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 - 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.
Declaration rates for sexual orientation are 81.2% in our internal HR system, 83.6% 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 10.2% of the SG Core workforce, compared with 5.2% of Scotland’s population aged 16 to 64 who are LGB+.
The chart below shows the breakdown of the SG Core 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 SG Core representation. The sexual orientation breakdown of Scotland’s population aged 16 to 64 is included as a comparison where available.
Figure 7a: Pay band or working pattern, by sexual orientation - December 2025
Part-time staff make up 16.6% of all permanent staff.
Recruitment
15.9% of applications come from LGB+ applicants, rising to 16.7% 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 14.7% of joiners and 8.9% 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 sexual orientation. 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 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 SG Core.
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 working days to sickness absences.
Heterosexual staff 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 7d: Average working days lost in 2025, by sexual orientation
Performance
61.1% of LGB+ staff received a marking of ‘Highly Effective’ or ‘Exceptional’ in 2025.
63.6% 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
8.6% of LGB+ staff were promoted in 2025.
4.5% 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
4.5% of LGB+ staff were on a temporary promotion.
3.9% of heterosexual staff 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 7g: Proportion of staff on a temporary promotion on 31 December 2025, by sexual orientation
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 sexual orientation binary 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
64.5% of LGB+ staff report feeling engaged, compared to 64.2% of heterosexual staff.
The chart below shows the percentage of staff who feel engaged with their work in 2024.
Figure 7h: Employee engagement score in 2024, by sexual orientation
Inclusion & fair treatment
81.8% of LGB+ staff report feeling included and treated fairly, compared to 85.2% of heterosexual staff.
The chart below shows the percentage of staff feeling included and that they are treated fairly in 2024.
Figure 7i: Inclusion & fair treatment score in 2024, by sexual orientation
Bullying & harassment
11.7% of LGB+ staff report experiencing bullying and/or harassment, compared to 7.8% of heterosexual staff.
The chart below shows the percentage of staff having experienced bullying and/or harassment at work in 2024. Lower percentages are preferred.
Figure 7j: Bullying & harassment score in 2024, by sexual orientation
Discrimination
11.5% of LGB+ staff report experiencing discrimination, compared to 6.3% of heterosexual staff.
The chart below shows the percentage of staff having experienced discrimination at work in 2024. Lower percentages are preferred.