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.
Trans status or history - 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.
The term “trans” is used as a shorthand for “transgender” and encompasses multiple trans and non-binary identities. The terms “cis” or “cisgender” refer to individuals who are not trans and do not have a trans history.
Data on turnover and promotions of trans staff or staff with a trans history have not been included in this publication. Due to the low numbers of trans staff within the Scottish Government, such measures could be disclosive and have been proactively removed here to reduce the risk of disclosure of sensitive information.
Declaration rates for trans status are 47.4% in our internal HR system, 85.1% in our recruitment system, and 99.1% in the People Survey.
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 trans status are not included in the percentages below.
Headcounts
Staff that are trans or have a trans history make up 0.5% of the SG Core workforce, compared with 0.5% of Scotland’s population aged 16 to 64 who are transgender/other.
The chart below shows the breakdown of the SG Core workforce by trans status 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 trans status breakdown of Scotland’s population aged 16 to 64 is included as a comparison where available.
Figure 3a: Pay band or working pattern, by trans status - December 2025
Part-time staff make up 16.6% of all permanent staff.
Recruitment
0.8% of applications come from applicants that are trans or have a trans history. The proportion of offers accepted from applicants that are trans or have a trans history is suppressed for confidentiality purposes.
The chart below shows the percentage breakdown of applicants by trans status at each stage of the recruitment process. Applicants applying to multiple jobs are included once for each application they submit. The trans status breakdown of Scotland’s population aged 16 to 64 is included as a comparison where available.
Figure 3b: Recruitment stages reached in 2025, by trans status
The stages of the recruitment process are explained in the notes page of this publication.
Staff experiences
Figures for staff who haven’t declared their trans status are not included in the charts below, although they are included in the total figures.
Absences
Staff that are trans or have a trans history lost an average of 34.6 working days to sickness absences.
Staff that are not trans and do not have a trans history lost an average of 8.1 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 3c: Average working days lost in 2025, by trans status
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 trans status 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
53.5% of transgender staff report feeling engaged, compared to 64.2% of cisgender staff.
The chart below shows the percentage of staff who feel engaged with their work in 2024.
Figure 3d: Employee engagement score in 2024, by trans status
Inclusion & fair treatment
62.5% of transgender staff report feeling included and treated fairly, compared to 84.8% of cisgender staff.
The chart below shows the percentage of staff feeling included and that they are treated fairly in 2024.
Figure 3e: Inclusion & fair treatment score in 2024, by trans status
Bullying & harassment
11.8% of transgender staff report experiencing bullying and/or harassment, compared to 8.3% of cisgender staff.
The chart below shows the percentage of staff having experienced bullying and/or harassment at work in 2024. Lower percentages are preferred.
Figure 3f: Bullying & harassment score in 2024, by trans status
Discrimination
26.5% of transgender staff report experiencing discrimination, compared to 6.9% of cisgender staff.
The chart below shows the percentage of staff having experienced discrimination at work in 2024. Lower percentages are preferred.