Annex 1: Employee Data

Published: 28 April 2023
Freedom of information class: How we deliver functions and services

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.


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:

Data includedFor protected characteristics
Snapshot of RoS employee demographics on 31 March 2022 & 31 March 2023 age, sex, disability, ethnicity, religion/belief, sexual orientation
No. employees who joined and left RoS from April 2021 to March 2023
Snapshot of RoS employee demographics on 31 March 2023, by part-time/full-time contracts age, sex
Snapshot of RoS employee demographics on 31 March 2023, by grade sex

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

  31 March 2022 31 March 2023 Percentage difference
NumberPercentageNumberPercentage
All 1185 - 1189 -  
under 25 years 60 5.1% 41 3.4% -1.7%
25 to 49 years 667 56.3% 667 56.1% -0.2%
50+ years 458 38.6% 481 40.5% +1.9%

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

JoinedLeft
  Number Percentage Number Percentage
All 131 - 110 -
under 25 years 11 8.4% 9 8.2%
25 to 49 years 104 79.4% 55 50.0%
50+ years 16 12.2% 46 41.8%

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

 Part-timeFull-timeTotal
  Number Percentage Number Percentage  
All 177 - 1006 - 1183*
under 25 years *   *   41
25 to 49 years 53 8.0% 609 92.0% 662
50+ years 123 25.6% 357 74.4% 480

*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

 20222023 Percentage difference
  Number Percentage Number Percentage  
All 1185 - 1189   
female 599 50.5%. 613 51.6% 1.1%
male 586 49.5% 576 48.4% -1.1%

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

 JoinedLeft
  Number Percentage Number Percentage
All 131 - 110 -
Female 85 64.9% 58 52.7%
Male 46 35.1% 52 47.3%

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

 Part-timeFull-timeTotal
  Number Percentage Number Percentage  
All 177 - 1006 - 1183
Female 136 22.4% 472 77.6% 608
Male 41 7.1% 534 92.9% 575

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

  FemaleMaleTotal
   Number Percentage Number Percentage  
All  613 51.6% 576 48.4% 1189
Grade       
Administrative  181 51.7% 169 48.3% 350
Executive EO 184 51.4% 174 48.6% 358
  HEO 139 51.9% 129 48.1%267
  SEO 70 49.6% 71 50.4% 141
Leadership 39 54.2% 33 45.8% 73

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

 20222023 Percentage difference
  Number Percentage Number Percentage  
All 1185 - 1189 - -
Disabled 136 11.5% 130 10.9% -0.6%
Not disabled 612 51.6% 597 50.2% -1.4%
Not known 437 36.9% 462 38.9% 2.0%

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

 JoinedLeft
  Number Percentage Number Percentage
All 131 - 110 -
Disabled 8 6.1% 11 10.0%
Not disabled 41 31.3% 51 46.4%
Unknown 82 62.6% 48 43.6%

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

 20222023 Percentage Difference
  Number Percentage Number Percentage  
All 1185 - 1189 - -
Minoritised ethnic 26 2.2% 23 1.9% -0.3%
White 965 81.4% 940 79.1% -2.3%
Unknown 194 16.4% 226 19.0% 2.6%

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

 JoinedLeft
  Number Percentage Number Percentage
All 131 - 110 -
Minoritised ethnic 5 3.8% 7 6.4%
White 51 38.9% 79 71.8%
Unknown 75 57.3% 24 21.8%

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

 20222023 Percentage difference
  Number Percentage Number Percentage  
All 1185 - 1189 - -
Buddhist *   *   
Church of Scotland 111 9.4% 104 8.7% -0.7%
Roman Catholic 63 5.3% 61 5.1% -0.2%
Other Christian 58 4.9% 55 4.6% -0.3%
Hindu *   *   
Jewish *   *   
Muslim 6 0.5% *   
Pagan *   *   
Sikh *   *   
Other religion/belief 9 0.8% 7 0.6% -0.2%
No religion/belief 472 39.8% 470 39.5%-0.3%
Unknown 456 38.5% 478 40.2% 1.7%

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

 JoinedLeft
  Number Percentage Number Percentage
All 131 - 110 -
Any Christian *  26 23.6%
Another religion/belief *  7 6.4%
No religion/ belief 34 26.0% 32 29.1%
Unknown 79 60.3% 45 40.9%

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

 20222023 Percentage difference
  Number Percentage Number Percentage  
All colleagues 1185 - 1189 - -
Bisexual 16 1.4% 15 1.3% -0.1%
Gay/Lesbian 21 1.8% 20 1.7% -0.1%
Heterosexual 697 58.8% 681 57.3% -1.5%
Other 5 0.4% 5 0.4% 0.0%
Unknown 446 37.6% 468 39.4% 1.8%

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

 JoinedLeft
  Number Percentage Number Percentage
All colleagues 131 - 110 -
LGB+ orientations *   6 5.5%
Heterosexual *   55 50%
Unknown 81 61.8% 49 44.5%

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.


Previous Next