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 - SG Core
The data below cover staff working in core Scottish Government directorate generals only. Data covering staff in core Scottish Government directorate generals, some agencies and some non-ministerial departments 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 45.6% in our internal HR system, 72.1% 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 23.8% of the SG Core workforce
Staff from a never worked socio-economic background make up 2.4% of the SG Core workforce
The chart below shows the breakdown of the SG Core 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 SG Core representation. The socio-economic background breakdown of Scotland’s population aged 16 to 64 is included as a comparison where available.
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
19.9% of applications come from routine applicants, rising to 26.2% of applicants accepting an offer.
2.1% of applications come from never worked applicants, dropping to 1.5% 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 23.8% of joiners and 31.2% of leavers.
The chart below shows the breakdown of the SG Core 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 SG Core 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 SG Core.
Staff experiences
Figures for staff who haven’t declared their socio-economic backgroundare 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 7.2 working days to sickness absences.
Staff from an intermediate socio-economic background lost an average of 9 working days to sickness absences.
Staff from a routine socio-economic background lost an average of 9.5 working days to sickness absences.
Staff from a never worked socio-economic background lost an average of 8.4 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
5.8% of staff from a high socio-economic background were promoted in 2025.
6.7% of staff from an intermediate socio-economic background were promoted in 2025.
4.4% of staff from a routine socio-economic background were promoted in 2025.
8.5% 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
3.3% of staff from a high socio-economic background were on a temporary promotion.
3.5% of staff from an intermediate socio-economic background were on a temporary promotion.
4.1% of staff from a routine socio-economic background were on a temporary promotion.
The chart below shows the proportion of SG Core 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 SG Core. 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
The data below come from the annual Civil Service People Survey and highlight the experiences of staff working in SG Core. The scores below are the percentage of positive responses by respondents indicating they belong to a particular demographic group. Respondents who didn’t answer the question on socio-economic background have been removed from these charts and tables, although they are included in the calculation of the total figure.
Some of the percentages in the charts below are followed by arrows indicating the level of statistical significance. These boxes are also colour-coded in various shades of green and red to indicate whether the difference is desirable or not respectively.
Engagement
63.9% of staff from a high socio-economic background report feeling engaged, compared to 64.7% of staff whose parents never worked.
The chart below shows the percentage of staff who feel engaged with their work in 2024.
Figure 8g: Employee engagement score in 2024, by socio-economic background
Inclusion & fair treatment
85.5% of staff from a high socio-economic background report feeling included and treated fairly, compared to 79.1% of staff whose parents never worked.
The chart below shows the percentage of staff feeling included and that they are treated fairly in 2024.
Figure 8h: Inclusion & fair treatment score in 2024, by socio-economic background
Bullying & harassment
8.2% of staff from a high socio-economic background report experiencing bullying and/or harassment, compared to 12.6% of staff whose parents never worked.
The chart below shows the percentage of staff having experienced bullying and/or harassment at work in 2024. Lower percentages are preferred.
Figure 8i: Bullying & harassment score in 2024, by socio-economic background
Discrimination
7.1% of staff from a high socio-economic background report experiencing discrimination, compared to 11.9% of staff whose parents never worked.
The chart below shows the percentage of staff having experienced discrimination at work in 2024. Lower percentages are preferred.