When people from diverse backgrounds are involved in creating the public services we all rely on, we get better services that work for everyone. For grades HEO and above, the proportion of women has increased from 2010 and is getting closer to achieving gender parity. Thus, diversity is a broad term, which not only includes gender and race but also ethnic groups and Overall women report higher rates of discrimination, bullying and harassment than men. Since 2010, the mean gender pay gap has reduced from 14.6% to 9.2%, and the median from 15.1% to 11.1%. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. Diversity refers to “the mix”: A wide range of visible and invisible differences that exist among people. Local governments do not need to be members of ELGL to complete the survey. We believe that health inequities contribute to health disparities, a well-documented factor in both the cost of care and The Equality Act 2010 defines disability as a physical or a mental condition which has a substantial and long-term impact on your ability to do normal day to day activities. 2018 Gender Diversity Data . Local governments do not need to be members of ELGL to complete the survey. Our workforce data forms part of the equality information that we use to help us meet our duty to Whilst ethnic minority staff (66%) have higher engagement scores than their white counterparts (59%), 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 treatment theme score. 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”. In 2018 & 2019, the survey collected this information for chief administrative officers and assistant chief administrative officers. Gender diversity is a great success at the macro level of numbers per capita, but lets dig in and peel the onion a bit. In 2018 the engagement score for white staff was 59%, compared to 66% for ethnic minority staff. Filter by Year, Gender, and/or Major Discipline for Workforce Development Understanding employee demographics The Mayor and City staff use the diversity dashboard to understand City employee demographic information. 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. Data is compiled and shared without names and contact information into an online report. By grade this varies from 5.1% in the SCS to 12.6% at AA/AO level. Our diversity dashboard helps me assess not only what our demographics look like, but what the opportunities are and where we need to make shifts. Diversity at Buffer Toggle navigation LGBTQIA The letters LGBTQIA refer to lesbian, gay, bisexual, transgender, queer or questioning, intersex, and asexual identities. Creating diversity goals is a second great way to work on increasing employee diversity. Gain deeper insights into pay equity, time-to-promotion, turnover, and other indicators to help your company recognize and … The gender pay gap measures the difference in pay of men and women but is not equivalent with measuring equal pay. 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. Engagement and inclusion scores were slightly higher for heterosexual staff than LGBO staff every year since 2010. Tracking this data in a diversity dashboard is an excellent way to start. In the most recent survey (2018), this theme score is at an all time high of 78%, up from 77% in 2017. It also looks at data such as new hires, turnover, acting-up opportunities and internal development programmes. If we are going to innovate and expand beyond our wildest dreams, then those wild dreams must include diversity at the engineering level. Tracking diversity metrics, therefore, can be equally complex. (Working population (economically active aged 16-64) by ethnicity and disability.). In 2019, representation of ethnic minority staff in the SCS varies from 14.2% at the Department for International Trade to 2.5% at the Ministry of Defence. There is some variation in the representation of these groups by grade but currently we cannot discern a clear pattern. Download the infographic template in Excel, then adjust the numbers and the icons to your own needs. The headline measure in Civil Service Statistics for the gender pay gap is calculated as the difference between median gross earnings (excluding overtime) as a proportion of median gross earnings (excluding overtime) for men. The Gender Ratio metric gives viewers insight into a key facet of diversity in the workplace: the female to male employee ratio. As an example, if I look at our gender demographics, I can see that Workday is 40 percent women and close to 60 percent men, and then I … (The 2019 data and report can be seen here.). These include, but are not limited to, values, beliefs, physical differences, ethnicity, age, gender, experiences, thinking styles, backgrounds, preferences and behaviours. 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 January 2020, CGIAR confirmed our commitment to these issues by adopting a Framework and Action Plan for Gender, Diversity and Inclusion (GDI) in our global workplaces. The diversity dashboard in Workday provides customers with real-time workforce data on gender, ethnicity, age, veteran status, and more. Data on the SCS which are sourced from Civil Service Statistics are labelled as “SCS level”. Part of the work of the Division of Equity & Inclusion is to help redress this lack of representation at UC Berkeley. Latest data show that 45.2% of Senior Civil Servants are women, as compared to 1996, when the figure was only 16.7%. Diversity Dashboards When planning for the future of diversity, equity, and inclusion on Bay Path’s campus, it is important to acknowledge the past and present status of the Bay Path community. Here's an alternative to the usual Excel column chart. In 2018 the engagement score for non-disabled staff was 61%, compared to 53% for disabled staff. Diversity refers to “the mix”: A wide range of visible and invisible differences that exist among people. The ELGL Diversity Dashboard is the first ever national data collection on the gender, race, age, and veteran status of local government employees. The City of Boston is committed to creating diversity in its boards and commissions. This dashboard shows the number of underrepresented minority students, faculty, and staff studying, working, and/or teaching at USM institutions. Discrimination and bullying scores for disabled staff are more than double those for non-disabled staff. Diversity Dashboards. What is the purpose of this page? Tracking this data in a diversity dashboard is an excellent way to start. This would be a notable increase compared to that seen since 2010 where the representation of ethnic minorities increased from 4.2% to 6.3% and from 3.4% to 5.1% for disabled staff. If you look at the Bad Hire Count by Gender donut chart and select different regions in the Region slicer, you'll notice that the East region is the only region with more female than male bad hires. Overall, 11.7% of civil servants have recorded that they have a disability in 2019. 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. 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 . However, gender diversity is at different stages of maturity in different parts of the world and across industries and metrics must reflect that. Explore the gender and race/ethnicity of the MIT community below in the Diversity Dashboard. In 2018, the inclusion and fair treatment score for disabled staff was 68%, compared to 80% for non-disabled staff. The representation of ethnic minority staff is in line with the wider working population (12.6% of the UK’s working population were from ethnic minorities in June 2019) whilst disabled staff are still slightly underrepresented (13.4% of the UK’s working population were disabled as at June 2019). Gender Diversity Portal. It is a moral duty and an operational necessity. … This also allows us to look at trends … Understanding employee demographics The Mayor and City staff use the diversity dashboard to understand City employee demographic information. It develops themes picked up in the GWEP-OECD Report, and looks to explore different dimensions of gender, diversity and inclusive innovation. The scores for inclusion are lower for ethnic minority staff, while the discrimination and bullying scores are higher for ethnic minorities. 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