms and types of local governments. With this dashboard, we’re sharing real-time data on the demographic diversity of the Buffer team, as well as those who’ve expressed interest in joining our team, in the specific areas of: Age Gender Why Gender, Diversity and Inclusion is important to CGIAR’s workplaces. By 2025, we are aiming for 13.2% of new recruits to the SCS to be from an ethnic minority background, up from 5.6% in recent years, and for 11.3% to be disabled, compared to 3.3% disabled. 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