Scottish Government workforce diversity and inclusion statistics 2025
Statistics on the diversity of core Scottish Government permanent staff and the experiences of different demographic groups within the workforce.
Socio-economic background - Scottish Government
The data below cover staff working in core Scottish Government directorate generals, selected agencies and selected non-ministerial departments. Data covering staff in core Scottish Government directorate generals only are also available. More details can be found in the notes page of this publication.
We use the National Statistics Socio-Economic Classification (NS-SEC) as our measure for socio-economic background below. The NS-SEC groups the occupation of the respondent’s main income-earning parent when the respondent was 14.
We use the three-class definition of the NS-SEC below. Those whose parents were in “professional or managerial occupations” are classified as “High”. Those whose parents were in “clerical, sales, service and intermediate technical occupations” are classified as “Intermediate”. Those whose parents were in “routine, semi-routine, low supervisory and technical occupations” are classified as ‘Routine’, and a final category is included for those whose parents “Never worked”.
Declaration rates for socio-economic background are 43.3% in our internal HR system, 72.2% in our recruitment system, and 81.7% in the People Survey. The People Survey rate excludes all staff who could not be categorised for any reason (denoted “Undetermined” in the charts and tables below).
Declaration rates for our internal HR system are currently low because this question was introduced for the first time in October 2024.
Workforce composition
Staff who haven’t declared their socio-economic background are not included in the percentages below.
Headcounts
Staff from a routine socio-economic background make up 26% of the Scottish Government workforce
Staff from a never worked socio-economic background make up 2.6% of the Scottish Government workforce
The chart below shows the breakdown of the Scottish Government workforce by socio-economic background and by UK Civil Service pay band or working pattern (i.e. full-time or part-time). Percentages may include up (↑) or down (↓) arrows where data are significantly higher or lower than the overall Scottish Government representation. The socio-economic background breakdown of Scotland’s population aged 16 to 64 is included as a comparison where available.
A table in the supplementary dataset also shows the breakdown for each Scottish Government agency, Director General area, or other body covered by this publication.
Figure 8a: Pay band or working pattern, by socio-economic background - December 2025
Part-time staff make up 16.6% of all permanent staff.
Recruitment
21.1% of applications come from routine applicants, rising to 25.2% of applicants accepting an offer.
2.3% of applications come from never worked applicants, rising to 2.5% of applicants accepting an offer.
The chart below shows the percentage breakdown of applicants by socio-economic background at each stage of the recruitment process. Applicants applying to multiple jobs are included once for each application they submit. The socio-economic background breakdown of Scotland’s population aged 16 to 64 is included as a comparison where available.
Figure 8b: Recruitment stages reached in 2025, by socio-economic background
The stages of the recruitment process are explained in the notes page of this publication.
Turnover
Staff from a routine socio-economic background account for 25.1% of joiners and 33% of leavers.
The chart below shows the breakdown of the Scottish Government workforce, staff who joined in 2025 and staff who left in 2025 by socio-economic background. Percentages may include up (↑) or down (↓) arrows where the proportions of joiners or leavers are significantly higher or lower than the overall Scottish Government representation. The socio-economic background breakdown of Scotland’s working-age population is included as a comparison where available.
Figure 8c: Joiners and leavers in 2025, by socio-economic background
The chart above does not include any movement to, from, or between any other Scottish Government organisations.
There is a higher rate of uncertainty in the breakdown of joiners, as the declaration rate of socio-economic background among staff increases with time spent working for the Scottish Government.
Staff experiences
Figures for staff who haven’t declared their socio-economic background are not included in the charts below, although they are included in the total figures.
Absences
Staff from a high socio-economic background lost an average of 7.4 working days to sickness absences.
Staff from an intermediate socio-economic background lost an average of 9.3 working days to sickness absences.
Staff from a routine socio-economic background lost an average of 9.4 working days to sickness absences.
Staff from a never worked socio-economic background lost an average of 8.3 working days to sickness absences.
AWDL is a measure of absence levels that allows for comparison between different groups. A higher AWDL indicates a higher rate of days absent relative to the number of staff in that group and their working pattern.
Figure 8d: Average working days lost in 2025, by socio-economic background
Substantive promotions
5.9% of staff from a high socio-economic background were promoted in 2025.
6.6% of staff from an intermediate socio-economic background were promoted in 2025.
4.9% of staff from a routine socio-economic background were promoted in 2025.
8% of staff from a never worked socio-economic background were promoted in 2025.
The chart below shows the percentage breakdown of staff promoted in 2025 by socio-economic background. The percentages below are not the success rates of staff who applied for promotion. Percentages may include up (↑) or down (↓) arrows to indicate figures that are significantly higher or lower than the staff average. The staff average includes staff who have not made a declaration.
Figure 8e: Proportion of staff promoted in 2025, by socio-economic background
The “not promoted” group includes the following staff:
- Staff who were unsuccessful in their application for a promotion in 2025.
- Staff who did not apply for a promotion in 2025.
- Staff who achieved a promotion in 2025 but did not start their new position until 2026.
Temporary promotions
3.9% of staff from a high socio-economic background were on a temporary promotion.
3.8% of staff from an intermediate socio-economic background were on a temporary promotion.
3.9% of staff from a routine socio-economic background were on a temporary promotion.
The chart below shows the proportion of Scottish Government staff on a temporary promotion. Percentages may include up (↑) or down (↓) arrows where proportions of staff on a temporary promotion are significantly higher or lower than the overall proportion within the Scottish Government. The overall proportion includes staff who have not made a declaration.
Figure 8f: Proportion of staff on a temporary promotion on 31 December 2025, by socio-economic background
Workforce culture
Workforce culture data used in this publication come from the Civil Service People Survey and cover core Scottish Government (SG Core) staff only. These data can be found on the SG Core page.