Part 2, section 2: the diversity of our workforce in key areas
Updated 18 January 2018
© Crown copyright 2018
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This publication is available at https://www.gov.uk/government/publications/hmrc-compliance-with-public-sector-equality-duties-2016-to-2017/part-2-hmrc-workforce-diversity-data-2016-to-2017-section-2-the-diversity-of-our-workforce-in-key-areas
1. Introduction
We are required under section 149 of the Equality Act 2010 (Public Sector Equality Duty) and the Equality Act 2010 (Specific Duties) Regulations 2011 to publish information that demonstrates our compliance with the general equality duty with regard to age, disability, ethnicity and gender. In addition to these statutory categories, we also monitor our workforce with regard to working patterns, religion or belief and sexual orientation.
Section 1 (see previous document) provides summary profiles of our workforce by age, disability, ethnicity, gender, and sexual orientation, as at 31 March 2017.
Section 2 (this document) shows the diversity of our workforce in key areas within a typical employment cycle and represents the 12 months ending on 31 March 2017. The elements of the typical employment cycle for which workforce equality data is provided are:
- new entrants
- performance ratings
- mandatory training
- promotions (substantive)
- adoption leave and maternity leave returnees
- grievances
- disciplinary procedures
- leavers (includes dismissals)
The data is presented as percentages and headcounts in brackets against each of the following characteristics:
- age
- disability
- ethnicity
- gender
2. New entrants
In 2016 to 2017 a total of 8,211 new entrants were appointed to posts in HM Revenue and Customs (HMRC). The data presented shows those externally recruited to HMRC posts in that year.
2.1 Grade
Headcount and percentage proportions of new entrants by grade
| HMRC grade | % All new entrants |
|---|---|
| SCS (26) | 0.3% |
| Grade 6 (68) | 0.8% |
| Grade 7 (260) | 3.2% |
| Fast Stream (612) | 7.5% |
| Senior Officer (273) | 3.3% |
| Higher Officer (1,167) | 14.2% |
| Officer (1,814) | 22.1% |
| Assistant Officer (3,759) | 45.8% |
| Admin Assistant (232) | 2.8% |
| All staff (8,211) |
The highest percentage of new entrants was at the Assistant Officer grade with the Officer grade making up the next highest percentage.
2.2 Age
Headcount and percentage proportions of new entrants by age
| HMRC grade | 16-19 (241) | 20-24 (2,085) | 25-29 (2,239) | 30-34 (1,156) | 35-39 (806) | 40-44 (562) |
|---|---|---|---|---|---|---|
| SCS (26) | 0.0% | 0.0% | 0.0% | 3.8% | 15.4% | 23.1% |
| Grade 6 (68) | 0.0% | 0.0% | 0.0% | 16.2% | 22.1% | 22.1% |
| Grade 7 (260) | 0.0% | 0.4% | 12.7% | 22.3% | 21.9% | 13.5% |
| Fast Stream (612) | 0.2% | 46.8% | 39.9% | 8.3% | 2.9% | 1.3% |
| Senior Officer (273) | 0.0% | 1.5% | 12.5% | 12.5% | 23.1% | 15.0% |
| Higher Officer (1,167) | 0.0% | 14.7% | 25.9% | 20.0% | 14.0% | 9.0% |
| Officer (1,814) | 3.4% | 24.3% | 31.6% | 14.6% | 10.4% | 6.2% |
| Assistant Officer (3,759) | 4.6% | 29.6% | 26.6% | 12.7% | 7.5% | 5.9% |
| Admin Assistant (232) | 2.6% | 29.7% | 22.8% | 12.1% | 7.3% | 7.3% |
| All staff (8,211) | 2.9% | 25.4% | 27.3% | 14.1% | 9.8% | 6.8% |
| HMRC grade | 45-49 (483) | 50-54 (366) | 55-59 (207) | 60-64 (57) | 65+ (<10) |
|---|---|---|---|---|---|
| SCS (26) | 19.2% | 26.9% | 7.7% | 0.0% | 3.8% |
| Grade 6 (68) | 17.6% | 11.8% | 8.8% | 1.5% | 0.0% |
| Grade 7 (260) | 12.7% | 9.6% | 6.2% | 0.8% | 0.0% |
| Fast Stream (612) | 0.3% | 0.2% | 0.0% | 0.0% | 0.0% |
| Senior Officer (273) | 15.4% | 13.2% | 5.9% | 0.7% | 0.4% |
| Higher Officer (1,167) | 7.9% | 6.3% | 1.8% | 0.3% | 0.1% |
| Officer (1,814) | 4.4% | 3.3% | 1.7% | 0.2% | 0.1% |
| Assistant Officer (3,759) | 5.4% | 3.8% | 2.8% | 1.0% | 0.0% |
| Admin Assistant (232) | 5.6% | 5.2% | 4.7% | 2.6% | 0.0% |
| All staff (8,211) | 5.9% | 4.5% | 2.5% | 0.7% | 0.1% |
2.3 Disability
Of the 8,211 new entrants, 4,155 (50.6%) have made a positive disability declaration.
The following table shows the percentage of new entrants by grade with known disability status, along with the percentages of staff who made a positive disability declaration.
The disabled and non-disabled percentages shown are based on the overall percentage of staff in grade who made a positive declaration. For example, the Grade 7 known disabled (9.7%) and known non-disabled (90.3%) figures are calculated from the 59.6% of Grade 7 new entrants who had made a positive declaration.
Percentage of new entrants in 2016 to 2017 by known disability status and grade
| HMRC grade | Disabled (260) | Non-disabled (3,895) | % Positive declaration |
|---|---|---|---|
| SCS (26) | 7.1% | 92.9% | 53.8% |
| Grade 6 (68) | 7.9% | 92.1% | 55.9% |
| Grade 7 (260) | 9.7% | 90.3% | 59.6% |
| Fast Stream (612) | 6.3% | 93.8% | 18.3% |
| Senior Officer (273) | 10.5% | 89.5% | 62.6% |
| Higher Officer (1,167) | 7.1% | 92.9% | 58.9% |
| Officer (1,814) | 6.5% | 93.5% | 51.3% |
| Assistant Officer (3,759) | 5.2% | 94.8% | 52.8% |
| Admin Assistant (232) | 4.7% | 95.3% | 27.6% |
| All staff (8,211) | 6.3% | 93.7% | 50.6% |
Note: ‘Choose not to declare’ and ‘not known’ percentages for disability are not shown.
The highest disability declaration rates are by new entrants at the Senior Officer grade, with Fast Stream new entrants having the lowest declaration rate.
2.4 Ethnicity
There were 4,442 (54.1%) of 8,211 new entrants who declared their ethnicity. The following table shows the percentages of staff by grade with known ethnicity along with the percentage of staff by grade who made a positive ethnicity declaration.
The Black, Asian and Minority Ethnic (BAME) and white percentages shown are based on the overall percentages of staff in grade who made a positive ethnicity declaration.
For example, the Grade 7 BAME (14.5%) and white (85.5%) figures are calculated from the 63.5% of Grade 7 new entrants who had made a positive declaration.
Percentages of new entrants to HMRC in 2016 to 2017 by known ethnicity and grade
| HMRC grade | BAME (972) | White (3,470) | % Positive declaration |
|---|---|---|---|
| SCS (26) | 7.1% | 92.9% | 53.8% |
| Grade 6 (68) | 13.0% | 87.0% | 67.6% |
| Grade 7 (260) | 14.5% | 85.5% | 63.5% |
| Fast Stream (612) | 18.3% | 81.7% | 19.6% |
| Senior Officer (273) | 24.3% | 75.7% | 69.2% |
| Higher Officer (1,167) | 24.9% | 75.1% | 62.6% |
| Officer (1,814) | 27.5% | 72.5% | 55.7% |
| Assistant Officer (3,759) | 19.3% | 80.7% | 55.9% |
| Admin Assistant (232) | 10.9% | 89.1% | 27.6% |
| All staff (8,211) | 21.9% | 78.1% | 54.1% |
Note: ‘Choose not to declare’ and ‘not known’ percentages for ethnicity are not shown.
2.5 Gender
Percentages of new entrants to HMRC in 2016 to 2017 by gender and grade
| HMRC grade | Female (3,864) | Male (4,347) |
|---|---|---|
| SCS (26) | 46.2% | 53.8% |
| Grade 6 (68) | 51.5% | 48.5% |
| Grade 7 (260) | 51.9% | 48.1% |
| Fast Stream (612) | 49.0% | 51.0% |
| Senior Officer (273) | 45.4% | 54.6% |
| Higher Officer (1,167) | 43.4% | 56.6% |
| Officer (1,814) | 43.3% | 56.7% |
| Assistant Officer (3,759) | 50.1% | 49.9% |
| Admin Assistant (232) | 35.3% | 64.7% |
| All staff (8,211) | 47.1% | 52.9% |
The total number of males joining HMRC in 2016 to 2017 (4,347) exceeded females (3,864). Within the Senior Civil Service (SCS) 14 male new entrants and 12 female, were appointed.
This shows a slowing of the trend to appoint more male new entrants than female (in the previous year 21 males were appointed to the SCS grade and 17 females).
The feeder grades for the Senior Civil Service (Grade 6, Grade 7 and Fast Stream) all reflect an increase in the number of female new entrants.
2.6 Working pattern
Headcount and percentage proportions of new entrants in 2016 to 2017 by working pattern and grade
| HMRC grade | Full-time (7,699) | Part-time (512) |
|---|---|---|
| SCS (26) | 92.3% | 7.7% |
| Grade 6 (68) | 94.1% | 5.9% |
| Grade 7 (260) | 92.7% | 7.3% |
| Fast Stream (612) | 100.0% | 0.0% |
| Senior Officer (273) | 95.2% | 4.8% |
| Higher Officer (1,167) | 96.8% | 3.2% |
| Officer (1,814) | 97.0% | 3.0% |
| Assistant Officer (3,759) | 90.7% | 9.3% |
| Admin Assistant (232) | 86.6% | 13.4% |
| All staff (8,211) | 93.8% | 6.2% |
The percentage of new entrants employed on a part-time basis has again increased over the previous year. The highest percentage of new entrants working on a part-time basis were at the Admin Assistant grade.
3. Performance ratings
3.1 Overview
A performance management system exists for employees in all grades excluding Senior Civil Servants. Employees are rated as ‘Exceeded’, ‘Achieved’, ‘Must Improve’ or subject to ‘Managing Poor Performance’ procedures.
For 2016 to 2017 a total of 66,298 individual performance ratings were recorded for employees in the Admin Assistant grade through to Grade 6. The majority of the 288 employees for whom no assessment or performance marking is required to be recorded are on a career break or some other unpaid absence.
Employees are encouraged to disclose their diversity information so that HMRC may establish a more accurate picture of the distribution of performance ratings by diversity group.
Following feedback from colleagues and managers changes were made to the performance management system during the year.
In the summer of 2017, we intend to carry out a wider consultation with our workforce to seek their views on a new approach to managing performance and development in HMRC.
The total number of individual markings in each performance category is recorded in brackets below
| Performance Rating | Percentage proportion |
|---|---|
| Exceeded (12,396) | 18.7% |
| Achieved (48,051) | 72.5% |
| Must Improve (5,515) | 8.3% |
| No Assessment Required (288) | 0.4% |
| Managing Poor Performance (48) | 0.1% |
| All staff (66,298) |
3.2 Grade
Performance rating percentages by grade for 2016 to 2017
| HMRC grade | Exceeded (12,396) | Achieved (48,051) | Must Improve (5,515) | Managing Poor Performance (48) |
|---|---|---|---|---|
| Grade 6 (1,411) | 23.88% | 68.39% | 7.73% | 0.00% |
| Grade 7 (3,591) | 20.72% | 72.26% | 6.99% | 0.03% |
| Band T (2,050) | 18.68% | 75.66% | 5.61% | 0.05% |
| Senior Officer (5,075) | 20.69% | 72.22% | 7.07% | 0.02% |
| Higher Officer (11,418) | 19.31% | 72.81% | 7.76% | 0.12% |
| Officer (15,391) | 18.97% | 72.13% | 8.82% | 0.08% |
| Assistant Officer (25,592) | 17.69% | 73.24% | 9.00% | 0.07% |
| Admin Assistant (1,482) | 15.45% | 75.44% | 9.11% | 0.00% |
| All staff (66,010) | 18.78% | 72.79% | 8.35% | 0.07% |
3.3 Age
Performance ratings percentages by age for 2016 to 2017
| Age range | Exceeded (12,396) | Achieved (48,051) | Must Improve (5,515) | Managing Poor Performance (48) |
|---|---|---|---|---|
| 16-19(213) | 14.50% | 69.03% | 16.00% | 0.47% |
| 20 - 24 (3,550) | 17.79% | 72.76% | 9.45% | 0.00% |
| 25 - 29 (5,680) | 18.13% | 73.44% | 8.38% | 0.05% |
| 30 - 34 (5,831) | 21.37% | 70.96% | 7.65% | 0.02% |
| 35 - 39 (6,965) | 21.92% | 71.39% | 6.65% | 0.04% |
| 40 - 44 (6,467) | 21.18% | 71.41% | 7.38% | 0.03% |
| 45 - 49 (9,284) | 21.61% | 70.63% | 7.69% | 0.08% |
| 50 - 54 (12,171) | 19.37% | 72.75% | 7.79% | 0.09% |
| 55 - 59 (10,295) | 15.84% | 74.91% | 9.18% | 0.07% |
| 60 - 64 (4,540) | 10.44% | 77.93% | 11.44% | 0.20% |
| 65+ (1,014) | 6.30% | 76.89% | 16.42% | 0.40% |
| All staff (66,010) | 18.75% | 72.81% | 8.37% | 0.07% |
3.4 Disability
There were 40,690 (61.6%) of recorded performance ratings for 2016 to 2017 awarded to staff who had made a positive disability declaration.
Performance ratings percentages by known disability status for 2016 to 2017
| Disability status | Exceeded (7,981) | Achieved (29,487) | Must Improve (3,190) | Managing Poor Performance(32) |
|---|---|---|---|---|
| Disabled (5,839) | 15.77% | 72.03% | 12.04% | 0.16% |
| Non-disabled (34,851) | 20.22% | 72.56% | 7.15% | 0.07% |
| All staff (40,690) | 19.59% | 72.49% | 7.85% | 0.08% |
3.5 Ethnicity
There were 48,203 (73.0%) of recorded performance ratings for 2016 to 2017 awarded to employees who had made an ethnicity declaration.
Performance rating percentages by ethnicity for 2016 to 2017
| Ethnicity category | Exceeded (9,505) | Achieved (34,843) | Must Improve (3,820) | Managing Poor Performance (35) |
|---|---|---|---|---|
| BAME (5,374) | 13.25% | 74.12% | 12.52% | 0.11% |
| White (42,829) | 20.51% | 72.07% | 7.35% | 0.07% |
| All staff (48,203) | 19.69% | 72.30% | 7.94% | 0.07% |
3.6 Gender
Performance rating percentages by gender for 2016 to 2017
| Gender | Exceeded (12,396) | Achieved (48,051) | Must Improve (5,515) | Managing Poor Performance (48) |
|---|---|---|---|---|
| Female (37,186) | 19.68% | 73.72% | 6.58% | 0.03% |
| Male (28,824) | 17.56% | 71.66% | 10.66% | 0.13% |
| All staff (66,010) | 18.75% | 72.81% | 8.37% | 0.07% |
3.7 Sexual orientation
Performance rating percentages by known sexual orientation for 2016 to 2017
| Sexual orientation category | Exceeded (6,900) | Achieved (24,880) | Must Improve (2,785) | Managing Poor Performance (24) |
|---|---|---|---|---|
| Heterosexual (33,005) | 19.88% | 72.03% | 8.02% | 0.07% |
| Lesbian/gay/bisexual/other (1,584) | 20.52% | 70.54% | 8.88% | 0.06% |
| All staff (34,589) | 19.91% | 71.96% | 8.06% | 0.07% |
3.8 Working pattern
Performance rating percentages by working pattern for 2016 to 2017
| Working pattern | Exceeded (12,396) | Achieved (48,051) | Must Improve (5,515) | Managing Poor Performance(48) |
|---|---|---|---|---|
| Full-time (45,530) | 20.71% | 70.82% | 8.40% | 0.07% |
| Part-time (20,480) | 14.30% | 77.33% | 8.28% | 0.08% |
| All staff (66,010) | 18.75% | 72.81% | 8.37% | 0.07% |
4. Mandatory training
4.1 Overview
As at 31 March 2017, there were 6 mandatory online training packages that all staff should complete, some of which need to be refreshed at set intervals. A further 4 mandatory online training packages were to be completed by employees with management responsibility.
The table below shows the training uptake percentages for the 6 mandatory training packages as at 31 March 2017 and is based on a total workforce headcount at that time of 68,713.
Mandatory training uptake percentages for all staff as at 31 March 2017
| Mandatory training – all staff | % Uptake |
|---|---|
| Display screen equipment (47,528) | 69.1% |
| Equality and diversity essentials (49,142) | 71.5% |
| Fire awareness (60,385) | 87.9% |
| Health and Safety Awareness (52,999) (Non-managers only) | 77.1% |
| ‘Responsible For Information’ (62,668) | 91.2% |
| ‘Working With Official Information’ (61,288) | 89.2% |
The table below shows the uptake percentages for the 4 mandatory training packages for managers at 31 March 2017 and is based on a total of 10,114 staff with line management responsibility at that date.
Mandatory training take-up percentages for managers as at 31 March 2017
| Mandatory training – managers | % Uptake |
|---|---|
| Health and Safety – accidents (7,922) | 78.3% |
| Health and Safety – managers (5,845) | 57.8% |
| Health and Safety – risk assessment (7,822) | 77.3% |
| ‘Unconscious Bias’ (8,840) | 87.4% |
5. Promotions
5.1 Overview
There were 6,109 employees who achieved substantive promotion in 2016 to 2017. The following data shows substantive promotions to Assistant Officer Grade and above in this year. The figures for the SCS (Senior Civil Service) are for promotions into and within the SCS.
Promotions into grade percentages for 2016 to 2017
| Grade | % All promotions (6,109) |
|---|---|
| SCS (39) | 0.6% |
| Grade 6 (184) | 3.0% |
| Grade 7 (604) | 9.9% |
| Fast Stream (218) | 3.6% |
| Senior Officer (1,126) | 18.4% |
| Higher Officer (1,958) | 32.0% |
| Officer (1,790) | 29.3% |
| Assistant Officer (190) | 3.1% |
5.2 Age
Promotions into grade percentages by age range for 2016 to 2017
| Grade | 16-19 (<10) | 20-24 (283) | 25-29 (777) | 30-34 (973) | 35-39 (1,046) | 40-44 (797) |
|---|---|---|---|---|---|---|
| SCS (39) | 0.0% | 0.0% | 2.6% | 7.7% | 15.4% | 12.8% |
| Grade 6 (184) | 0.0% | 0.0% | 1.6% | 13.0% | 18.5% | 14.7% |
| Grade 7 (604) | 0.0% | 0.0% | 15.9% | 12.1% | 13.2% | 11.8% |
| Fast Stream (218) | 0.0% | 8.3% | 31.2% | 21.6% | 16.1% | 10.1% |
| Senior Officer (1,126) | 0.0% | 0.6% | 4.6% | 10.7% | 16.7% | 16.1% |
| Higher Officer (1,958) | 0.1% | 4.7% | 12.7% | 17.7% | 18.9% | 13.0% |
| Officer (1,790) | 0.3% | 8.2% | 16.5% | 19.6% | 17.5% | 12.0% |
| Assistant Officer (190) | 0.5% | 10.0% | 6.8% | 4.2% | 9.5% | 12.1% |
| Grade | 45-49 (940) | 50-54 (818) | 55-59 (406) | 60-64 (58) | 65+ (<10) |
|---|---|---|---|---|---|
| SCS (39) | 23.1% | 28.2% | 10.3% | 0.0% | 0.0% |
| Grade 6 (184) | 15.2% | 25.0% | 10.3% | 1.1% | 0.5% |
| Grade 7 (604) | 16.2% | 21.0% | 9.1% | 0.7% | 0.0% |
| Fast Stream (218) | 8.7% | 3.7% | 0.5% | 0.0% | 0.0% |
| Senior Officer (1,126) | 22.1% | 18.6% | 9.9% | 0.6% | 0.0% |
| Higher Officer (1,958) | 15.3% | 11.4% | 5.4% | 0.8% | 0.0% |
| Officer (1,790) | 11.7% | 9.1% | 4.3% | 0.8% | 0.0% |
| Assistant Officer (190) | 14.7% | 16.3% | 17.4% | 7.4% | 1.1% |
There were 41.8% of all people promoted aged between 40 and 54 (down from 45.2% the previous year). The majority of those promoted to the senior grades were aged between 45 and 59.
5.3 Disability
Of the employees promoted in 2016 to 2017, 4,001 (65.5%, down from 66.2% in 2015 to 2016) had made a positive disability declaration.
Promotions into grade percentages by known disability status for 2016 to 2017
| Grade | Disabled (402) | Non-disabled (3,599) | % Positive declaration |
|---|---|---|---|
| SCS (34) | 0.0% | 100.0% | 87.2% |
| Grade 6 (139) | 6.5% | 93.5% | 75.5% |
| Grade 7 (435) | 9.0% | 91.0% | 72.0% |
| Fast Stream (151) | 8.6% | 91.4% | 69.3% |
| Senior Officer (800) | 9.3% | 90.8% | 71.0% |
| Higher Officer (1,306) | 10.0% | 90.0% | 66.7% |
| Officer (1,025) | 11.4% | 88.6% | 57.3% |
| Assistant Officer (111) | 17.1% | 82.9% | 58.4% |
| All staff (4,001) | 10.0% | 90.0% | 65.5% |
The number in brackets represents the people promoted for each grade who declared their disability status.
5.4 Ethnicity
Of the employees promoted in 2016 to 2017, 4,758 (77.9%, down from 79.9% in 2015-16) had made an ethnicity declaration.
Promotion into grade percentages by known ethnicity for 2016 to 2017
| Grade | BAME (532) | White (4,226) | % Positive declaration |
|---|---|---|---|
| SCS (39) | 2.78% | 97.22% | 92.3% |
| Grade 6 (184) | 4.03% | 95.97% | 81.0% |
| Grade 7 (604) | 7.27% | 92.73% | 82.0% |
| Fast Stream (218) | 16.76% | 83.24% | 79.4% |
| Senior Officer (1,126) | 9.13% | 90.87% | 81.7% |
| Higher Officer (1,958) | 12.38% | 87.62% | 80.0% |
| Officer (1,790) | 12.76% | 87.24% | 71.8% |
| Assistant Officer (190) | 13.53% | 86.47% | 70.0% |
| All staff (6,109) | 11.18% | 88.82% | 77.9% |
5.5 Gender
In 2016 to 2017, 52.2% of substantive promotions were for women (down from 53.2% in 2015 to 2016) this is slightly below the overall level of women’s representation in the workforce (55.7%).
Promotion into grade percentages by gender and grade for 2016 to 2017
| Grade | Female (3,188) | Male (2,921) |
|---|---|---|
| SCS (39) | 51.3% | 48.7% |
| Grade 6 (184) | 50.5% | 49.5% |
| Grade 7 (604) | 48.2% | 51.8% |
| Fast Stream (218) | 27.1% | 72.9% |
| Senior Officer (1,126) | 49.3% | 50.7% |
| Higher Officer (1,958) | 52.8% | 47.2% |
| Officer (1,790) | 57.6% | 42.4% |
| Assistant Officer (190) | 55.3% | 44.7% |
| All staff (6,109) | 52.2% | 47.8% |
5.6 Sexual orientation
Of the employees promoted in 2016 to 2017, 3,721 (60.9%, up from 57.0% in 2015 to 2016) had made a sexual orientation declaration.
Promotion into grade percentages by known sexual orientation for 2016 to 2017
| Grade | Heterosexual (3,539) | Lesbian/gay/bisexual/other (182) | % Positive declaration |
|---|---|---|---|
| SCS (31) | 96.8% | 3.2% | 79.5% |
| Grade 6 (117) | 94.0% | 6.0% | 63.6% |
| Grade 7 (412) | 95.4% | 4.6% | 68.2% |
| Fast Stream (142) | 94.4% | 5.6% | 65.1% |
| Senior Officer (724) | 95.6% | 4.4% | 64.3% |
| Higher Officer (1,220) | 95.2% | 4.8% | 62.3% |
| Officer (982) | 94.8% | 5.2% | 54.9% |
| Assistant Officer (93) | 94.6% | 5.4% | 48.9% |
| All staff (3,721) | 95.1% | 4.9% | 60.9% |
The number in brackets represents people promoted to each grade who declared their sexual orientation.
5.7 Working pattern
Promotions into grade percentages by working pattern for 2016 to 2017
| Grade | Full-time (5,310) | Part-time (799) |
|---|---|---|
| SCS (39) | 94.9% | 5.1% |
| Grade 6 (184) | 93.5% | 6.5% |
| Grade 7 (604) | 94.9% | 5.1% |
| Fast Stream (218) | 97.2% | 2.8% |
| Senior Officer (1,126) | 90.9% | 9.1% |
| Higher Officer (1,958) | 87.7% | 12.3% |
| Officer (1,790) | 81.3% | 18.7% |
| Assistant Officer (190) | 62.6% | 37.4% |
| All staff (6,109) | 86.9% | 13.1% |
6. Maternity and adoption leave
In the year ending 31 March 2017, a total of 1,224 employees took maternity or adoption leave. This is a small decrease compared with 1,263 employees in 2015 to 2016 (which was itself a substantial increase on the preceding year). There were no instances of adoption leave and 1,224 instances of maternity leave.
6.1 Grade
New maternity and adoption leave instances by grade for 2016 to 2017
| Grade | % All adoption/ maternity instances (1,224) |
|---|---|
| SCS (<10) | 0.4% |
| Grade 6 (22) | 1.8% |
| Grade 7 (69) | 5.6% |
| Band T (23) | 1.9% |
| Senior Officer (42) | 3.4% |
| Higher Officer (140) | 11.4% |
| Officer (287) | 23.4% |
| Assistant Officer (618) | 50.5% |
| Admin Assistant (18) | 1.5% |
6.2 Average number of adoption and maternity leave working days taken by grade
Average number of adoption and maternity leave working days taken by grade for 2016 to 2017
| Grade | Average number of working days taken |
|---|---|
| SCS (<10) | 39.4 |
| Grade 6 (22) | 113.0 |
| Grade 7 (69) | 100.8 |
| Band T (23) | 126.8 |
| Senior Officer (42) | 108.3 |
| Higher Officer (140) | 107.3 |
| Officer (287) | 108.6 |
| Assistant Officer (618) | 98.1 |
| Admin Assistant (18) | 81.8 |
| All staff (1,224) | 102.5 |
6.3 Age
New maternity and adoption leave instances by age range for 2016 to 2017
| Age Range | % All adoption/ maternity leave instances (1,224) |
|---|---|
| 16-19 (<10) | 0.2% |
| 20 - 24 (63) | 5.1% |
| 25 - 29 (243) | 19.9% |
| 30 - 34 (449) | 36.7% |
| 35 - 39 (363) | 29.7% |
| 40 - 44 (92) | 7.5% |
| 45 - 49 (9) | 0.7% |
| 50 - 54 (<5) | 0.2% |
| 55 - 59 (0) | 0.0% |
| 60 - 64 (0) | 0.0% |
| 65+ (0) | 0.0% |
6.4 Region
New maternity and adoption leave instances by region compared with total HMRC workforce by region in 2016 to 2017
| Office region | % All adoption/ maternity leave instances (1,224) | % HMRC workforce (68,713) |
|---|---|---|
| East (37) | 3.0% | 3.0% |
| East Midlands (52) | 4.4% | 4.2% |
| London (139) | 11.7% | 11.4% |
| North East (222) | 18.0% | 18.1% |
| North West (259) | 21.5% | 21.2% |
| Northern Ireland (50) | 4.0% | 4.1% |
| Scotland (195) | 15.7% | 15.9% |
| South East (34) | 2.4% | 2.8% |
| South West (20) | 1.5% | 1.6% |
| Wales (56) | 4.6% | 4.6% |
| West Midlands (75) | 5.7% | 6.1% |
| Yorks and Humber (85) | 7.4% | 6.9% |
6.5 Working pattern
New instances of maternity and adoption leave percentages by working pattern in 2016 to 2017
| Working pattern | % All adoption/maternity leave instances (1,224) | % HMRC workforce (68,713) |
|---|---|---|
| Full-time (693) | 56.6% | 70.1% |
| Part-time (531) | 43.4% | 29.9% |
6.6 Change of working hours following return from maternity and adoption leave
Percentage of staff changing working hours following return from maternity or adoption leave in 2016 to 2017
| Change in working hours | % All adoption/maternity leave instances (1,224) |
|---|---|
| Reductions in hours (81) | 6.6% |
| No change (1141) | 93.2% |
| Increase in hours (2) | 0.2% |
7. Grievances
The data presented here shows the proportion of employees who have lodged a formal grievance in the year ending 31 March 2017 by grade and against their status in relation to age, disability, ethnicity, gender and sexual orientation. The data also includes percentages by working pattern.
In 2016 to 2017, 64 HMRC employees lodged a formal grievance.
7.1 Grade
Grievances in 2016 to 2017 by grade
| Grade | % All grievances |
|---|---|
| SCS (0) | 0.0% |
| Grade 6 (0) | 0% |
| Grade 7 (<10) | 1.6% |
| Fast Stream (0) | 0% |
| Senior Officer (<10) | 1.6% |
| Higher Officer ((<10) | 14.1% |
| Officer (17) | 26.6% |
| Assistant Officer (32) | 50.0% |
| Admin Assistant (<10) | 6.3% |
The majority of formal complaints were lodged by Assistant Officers.
7.2 Age
Grievances percentages by age range and grade in 2016 to 2017
| Grade | 16-19 (0) | 20-24 (<10) | 25-29 (10) | 30-34 (21) | 35-39 (26) | 40-44 (27) |
|---|---|---|---|---|---|---|
| SCS (0) | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% |
| Grade 6 (0) | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% |
| Grade 7 (<10) | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% |
| Fast Stream (0) | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% |
| Senior Officer (<10) | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% |
| Higher Officer ((<10) | 0.0% | 0.0% | 0.0% | 22.2% | 22.2% | 22.2% |
| Officer (17) | 0.0% | 0.0% | 11.8% | 17.6% | 5.9% | 5.9% |
| Assistant Officer (32) | 0.0% | 3.1% | 3.1% | 9.4% | 15.6% | 15.6% |
| Admin Assistant (<10) | 0.0% | 0.0% | 0.0% | 0.0% | 25.0% | 25.0% |
| All staff (64) | 0.0% | 1.6% | 4.7% | 12.5% | 14.1% | 14.1% |
| Grade | 45-49 (54) | 50-54 (54) | 55-59 (20) | 60-64 (19) | 65+ (<10) |
|---|---|---|---|---|---|
| SCS (0) | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% |
| Grade 6 (0) | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% |
| Grade 7 (<10) | 0.0% | 0.0% | 100.0% | 0.0% | 0.0% |
| Fast Stream (0) | 100.0% | 0.0% | 0.0% | 0.0% | 0.0% |
| Senior Officer (<10) | 0.0% | 100.0% | 0.0% | 0.0% | 0.0% |
| Higher Officer (<10) | 33.3% | 0.0% | 0.0% | 0.0% | 0.0% |
| Officer (17) | 29.4% | 17.6% | 11.8% | 0.0% | 0.0% |
| Assistant Officer (32) | 21.9% | 12.5% | 15.6% | 3.1% | 3.1% |
| Admin Assistant (<10) | 25.0% | 0.0% | 25.0% | 0.0% | 0.0% |
| All staff (64) | 25.0% | 12.5% | 14.1% | 1.6% | 1.6% |
7.3 Disability
Of the 64 employees who lodged a formal grievance in 2016 to 2017, 61 (60.9%) declared their disability status.
Grievances percentages by known disability and grade for 2016 to 2017
| Grade | Disabled (20) | Non-disabled (19) | % Positive declaration |
|---|---|---|---|
| SCS (0) | 0.0% | 0.0% | 0.0% |
| Grade 6 (0) | 0.0% | 0.0% | 0.0% |
| Grade 7 (<10) | 100.0% | 0.0% | 100.0% |
| Fast Stream (0) | 0.0% | 0.0% | 0.0% |
| Senior Officer (<10) | 0.0% | 0.0% | 0.0% |
| Higher Officer ((<10) | 75.0% | 25.0% | 44.4% |
| Officer (17) | 40.0% | 60.0% | 58.8% |
| Assistant Officer (32) | 52.4% | 47.6% | 65.6% |
| Admin Assistant (<10) | 33.3% | 66.7% | 75.0% |
| All staff (64) | 51.3% | 48.7% | 60.9% |
There were 51.3% of formal grievances lodged by known disabled employees – 39.1% of employees who lodged a grievance had not declared their disability status.
7.4 Ethnicity
There were 50 (78%) of the 64 employees who lodged a formal grievance in 2016 to 2017 who declared their ethnicity.
Grievances percentages by known ethnicity and grade
| Grade | BAME (7) | White (43) | % Positive declaration |
|---|---|---|---|
| SCS (0) | 0.0% | 0.0% | 0.0% |
| Grade 6 (0) | 0.0% | 0.0% | 0.0% |
| Grade 7 (<10) | 0.0% | 100.0% | 100.0% |
| Fast Stream (0) | 0.0% | 0.0% | 0.0% |
| Senior Officer (<10) | 0.0% | 100.0% | 100.0% |
| Higher Officer ((<10) | 60.0% | 40.0% | 55.6% |
| Officer (17) | 7.7% | 92.3% | 76.5% |
| Assistant Officer (32) | 7.4% | 92.6% | 84.4% |
| Admin Assistant (<10) | 33.3% | 66.7% | 75.0% |
| All staff (64) | 14.0% | 86.0% | 78.1% |
In total 14.0% of formal grievances were lodged by known BAME employees (decreasing from 18.9% in 2015 to 2016).
7.5 Gender
Grievances percentages by gender and grade in 2016 to 2017
| Grade | Female (37) | Male (27) |
|---|---|---|
| SCS (0) | 0.0% | 0.0% |
| Grade 6 (0) | 0.0% | 0.0% |
| Grade 7 (<10) | 100% | 0.0% |
| Fast Stream (0) | 0.0% | 0.0% |
| Senior Officer (<10) | 100% | 0.0% |
| Higher Officer (<10) | 44.4% | 55.6% |
| Officer (<10) | 52.9% | 47.1% |
| Assistant Officer (20) | 62.5% | 37.5% |
| Admin Assistant (<10) | 50.0% | 50.0% |
| All staff (64) | 57.8% | 42.2% |
In total 37 (57.8%) of the 64 employees who lodged a formal grievance were female which is slightly higher than the overall Percentage proportion of women in HMRC’s workforce.
7.6 Sexual orientation
Grievances percentages by known sexual orientation and grade for 2016 to 2017
| Grade | Heterosexual (29) | Lesbian/gay/bisexual/other(<10) | % Positive declaration |
|---|---|---|---|
| SCS (0) | 0.0% | 0.0% | 0.0% |
| Grade 6 (0) | 0.0% | 0.0% | 0.0% |
| Grade 7 (<10) | 100.0% | 0.0% | 100.0% |
| Fast Stream (0) | 0.0% | 0.0% | 0.0% |
| Senior Officer 0) | 0.0% | 0.0% | 0.0% |
| Higher Officer (19) | 100.0% | 0.0% | 33.3% |
| Officer (9) | 90.0% | 10.0% | 58.8% |
| Assistant Officer (15) | 93.8% | 6.2% | 50.0% |
| Admin Assistant (<10) | 100.0% | 0.0% | 25.0% |
| All staff (64) | 93.5% | 6.5% | 48.8% |
7.7 Working pattern
Grievances percentages by working pattern and grade for 2016 to 2017
| Grade | Full-time (41) | Part-time (23) |
|---|---|---|
| SCS (0) | 0.0% | 0.0% |
| Grade 6 (0) | 0.0% | 0.0% |
| Grade 7 (<10) | 100.0% | 0.0% |
| Fast Stream (0) | 100.0% | 0.0% |
| Senior Officer (<10) | 100.0% | 0.0% |
| Higher Officer ((<10) | 100.0% | 0.0% |
| Officer (17) | 88.2% | 11.8% |
| Assistant Officer (32) | 40.6% | 59.4% |
| Admin Assistant (<10) | 50.0% | 50.0% |
| All staff (64) | 64.0% | 36.0% |
8. Disciplinary procedures
The data presented here shows the proportion of employees who have been subject to formal disciplinary procedures recorded against their status in relation to their age, disability, ethnicity and gender. The data also includes percentages by grade, geographical region and working pattern.
In 2016 to 2017, 744 employees were subject to formal disciplinary procedures. Our areas of business are responsible for disciplinary matters and for taking action at a local level to ensure a fairness of approach.
8.1 Grade
Disciplinary procedures grade percentages of referrals compared with total HMRC workforce in 2016 to 2017
| Grade | % Disciplinary cases (744) | % Total HMRC workforce (68,713) |
|---|---|---|
| SCS (<10) | 0.13% | 0.50% |
| Grade 6 (<10) | 0.7% | 2.08% |
| Grade 7 (13) | 1.7% | 5.41% |
| Fast Stream (12) | 1.6% | 3.08% |
| Senior Officer (17) | 2.2% | 7.43% |
| Higher Officer (63) | 8.3% | 17.29% |
| Officer (130) | 15.3% | 23.27% |
| Assistant Officer (490) | 59.7% | 38.51% |
| Admin Assistant (13) | 1.6% | 2.43% |
8.2 Age
Disciplinary procedures age range percentages of referrals compared with total workforce for 2016 to 2017
| Age range | % Disciplinary cases (744) | % Total HMRC workforce (68,713) |
|---|---|---|
| 16-19 (13) | 1.75% | 0.49% |
| 20 - 24 (101) | 13.58% | 6.05% |
| 25 - 29 (105) | 14.11% | 9.08% |
| 30 - 34 (96) | 12.90% | 8.85% |
| 35 - 39 (98) | 13.17% | 10.37% |
| 40 - 44 (64) | 8.60% | 9.73% |
| 45 - 49 (103) | 13.84% | 13.85% |
| 50 - 54 (85) | 11.42% | 18.10% |
| 55 - 59 (46) | 6.18% | 15.29% |
| 60 - 64 (2) | 3.76% | 6.69% |
| 65+ (<10) | 0.67% | 1.49% |
8.3 Disability
Of the 744 employees referred for disciplinary action in 2016 to 2017, 347 (46.7%) had made a positive disability status declaration (56 disabled and 291 non-disabled).
Disciplinary procedures percentages comparing known disability status of referred staff with known disability status of the total workforce for 2016 to 2017
| Disability status | % Disciplinary cases (347) | % Total HMRC workforce (41,998) |
|---|---|---|
| Disabled (56) | 16.1% | 14.2% |
| Non-disabled (291) | 83.9% | 85.8% |
| Positive declaration % | 46.7% | 61.1% |
8.4 Ethnicity
Of the 744 employees referred for disciplinary action in 2016 to 2017, 446 (59.9%) had made a positive ethnicity declaration (73 BAME and 373 white). These figures are compared with the 49,653 (72.3%) ethnicity declarations made by HMRC employees (5,597 BAME and 44,056 white) as at 31 March 2017.
Disciplinary procedures percentages comparing where ethnicity is known with ethnicity in the total workforce for 2016 to 2017
| Ethnicity category | % Disciplinary cases(446) | % Total HMRC workforce(49,653) |
|---|---|---|
| BAME (73) | 16.4% | 11.3% |
| White (373) | 83.6% | 88.7% |
| Positive declaration % | 59.9% | 72.3% |
8.5 Gender
Of the 744 employees referred for disciplinary action during 2016 to 2017, 271 were female and 473 were male. Across the department as a whole, HMRC had 38,245 female employees and 30,468 male employees.
Disciplinary procedures gender percentages comparing referrals with the total workforce for 2016 to 2017
| Gender | % Disciplinary cases (744) | % Total HMRC workforce (68,713) |
|---|---|---|
| Female (271) | 36.4% | 55.7% |
| Male (473) | 63.6% | 44.3% |
8.6 Sexual orientation
Of the 744 employees referred for disciplinary action in 2016 to 2017, 327 (44.0%) made a positive sexual orientation declaration (305 heterosexual and 22 lesbian, gay, bisexual and other).
These figures are compared with the 35,784 (52.1%) positive sexual orientation declarations made by HMRC employees (34,117 heterosexual and 1,667 lesbian, gay, bisexual and other) as at 31 March 2017.
Disciplinary procedures percentages comparing referrals where sexual orientation is known with sexual orientation in the total workforce for 2016 to 2017
| Sexual orientation | % Disciplinary cases (327) | % Total HMRC workforce (35,784) |
|---|---|---|
| Heterosexual (317) | 93.3% | 82.4% |
| Lesbian/gay /bisexual/other (26) | 6.7% | 4.0% |
| Positive declaration % | 40.0% | 52.1% |
8.7 Working pattern
In total 573 full-time employees and 171 part-timers were referred for disciplinary action. Across the department as a whole, HMRC had 48,170 full-time employees and 20,543 part-time employees.
Disciplinary procedures comparison of referrals by working pattern with total HMRC workforce for 2016 to 2017
| Working pattern | % Disciplinary cases (744) | % Total HMRC workforce (68,713) |
|---|---|---|
| Full-time (573) | 77.0% | 70.1% |
| Part-time (171) | 23.0% | 29.9% |
8.8 Region
Disciplinary procedures comparison of regional referrals percentages with total workforce by region for 2016 to 2017
| Office region | % Disciplinary cases (744) | % Total HMRC workforce (68,713) |
|---|---|---|
| East (17) | 2.3% | 3.6% |
| East Midlands (19) | 2.6% | 5.0% |
| London (72) | 9.7% | 14.1% |
| North East (115) | 15.5% | 16.9% |
| North West (168) | 22.6% | 18.4% |
| Northern Ireland (11) | 1.5% | 2.8% |
| Scotland (149) | 20.0% | 13.0% |
| South East (273) | 3.6% | 4.6% |
| South West (23) | 3.1% | 2.5% |
| Wales (52) | 7.0% | 6.3% |
| West Midlands (51) | 6.9% | 6.1% |
| Yorks and Humber (40) | 5.4% | 6.5% |
9. Leavers
The data presented shows the reasons for leaving HMRC by grade, working pattern, age, disability status, ethnicity and gender.
In 2016 to 2017, a total of 6,521 employees left HMRC through the various leaving reasons indicated below.
9.1 Grade
Leaving reason by grade percentages for 2016 to 2017
| Leaving reason | Admin Assistant (274) | Assistant Officer (3,209) | Officer (1,239) | Higher Officer (785) | Senior Officer (302) |
|---|---|---|---|---|---|
| Resignation (1,684) | 10.95% | 33.06% | 20.18% | 17.07% | 11.59% |
| Retirement (1,577) | 30.29% | 16.14% | 30.51% | 39.75% | 43.05% |
| Release scheme (283) | 29.56% | 2.59% | 5.00% | 4.84% | 3.64% |
| OGD Loan (Unpaid) (132) | 0.00% | 0.84% | 0.89% | 4.46% | 3.31% |
| OGD Permanent transfer (1,420) | 2.19% | 23.65% | 19.29% | 13.50% | 16.23% |
| End of FTA (93) | 6.57% | 1.43% | 2.10% | 0.00% | 0.66% |
| Dismissal (240) | 1.46% | 5.67% | 2.42% | 1.78% | 2.32% |
| Voluntary redundancy (426) | 7.66% | 6.61% | 9.52% | 7.64% | 3.64% |
| Other (666) | 11.31% | 10.00% | 10.09% | 10.96% | 15.56% |
| Leaving reason | Fast Stream (342) | Grade 7 (298) | Grade 6 (134) | SCS (38) | All staff (6,521) |
|---|---|---|---|---|---|
| Resignation (1,684) | 29.34% | 21.48% | 19.40% | 34.21% | 25.82% |
| Retirement (1,577) | 0.00% | 30.87% | 42.54% | 18.42% | 24.18% |
| Release scheme (283) | 0.00% | 2.35% | 0.00% | 2.63% | 4.34% |
| OGD Loan (Unpaid) (132) | 3.72% | 9.06% | 6.72% | 10.53% | 2.02% |
| OGD Permanent transfer (1,420) | 66.12% | 25.17% | 15.67% | 13.16% | 21.78% |
| End of FTA (93) | 0.00% | 0.34% | 0.00% | 0.00% | 1.43% |
| Dismissal (240) | 0.00% | 0.67% | 0.00% | 2.63% | 3.68% |
| Voluntary redundancy (426) | 0.00% | 0.34% | 1.49% | 2.63% | 6.53% |
| Other (666) | 0.83% | 9.73% | 14.18% | 15.79% | 10.21% |
Notes
‘Retirement’ means at or above the minimum retirement age.
‘Release Scheme’ is voluntary early release and severance and voluntary or approved early retirement.
‘OGD transfer’ is the permanent transfer to another government department.
‘End of FTA’ is the expiry of a temporary fixed-term contract.
‘Dismissal’ means dismissal and discharged probation.
‘Other reason’ includes death in service and ill health retirement.
9.2 Age
Leaving reason by age range percentages for 2016 to 2017
| Leaving reason | 16-19 (58) | 20-24 (568) | 25-29 (725) | 30-34 (496) | 35-39 (466) | 40-44 (437) |
|---|---|---|---|---|---|---|
| Resignation (1,684) | 63.8% | 53.3% | 46.9% | 41.9% | 34.8% | 34.3% |
| Retirement (1,577) | 0.0% | 0.0% | 0.0% | 0.4% | 0.2% | 0.9% |
| Release scheme (283) | 0.0% | 0.0% | 0.0% | 0.2% | 4.3% | 4.8% |
| OGD Loan (Unpaid) (132) | 0.0% | 2.5% | 4.3% | 5.8% | 3.9% | 3.7% |
| OGD Permanent transfer (1,420) | 13.8% | 22.4% | 39.3% | 39.3% | 40.1% | 36.2% |
| End of FTA (93) | 8.6% | 13.9% | 0.6% | 0.6% | 0.0% | 0.5% |
| Dismissal (240) | 3.4% | 3.3% | 3.3% | 4.2% | 6.2% | 5.0% |
| Voluntary redundancy (426) | 0.0% | 0.0% | 0.0% | 1.0% | 4.9% | 7.3% |
| Other (666) | 10.3% | 4.6% | 5.7% | 6.5% | 5.6% | 7.3% |
| Leaving reason | 45-49 (563) | 50-54 (697) | 55-59 (1,050) | 60-64 (1,064) | 65+ (397) |
|---|---|---|---|---|---|
| Resignation (1,684) | 29.0% | 23.1% | 12.0% | 3.0% | 0.5% |
| Retirement (1,577) | 1.6% | 8.6% | 32.7% | 77.3% | 84.4% |
| Release scheme (283) | 7.3% | 8.9% | 5.2% | 5.4% | 6.5% |
| OGD Loan (Unpaid) (132) | 1.4% | 1.3% | 0.7% | 0.0% | 0.0% |
| OGD Permanent transfer (1,420) | 30.7% | 22.7% | 8.2% | 3.5% | 1.5% |
| End of FTA (93) | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% |
| Dismissal (240) | 6.0% | 5.6% | 2.9% | 1.7% | 0.5% |
| Voluntary redundancy (426) | 13.1% | 14.2% | 11.1% | 5.5% | 4.3% |
| Other (666) | 10.8% | 15.6% | 27.2% | 3.6% | 2.3% |
Comparatively higher proportions of younger employees leave the organisation through resignation or the expiry of temporary fixed-term contracts.
9.3 Disability
Of the 6,521 leavers in 2016 to 2017, 3,361 (51.5%) declared their declared their disability status.
Leaving reason by known disability status percentages for 2016 to 2017
| Leaving reason | Disabled (690) | Non-disabled (2,941) | % Positive declaration |
|---|---|---|---|
| Resignation (776) | 10.44% | 89.56% | 48.6% |
| Retirement (1062) | 20.06% | 79.94% | 73.4% |
| Release scheme (169) | 33.73% | 66.27% | 64.7% |
| OGD Loan (Unpaid) (83) | 4.82% | 95.18% | 66.7% |
| OGD Transfer (750) | 13.73% | 86.27% | 56.7% |
| End of FTA (35) | 14.29% | 85.71% | 38.7% |
| Dismissal (118) | 31.36% | 68.64% | 52.9% |
| Voluntary redundancy (263) | 24.33% | 75.67% | 66.4% |
| Other (249) | 33.60% | 66.40% | 61.7% |
| All staff (3,631) | 19.00% | 81.00% | 59.9% |
9.4 Ethnicity
Of the 6,521 leavers in 2016 to 2017, 4,351 (66.7%) declared their ethnicity.
Leaving reason by know ethnic category percentages for 2016 to 2017
| Leaving reason | BAME (446) | White (3,905) | % Positive declaration |
|---|---|---|---|
| Resignation (938) | 15.99% | 84.01% | 58.2% |
| Retirement (1,202) | 5.57% | 94.43% | 83.1% |
| Release scheme (218) | 6.42% | 93.58% | 83.0% |
| OGD Loan (Unpaid) (99) | 11.11% | 88.89% | 75.0% |
| OGD Permanent transfer (921) | 9.66% | 90.34% | 68.6% |
| End of FTA (39) | 35.90% | 64.10% | 41.9% |
| Dismissal (149) | 20.13% | 79.87% | 65.0% |
| Voluntary redundancy (326) | 7.36% | 92.64% | 80.8% |
| Other (459) | 10.24% | 89.76% | 72.8% |
| All staff (4,351) | 10.25% | 89.75% | 70.8% |
9.5 Gender
Leaving reason by gender percentages for 2016 to 2017
| Leaving reason | Female (3,633) | Male (2,888) |
|---|---|---|
| Resignation (1,684) | 52.73% | 47.27% |
| Retirement (1,577) | 51.30% | 48.70% |
| Release scheme (283) | 60.42% | 39.58% |
| OGD Loan (Unpaid) (132) | 55.30% | 44.70% |
| OGD Permanent transfer (1,420) | 61.27% | 38.73% |
| End of FTA (93) | 41.94% | 58.06% |
| Dismissal (240) | 45.83% | 54.17% |
| Voluntary redundancy(426) | 72.07% | 27.93% |
| Other (666) | 54.95% | 45.05% |
| All staff (6,521) | 55.71% | 44.29% |
9.6 Sexual orientation
Leaving reason by known sexual orientation percentages for 2016 to 2017
| Leaving reason | Heterosexual (2,875) | Lesbian/gay/bisexual/other (150) | % Positive declaration |
|---|---|---|---|
| Resignation (708) | 95.48% | 4.52% | 46.5% |
| Retirement (766) | 96.34% | 3.66% | 60.9% |
| Release scheme (119) | 95.80% | 4.20% | 52.3% |
| OGD Loan (Unpaid) (81) | 86.42% | 13.58% | 66.7% |
| OGD Permanent transfer (728) | 94.37% | 5.63% | 57.4% |
| End of FTA (33) | 78.79% | 21.21% | 37.6% |
| Dismissal (101) | 93.07% | 6.93% | 47.9% |
| Voluntary redundancy (186) | 97.85% | 2.15% | 54.2% |
| Other (303) | 95.05% | 4.95% | 52.9% |
| All staff (3,025) | 95.04% | 4.96% | 54.1% |
9.7 Working pattern
Leaving reason by working pattern percentages for 2016 to 2017
| Leaving reason | Full-time (3,983) | Part-time (2,538) |
|---|---|---|
| Resignation (1,684) | 72.39% | 27.61% |
| Retirement (1,577) | 37.48% | 62.52% |
| Release scheme (283) | 59.01% | 40.99% |
| OGD Loan (Unpaid) (132) | 93.94% | 6.06% |
| OGD Permanent transfer (1,420) | 76.41% | 23.59% |
| End of FTA (93) | 58.06% | 41.94% |
| Dismissal (240) | 57.92% | 42.08% |
| Voluntary redundancy (426) | 45.31% | 54.69% |
| Other (666) | 61.71% | 38.29% |
| All staff (6,521) | 61.08% | 38.92% |
10. Next steps for our workforce
The information in this detailed monitoring report enables us to identify areas of good practice and continue to work on those in need of improvement.
Ownership of diversity and inclusion issues has shifted to business areas and all our directorates have produced a diversity delivery plan with an overarching business plan, linked to our Diversity and Inclusion Strategy.
This model ensures that localised initiatives directly support our Diversity and Inclusion Strategy, and provides a channel for sharing best practice across our areas of business.
We will continue to monitor progress made in achieving diversity and inclusion objectives in the department’s business plan and our Diversity and Inclusion Strategy and Action Plan for 2016 to 2020. Our Diversity and Inclusion Strategy fully aligns with the refreshed Civil Service Talent Action Plan, which was published on 26 March 2015.
Our Diversity and Inclusion Strategy supports delivery of our key objectives by highlighting the role that diversity, equality and inclusion play in what we do. The strategy sets out how our diversity, equality and inclusion aims have a clear focus on 4 strategic themes:
- representation
- inclusion
- capability
- customer equality
Our Diversity and Inclusion Strategy recognises that our people have different skills, different ways of thinking and working, different knowledge and experience and the need for us to harness these differences for the benefit of our business and our customers.
HMRC is a member of employer diversity organisations including Business in the Community’s Race for Opportunity and Opportunity Now race and gender campaigns, Business Disability Forum, Clear Company, the Employers Network for Equality and Inclusion and Stonewall.
During the year our Raising Disability Awareness campaign won the Championing Disabled People Award in the Civil Service Awards 2016.
In October 2016, we achieved level 2 of the Governments Disability Confident Scheme and became a Disability Confident employer. We have set a target date of November 2017 to achieve level 3 of the scheme (Disability Confident Leader) and will report on our progress next year.
We continue our rolling programme of external diversity benchmarking and monitor awards to assess our performance on workplace diversity and inclusion when compared with other UK employers. In the latter part of the year we made a submission for the first ever Social Mobility Employer Index and expected the results during the summer of 2017.