Corporate report

Equality Information Report 2017

Published 20 November 2017

Applies to England and Wales

1. Our staff

The equality and diversity figures in this report are based on a headcount total of 4,856 members of staff on 31 March 2017 and are taken from HM Land Registry’s Human Resources (HR) system unless otherwise stated. Staff on loan and not paid directly by HM Land Registry are not included in the analysis, nor are agency staff and contractors.

This covers:

Table 1: Declaration rates held for HM Land Registry workforce

Protected characteristic	% of workforce with data
Gender	100%
Age	100%
Ethnic origin	93%
Disability	94%
Religion and belief	79%
Sexual orientation	79%

1.1 Overall workforce

The data presented here shows HM Land Registry’s workforce by protected characteristic at 31 March 2017.

This tells us that:

• women accounted for 60% of the workforce
• 71% of the workforce were aged between 40 and 59
• part-time workers comprised 35% of the workforce

Figure 1: Workforce composition by gender, ethnicity, disability, working pattern, sexual orientation and age.

Gender

Gender	Percentage of staff
Male	40%
Female	60%

Ethnicity

Status	Percentage of staff
Black, Asian and minority ethnic (BAME)	5%
Declined to respond	6%
Status undeclared	7%
Non-BAME	82%

Disability

Status	Percentage of staff
Declined to respond	5%
Status undeclared	6%
Declared disabled	9%
Declared non-disabled	80%

Working pattern

Working pattern	Percentage of staff
Part-time	35%
Full-time	65%

Sexual orientation

Sexual orientation	Percentage of staff
Lesbian, gay, bisexual (LGB)	2%
Declined to respond	16%
Status undeclared	21%
Heterosexual	61%

Age

Age	Percentage of staff
65+	1%
60-64	6%
50-59	39%
40-49	32%
30-39	12%
20-29	9%
16-19	2%

1.2 Diversity data by grade

The data presented here shows HM Land Registry’s workforce by grade as percentages in relation to the protected characteristics and working patterns as at 31 March 2017.

There are 10 pay grades plus apprentices (separated for reporting purposes) within HM Land Registry. They are shown in the table below with the Civil Service equivalent grade.

Table 2: Grade structure

HM Land Registry grade	Civil Service grade
Senior Civil Service (SCS)	SCS
Senior Registration Administrator 1 (SRA1)	Grade 6
Senior Registration Administrator Lawyer (SRAL)	Grade 7
Senior Registration Administrator 2 (SRA2)	Grade 7
Senior Registration Executive (SRE)	Senior Executive Officer (SEO)
Registration Executive 1 (RE1)	Senior Executive Officer (SEO)
Registration Executive 2 Upper (RE2U)	Higher Executive Officer (HEO)
Registration Executive 2 Lower (RE2L)	Executive Officer (EO)
Registration Officer (RO)	Administrative Officer (AO)
Registration Assistant (RA)	Administrative Assistant (AA)
Apprentice (APP)	Apprentice

HM Land Registry sets its own internal targets for the immediate feeder grades for the SCS. The targets for the year 2016 to 2017 are shown in Table 3.

Table 3: HM Land Registry targets 2016

	A. APP/RA/RO (AA/AO/APP)	B. RE2L/U (EO/HEO)	C. RE1/SRE (SEO)	D. SRA2/1 (G6/7)	E. SRAL (G7 Legal)
Women: at 31 March 2016	57%	64%	41%	46%	54%
Women: target 2016	Not available	Not available	44%	Achieved	Achieved
Women: at 31 March 2017	57%	64%	42%	48%	55%
BAME: at 31 March 2016	9%	4%	4%	3%	7%
BAME: target 2016	Not available	5%	5%	6%	Achieved
BAME: at 31 March 2017	7%	4%	5%	4%	9%
Disabled: at 31 March 2016	14%	9%	6%	8%	8%
Disabled: at 31 March 2017	8%	10%	6%	6%	8%

This tells us that:

• the majority of the workforce (71%) were in grades RE2L and RE2U
• no SCS had declared a disability
• less than 2.5% of those aged between 20 to 29 were in grades higher than RE2U

Figure 2.1: Percentage of HM Land Registry staff across grades

These figures have been rounded to 1 decimal place.

Figure 2.2: Gender distribution by grade

Figure 2.3: Age distribution by grade

Figure 2.4: Disability distribution by grade

Figure 2.5: Ethnicity distribution by grade

Figure 2.6: Working pattern distribution by grade

1.3 Recruitment

The data below shows the percentage of applicants at different stages of the recruitment process for vacancies advertised Civil Service-wide and externally which were filled between 1 April 2016 and 31 March 2017. This is shown against their status in relation to each of the following protected characteristics: gender, ethnicity and disability. The raw data is provided by Civil Service Resourcing.

This tells us that:

• the gap between disabled and non-disabled applicant success rate has reduced in comparison with last year (2% to 1.3%)
• the percentage of female applicants appointed was higher than the percentage for male

Figure 3.1: Percentage of applicants at different stages of the recruitment process by gender

Gender	% of applications received	% of rejected after sift (online test and screening)	% of appointed
Female	47.5%	46.8%	56.3%
Male	50.5%	52.1%	41.4%
Unknown	2.0%	1.2%	2.4%

The success rate for males was 5.2% and 7.5% for females.

Figure 3.2: Percentage of applicants at different stages of the recruitment process by ethnicity

Ethnic origin	% of applications received	% of rejected after sift (online test and screening)	% of appointed
BAME	19.3%	20.2%	8.6%
Non-BAME	77.4%	76.8%	88.1%
Unknown	3.2%	3.0%	3.3%

The success rate for applicants from a BAME background was 2.8% and 7.2% for applicants who indicated that were non-BAME.

Figure 3.3: Percentage of applicants at different stages of the recruitment process by disability

Disability	% of applications received	% of rejected after sift (online test and screening)	% of appointed
Disabled	5.7%	5.2%	4.5%
Non-disabled	91.4%	92.1%	91.4%
Unknown	2.9%	2.7%	4.2%

The success rate for applicants with a disability was 5% compared with 6.3% for non-disabled applicants.

1.4 Promotion

The data analysis presented here shows employees promoted in relation to the protected characteristics of disability, ethnic origin and gender during the period 1 April 2016 to 31 March 2017 (calculations based on employees as at 31 March 2017). Working pattern has also been included.

Based on headcount as at 31 March, between 1 April 2016 and 31 March 2017, 62 staff at HM Land Registry gained a promotion.

This tells us that:

• the percentage of BAME promotions reflects the workforce population
• the gap between the percentage of group promoted for each of the following characteristics had decreased:
  • male and female (0.6% to 0.3%)
  • BAME and non-BAME (0.7% to 0.1%)
  • disabled and non-disabled (1.1% to 0.5%)

Figure 4.1: Promotion by gender

Gender	% of promotions	% of total headcount	% of group promoted
Female	54.8%	60.4%	1.2%
Male	45.2%	39.6%	1.5%
Total	100.0%	100.0%

Figure 4.2: Promotion by ethnicity

Ethnic origin	% of promotions	% of total headcount	% of group promoted
BAME	4.8%	4.8%	1.3%
Non-BAME	91.9%	82.1%	1.4%
Total	96.8%	87.0%

Figure 4.3: Promotion by disability

Disability	% of promotions	% of total headcount	% of group promoted
Disabled	6.5%	8.9%	0.9%
Non-disabled	88.7%	80.1%	1.4%
Total	95.2%	89.0%

Figure 4.4: Promotion by working pattern

Working pattern	% of promotions	% of total headcount	% of group promoted
Full-time	87.1%	65.3%	1.7%
Part-time	12.9%	34.7%	0.5%
Total	100.0%	100.0%

Definition of terms used in the table above:

• % of promotions:
  percentages shown are the number of employees promoted by protected characteristic over the total number of employees promoted
• % of total headcount:
  organisational profile for protected characteristic
• % of group promoted:
  percentages shown are the number of employees promoted by protected characteristic over the total number of employees in the organisation that have declared the protected characteristic. An even distribution is shown where the figures for the protected characteristic and outside the protected characteristic are equal

1.5 Development opportunities

The data analysis presented here shows employees who were on temporary promotion between 1 April 2016 and 31 March 2017 in relation to the protected characteristics of disability, ethnic origin and gender (calculations based on employees as at 31 March 2017). Working pattern has also been analysed.

Based on headcount as at 31 March, between 1 April and 31 March there were 157 employees on temporary promotion.

This tells us that:

• the gap between the percentage of female and male employees on temporary promotions increased (0.1% to 0.6%)
• the percentage of disabled staff on temporary promotions increased; however, this did not reflect the workforce population

Figure 5.1: Temporary promotion by gender

Gender	% of promotions	% of total headcount	% of group promoted
Female	56.1%	60.4%	3.0%
Male	43.9%	39.6%	3.6%
Total	100.0%	100.0%

Figure 5.2: Temporary promotion by ethnicity

Ethnic origin	% of promotions	% of total headcount	% of group promoted
BAME	5.7%	4.8%	3.8%
Non-BAME	86.0%	82.1%	3.4%
Total	91.7%	87.0%

Figure 5.3: Temporary promotion by disability

Disability	% of promotions	% of total headcount	% of group promoted
Disabled	5.1%	8.9%	1.9%
Non-disabled	90.4%	80.1%	3.7%
Total	95.5%	89.0%

Figure 5.4: Temporary promotion by working pattern

Working pattern	% of promotions	% of total headcount	% of group promoted
Full time	79.6%	65.3%	3.9%
Part-time	20.4%	34.7%	1.9%
Total	100.0%	100.0%

Definition of terms used in the table above:

• % of promotions:
  percentages shown are the number of employees on temporary promotion by protected characteristic over the total number of employees promoted
• % of total headcount:
  organisational profile for protected characteristic
• % of group promoted:
  percentages shown are the number of employees on temporary promotion by protected characteristic over the total number of employees in the organisation that have declared the protected characteristic. An even distribution is shown where the figures for the protected characteristic and outside the protected characteristic are equal

1.6 Maternity leave

The data presented in this section shows the choices made by staff at the end of maternity leave between 1 April 2016 and 31 March 2017. There were 25 members of staff whose maternity leave ended in this period.

This tells us that:

• 8% chose to leave after their maternity leave ended
• 36% returned on the same hours
• 52% returned on reduced hours
• 4% decided to take a career break

Figure 6.1: Number of staff returned from maternity leave

Action	Number of staff
Leavers	2
Return on same hours	9
Return on reduced hours	13
Started career break after maternity leave	1

1.7 Leavers

The data analysis presented here shows the reasons why employees leave the organisation in relation to each of the protected characteristics of gender, ethnicity and disability. Working pattern has also been included. Between 1 April 2016 and 31 March 2017, 496 staff left HM Land Registry.

This tells us that:

• overall the main reason for leaving was category ‘Other’. This includes death in service (2%), end of appointment (84%), end of loan (1%), medical retirement (2%) and transfer to another department (11%)
• broken down by protected characteristics, the main reason for leaving was category ‘Other’ for all, except for those who were working part-time or declared disabled, where the main reason was retirement

Figure 7.1: Percentage of total leavers by reason

Reason	Percentage of staff
Dismissal	2.2%
Redundancy	0.4%
Resignation	23.8%
Retirement	15.9%
Other	57.7%

These figures have been rounded to 1 decimal place.

Figure 7.2: Percentage of reason for leaving by gender in relation to total number of leavers in that group

Gender	% dismissal	% redundancy	% resignation	% retirement	% other
Female	1.5%	0.8%	25.6%	15.0%	57.1%
Male	3.0%	0.0%	21.7%	17.0%	58.3%

Figure 7.3: Percentage of reasons for leaving by indicated ethnicity in relation to total number of leavers in that group

Ethnicity	% dismissal	% redundancy	% resignation	% retirement	% other
BAME	7.1%	3.6%	39.3%	7.1%	42.9%
Non-BAME	1.1%	0.4%	25.3%	25.7%	47.6%
Unknown	3.0%	0.0%	19.6%	4.0%	73.4%

Figure 7.4: Percentage of reasons for leaving by indicated disability in relation to total number of leavers in that group

Disability	% dismissal	% redundancy	% resignation	% retirement	% other
Disabled	6.3%	0.0%	18.8%	43.8%	31.3%
Non-disabled	1.5%	0.7%	27.7%	23.6%	46.4%
Unknown	2.5%	0.0%	19.3%	1.0%	77.2%

Figure 7.5: Percentage of reason for leaving by working pattern in relation to total number of leavers in that group

Working pattern	% dismissal	% redundancy	% resignation	% retirement	% other
Full time	2.2%	0.5%	22.7%	8.4%	66.2%
Part-time	2.2%	0.0%	28.6%	49.5%	19.8%

1.8 Performance markings

The information below shows the distribution of top performance markings by the protected characteristics: gender, ethnicity, disability and age. We have also included the results on working pattern.

Based on headcount as at 31 March, between 1 April 2016 and 31 March 2017, 99% of staff received an appraisal marking. This excludes non-payroll staff, non-executive directors and Senior Civil Service grades.

The 2016 to 2017 performance management process comprised 3 performance ratings and the distribution is shown in the table below.

Table 4: Distribution of performance ratings 2016 to 2017

Rating	% Distribution
Exceeded	14.9%
Met	82.9%
Must improve	2.2%

This tells us that:

• the distribution of performance changed by the following values in comparison to last year: 0.9% decrease in Exceeded ratings, a 2% increase in Met rating and a 1.2% decrease in Must Improve ratings
• there was a decrease in the percentage of staff receiving a top performance marking for grades RO and SRE to SRAL
• the percentage of BAME staff who were awarded an Exceeded marking increased; however this was still lower than non-BAME

Figure 8.1: Top performance markings by gender

Figure 8.2: Top performance markings by ethnicity

Figure 8.3: Top performance markings by disability

Figure 8.4: Top performance markings by grade

Figure 8.5: Top performance markings by working pattern

Figure 8.6: Top performance markings by age

2.9 Training and development

HM Land Registry is committed to developing its workforce and ensuring all staff have access to training and development. Data is collected from Civil Service Learning and from information collected at a local office level.

This tells us that:

• the diversity analysis in regards to receiving training was in line with the workforce profile
• the percentage of female, disabled or part-time employees who received training were similar to those not in those categories

Figure 9.1: Training and development received by staff shown by gender

Gender	% of training received	% of total headcount	% of group received training
Female	61.4%	60.4%	56.1%
Male	38.6%	39.6%	53.7%

Figure 9.2: Training and development received by staff shown by ethnicity

Ethnicity	% of training received	% of total headcount	% of group received training
BAME	4.5%	4.8%	51.7%
Non-BAME	82.9%	82.1%	55.6%
Unknown	12.6%	13.0%	53.2%

Figure 9.3: Training and development received by staff shown by disability

Disability	% of training received	% of total headcount	% of group received training
Disabled	9.0%	8.9%	55.8%
Non-disabled	80.7%	80.1%	55.5%
Unknown	10.3%	11.0%	51.5%

Figure 9.4: Training and development received by staff shown by work pattern

Working pattern	% of training received	% of total headcount	% of group received training
Full-time	66.5%	65.3%	56.1%
Part-time	33.5%	34.7%	53.3%

Definitions of the terms in the table above:

• % of training received:
  percentages shown are the number of employees who received training by protected characteristic over the total number of employees who received training
• % of total headcount
  organisational profile for protected characteristic
• % of group received training
  percentages shown are the number of employees who received training by protected characteristic over the total number of employees in the organisation that have declared the protected characteristic. An even distribution is shown where the figures for the protected characteristic and outside the protected characteristic are equal

1.10 Grievances and disciplinary

Eight formal grievances were raised during 2016 to 2017. These figures do not include informal grievances which are dealt with by management at a local level and are not recorded centrally.

It is difficult to draw any conclusions as the numbers are small. However equal grievances were raised by male and female staff members and two by members of staff who had declared that they were from a minority ethnic background.

Twenty-three formal disciplinary cases were recorded centrally in HM Land Registry. While numbers are too small to draw conclusions, 10 cases involved female staff and 2 involved members of staff who had declared that they were from a minority ethnic background.

1.11 Employee engagement

The results are taken from the Civil Service People Survey conducted in October 2016. Overall there were 3,440 returns. At the end of the survey staff were asked to complete a diversity monitoring form, which is voluntary. Not all members of staff who completed the survey itself disclosed their diversity information and of those who did fill out the diversity monitoring section, not all staff filled in all categories. From the data that was available, the following table shows their engagement index scores.

This tells us that the engagement index score for each group increased from 2015.

Table 5: Engagement index score 2016 by characteristic

	Engagement Index 2015	Engagement Index 2016	Change 2015 to 2016
HM Land Registry	53	56	+3
Disabled	47	52	+5
Female	56	59	+3
BAME	58	60	+2
LGB	46	51	+5
Part-time	51	54	+3

2. Steps taken to ensure due regard to the Public Sector equality duty

There are both external and internal drivers for diversity. The aim is to drive behavioural and cultural change and to articulate the business case for diversity across the organisation. The following summarises the various ways in which we deliver diversity and how we measure our success.

Governance structure

HM Land Registry has diversity champions at Board level to ensure that diversity considerations are taken into account as part of strategic decision making.

The Diversity Panel sets the strategic direction and key priorities for diversity within HM Land Registry. It monitors progress against equality objectives, identifies barriers to progressing diversity for both staff and customers and determines appropriate action. The panel is comprised of diversity Board champions, the chairs of our diversity staff networks and representatives from business areas.

Reporting to the Diversity Panel, the Diversity Working Group works with the organisation on diversity-related issues which affect HM Land Registry employees and customers and supports delivery of our equality objectives. The group produces and delivers against an annual action plan, linked to HM Land Registry’s equality objectives and Business Strategy. The group is comprised of members of our BAME Network, our Disabled Employee Network (DEN), Assured (our LGBT & Allies network) and our Women’s Network.

The terms of reference of both the Diversity Panel and Diversity Working Group were reviewed in 2017.

Strategic Equality Objectives

HM Land Registry’s Strategic Equality Objectives were refreshed in April 2016 in accordance with the Equality Act 2010 (Specific Duties) Regulations 2011. The objectives focus on areas of internal concern and are aligned to the wider objectives of the Civil Service Talent Action Plan.

• Objective 1: Increase the diversity of the workforce by ensuring recruitment exercises reflect the economically active population.
• Objective 2: Challenge perceived or actual inequalities within performance management.
• Objective 3: Enhance the professional capability of our people through a greater application of diversity and inclusion approaches.

Progress on Strategic Equality Objectives

A specific two-year recruitment target has been established for attracting and appointing BAME people in line with the BAME economically active population. During the first year HM Land Registry attracted more than its target but did not convert enough of those applications into appointments. Work will focus on achieving appointment targets in the second year of this measure.

Work undertaken to achieve the first element of the recruitment target included ensuring inclusive language was used on all job descriptions and adverts, and training 10 BAME staff from across junior grades to sit on recruitment panels. A number of blogs have been published as part of a wider communications plan and are receiving positive feedback.

HM Land Registry has made progress in the delivery of recommendations to help improve the working environment, and therefore engagement, of staff with disabilities.

In order to address concerns about the lack of awareness around disability a variety of campaigns have been delivered, including Disability History Month which focused on communication, a Diversity Roadshow run by the Disabled Employee Network and a series of blogs on mental health issues as part of Mental Health Awareness Week. HM Land Registry’s Health, Wellbeing and Attendance Framework has elements focusing on disability, especially mental health, and the new Health, Wellbeing and Diversity blog is now enabling the organisation to continue to promote ongoing campaigns along with raising awareness of disability.

There were concerns about the timeliness of the implementation of reasonable adjustments for disabled employees in the workplace. Work focused on ensuring the timeliness of adjustments and promoted creative and innovative solutions, particularly in relation to hidden disabilities. As a result Workplace Adjustment Passports were revised and the management of an employee’s disability forms part of a manager’s ‘actions and accountabilities’ in our Managers’ Guide. In addition, a full review of workplace adjustments was undertaken and further actions will be delivered and monitored through the recommendations and action plan from the Workplace Adjustment Review.

In terms of culture change and leadership, senior leaders now have established diversity objectives. An Inclusive Leadership workshop was delivered at our Strategic Leaders Network in September and was well received. Our employee Diversity Networks have delivered a number of coffee morning events including a transgender awareness training event in July 2016, Black History Month, Disability History Month, LGBT History Month and International Women’s Day.

Diversity and inclusion has been integrated into the new corporate induction process, and HR’s Organisation and Employee Development team are now working closely with the BAME Network to review the organisation’s mentoring programme for under-represented staff.

Diversity improvements for 2017 to 2018

With recruitment planned to take place in the coming year, HM Land Registry will investigate any underlying issues to improve the appointment rates of BAME job applicants.

Further work is required in relation to ensuring diversity in recruitment panels, which will include a gender mix and BAME representation. Female recruitment panel members will be trained in our Digital, Data and Technology Directorate with a view to addressing the lack of women in senior roles in this part of the organisation.

Raising disability awareness will be an ongoing activity and will feed into HM Land Registry’s Strategic Equality Objectives for 2017 to 2018, along with linking into the Health, Wellbeing and Attendance action plan.This, and the publication of disability-related case studies, will form part of our 2017 to 2018 objectives.

HM Land Registry will continue to participate in the Business Disability Forum Disability Standard which helps organisations to measure and improve their progress towards becoming ‘disability smart’, and will work towards level three Disability Confident accreditation.

Two Pathways programme workshops will be held to equip participants with the necessary skills to boost their potential whether or not they seek opportunities for progression. They are open to employees who identify themselves as either BAME, disabled or LGBT and women.

A BAME working party will be formed to shape a revised mentoring programme for under-represented staff.

The staff diversity networks will consider how they can align themselves with wider, more influential, networks across industry and better reflect the trend towards inclusivity.

Gender pay reporting regulations introduced in 2017 require HM Land Registry to publish a number of specified calculations relating to the pay of men and women employees. HM Land Registry will publish this information before 31 March 2018 together with an action plan to address any identified issues.

The Civil Service Diversity and Inclusion Strategy will be published in autumn 2017. The existing HM Land Registry Strategic Equality Objectives come to an end in March 2018 and new objectives will be identified to align with the Diversity and Inclusion Strategy and help deliver People Strategy and Business Strategy outcomes. A full strategic review of HM Land Registry’s approach to diversity and inclusion will also be undertaken in autumn 2017.

3. List of figures and tables

Find out the graphs, charts and tables you need:

• Table 1: Declaration rates held for HM Land Registry workforce
• Figure 1: Workforce composition by gender, ethnicity, disability, working pattern, sexual orientation and age.
• Table 2: Grade structure
• Table 3: HM Land Registry targets 2016
• Figure 2.1: Percentage of HM Land Registry staff across grades
• Figure 2.2: Gender distribution by grade
• Figure 2.3: Age distribution by grade
• Figure 2.4: Disability distribution by grade
• Figure 2.5:Ethnicity distribution by grade
• Figure 2.6:Working pattern distribution by grade
• Figure 3.1: Percentage of applicants at different stages of the recruitment process by gender
• Figure 3.2: Percentage of applicants at different stages of the recruitment process by ethnicity
• Figure 3.3: Percentage of applicants at different stages of the recruitment process by disability
• Figure 4.1: Promotion by gender
• Figure 4.2: Promotion by ethnicity
• Figure 4.3: Promotion by disability
• Figure 4.4: Promotion by working pattern
• Figure 5.1: Temporary promotion by gender
• Figure 5.2: Temporary promotion by ethnicity
• Figure 5.3: Temporary promotion by disability
• Figure 5.4: Temporary promotion by working pattern
• Figure 6.1: Number of staff returned from maternity leave
• Figure 7.1: Percentage of total leavers by reason
• Figure 7.2: Percentage of reason for leaving by gender in relation to total number of leavers in that group
• Figure 7.3: Percentage of reasons for leaving by indicated ethnicity in relation to total number of leavers in that group
• Figure 7.4: Percentage of reasons for leaving by indicated disability in relation to total number of leavers in that group
• Figure 7.5: Percentage of reason for leaving by working pattern in relation to total number of leavers in that group
• Table 4:Distribution of performance ratings 2016 to 2017
• Figure 8.1: Top performance markings by gender
• Figure 8.2: Top performance markings by ethnicity
• Figure 8.3: Top performance markings by disability
• Figure 8.4: Top performance markings by grade
• Figure 8.5: Top performance markings by working pattern
• Figure 8.6: Top performance markings by age
• Figure 9.1: Training and development received by staff shown by gender
• Figure 9.2: Training and development received by staff shown by ethnicity
• Figure 9.3: Training and development received by staff shown by disability
• Figure 9.4: Training and development received by staff shown by work pattern