Equality Report 2019-2021 - Graph descriptions

Equality Report 2019-2021- graph descriptions in order.

• Figure 1 - Employee declaration rates of various protected characteristics in 2019/20 and 2020/21
  Declaration levels have not changed significantly, with roughly one third of the organisation declaring their protected characteristics and two thirds not (Figure 1).

• Figure 2 - Number of days lost to sick absence by sex 2019/20 and 2020/21
  Throughout the period of the pandemic sickness absence rates have decreased significantly with the number of  days lost per person falling for both men and women (Figure 2).

• Figure 3 - Gender balance by year, 2014/15 to 2020/21
  The gender balance in NatureScot has remained steady in the past four years, as shown in figure 3. Our overall workforce is split 59% women and 41% men.

• Figure 4 - Vertical segregation (Gender grade balance (A-D and E+) across each of the last four reports
  Shows there has been little change in the gender balance of A-D grade staff, and an increase in the number of female staff at grade E or above: There are more women than men in grades A to D and more men than women in grades E and F, but gender balanced in our senior leadership team (G, H, CEO).  

• Figure 5 - Promotions, reassignment, redeployment and secondments by gender across grades over 2020/21
  • Figure 5 demonstrates that in 2020/21:
  • The majority of promotions were to females, this is similar to the last reporting period
  • A high proportion of B, C and D grade promotions were to women
  • Very few E grade promotions were to women
  • The majority of F, G, H grade promotions have been to men 
• Figure 6 - Gender Pay Gap 2015-2021

  Although the pay gap increased between the first and second equality reports, it has since dropped well below our first reported figure (from 13.7% to 8.5%).  This is likely a combination of a number of positive actions:

  • Consolidation of lower grades in 2019
  • Increase in male new starts at lower grades (graduates, other placements)
  • Increased number of female promotions and the reduced grade journey times implemented in the last reporting period (2014-2019)
  • A guaranteed increase of £750 for our A&B grades was paid in 2020/21
  • Appointment of a number of females to senior roles
  • Increase of 3 females in Grades B to D
  • Increase of 4 females in Grades E+

• Figures 7 & 8

  • Figure 7 & 8 demonstrates pay gap by grade showing whether men or women earn more at each grade.   Women earn more in the grades A-C and F, whereas men earn more at D, E G and H. 

• Figure 9

  • Figure 9 shows that the majority of our staff are between 45-54 and that young people (under 30 years) are underrepresented in our workforce.

• Figure 10

  • Figure 10 shows that the majority of job applications are from young people (under 30).

• Figure 11
  • Figure 11 shows that most new starts are under 34.
• Figure 12

  • Figure 12 shows that there are a high number of leavers in the under 34 and 55-64  age groups in 19/20 and 20/21.  There has been an increase in leavers aged 65-74 in 20/21.

• Figure 13

  • Figure 13 shows that training courses attended tend to be higher for young employees (those under 34) in 19/20 and 20/21.

• Figure 14 

  • Figure 14 show that very few staff have declared they have a disability and that levels of disability disclosure are also low.

• Figure 15

  • Figure 15 shows that there are very few recruitment applications from people with disabilities and this has decreased slightly since 2019/20.

• Figure 16

  • Figure 16 shows that none of our leavers have declared having a disability.

• Figure 17 

  • Figure 17 shows that a small number of new starts in 2020 have a declared a disability.

• Figure 18 

  • Figure 18 shows that there is a higher number of courses taken by staff with disabilities in 19/20 and 20/21.

• Figure 19

  • Figure 19 shows that we continue to have a higher proportion of female to male employees.

• Figure 20

  • Figure 20 shows that we continue to receive more recruitment applications from females than males

• Figure 21

  • Figure 21 shows that we continue to recruit more females than males

• Figure 22

  • Figure 22 shows that there were more female leavers in 2019/20 than males and it is equal for both males and females in 2020/21.

• Figure 23

  • Figure 23 shows that women continue to have a higher proportion of days lost to sickness absence than males.  

• Figure 24

  • Figure 24 shows that we continue to have low disclosure of ethnic origin, with most staff that have declared being from a white background.

• Figure 25

  • Figure 25 shows a small increase in 2020/21 in the number of applications from people from ME backgrounds however the majority continue to be from people from white backgrounds

• Figure 26

  • Figure 26 shows that all the new starts that have declared their ethnic origin are from white backgrounds and that there continues to be high numbers of nondisclosure of ethnic origin

• Figure 27

  • Figure 27 shows that all leavers that have declared their ethnic origin are from white backgrounds and that there continues to be high numbers of nondisclosure of ethnic origin

• Figure 28

  • Figure 28 shows that the majority of training courses taken were by staff from a white background in 19/20 and 20/21.  

• Figure 29

  • Figure 29 shows that we continue to have low disclosure of sexual orientation. 

• Figure 30

  • Figure 30 shows that there were a number of applications from LGBT+ people, this increased slightly in 20/21

• Figure 31

  • Figure 31 shows an increase in new start staff declaring they are LGBT+ in 20/21

• Figure 32 

  • Figure 32 shows that no leavers have declared that they are LGBT+

• Figure 33

  • Figure 33 shows a higher number of courses taken by LGBT+ staff than heterosexual/straight staff

• Figure 34
  • Figure 34 shows that we continue to have low disclosure of religion/religious belief, the majority of those that have declared their religious belief are Christian
• Figure 35

  • Figure 35 shows that the majority of applications are from people with no religious belief, where religion is disclosed it is predominantly Christian however there are also applicants with Hindu and Jewish religious beliefs. 

• Figure 36

  • Figure 36 shows that the majority of new starts continue to not declare their religious beliefs. 

• Figure 37

  • Figure 37 shows that the majority of leavers have not declared their religious belief  

• Figure 38

  • Figure 38 shows that there was a high number of training courses for people across a small range of religious beliefs

• Figure 39

  • Figure 39 shows that the majority of staff are married

• Figure 40

  • Figure 40 shows that most applications were from people that were not married

• Figure 41

  • Figure 41 shows that most new starts are single

• Figure 42

  • Figure 42 shows that most leavers in 19/20 were single however in 20/21 they were married

• Figure 43

  • Figure 43 shows that most training courses were undertaken by people with common law status

Equality Report 2019-2021