BIS workforce information 2015:
 Equality, diversity and inclusion
, January 2016

## Contents

Introduction ................................................................................................................................. 3 
Staff Diversity Information Completion rates (as at 31 December 2015) 
...................................... 
4 
Staff in Post (31 December 2015) ............................................................................................... 
5 
Core BIS (including UKTI) workforce by protected characteristics 
........................................... 
5 
Gender Pay Gap ......................................................................................................................... 
8 
Performance Management (2014/15) 
.......................................................................................... 
9 
End of Year Performance Management data for 2014/15 
........................................................ 
9 
Recruitment (from 1 January 2015 to 31 December 2015) ........................................................ 11 
Public Appointments ................................................................................................................. 
14 
BIS People Survey .................................................................................................................... 
14 

## Introduction

The Department for Business, Innovation and Skills (BIS) is committed to embracing and valuing diversity and promoting equality of opportunity within its workforce. Our goal is to ensure that these commitments, reinforced by our values, are embedded in our day-to-day working practices with all our customers, colleagues and partners. This document provides BIS data on equality and diversity in relation to its workforce for the 2015 calendar year, as required under the Public Sector Equality Duty.  

## Please Note:

- 
The data in this document has not been designated as Official Statistics and should not be treated as such.  
- 
Information published is in accordance with the Data Protection Act 1998 and does 
not identify individuals.  
- 
Information on fewer than six people is not published - small numbers are 
represented using an asterisk and includes areas with 0 response.  
- 
Percentages in tables may not add to 100% because of independent rounding.  

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Job sharing; Annualised hours; or Career breaks / special leave (paid or unpaid).  
We expect line managers to consider all requests fairly, evenly and on their individual merits, taking the needs of the business, team and individual into account. BIS also supports flexibility for a wide range of activities such as volunteering, training or community work.  

## Gender Pay Gap

The table below shows the difference in median salaries between the genders at each level within BIS as at 31 March 2015. 

| Male     | Female    | Difference    |
|----------|-----------|---------------|
|          |           |               |
| SCS PB 2 | 91,261    | 86,100        |
| SCS PB 1 | 70,150    | 69,072        |
| Grade 6  | 61,855    | 61,958        |
| Grade 7  | 49,692    | 49,607        |
| SEO      | 37,716    | 36,811        |
| HEO      | 32,202    | 30,191        |
| EO       | 25,907    | 25,903        |
| AO/AA    | 22,910    | 22,910        |

 EHRC guidelines state that difference greater than 5% should be investigated and that patterns of difference of 3% or more should be looked into. The pay gap at SCS PB2 therefore should be investigated however it is likely that this gap is partly the result of the relatively small number of employees in these senior posts. Following the implementation of the 2015 pay award, gaps in base pay levels for all grades below the SCS, when broken down into London and National areas, were less than 3%. We are looking to carry out a full equal pay review in 2016. 

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Gender 
Female 
Male 
Prefer not to say Total Applications 
43% 
56% 
1% 
Success at Sift 
45% 
54% 
1% 
Formal Offer 
52% 
48% 
0% 
 
Disability 
Yes 
No 
Prefer not to say Total Applications 
8% 
83% 
9% 
Success at Sift 
7% 
83% 
10% 
Formal Offer 
3% 
91% 
5% 
 
Age 
 
16-29 
30-39 40-49 50+ 
Prefer not to say 
Total Applications 
24% 
33% 
25% 
13% 
5% 
Success at Sift 
27% 
35% 
23% 
11% 
5% 
Formal Offer 
44% 
39% 
9% 
6% 
2% 

## Ethnic Origin

|                    | White             | BAME    | Prefer not to say    |
|--------------------|-------------------|---------|----------------------|
| Total              |                   |         |                      |
| Applications       | 66%               | 29%     | 5%                   |
| Success at Sift    | 73%               | 23%     | 4%                   |
| Formal Offer       | 72%               | 24%     | 3%                   |
|                    |                   |         |                      |
| Sexual Orientation |                   |         |                      |
| Heterosexual LGBT  | Prefer not to say |         |                      |
|                    |                   |         |                      |
| Total              |                   |         |                      |
| Applications       | 87%               | 4%      | 9%                   |
| Success at Sift    | 87%               | 5%      | 8%                   |
| Formal Offer       | 87%               | 9%      | 4%                   |
|                    |                   |         |                      |
|                    |                   |         |                      |
|                    |                   |         |                      |
|                    |                   |         |                      |

## Public Appointments

The following graph details BIS's progress against the Government's aspiration that 50% of all public appointments should be female. Between October 2014 and September 2015, 
55% of all BIS public appointments were female. 

Updated information will be published on www.gov.uk as it is released. 

## Bis People Survey

BIS conducts an annual People Survey for all staff as part of the cross-Whitehall survey, with some questions specifically aimed at those with protected characteristics so that underlying issues can be addressed. The survey ran throughout October and the results were published in December 2015 - BIS People Survey 2015. 

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