Annex 1: Employee Data

We have two factors for employee information that are mandatory for HR and finance purposes: age and sex. As such, we have full data for our employees on these factors.

This information was used to develop our outcomes for 2023 to 2025. It will also be used to monitor progress. We are currently updating our equality monitoring questions in line with Scotland’s 2022 census. We will continue to improve the range of EDI data we gather and how we use it.

This annex includes the following data:

Ensuring anonymity of reporting

Figures less than 5 are omitted from the reporting to protect anonymity. They are marked with an asterisk *.

Where a figure less than 5 could be calculated from remaining figures in the table, these figures have also been omitted, or the categories have been condensed.

Summary of our demographics

At 31 March 2022, we had 1185 employees in RoS. This increased to 1189 on 31 March 2023.

We ran 42 recruitment campaigns in 2021/22 (22 external) and 85 campaigns in 2022/23 (49 external). We had 131 colleagues join RoS from April 2021 to March 2023. During the same time 110 colleagues left RoS.

Age

Table 1: Snapshot data of RoS employees, by age group

Table 2: Employees who joined and left RoS between 1 April 2021 and 31 March 2023, by age group

Table 3: Employees working part-time and full-time at 31 March 2023, by sex

*The remaining 6 employees were on career breaks or secondments.

Around two fifths of our workforce are over 50 years of age. Many colleagues have over 20 years of service in our organisation. We benefit greatly from their experience. Flexible working, including part-time hours, support many colleagues in preparation for retirement.

While we have a lower proportion of younger employees (under 25 years), we are addressing this through Outcome 2 for 2023-25.

Sex

Table 4: Employees in RoS, by sex

Table 5: Employees who joined and left RoS between 1 April 2021 and 31 March 2023, by sex

Table 6: Employees working part-time and full-time at 31 March 2023, by sex

Table 7: Employees in RoS, by sex and grade in 2023

Gender equality is a key priority in RoS. Women are well represented at all levels of our organisation and we continue to have no gender pay gap (Annex 2). Part-time work is more common amongst our female colleagues, which reflects the concentration of caring responsibilities among women.

Our maternity policy provides a year of full pay for colleagues on maternity leave.

Disability

Table 8: Employees in RoS, by disability

Table 9: Employees who joined and left RoS between 1 April 2021 and 31 March 2023, by disability

In the next two years, we have some key actions in relation to disability. We want to improve recording of this by our colleagues so that we can better understand their needs. We also aim to increase the proportion of disabled people working in RoS.

Making reasonable adjustments in our recruitment process and in supporting our disabled colleagues in work will support this.

Ethnicity

Table 10: Employees in RoS, by ethnicity

Table 11: Employees who joined and left RoS between 1 April 2021 and 31 March 2023, by ethnicity

Currently we do not have a high enough response rate to report on specific ethnic groups, e.g. Asian, Black, Caribbean and African, Mixed and Multiple Ethnicities. We will work to improve this over the next two years.

In addition, Outcome 2 for 2023-25 will focus on increasing representation of those from minoritised ethnic communities working in RoS.

Religion/belief

Table 12: Employees in RoS, by religion/belief

Table 13: Employees who joined and left RoS between 1 April 2021 and 31 March 2023, by religion/belief

Where they have answered for religion/belief, our colleagues are more likely to have no religion or belief. We have representation of most religions and beliefs, albeit in smaller numbers.

In RoS, we work to recognise all religions and the ways that colleagues observe and celebrate these faiths. We will continue to do this through a programme of communications.

Sexual orientation

Table 14: Employees in RoS, by sexual orientation

Table 15: Employees who joined and left RoS between 1 April 2021 and 31 March 2023, by sexual orientation

We are reasonably representative of LGB+ identities in RoS. However, we would like more robust data on the specific identities of our colleagues to better support them. Our Inclusive Language Guide and Pride Network are key to supporting a welcoming environment for all.

We aim to improve our data in relation to understanding representation and needs of transgender colleagues in RoS.