Equality Outcomes and Mainstreaming Report 2013
Report on how the public sector equality duty is being integrated across Scottish Government functions.
Annex H: Crown Office and Procurator Fiscal Service staff diversity data
COPFS Equality Policies and Practices in the Workplace
Introduction
The following describes the degree to which employees with protected characteristics, as defined in the Equality Act 2010 (The Act), are represented in COPFS. It includes the following reports showing numbers of people with protected characteristics:
- overall COPFS employees headcount at December 31 st 2012
- the number of people who applied for vacancies at COPFS in 2012
- a breakdown of those employees who were promoted at COPFS in 2012
- the numbers of people who attended training courses held by COPFS in 2012
- the numbers of people who left COPFS including the reasons why in 2012
- an equal pay report, and
- an occupational segregation report at 31 st December 2012.
This information is provided in accordance with section 149 of the Act and by analysis of it, will show how COPFS will meet its General Duty, to have 'due regard' to the need to:
a) eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Act
b) advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it
c) foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
In this way it will show that COPFS employment policies are aligned to those in the Mainstream Equality report and the accompanying ' COPFS Equality Outcomes 2013'. In short, it provides a general description of the whole employment situation at COPFS and the plans it has developed in order to deal with possible shortfalls there may be in relation to the minimum standards expected by the Act. It also provides a detailed analysis, as part of this overall description, of its equal pay, gender gap analysis and occupational segregation position and progress made towards the Specific Duties as required by the Act.
PROFILE REPORTS
COPFS' Salary Structure
COPFS' salary structure is detailed below. Apart from Senior Civil Service grades, each is negotiated annually by either the First Division Association ( FDA) for legal staff, or the Public and Commercial Services union ( PCS) for administrative staff.
Pay Bands with salary ranges are as follows:
Pay Band |
Salary Range |
---|---|
B |
£16,036 - £18,217 |
C |
£20,573 - £25,285 |
D |
£24,707 - £29,736 |
E |
£33,072 - £40,364 |
F |
£44,263 - £52,847 |
G |
£53,060 - £64,733 |
PFD (Procurator Fiscal Depute) |
£34,150 - £46,365 |
SPFD (Senior Procurator Fiscal Depute) |
£45,084 - £52,540 |
PPFD (Principal Procurator Fiscal Depute) |
£48,899 - £60,489 |
SCS (Senior Civil Service) Pay Band 1 |
£65,000 - £117,750 |
SCS (Senior Civil Service) Pay Band 1A |
£75,000 - £128,900 |
SCS (Senior Civil Service) Pay Band 2 |
£93,000 - £162,500 |
SCS (Senior Civil Service) Pay Band 3 |
£99,960 - £208,200 |
PFD Training Year 1 |
£30,098 |
PFD Training Year 2 |
£31,256 |
Trainee Solicitor Year 1 |
£18,667 |
Trainee Solicitor Year 2 |
£20,837 |
COPFS Headcount
Gender
Work pattern |
Gender |
|||||
---|---|---|---|---|---|---|
Female |
Male |
All employees |
||||
Full-time |
854 |
64.4% |
473 |
35.6% |
1327 |
100.0% |
Part-time |
321 |
92.8% |
25 |
7.2% |
346 |
100.0% |
All employees |
1175 |
70.2% |
498 |
29.8% |
1673 |
100.0% |
Disability
Work pattern |
Disability status |
|||||||||
---|---|---|---|---|---|---|---|---|---|---|
Disabled |
Not disabled |
Prefer not to answer |
Not known |
All employees |
||||||
Full-time |
65 |
4.9% |
1241 |
93.5% |
2 |
0.2% |
19 |
1.4% |
1327 |
100.0% |
Part-time |
11 |
3.2% |
329 |
95.1% |
1 |
0.3% |
5 |
1.4% |
346 |
100.0% |
All employees |
76 |
4.6% |
1570 |
93.8% |
3 |
0.2% |
24 |
1.4% |
1673 |
100.0% |
No disclosure control has been applied to this table because the only small numbers are in the 'Prefer not to say' column.
Ethnic Origin
Work pattern |
Ethnic Group |
|||||||||||
---|---|---|---|---|---|---|---|---|---|---|---|---|
#White |
##Asian |
Not known |
Prefer not to answer |
###Other |
All employees |
|||||||
Full-time |
1215 |
91.6% |
* |
* |
56 |
4.2% |
27 |
2.0% |
* |
* |
1327 |
100.0% |
Part-time |
323 |
93.4% |
* |
* |
14 |
4.0% |
2 |
0.6% |
* |
* |
346 |
100.0% |
All employees |
1538 |
91.9% |
22 |
1.3% |
70 |
4.2% |
29 |
1.75% |
14 |
0.85% |
1673 |
100.0% |
Counts of less than 5 have been suppressed and shown as * to prevent the possible disclosure of information about individuals.
# White includes Scottish, Other British, Irish, Gypsy / Traveller, Polish and any other ethnic group or background.
## Asian includes Asian, Asian Scottish or Asian British
### Other includes Arab, Arab Scottish or Arab British and any other ethnic origin not separately recorded.
Sexual Orientation
Work pattern |
Sexual Orientation |
|||||||||
---|---|---|---|---|---|---|---|---|---|---|
Gay, Lesbian, Bi-sexual and other sexual orientations |
Heterosexual/straight |
Prefer not to answer |
Not known |
All employees |
||||||
Full-time |
23 |
1.7% |
900 |
67.8% |
97 |
7.3% |
307 |
23.2% |
1327 |
100.0% |
Part-time |
0 |
0.0% |
228 |
65.9% |
18 |
5.2% |
100 |
28.9% |
346 |
100.0% |
All employees |
23 |
1.4% |
1128 |
67.4% |
115 |
6.9% |
407 |
24.3% |
1673 |
100.0% |
Belief or Religion
Work pattern |
Religion or Belief |
|||||||||
---|---|---|---|---|---|---|---|---|---|---|
Agnostic |
Atheist |
Church of Scotland |
Other Christian |
Humanist |
||||||
Full-time |
* |
* |
66 |
5.0% |
113 |
8.5% |
284 |
21.4% |
10 |
0.8% |
Part-time |
* |
* |
11 |
3.2% |
38 |
11.0% |
85 |
24.5% |
0 |
0.0% |
All employees |
20 |
1.2% |
77 |
4.6% |
151 |
9.0% |
369 |
22.1% |
10 |
0.6% |
Counts of less than 5 have been suppressed and shown as * to prevent the possible disclosure of information about individuals
Muslim |
None |
Roman Catholic |
No Response |
Prefer not to answer |
|||||
---|---|---|---|---|---|---|---|---|---|
* |
* |
220 |
16.6% |
126 |
9.5% |
322 |
24.3% |
153 |
11.5% |
* |
* |
46 |
13.3% |
43 |
12.4% |
98 |
28.2% |
16 |
4.6% |
13 |
0.8% |
266 |
15.9% |
169 |
10.1% |
420 |
25.1% |
169 |
10.1% |
Counts of less than 5 have been suppressed and shown as * to prevent the possible disclosure of information about individuals
Other |
All employees |
||
---|---|---|---|
* |
* |
1327 |
100.0% |
* |
* |
346 |
100.0% |
9 |
0.5% |
1673 |
100.0% |
Counts of less than 5 have been suppressed and shown as * to prevent the possible disclosure of information about individuals
Gender Reassignment
There are no records for COPFS employees under this protected characteristic.
Age
Work pattern |
Age Group |
|||||||||||||
---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
16-29 |
30-39 |
40-49 |
50-54 |
55-59 |
60+ |
All employees |
||||||||
Full-time |
250 |
18.9% |
332 |
25.0% |
376 |
28.3% |
201 |
15.1% |
127 |
9.6% |
41 |
3.1% |
1327 |
100.0% |
Part-time |
29 |
8.4% |
106 |
30.6% |
136 |
39.3% |
30 |
8.7% |
26 |
7.5% |
19 |
5.5% |
346 |
100.0% |
All employees |
279 |
16.7% |
438 |
26.2% |
512 |
30.6% |
231 |
13.8% |
153 |
9.1% |
60 |
3.6% |
1673 |
100.0% |
Marital Status
Work pattern |
Marital Status |
|||||
---|---|---|---|---|---|---|
Divorced |
Married/ Civil Partnership |
Not known |
||||
Full-time |
75 |
5.6% |
614 |
46.2% |
46 |
3.5% |
Part-time |
11 |
3.2% |
243 |
70.2% |
10 |
2.9% |
All employees |
86 |
5.2% |
857 |
51.2% |
56 |
3.3% |
Prefer not to answer |
Separated | Single | Widowed | All employees | |||||
---|---|---|---|---|---|---|---|---|---|
24 |
1.8% |
* |
* |
532 |
40.1% |
* |
* |
1327 |
100.0% |
3 |
0.9% |
* |
* |
72 |
20.8% |
* |
* |
346 |
100.0% |
27 |
1.6% |
33 |
2.0% |
604 |
36.1% |
10 |
0.6% |
1673 |
100.0% |
Counts of less than 5 have been suppressed and shown as * to prevent the possible disclosure of information about individuals
2. Recruitment and Selection
In 2012, COPFS published 139 internal and external adverts filling a total of 280 permanent/fixed term job vacancies. The total number of people who applied for an advertised job opportunity in COPFS was 1956. The number of applicants can be broken down in terms of protected characteristics as follows:
Recruitment - Gender
Female |
Male |
No Response |
Prefer not to answer |
Total |
|||||
---|---|---|---|---|---|---|---|---|---|
1237 |
63.2% |
683 |
34.9% |
27 |
1.4% |
9 |
0.5% |
1956 |
100% |
Recruitment - Age
<20 |
21 -25 |
26-30 |
31-35 |
36-40 |
41-45 |
||||||||
---|---|---|---|---|---|---|---|---|---|---|---|---|---|
208 |
10.6% |
693 |
35.4% |
378 |
19.3% |
178 |
9.1% |
121 |
6.2% |
115 |
5.9% |
||
46-50 |
51-55 |
56-60 |
61 + |
No Response |
Prefer not to answer |
Total |
|||||||
97 |
5% |
62 |
3.2% |
* |
* |
* |
* |
53 |
2.7% |
24 |
1.2% |
1956 |
100% |
Counts of less than 5 have been suppressed and shown as * to prevent the possible disclosure of information about individuals
Secondary data suppression has also been necessary to prevent the calculation of the suppressed values by differencing
(also shown as *).
Recruitment - Sexual Orientation
Gay/Lesbian/Bisexual |
Heterosexual/Straight |
No Response |
Prefer not to answer |
Total |
|||||
---|---|---|---|---|---|---|---|---|---|
47 |
2.4% |
1723 |
88.1% |
48 |
2.4% |
138 |
7.1% |
1956 |
100% |
Recruitment - Belief or Religion
Agnostic |
Atheist |
Church of Scotland |
Other Christian |
Hindu |
Humanist |
Muslim |
|||||||
---|---|---|---|---|---|---|---|---|---|---|---|---|---|
63 |
3.2% |
135 |
6.9% |
174 |
8.9% |
518 |
26.5% |
6 |
0.3% |
11 |
0.6% |
48 |
2.5% |
None |
Other |
Roman Catholic |
No response |
Prefer not to answer |
Total |
||||||
---|---|---|---|---|---|---|---|---|---|---|---|
637 |
32.6% |
28 |
1.4% |
181 |
9.2% |
26 |
1.3% |
129 |
6.6% |
1956 |
100% |
Recruitment - Ethnic Origin
White |
Caribbean or Black Background |
Not known |
Prefer not to answer |
Other |
All employees |
||||||
---|---|---|---|---|---|---|---|---|---|---|---|
1115 |
57% |
6 |
0.3% |
749 |
38.3% |
59 |
3% |
27 |
1.4% |
1956 |
100% |
Recruitment - Disabled
Yes |
No |
Prefer not to answer |
Unknown |
Total |
|||||
---|---|---|---|---|---|---|---|---|---|
61 |
3.1% |
1818 |
93% |
41 |
2.1% |
36 |
1.8% |
1956 |
100% |
Modern Apprenticeships
In 2012, COPFS introduced a Modern Apprenticeship programme with a focus on vocational training, core skill development and recognised qualifications. Government initiatives have been introduced to specifically target youth unemployment, particularly those aged 16-25 and of 460 total applications received for our apprenticeship, 79% of those successful were grouped within this age bracket.
We are unable to provide the full breakdown in terms of all protected characteristics for reasons of data protection, given that some of the categories have particularly small numbers.
This data will continue to be analysed as the Modern Apprenticeship programme progresses in future.
3. Promotions
The number of employees promoted into permanent positions at COPFS in 2012 was 22 . The protected characteristics of this group are as follows:
Gender |
|||||
---|---|---|---|---|---|
Female |
Male |
Total |
|||
14 |
63.6% |
8 |
36.4% |
22 |
100% |
For reasons of data protection, given the relatively small numbers involved, we have not included figures relating to age, ethnic origin/nationality, religion and belief, or sexual orientation.
4. Training and Development
In 2012 1080 of COPFS employees attended at least one training course. On average employees received 1.83 days of training. The protected characteristics of this group are detailed below:
T&D - Gender |
|||||
---|---|---|---|---|---|
Female |
Male |
Total |
|||
751 |
69.5% |
329 |
30.5% |
1080 |
100% |
T&D - Sexual Orientation |
|||||||||
---|---|---|---|---|---|---|---|---|---|
Bisexual |
Heterosexual/Straight |
Prefer not to answer |
Unknown |
Total |
|||||
17 |
1.6% |
706 |
65.4% |
76 |
7.0% |
281 |
26% |
1080 |
100% |
T&D - Religion or Belief |
|||||||||||
---|---|---|---|---|---|---|---|---|---|---|---|
Agnostic |
Atheist |
Church of Scotland |
Other Christian |
Humanist |
Unknown |
||||||
11 |
1% |
49 |
4.5% |
101 |
9.3% |
231 |
21.4% |
6 |
0.6% |
247 |
22.9% |
Muslim |
Other |
Roman Catholic |
None |
No response |
Prefer not to answer |
Total |
|||||||
---|---|---|---|---|---|---|---|---|---|---|---|---|---|
11 |
1% |
3 |
0.3% |
93 |
8.6% |
178 |
16.5% |
47 |
.4.4% |
103 |
9.5% |
1080 |
100% |
T&D - Ethnic Origin |
|||||||||
---|---|---|---|---|---|---|---|---|---|
White |
Other |
Prefer not to answer |
Not known |
Total |
|||||
958 |
88.7% |
31 |
2.9% |
50 |
4.6% |
41 |
3.8% |
1080 |
100% |
T&D - Disabled |
|||||
---|---|---|---|---|---|
Yes |
No |
Total |
|||
35 |
3.2% |
1045 |
96.8% |
1080 |
100 % |
5. Leavers
In 2012, 191 people left COPFS . They left for the following reasons (resignation, dismissal, early severance, ill health…). The following table shows this per protected characteristic:
Reason |
Gender |
|||||
---|---|---|---|---|---|---|
Female |
Male |
All leavers |
||||
Resignation |
31 |
63.3% |
18 |
36.7% |
49 |
100.0% |
Retirement |
* |
* |
* |
* |
16 |
100.0% |
Voluntary exit |
32 |
69.6% |
14 |
30.4% |
46 |
100.0% |
End of fixed-term appointment |
38 |
61.3% |
24 |
38.7% |
62 |
100.0% |
Transfer to OGD |
5 |
50.0% |
5 |
50.0% |
10 |
100.0% |
Other |
* |
* |
* |
* |
8 |
100.0% |
All leavers |
124 |
64.9% |
67 |
35.1% |
191 |
100.0% |
Counts of less than 5 have been suppressed and shown as * to prevent the possible disclosure of information about individuals
Reason |
Age Group |
|||||||||||||
---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
16-29 |
30-39 |
40-49 |
50-54 |
55-59 |
60+ |
All leavers |
||||||||
Resignation |
13 |
26.5% |
15 |
30.6% |
8 |
16.3% |
6 |
12.2% |
* |
* |
* |
* |
49 |
100.0% |
Retirement |
* |
* |
* |
* |
* |
* |
* |
* |
5 |
31.3% |
11 |
68.8% |
16 |
100.0% |
Voluntary exit |
* |
* |
* |
* |
8 |
17.4% |
8 |
17.4% |
22 |
47.8% |
* |
* |
46 |
100.0% |
End of fixed-term appointment |
44 |
71.0% |
6 |
9.7% |
* |
* |
* |
* |
* |
* |
5 |
8.1% |
62 |
100.0% |
Transfer to OGD |
* |
* |
* |
* |
* |
* |
* |
* |
* |
* |
* |
* |
10 |
100.0% |
Other |
* |
* |
* |
* |
* |
* |
* |
* |
* |
* |
* |
* |
8 |
100.0% |
All leavers |
60 |
31.4% |
27 |
14.1% |
27 |
14.1% |
18 |
9.4% |
33 |
17.3% |
26 |
13.6% |
191 |
100.0% |
Counts of less than 5 have been suppressed and shown as * to prevent the possible disclosure of information about individuals
Reason |
Sexual Orientation |
|||||||||
---|---|---|---|---|---|---|---|---|---|---|
Gay, Lesbian, Bi-sexual and other sexual orientations |
Heterosexual/straight |
Prefer not to answer |
Not known |
All leavers |
||||||
Resignation |
* |
* |
33 |
67.3% |
* |
* |
14 |
28.6% |
49 |
100.0% |
Retirement |
* |
* |
8 |
50.0% |
* |
* |
7 |
43.8% |
16 |
100.0% |
Voluntary exit |
* |
* |
15 |
32.6% |
* |
* |
27 |
58.7% |
46 |
100.0% |
End of fixed-term appointment |
* |
* |
43 |
69.4% |
* |
* |
17 |
27.4% |
62 |
100.0% |
Transfer to OGD |
* |
* |
* |
* |
* |
* |
* |
* |
10 |
100.0% |
Other |
* |
* |
* |
* |
* |
* |
* |
* |
8 |
100.0% |
All leavers |
2 |
1.0% |
107 |
56.0% |
8 |
4.2% |
74 |
38.8% |
191 |
100.0% |
Counts of less than 5 have been suppressed and shown as * to prevent the possible disclosure of information about individuals
Secondary data suppression has also been necessary to prevent the calculation of the suppressed values by differencing
(also shown as *).
Reason |
Religion or Belief |
|||||||||||||
---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
Church of Scotland |
Other Christian |
None |
Other |
Prefer not to answer |
Not known |
Total |
||||||||
Resignation |
8 |
16.3% |
6 |
12.2% |
10 |
20.4% |
8 |
16.3% |
3 |
6.1% |
14 |
28.5% |
49 |
100% |
Retirement |
* |
* |
* |
* |
* |
* |
2 |
12.4% |
1 |
6.2% |
7 |
43.6% |
16 |
100% |
Voluntary exit |
* |
* |
8 |
17.4% |
* |
* |
3 |
6.5% |
6 |
13.1% |
26 |
56.5% |
46 |
100% |
End of fixed-term appointment |
7 |
11.3% |
11 |
17.7% |
16 |
25.8% |
12 |
19.4% |
1 |
1.6% |
15 |
24.2% |
62 |
100% |
Transfer to OGD |
* |
* |
* |
* |
* |
* |
1 |
10% |
1 |
10% |
4 |
39.9% |
10 |
100% |
Other |
* |
* |
* |
* |
* |
* |
0 |
0.00% |
1 |
12.5% |
5 |
62.5% |
8 |
100% |
All leavers |
21 |
11.0% |
31 |
16.2% |
29 |
15.2% |
26 |
13.6% |
13 |
6.8% |
71 |
37.2% |
191 |
100% |
Counts of less than 5 have been suppressed and shown as * to prevent the possible disclosure of information about individuals
Reason |
Ethnic Origin |
|||||||||
---|---|---|---|---|---|---|---|---|---|---|
White |
Other |
Prefer not to answer |
Not known |
Total |
||||||
Resignation |
43 |
87.8% |
5 |
10.20% |
* |
* |
1 |
2% |
49 |
100% |
Retirement |
13 |
81.3% |
* |
* |
* |
* |
3 |
18.8% |
16 |
100% |
Voluntary exit |
41 |
89.1% |
* |
* |
* |
* |
1 |
2.2% |
46 |
100% |
End of fixed-term appointment |
57 |
91.9% |
* |
* |
* |
* |
1 |
1.6% |
62 |
100% |
Transfer to OGD |
9 |
90% |
* |
* |
* |
* |
0 |
0% |
10 |
100% |
Other |
7 |
87.5% |
* |
* |
* |
* |
1 |
12.5% |
8 |
100% |
All leavers |
170 |
89% |
11 |
5.7% |
3 |
1.6% |
7 |
3.7% |
191 |
100% |
Counts of less than 5 have been suppressed and shown as * to prevent the possible disclosure of information about individuals
Secondary data suppression has also been necessary to prevent the calculation of the suppressed values by differencing
(also shown as *).
Reason |
Disability status |
|||||
---|---|---|---|---|---|---|
Disabled |
Not disabled |
All leavers |
||||
Resignation |
* |
* |
* |
* |
49 |
100.0% |
Retirement |
* |
* |
* |
* |
16 |
100.0% |
Voluntary exit |
* |
* |
* |
* |
46 |
100.0% |
End of fixed-term appointment |
* |
* |
* |
* |
62 |
100.0% |
Transfer to OGD |
* |
* |
* |
* |
10 |
100.0% |
Other |
* |
* |
* |
* |
8 |
100.0% |
All leavers |
7 |
3.7% |
184 |
96.3% |
191 |
100.0% |
Counts of less than 5 have been suppressed and shown as * to prevent the possible disclosure of information about individuals
Secondary data suppression has also been necessary to prevent the calculation of the suppressed values by differencing
(also shown as *).
6. Disciplinary Cases
The number of Disciplinary cases processed in 2012 was 11. We have omitted protected characteristic definitions for reasons of data protection, given the relatively small numbers involved.
Breakdown
Totals |
11 |
---|
Gender
Male |
Female |
Total |
|||
---|---|---|---|---|---|
5 |
45.5% |
6 |
54.5% |
11 |
100% |
7. Equal Pay Report and Gender Gap Analysis
Please see Appendix 1 for a detailed report of numbers of in terms of employee pay progression. The following analyses shows male to female pay differences in average pay per grade. Overall the review shows there is no gender bias.
Pay Band |
Female's average hourly pay |
Male's average hourly pay |
---|---|---|
B |
£8.23 |
£8.11 |
C |
£11.01 |
£10.88 |
D |
£13.37 |
£13.34 |
E |
£17.73 |
£17.90 |
F |
£22.11 |
£21.68 |
G |
£29.04 |
£28.42 |
PFD |
£18.68 |
£19.01 |
SPFD |
£22.11 |
£22.60 |
PPFD |
£27.04 |
£27.02 |
SCS |
£33.42 |
£35.14 |
8. Occupational Segregation
In general grades describe occupational categories, allowing occupational segregation to be analysed:
Grade |
Male |
Female |
Total |
% male |
% female |
---|---|---|---|---|---|
B |
175 |
503 |
678 |
25.8 |
74.2 |
C |
45 |
162 |
207 |
21.7 |
78.3 |
D |
68 |
143 |
211 |
32.2 |
67.8 |
E |
15 |
15 |
30 |
50.0 |
50.0 |
F |
4 |
10 |
14 |
28.6 |
71.4 |
PFD |
43 |
136 |
179 |
24.0 |
76.0 |
SFPD |
54 |
96 |
150 |
36.0 |
64.0 |
PPFD |
46 |
58 |
104 |
44.2 |
55.8 |
G |
16 |
13 |
29 |
55.2 |
44.8 |
SCS |
14 |
18 |
32 |
43.8 |
56.3 |
TS |
16 |
23 |
39 |
41.0 |
59.0 |
Totals |
496 |
1177 |
1673 |
29.6 |
70.4 |
Vertical Segregation
COPFS has a 30:70 split of males to females across the organisation. The statistics show that there is a disproportionately high level of female employees in junior administration and a disproportionately low level of female employees in the more senior management grades (Band E and above for Admin staff and SPFD and above for legal staff).
The implications for employment policy about this are discussed below.
Horizontal Segregation
There is no evidence of female employees being restricted in career opportunity into stereotypical female roles by analysis of grades. Female employees are represented at all grades from entry level through to senior management level.
ANALYSIS OF PROFILE REPORTS
Background
COPFS has gathered equality data of its employees over several years in order to fulfil basic reporting duties as a civil service agency. By utilising our HR system, we are continuing to develop our range of management information to inform strategic and mainstreaming types of decision making. COPFS also uses equality monitoring surveys for employees, based on census definitions, which are completed every two years, the last taken at the start of 2012.
Analysis
Representation of Asian employees seems to reflect Scottish population norms (Muslim Council of Scotland and Census 2001) at 0.875% of headcount (against a national norm of 0.9%).
It is recognised that disclosure may be an issue for COPFS disabled employees and we continue to focus on developing a culture of trust to allow employees to state their disabilities and participate in making it a better working environment for all disabled employees. The COPFS equality survey response rate was just over 60% which is relatively high. COPFS has resources in place to assist disabled people in our workplaces (professional Health and Safety advisers and occupational health resources to inform how best to introduce reasonable adjustments). For example COPFS continues to run its Employee Disability Advisory Group allowing disabled employees to voice their point of view and influence access issues; there is a COPFS Disability Ambassador and Disability would be a feature of the agenda in the four COPFS Federation equality network meetings.
The same issues of disclosure apply to our LGBT employees. The successful creation of the COPFS LGBT network, 'Proud in COPFS', should lead to a greater willingness by employees to participate in promotion and education in LGBT rights across COPFS. This is most obviously seen by our placing of 45 th on the Stonewall 'Top 100 Employer' in the UK. We continue to learn from Stonewall not only how to apply HR policies with LGBT employees in mind but across the protected categories generally.
It is also noted that there was a high level of non-disclosure in respect of religion and belief. A Religion and Belief Ambassador has been appointed with a remit to explore the potential to set up staff network groups to encourage staff to be open about their beliefs.
Family Friendly Employment Policies in COPFS
One reason for COPFS having high levels of part time employees lies in our efforts to be a family friendly organisation. In fact nearly one third of our operational legal employees (Deputes and Senior Deputes) are on part time contracts- by managing this approach and allowing flexibility of contracts, we are being competitive in the labour market and our aim is to retain and motivate high quality employees by doing so.
We have part time male and female staff working in all grades including Senior Civil Servants.
Gender Balance In Senior Management
The gender balance in senior management (Band E and above for Admin staff and SPFD and above for legal staff) does not proportionately reflect the overall male/female workforce. This is something which COPFS are aware of and will analyse further. We have appointed a Gender ambassador to support this approach.
How Analysis of Employee Reports Informs the General Duty
From the ' COPFS Equality Implementation Project' , several products will be realised which will allow our employees to understand the degree to which we are willing to invest in promoting protected characteristics and which we hope will develop a climate of trust to allow their career ambitions to be realised. These products include training and development in understanding the Equality Act 2010 (all employees, from two day courses to e-learning refresher modules) and the development of employee network groups nationally across COPFS (both to allow internal communication between people with similar protected characteristics and community engagement). The action plan for all this is described under part 4 of the COPFS Equality Outcomes.
Scrutiny of our employee profile reports will also ensure that where necessary, we will encourage applications for recruitment and career development from under-represented groups. This is dealt with more fully in part 5 or the COPFS Equality Outcomes. We will continue to promote senior management development opportunities to female staff.
Pay Band G - (£53,060 to £64,733) |
|||
---|---|---|---|
Salary |
No of employees in Range |
Male |
Female |
Total |
29 |
16 |
13 |
Average Pay |
£62,673 |
£62,059 |
£63,428 |
Pay Band PPFD - (£48,899 to £60,489) |
|||
Salary |
No of employees in Range |
Male |
Female |
Total |
103 |
41 |
54 |
Average Pay |
£59,032 |
£59,012 |
£59,047 |
Pay Band SPFD - (£45,084 to £52,540) |
|||
Salary |
No of employees in Range |
Male |
Female |
Total |
152 |
55 |
97 |
Average Pay |
£48,682 |
£49,360 |
£48,301 |
Pay Band PFD - (£39,000 to £46,365) |
|||
Salary |
No of employees in Range |
Male |
Female |
Total |
148 |
36 |
112 |
Average Pay |
£43,178 |
£43,670 |
£43,021 |
Training Band 3 £34,150 to below main PFD Scale |
|||
Salary Range |
No of employees in Range |
Male |
Female |
Total |
* |
* |
* |
Average Pay |
£35,000 |
* |
* |
Training Band 2 £31,256 |
|||
Salary Range |
No of employees in Range |
Male |
Female |
Total |
* |
* |
* |
Average Pay |
£31,256 |
£31,256 |
£31,256 |
Training Band 1 £30,098 |
|||
Salary Range |
No of employees in Range |
Male |
Female |
Total |
26 |
5 |
21 |
Average Pay |
£30,098 |
£30,098 |
£30,098 |
Pay Band F - (£44,263 to £52,847) |
|||
Spinal Point |
Salary |
No of employees in Range |
Male |
Total |
15 |
5 |
|
Average Pay |
£47,974 |
£47,353 |
|
Pay Band E - (£33,072 to £40,364) |
|||
Spinal Point |
Salary |
No of employees in Range |
Male |
Total |
31 |
15 |
|
Average Pay |
£38,905 |
£39,100 |
|
Pay Band D - (£24,707 to £29,737) |
|||
Spinal Point |
Salary |
No of employees in Range |
Male |
Total |
213 |
68 |
|
Average Pay |
£29,185 |
£29,130 |
|
Pay Band C - (£20,573 to £25,285) |
|||
Spinal Point |
Salary |
No of employees in Range |
Male |
Total |
206 |
45 |
|
Average Pay |
£23,976 |
£23,752 |
|
Pay Band B - (£16,036 to £18,217) |
|||
Spinal Point |
Salary |
No of employees in Range |
Male |
Total |
678 |
174 |
|
Average Pay |
£17,915 |
£17,723 |
|
Trainee Solicitors - Year 1 £18,667 |
|||
Salary Range |
No of employees in Range |
Male |
Female |
Total |
19 |
10 |
9 |
Average Pay |
£18,667 |
£18,667 |
£18,667 |
Trainee Solicitors - Year 2 £20,837 |
|||
Salary Range |
No of employees in Range |
Male |
Female |
Total |
20 |
6 |
14 |
Average Pay |
£20,837 |
£20,837 |
£20,837 |
COPFS Equality Outcomes and Mainstreaming Report can be found at http://www.copfs.gov.uk/images/Documents/Equality_Diversity/EAG_Minutes/2013%2004%2030%20Mainstreaming%20Report%20%20Outcomes.pdf
Contact
Email: Graeme Bryce, Graeme.Bryce@scotland.gsi.gov.uk
Phone: 0300 244 4000 – Central Enquiry Unit
The Scottish Government
St Andrew's House
Regent Road
Edinburgh
EH1 3DG
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