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.
Sexual orientation - Scottish Government
Declaration rates for sexual orientation are 76.3% in our internal HR system, 85.4% in our recruitment system, and 99.1% in the People Survey.
The term “LGB+” is used below to identify individuals declaring a sexual orientation of lesbian, gay, bisexual or any other sexual orientation not including straight/heterosexual. Breakdowns by trans status are available elsewhere in this report.
Workforce composition
Staff who haven’t declared their sexual orientation are not included in the percentages below.
Headcounts
LGB+ staff make up 10.4% of the Scottish Government workforce, compared with 5.2% of Scotland’s population aged 16 to 64 who are LGB+.
The chart below shows the breakdown of the Scottish Government workforce by sexual orientation 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 sexual orientation 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 7a: Pay band or working pattern, by sexual orientation - December 2025
Part-time staff make up 16.6% of all permanent staff.
Recruitment
12.9% of applications come from LGB+ applicants, rising to 14.5% of applicants accepting an offer.
The chart below shows the percentage breakdown of applicants by sexual orientation at each stage of the recruitment process. Applicants applying to multiple jobs are included once for each application they submit. The sexual orientation breakdown of Scotland’s population aged 16 to 64 is included as a comparison where available.
Figure 7b: Recruitment stages reached in 2025, by sexual orientation
The stages of the recruitment process are explained in the notes page of this publication.
Turnover
LGB+ staff account for 13.8% of joiners and 7.7% 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 sexual orientation. 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 sexual orientation breakdown of Scotland’s working-age population is included as a comparison where available.
Figure 7c: Joiners and leavers in 2025, by sexual orientation
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 sexual orientation among staff increases with time spent working for the Scottish Government.
Staff experiences
Figures for staff who haven’t declared their sexual orientation are not included in the charts below, although they are included in the total figures.
Absences
LGB+ staff lost an average of 11.1 working days to sickness absences.
Heterosexual staff lost an average of 8.8 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 7d: Average working days lost in 2025, by sexual orientation
Performance
52.7% of LGB+ staff received a marking of ‘Highly Effective’ or ‘Exceptional’ in 2025.
55.3% of heterosexual staff received a marking of ‘Highly Effective’ or ‘Exceptional’ in 2025.
Performance is assessed annually in April. Percentages may include up (↑) or down (↓) arrows where a significantly higher or lower proportion of a group received that marking than the proportion among all staff. The overall staff proportions include staff who have not made a declaration.
Figure 7e: Performance markings in 2024-25, by sexual orientation
Substantive promotions
8.8% of LGB+ staff were promoted in 2025.
4.6% of heterosexual staff were promoted in 2025.
The chart below shows the percentage breakdown of staff promoted in 2025 by sexual orientation. 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 7f: Proportion of staff promoted in 2025, by sexual orientation
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 LGB+ staff were on a temporary promotion.
4.1% of heterosexual staff 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 7g: Proportion of staff on a temporary promotion on 31 December 2025, by sexual orientation
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.