Scottish Government workforce diversity and inclusion statistics 2025

Key points by demographic characteristic

We summarise the key findings for the wider Scottish Government from this publication below. Clicking the links will take you to the relevant section of this publication to learn more.

Age

Staff aged between 16 and 29 or 60 and over are under-represented in the Scottish Government workforce when compared to Scotland’s population aged 16 to 64, while staff aged between 30 and 49 are over-represented. The proportion of new staff joining from each age group under 50 is greater than the proportion of existing staff leaving from these groups. This trend reverses for staff aged over 50. Looking at recruitment, a similar picture is seen with a higher proportion of applicants aged between 16 and 39 than in Scotland’s population, and a lower proportion of applicants aged 50 or over.

The experiences of staff and applicants vary by age. Many differences are likely influenced by factors linked to age, such as pay grade or length of service. As age increases, the average number of days off taken for sickness per person increases, while the likelihood that a staff member was promoted or be on a temporary promotion decreases. The youngest and oldest staff are more likely to receive a lower performance marking. Looking again at recruitment, applicants progress through the recruitment process at broadly similar levels, though applicants aged 16 to 29 are slightly less likely to pass the sifting process than other applicants.

When surveyed about engagement, inclusion, experiences of discrimination and experiences of bullying & harassment, staff responses are broadly similar across age groups. In 2024, the youngest staff felt more engaged and included than other staff, but experienced higher levels of discrimination, which dropped off for older age groups. No other significant trends emerged from the data.

Sex & gender

Female staff are over-represented in the Scottish Government workforce when compared to Scotland’s population aged 16 to 64. This is broadly similar across pay bands. However, female staff make up a much greater proportion of part-time staff than of full-time staff. Female staff are also over-represented among new staff joining the Scottish Government, though fewer than half of applicants to Scottish Government jobs are female.

The experiences of female staff and applicants vary, with both positive and negative stories. Female staff take more days off for sickness per person and are paid less on average than male staff. However, female applicants are more likely to pass the sifting process or be offered a job after an interview than male applicants and female staff are more likely to receive a higher performance marking than male staff. Levels of promotion and temporary promotion are broadly similar between female and male staff.

When surveyed, female and male staff report similar levels of engagement and inclusion in 2024. However, male staff experienced lower levels of discrimination and bullying & harassment than female staff, while staff with a gender other than female or male experienced higher levels of discrimination and felt much less included than other staff.

Trans status

Trans staff make up a similar proportion of the Scottish Government workforce as in Scotland’s population aged 16 to 64, though numbers are too low to explore whether this is true at all pay grades.

The experiences of trans staff and applicants vary, with both positive and negative stories. Trans staff take more days off for sickness per person than staff with no trans status or history. However, there are no noticeable changes in the proportion of applicants that are trans as applicants progress through the recruitment process.

When surveyed, more negative experiences for trans staff can be seen. In 2024, trans staff felt less engaged and included and experienced higher levels of discrimination than cisgender staff.

Data on turnover and promotions by trans status has not been included in this publication due to low numbers.

Disability

Disabled staff make up a similar proportion of the Scottish Government workforce as in Scotland’s population aged 16 to 64, though they are less well-represented at higher grades. Disabled staff make up a lower proportion of new staff joining than existing staff leaving the organisation. Additionally, applicants for Scottish Government jobs are much less likely to be disabled than in either of Scotland’s population comparators.

The experiences of disabled staff and applicants are generally worse than those of non-disabled staff or applicants. Disabled staff take more days off for sickness per person than staff that are not disabled, are more likely to receive a lower performance marking, and are paid less on average. While disabled applicants are more likely to pass the sifting process than applicants that are not disabled, disabled representation among successful candidates remains below Scotland’s population comparators. Levels of promotion and temporary promotion are broadly similar between disabled and non-disabled staff.

When surveyed, these negative experiences for disabled staff can also be seen. In 2024, disabled staff felt much less engaged and included and experienced much higher levels of discrimination and bullying & harassment than non-disabled staff.

Ethnic group

Minority ethnic staff are under-represented in the Scottish Government workforce when compared to Scotland’s population aged 16 to 64. However, this is changing over time, as minority ethnic staff are over-represented among new staff joining and under-represented among existing staff leaving the organisation. Looking at recruitment, there is a high proportion of minority ethnic applicants, though this drops off at later stages of the recruitment journey.

The experiences of minority ethnic staff and applicants are generally worse than or similar to white staff and applicants. Minority ethnic staff are more likely to receive a lower performance marking and are paid less on average. Minority ethnic applicants are less likely to pass the sifting process or be offered a job after an interview than white applicants. However, minority ethnic applicants make up a higher proportion of successful applicants than among Scotland’s population. No significiant differences are seen among levels of promotion and temporary promotion or the number of days off for sickness per person.

When surveyed, further differences can be seen between minority ethnic groups. In 2024, Asian and Black staff (including Asian British and Black British) felt more engaged than white staff, while staff from Mixed or Multiple ethnic groups and non-British white staff felt less included and experienced higher levels of discrimination and bullying & harassment than white British (including Scottish, English, Northern Irish and Welsh) staff.

Religion

As in Scotland’s population aged 16 to 64, most staff in the Scottish Government are non-religious. This is also the case for new staff joining the Scottish Government and applicants that accept a job offer during the recruitment process.

Minority religions (defined here as any non-Christian religion) are under-represented in the Scottish Government workforce, though this may increase over time as new staff are more likely to be from a minority religious group than existing staff.

The experiences of staff from minority religions are generally worse than or similar to non-religious and Christian staff. Staff from minority religions take more days off for sickness per person than either non-religious or Christian staff and are more likely to receive a lower performance marking. Both Christian and minority religious applicants are less likely to pass the sifting process or be offered a job after an interview than non-religious applicants. Levels of promotion and temporary promotion are broadly similar between different religious groups, though Christian staff were much less likely to have been permanently promoted in 2025.

When surveyed, more detailed differences can be seen between religious groups. In 2024, Hindu staff felt more engaged and included than other staff, while Muslim staff and staff from religious groups specified as ‘other’ experienced higher levels of discrimination than other staff, despite feeling more engaged than the average respondent, with staff from religious groups specified as ‘other’ also experiencing higher levels of bullying & harassment.

Sexual orientation

LGB+ staff are over-represented in the Scottish Government workforce when compared to Scotland’s population aged 16 to 64. This is especially true among staff working at lower pay bands. This high representation is likely to continue, due to the high representation of LGB+ staff among new staff joining the Scottish Government and the high representation of LGB+ applicants to work for the Scottish Government.

The experiences of LGB+ staff and applicants vary, with both positive and negative stories. LGB+ staff take more days off for sickness per person than heterosexual staff and achieve a lower performance markings than heterosexual staff. However, LGB+ staff are more likely to have been promoted in the last year than heterosexual staff. No significant differences are seen between rates of temporary promotion or progress through the stages of recruitment between LGB+ or heterosexual staff or applicants.

When surveyed, further differences can be seen between sexual orientations. In 2024, gay and lesbian staff felt as engaged and included as heterosexual staff, though they experienced higher levels of bullying & harassment. Bisexual staff felt less included and experienced higher levels of discrimination than heterosexual staff.

Socio-economic background

Staff from higher socio-economic backgrounds make up a majority of C band (G7/G6) staff in the Scottish Government workforce and are less well represented among lower pay grades. Staff in lower pay grades are less likely to disclose their socio-economic backgrounds. This representation is not likely to change dramatically in the near future, as new staff joining the Scottish Government are broadly similar to the existing staff. However, staff from routine backgrounds make up a higher proportion of leavers than among remaining staff.

The experiences of staff and applicants vary by socio-economic background, with both positive and negative stories for those from lower socio-economic backgrounds. Staff from high socio-economic backgrounds take fewer days off for sickness per person than staff from other socio-economic backgrounds. However, staff have similar rates of permanent promotion and temporary promotion regardless of socio-economic background and applicants also progress through the stages of recruitment at similar levels in each socio-economic background grouping.

When surveyed on inclusion, few differences can be seen between staff by socio-economic background. In 2024, staff from high, intermediate or routine socio-economic backgrounds reported similar levels of engagement and inclusion and experienced similar levels of discrimination and bullying & harassment. However, staff whose parents never worked experienced higher levels of discrimination, though their other scores were broadly similar to other staff.