Part 2, section 2: the diversity of our workforce in key areas
Published 31 January 2019
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2A: new entrants
In 2017 to 2018 a total of 4,301 new entrants were appointed to posts in HM Revenue and Customs. The data presented shows those externally recruited to HMRC posts in that year.
Grade
Headcount and percentage proportions of new entrants by grade
| HMRC grade | % of all new entrants |
|---|---|
| SCS (44) | 1.0% |
| Grade 6 (64) | 1.5% |
| Grade 7 (266) | 6.2% |
| Fast Stream (153) | 3.6% |
| Senior Officer (200) | 4.7% |
| Higher Officer (627) | 14.6% |
| Officer (818) | 19.0% |
| Assistant Officer (2,105) | 48.9% |
| Admin Assistant (24) | 0.6% |
| All staff (4,301) | 100.0% |
The highest percentage of new entrants was at the Assistant Officer grade with the Officer grade making up the next highest percentage.
Age
Headcount and percentage proportions of new entrants by age
| HMRC grade | 16 - 19 (195) | 20 - 24 (964) | 25 - 29 (958) | 30 - 34 (615) | 35 - 39 (450) | 40 - 44 (324) | 45 - 49 (306) | 50 - 54 (274) | 55 - 59 (175) | 60 - 64 (39) | 65+ (<10) |
|---|---|---|---|---|---|---|---|---|---|---|---|
| SCS (44) | 0.0% | 0.0% | 0.0% | 4.5% | 15.9% | 2.3% | 20.5% | 38.6% | 13.6% | 4.5% | 0.0% |
| Grade 6 (64) | 0.0% | 0.0% | 1.6% | 6.3% | 25.0% | 23.4% | 14.1% | 17.2% | 10.9% | 1.6% | 0.0% |
| Grade 7 (266) | 0.0% | 0.4% | 10.9% | 24.8% | 19.2% | 15.0% | 12.4% | 11.7% | 5.6% | 0.0% | 0.0% |
| Fast Stream (153) | 0.0% | 43.8% | 30.1% | 15.0% | 9.8% | 0.7% | 0.0% | 0.7% | 0.0% | 0.0% | 0.0% |
| Senior Officer (200) | 0.0% | 4.5% | 14.0% | 18.0% | 17.5% | 12.5% | 15.0% | 11.0% | 5.5% | 2.0% | 0.0% |
| Higher Officer (627) | 0.0% | 11.3% | 25.5% | 18.5% | 16.7% | 9.6% | 7.5% | 7.5% | 3.0% | 0.3% | 0.0% |
| Officer (818) | 8.7% | 26.8% | 25.9% | 14.4% | 9.4% | 5.5% | 4.9% | 2.9% | 1.3% | 0.1% | 0.0% |
| Assistant Officer (2,105) | 5.8% | 28.3% | 22.7% | 11.5% | 6.8% | 6.5% | 6.5% | 5.7% | 4.9% | 1.4% | 0.0% |
| Admin Assistant (24) | 8.3% | 8.3% | 16.7% | 33.3% | 4.2% | 4.2% | 8.3% | 4.2% | 12.5% | 0.0% | 0.0% |
| All staff (4,301) | 4.5% | 22.4% | 22.3% | 14.3% | 10.5% | 7.5% | 7.1% | 6.4% | 4.1% | 0.9% | 0.0% |
Disability
Of the 4,301 new entrants, 2,157 (50.2%) 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 (7.4%) and known non-disabled (92.6%) figures are calculated from the 56% of Grade 7 new entrants who had made a positive declaration.
Percentage of new entrants in 2017 to 2018 by known disability status and grade
| HMRC grade | Disabled (171) | Non-disabled (1,986) | Positive declaration % |
|---|---|---|---|
| SCS (19) | 10.5% | 89.5% | 43.2% |
| Grade 6 (26) | 7.7% | 92.3% | 40.6% |
| Grade 7 (149) | 7.4% | 92.6% | 56.0% |
| Fast Stream (79) | 10.1% | 89.9% | 51.6% |
| Senior Officer (118) | 9.3% | 90.7% | 59.0% |
| Higher Officer (373) | 8.3% | 91.7% | 59.5% |
| Officer (425) | 6.4% | 93.6% | 52.0% |
| Assistant Officer (952) | 8.3% | 91.7% | 45.2% |
| Admin Assistant (16) | 0.0% | 100.0% | 66.7% |
| All staff (2,157) | 7.9% | 92.1% | 50.2% |
Note that ‘Choose not to declare’ and ‘not known’ percentages for disability are not shown.
The highest disability declaration rates are by new entrants at the Admin Assistant grade, with Grade 6 new entrants having the lowest declaration rate.
Ethnicity
2,337 (54.3%) of the 4,301 new entrants have 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 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 2017 to 2018 by known ethnicity and grade
| HMRC grade | BAME (474) | White (1,863) | Positive declaration % |
|---|---|---|---|
| SCS (22) | 4.5% | 95.5% | 50.0% |
| Grade 6 (28) | 17.9% | 82.1% | 43.8% |
| Grade 7 (156) | 18.6% | 81.4% | 58.6% |
| Fast Stream (88) | 12.5% | 87.5% | 57.5% |
| Senior Officer (135) | 25.9% | 74.1% | 67.5% |
| Higher Officer (413) | 19.6% | 80.4% | 65.9% |
| Officer (470) | 17.2% | 82.8% | 57.5% |
| Assistant Officer (1,008) | 22.8% | 77.2% | 47.9% |
| Admin Assistant (17) | 5.9% | 94.1% | 70.8% |
| All staff (2,337) | 20.3% | 79.7% | 54.3% |
Note that ‘Choose not to declare’ and ‘not known’ percentages for ethnicity are not shown.
Gender
Percentages of new entrants to HMRC in 2017 to 2018 by gender and grade
| HMRC grade | Female (1,954) | Male (2,347) |
|---|---|---|
| SCS (44) | 50.0% | 50.0% |
| Grade 6 (64) | 43.8% | 56.3% |
| Grade 7 (266) | 47.0% | 53.0% |
| Fast Stream (153) | 44.4% | 55.6% |
| Senior Officer (200) | 48.0% | 52.0% |
| Higher Officer (627) | 46.3% | 53.7% |
| Officer (818) | 42.5% | 57.5% |
| Assistant Officer (2,105) | 46.4% | 53.6% |
| Admin Assistant (24) | 4.2% | 95.8% |
| All staff (4,301) | 45.4% | 54.6% |
The total number of males joining HMRC in 2017 to 2018 (2,347) exceeded females (1,954). Within the Senior Civil Service (SCS) 14 male new entrants were appointed and 12 female. 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.
Working pattern
Headcount and percentage proportions of new entrants in 2017 to 2018 by working pattern and grade
| HMRC grade | Full-time (4,021) | Part-time (280) |
|---|---|---|
| SCS (44) | 81.8% | 18.2% |
| Grade 6 (64) | 89.1% | 10.9% |
| Grade 7 (266) | 84.2% | 15.8% |
| Fast Stream (153) | 98.7% | 1.3% |
| Senior Officer (200) | 91.0% | 9.0% |
| Higher Officer (627) | 93.8% | 6.2% |
| Officer (818) | 96.9% | 3.1% |
| Assistant Officer (2,105) | 93.4% | 6.6% |
| Admin Assistant (24) | 100.0% | 0.0% |
| All staff (4,301) | 93.5% | 6.5% |
2B: performance ratings
A performance management system existed 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 2017 to 2018 a total of 58,075 individual performance ratings were recorded for employees in the Admin Assistant grade through to Grade 6. The 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 our approach to managing performance and development during the year. In summer 2017, we carried out a programme of engagement with our people to seek their views on what a new approach to managing performance and development in HMRC should look like. The new approach is based on regular performance development conversations and real time reward and went live in early July 2018.
The total number of individual markings in each performance category is recorded in brackets below.
| Performance rating | Percentage proportion |
|---|---|
| Exceeded (11,101) | 19.0% |
| Achieved (43,564) | 74.6% |
| Must Improve (3,391) | 5.8% |
| No Assessment Required (271) | 0.5% |
| Managing Poor Performance (37) | 0.1% |
| All staff (58,075) |
Grade
Performance rating percentages by grade for 2017 to 2018
| HMRC Grade | Exceeded (11,101) | Achieved (43,546) | Must Improve (3,391) | Managing poor performance (37) |
|---|---|---|---|---|
| Grade 6 (1,320) | 25.3% | 72.3% | 2.4% | 0.0% |
| Grade 7 (3,613) | 22.5% | 74.0% | 3.4% | 0.0% |
| Fast Stream (937) | 18.1% | 73.5% | 8.3% | 0.0% |
| Senior Officer (5,014) | 21.7% | 74.5% | 3.8% | 0.0% |
| Higher Officer (11,186) | 20.2% | 74.7% | 5.0% | 0.1% |
| Officer (14,180) | 19.7% | 74.4% | 5.9% | 0.1% |
| Assistant Officer (20,866) | 16.8% | 75.9% | 7.2% | 0.1% |
| Admin. Assistant. (959) | 14.5% | 78.3% | 7.1% | 0.1% |
| All staff (58,075) | 19.1% | 75.0% | 5.8% | 0.1% |
Age
Performance ratings percentages by age for 2017 to 2018
| Age Range | Exceeded (11,101) | Achieved (43,546) | Must Improve (3,391) | Managing poor performance (37) |
|---|---|---|---|---|
| 16 - 19 (1783) | 7.3% | 80.9% | 11.8% | 0.0% |
| 20 - 24 (2,707) | 16.7% | 73.9% | 9.3% | 0.1% |
| 25 - 29 (5,467) | 19.1% | 72.6% | 8.2% | 0.1% |
| 30 - 34 (5,245) | 21.1% | 72.5% | 6.4% | 0.1% |
| 35 - 39 (6,298) | 22.1% | 72.7% | 5.2% | 0.0% |
| 40 - 44 (5,562) | 21.4% | 73.6% | 5.0% | 0.1% |
| 45 - 49 (7,873) | 21.5% | 73.2% | 5.2% | 0.1% |
| 50 - 54 (10,436) | 20.7% | 74.7% | 4.5% | 0.0% |
| 55 - 59 (9,231) | 16.3% | 78.3% | 5.4% | 0.1% |
| 60 - 64 (4,137) | 11.7% | 81.6% | 6.7% | 0.0% |
| 65+ (941) | 6.7% | 84.7% | 8.2% | 0.4% |
| All staff (58,075) | 19.1% | 75.0% | 5.8% | 0.1% |
Disability
38,904 (67%) of recorded performance ratings for 2017 to 2018 were awarded to staff who had made a positive disability declaration.
Performance ratings percentages by known disability status for 2017 to 2018
| Disability Status | Exceeded (7,786) | Achieved (29,042) | Must Improve (2,056) | Managing poor performance (20) |
|---|---|---|---|---|
| Disabled (5,411) | 15.62% | 75.88% | 8.39% | 0.11% |
| Non- disabled (33,493) | 20.72% | 74.45% | 4.78% | 0.04% |
| All staff (38,904) | 20.01% | 74.65% | 5.28% | 0.05% |
Ethnicity
44,262 (76.2%) of recorded performance ratings for 2017 to 2018 were awarded to employees who had made an ethnicity declaration.
Performance rating percentages by ethnicity for 2017 to 2018
| Ethnicity category | Exceeded (8,803) | Achieved (33,062) | Must Improve (2,371) | Managing poor performance (26) |
|---|---|---|---|---|
| BAME (5,569) | 13.81% | 76.60% | 9.46% | 0.13% |
| White (38,693) | 20.76% | 74.42% | 4.77% | 0.05% |
| All staff (44,262) | 19.89% | 74.70% | 5.36% | 0.06% |
Gender
Performance rating percentages by gender for 2017 to 2018
| Gender | Exceeded (11,101) | Achieved (43,546) | Must Improve (3,391) | Managing poor performance (37) |
|---|---|---|---|---|
| Female (31,780) | 20.07% | 75.55% | 4.36% | 0.01% |
| Male (26,295) | 17.96% | 74.30% | 7.62% | 0.13% |
| All staff (58,075) | 19.11% | 74.98% | 5.84% | 0.06% |
Sexual orientation
Performance rating percentages by known sexual orientation for 2017 to 2018
| Sexual orientation Category | Exceeded (6,989) | Achieved (25,400) | Must Improve (1,890) | Managing poor performance (15) |
|---|---|---|---|---|
| Lesbian/gaybisexual/other (1,628) | 20.76% | 71.01% | 8.23% | 0.00% |
| Heterosexual (32,666) | 20.36% | 74.22% | 5.38% | 0.05% |
| All staff (34,294) | 20.38% | 74.07% | 5.51% | 0.04% |
Working pattern
Performance rating percentages by working pattern for 2017 to 2018
| Working Pattern | Exceeded (11,101) | Achieved (43,546) | Must Improve (3,391) | Managing poor performance (37) |
|---|---|---|---|---|
| Full-time (41,009) | 21.23% | 72.57% | 6.12% | 0.08% |
| Part-time (17,066) | 14.03% | 80.78% | 5.17% | 0.02% |
| All staff (58,075) | 19.11% | 74.98% | 5.84% | 0.06% |
2C: mandatory training
As at 31 March 2018, there were several mandatory online training packages that all staff should complete, some of which need to be refreshed at set intervals. Further mandatory online training packages were to be completed by employees with management responsibility.
Mandatory training packages uptake
The table below shows the training uptake percentages for mandatory training packages as at 31 March 2018 and is based on a total workforce headcount at that time of 64,764.
Mandatory training uptake percentages for all staff as at 31 March 2018
| Mandatory training - all staff | Uptake % |
|---|---|
| Display screen equipment (53,393) | 81.4% |
| Equality & diversity essentials (49,440) | 75.3% |
| Fire awareness (50,133) | 76.4% |
| Health and safety awareness (50,741) (Non-managers only) | 77.3% |
| Responsible for information (61,336) | 93.5% |
| Working with official information (60,009) | 91.4% |
The table below shows the uptake percentages for the mandatory training packages for managers at 31 March 2018 and is based on a total of 10,312 staff with line management responsibility at that date.
Mandatory training take-up percentages for managers as at 31 March 2018
| Mandatory training - managers | Uptake % |
|---|---|
| Health and safety accidents (8,253) | 79.9% |
| Health and safety managers (8,183) | 79.2% |
| Health and safety risk assessment (7,822) | 77.3% |
| Unconscious bias (9,206) | 89.1% |
2D: promotions
3,377 employees achieved substantive promotion in 2017 to 2018. 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.
Substantive promotions
Promotions into grade percentages for 2017 to 2018
| Grade | % of all promotions (3,377) |
|---|---|
| SCS (38) | 1.1% |
| Grade 6 (177) | 5.2% |
| Grade 7 (504) | 14.9% |
| Fast Stream (104) | 3.1% |
| Senior Officer (714) | 21.1% |
| Higher Officer (837) | 24.8% |
| Officer (832) | 24.6% |
| Assistant Officer (171) | 5.1% |
Age
Promotions into grade percentages by age range for 2017 to 2018
| Grade | 16 - 19 (<10) | 20 - 24 (186) | 25 - 29 (520) | 30 - 34 (472) | 35 - 39 (509) | 40 - 44 (389) | 45 - 49 (515) | 50 - 54 (470) | 55 - 59 (256) | 60 - 64 (53) | 65+ (<10) |
|---|---|---|---|---|---|---|---|---|---|---|---|
| SCS (38) | 0.0% | 0.0% | 0.0% | 0.0% | 2.4% | 0.5% | 2.5% | 1.5% | 1.6% | 0.0% | 0.0% |
| Grade 6 (177) | 0.0% | 0.0% | 0.6% | 3.8% | 8.4% | 7.5% | 5.4% | 8.5% | 5.9% | 1.9% | 0.0% |
| Grade 7 (504) | 0.0% | 0.0% | 18.1% | 13.8% | 12.2% | 16.2% | 17.9% | 17.2% | 15.2% | 15.1% | 0.0% |
| Fast Stream (104) | 0.0% | 9.1% | 7.1% | 4.9% | 2.9% | 1.0% | 0.6% | 0.9% | 0.4% | 0.0% | 0.0% |
| Senior Officer (714) | 0.0% | 3.8% | 9.8% | 16.5% | 20.4% | 23.1% | 29.7% | 29.6% | 32.0% | 17.0% | 16.7% |
| Higher Officer (837) | 0.0% | 32.8% | 22.1% | 24.4% | 28.1% | 22.9% | 26.4% | 22.6% | 22.7% | 24.5% | 16.7% |
| Officer (832) | 100.0% | 38.7% | 32.9% | 31.6% | 23.4% | 24.7% | 14.8% | 17.7% | 18.8% | 28.3% | 33.3% |
| Assistant Officer (171) | 0.0% | 15.6% | 9.4% | 5.1% | 2.2% | 4.1% | 2.7% | 2.1% | 3.5% | 13.2% | 33.3% |
Disability
Of the employees promoted in 2017 to 2018, 2,368 (70.1%, up from 65.5% in 2016 to 2017) had made a positive disability declaration.
Promotions into grade percentages by known disability status for 2017 to 2018
| Grade | 16 - 19 (<10) | 20 - 24 (186) | 25 - 29 (520) | 30 - 34 (472) | 35 - 39 (509) | 40 - 44 (389) | 45 - 49 (515) | 50 - 54 (470) | 55 - 59 (256) | 60 - 64 (53) | 65+ (<10) |
|---|---|---|---|---|---|---|---|---|---|---|---|
| SCS (38) | 0.0% | 0.0% | 0.0% | 0.0% | 2.4% | 0.5% | 2.5% | 1.5% | 1.6% | 0.0% | 0.0% |
| Grade 6 (177) | 0.0% | 0.0% | 0.6% | 3.8% | 8.4% | 7.5% | 5.4% | 8.5% | 5.9% | 1.9% | 0.0% |
| Grade 7 (504) | 0.0% | 0.0% | 18.1% | 13.8% | 12.2% | 16.2% | 17.9% | 17.2% | 15.2% | 15.1% | 0.0% |
| Fast Stream (104) | 0.0% | 9.1% | 7.1% | 4.9% | 2.9% | 1.0% | 0.6% | 0.9% | 0.4% | 0.0% | 0.0% |
| Senior Officer (714) | 0.0% | 3.8% | 9.8% | 16.5% | 20.4% | 23.1% | 29.7% | 29.6% | 32.0% | 17.0% | 16.7% |
| Higher Officer (837) | 0.0% | 32.8% | 22.1% | 24.4% | 28.1% | 22.9% | 26.4% | 22.6% | 22.7% | 24.5% | 16.7% |
| Officer (832) | 100.0% | 38.7% | 32.9% | 31.6% | 23.4% | 24.7% | 14.8% | 17.7% | 18.8% | 28.3% | 33.3% |
| Assistant Officer (171) | 0.0% | 15.6% | 9.4% | 5.1% | 2.2% | 4.1% | 2.7% | 2.1% | 3.5% | 13.2% | 33.3% |
The number shown in brackets represents the total number of people promoted for each grade who declared their disability status.
Ethnicity
Of the employees promoted in 2017 to 2018, 2,663 (78.9%, up from 77.9% in 2016 to 2017) had made an ethnicity declaration.
Promotion into grade percentages by known ethnicity for 2017 to 2018
| Grade | BAME (323) | White (2,340) | Positive declaration % |
|---|---|---|---|
| SCS (34) | 11.8% | 88.2% | 89.5% |
| Grade 6 (150) | 11.3% | 88.7% | 84.7% |
| Grade 7 (425) | 8.7% | 91.3% | 84.3% |
| Fast Stream (80) | 11.3% | 88.8% | 76.9% |
| Senior Officer (583) | 12.7% | 87.3% | 81.7% |
| Higher Officer (678) | 13.6% | 86.4% | 81.0% |
| Officer (634) | 13.7% | 86.3% | 76.2% |
| Assistant Officer (79) | 3.8% | 96.2% | 46.2% |
| All staff (2,663) | 12.1% | 87.9% | 78.9% |
The number shown in brackets represents the total number of people promoted to each grade who declared their ethnicity.
Gender
In 2017 to 2018, 50.5% of substantive promotions were for women (down from 52.2% in 2016 to 2017) this is slightly below the overall level of women’s representation in the workforce (55.2%).
Promotion into grade percentages by gender and grade for 2017 to 2018
| Grade | Female (1,704) | Male (1,673) |
|---|---|---|
| SCS (38) | 50.0% | 50.0% |
| Grade 6 (177) | 50.3% | 49.7% |
| Grade 7 (504) | 42.1% | 57.9% |
| Fast Stream (104) | 30.8% | 69.2% |
| Senior Officer (714) | 52.8% | 47.2% |
| Higher Officer (837) | 55.6% | 44.4% |
| Officer (832) | 53.6% | 46.4% |
| Assistant Officer (171) | 37.4% | 62.6% |
| All staff (3,377) | 50.5% | 49.5% |
Sexual orientation
Of the employees promoted in 2017 to 2018, 2,200 (65.1%, up from 60.9% in 2016 to 2017) had made a sexual orientation declaration.
Promotion into grade percentages by known sexual orientation for 2017 to 2018:
| Grade | Lesbian/gay/bisexual/other (130) | Heterosexual (2,070) | Positive declaration % |
|---|---|---|---|
| SCS (29) | 3.4% | 96.6% | 76.3% |
| Grade 6 (127) | 7.1% | 92.9% | 71.8% |
| Grade 7 (370) | 5.7% | 94.3% | 73.4% |
| Fast Stream (76) | 6.6% | 93.4% | 73.1% |
| Senior Officer (476) | 4.0% | 96.0% | 66.7% |
| Higher Officer (550) | 5.3% | 94.7% | 65.7% |
| Officer (503) | 8.2% | 91.8% | 60.5% |
| Assistant Officer (69) | 7.2% | 92.8% | 40.4% |
| All staff (2,200) | 5.9% | 94.1% | 65.1% |
The number shown in brackets represents the total number of people promoted to each grade who declared their sexual orientation.
Working pattern
Promotions into grade percentages by working pattern for 2017 to 2018
| Grade | Full-time (2,994) | Part-time (383) |
|---|---|---|
| SCS (38) | 92.1% | 7.9% |
| Grade 6 (177) | 93.2% | 6.8% |
| Grade 7 (504) | 93.7% | 6.3% |
| Fast Stream (104) | 97.1% | 2.9% |
| Senior Officer (714) | 89.6% | 10.4% |
| Higher Officer (837) | 88.3% | 11.7% |
| Officer (832) | 84.5% | 15.5% |
| Assistant Officer (171) | 81.3% | 18.7% |
| All staff (3,377) | 88.7% | 11.3% |
2E: maternity and adoption leave
In the year ending 31 March 2018, a total of 1,847 employees took maternity or adoption leave. This is an increase compared with 1,224 employees in 2015 to 2016. There were 71 instances of adoption leave and 1,776 instances of maternity leave.
Grade
New maternity and adoption leave instances by grade for 2017 to 2018
| Grade | % of all adoption/ maternity instances (1,847) |
|---|---|
| SCS (36) | 1.9% |
| Grade 6 (45) | 2.4% |
| Grade 7 (135) | 7.3% |
| Fast Stream (49) | 2.7% |
| Senior Officer (104) | 5.6% |
| Higher Officer (266) | 14.4% |
| Officer (381) | 20.6% |
| Assistant Officer (821) | 44.5% |
| Admin Assistant (10) | 0.5% |
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 2017 to 2018
| Grade | Average no. of working days taken |
|---|---|
| SCS (36) | 50.4 |
| Grade 6 (45) | 132.5 |
| Grade 7 (135) | 128.8 |
| Fast Stream (49) | 83.3 |
| Senior Officer (104) | 103.4 |
| Higher Officer (266) | 152.8 |
| Officer (381) | 146.1 |
| Assistant Officer (821) | 135.3 |
| Admin Assistant (10) | 176.2 |
| SCS (36) | 134.9 |
Age
New maternity and adoption leave instances by age range for 2017 to 2018
| Age range | % of all adoption/ maternity leave instances (1,848) |
|---|---|
| 16 - 19 (<10) | 0.3% |
| 20 - 24 (88) | 4.8% |
| 25 - 29 (410) | 22.2% |
| 30 - 34 (699) | 37.8% |
| 35 - 39 (505) | 27.3% |
| 40 - 44 (106) | 5.7% |
| 45 - 49 (23) | 1.2% |
| 50 - 54 (11) | 0.6% |
| 55 - 59 (0) | 0.0% |
| 60 - 64 (0) | 0.0% |
| 65+ (0) | 0.0% |
Region
New maternity and adoption leave instances by region compared with total HMRC workforce by region in 2017 to 2018
| Office region | % of all adoption/ maternity leave instances (1,848) | % of HMRC workforce (64,764) |
|---|---|---|
| East (46) | 2.5% | 3.8% |
| East Midlands (64) | 3.5% | 5.6% |
| London (303) | 16.4% | 12.8% |
| North East (293) | 15.9% | 11.5% |
| North West (405) | 21.9% | 19.8% |
| Northern Ireland (48) | 2.6% | 3.3% |
| Scotland (280) | 15.2% | 14.4% |
| South East (49) | 2.7% | 4.6% |
| South West (31) | 1.7% | 2.5% |
| Wales (93) | 5.0% | 7.3% |
| West Midlands (128) | 6.9% | 6.9% |
| Yorks. & Humber (102) | 5.5% | 7.5% |
| Home/unknown (4) | 0.2% | 0.1% |
Working pattern
New instances of maternity and adoption leave percentages by working pattern in 2017 to 2018
| Working pattern | % of all adoption/ maternity leave instances (1,847) | % of HMRC workforce (64,764) |
|---|---|---|
| Full-time (1185) | 64.2% | 70.5% |
| Part-time (662) | 35.8% | 29.5% |
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 2017 to 2018
| Change in working hours | % of all adoption/ maternity leave instances (1,847) |
|---|---|
| Reductions in hours (160) | 8.7% |
| No change (1,589) | 86.0% |
| Increase in hours (98) | 5.3% |
2F: grievances
The data presented here shows the proportion of employees who have lodged a formal grievance in the year ending 31 March 2018 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 2017 to 2018, 208 HMRC employees lodged a formal grievance.
Grade
Grievances in 2017 to 2018 by grade
| Grade | % of all grievances |
|---|---|
| SCS (0) | 0.0% |
| Grade 6 (<10) | 1.0% |
| Grade 7 (10) | 4.8% |
| Fast Stream (<10) | 1.9% |
| Senior Officer (25) | 12.0% |
| Higher Officer (41) | 19.7% |
| Officer (40) | 19.2% |
| Assistant Officer (86) | 41.1% |
| Admin Assistant (0) | 0.0% |
The majority of formal complaints were lodged by Assistant Officers.
Age
Grievances percentages by age range and grade in 2017 to 2018
| Grade | 16 - 19 (<10) | 20 - 24 (<10) | 25 - 29 (26) | 30 - 34 (25) | 35 - 39 (23) | 40 - 44 (17) | 45 - 49 (31) | 50 - 54 (30) | 55 - 59 (31) | 60 - 64 (11) | 65+ (<10) |
|---|---|---|---|---|---|---|---|---|---|---|---|
| SCS (<10) | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% |
| Grade 6 (<10) | 0.0% | 0.0% | 0.0% | 50.0% | 0.0% | 0.0% | 0.0% | 0.0% | 50.0% | 0.0% | 0.0% |
| Grade 7 (10) | 0.0% | 0.0% | 0.0% | 0.0% | 10.0% | 0.0% | 20.0% | 10.0% | 50.0% | 10.0% | 0.0% |
| Fast Stream (<10) | 0.0% | 25.0% | 50.0% | 25.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% |
| Senior Officer (25) | 0.0% | 0.0% | 0.0% | 0.0% | 4.0% | 12.0% | 24.0% | 16.0% | 32.0% | 8.0% | 4.0% |
| Higher Officer (41) | 0.0% | 4.9% | 12.2% | 12.2% | 9.8% | 14.6% | 9.8% | 24.4% | 9.8% | 0.0% | 2.4% |
| Officer (40) | 0.0% | 2.5% | 10.0% | 17.5% | 7.5% | 5.0% | 17.5% | 17.5% | 15.0% | 5.0% | 2.5% |
| Assistant Officer (86) | 1.2% | 5.8% | 17.4% | 12.8% | 16.3% | 7.0% | 14.0% | 9.3% | 8.1% | 7.0% | 1.2% |
| Admin Assistant (<10) | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% |
| All staff (208) | 0.5% | 4.3% | 12.5% | 12.0% | 11.1% | 8.2% | 14.9% | 14.4% | 14.9% | 5.3% | 1.9% |
Disability
Of the 208 employees who lodged a formal grievance in 2017 to 2018, 123 (59.1%) declared their disability status.
Grievances percentages by known disability and grade for 2017 to 2018
| Grade | Disabled (38) | Non- disabled (85) | Positive declaration % |
|---|---|---|---|
| SCS (<10) | 0.0% | 0.0% | 0.0% |
| Grade 6 (<10) | 0.0% | 100.0% | 100.0% |
| Grade 7 (10) | 40.0% | 60.0% | 50.0% |
| Fast Stream (<10) | 0.0% | 100.0% | 50.0% |
| Senior Officer (14) | 21.4% | 78.6% | 56.0% |
| Higher Officer (27) | 29.6% | 70.4% | 65.9% |
| Officer (26) | 19.2% | 80.8% | 65.0% |
| Assistant Officer (47) | 42.6% | 57.4% | 54.7% |
| Admin Assistant (<10) | 0.0% | 0.0% | 0.0% |
| All staff (123) | 30.9% | 69.1% | 59.1% |
30.9% of formal grievances were lodged by known disabled employees. 10.9% of employees who lodged a grievance had not declared their disability status.
Ethnicity
137 (65.9%) of the 208 employees who lodged a formal grievance in 2017 to 2018 declared their ethnicity.
Grievances percentages by known ethnicity and grade
| Grade | BAME (40) | White (97) | Positive declaration % |
|---|---|---|---|
| SCS (<10) | 0.0% | 0.0% | 0.0% |
| Grade 6 (<10) | 50.0% | 50.0% | 100.0% |
| Grade 7 (<10) | 0.0% | 100.0% | 40.0% |
| Fast Stream (<10) | 50.0% | 50.0% | 50.0% |
| Senior Officer (17) | 35.3% | 64.7% | 68.0% |
| Higher Officer (30) | 23.3% | 76.7% | 73.2% |
| Officer (31) | 32.3% | 67.7% | 77.5% |
| Assistant Officer (51) | 29.4% | 70.6% | 59.3% |
| Admin Assistant (<10) | 0.0% | 0.0% | 0.0% |
| All staff (137) | 29.2% | 70.8% | 65.9% |
29.2% of formal grievances were lodged by known BAME employees (increasing from 14.0% in 2016 to 2017).
Gender
Grievances percentages by gender and grade in 2017 to 2018
| Grade | Female (117) | Male (91) |
|---|---|---|
| SCS (<10) | 0.0% | 0.0% |
| Grade 6 (<10) | 0.0% | 100.0% |
| Grade 7 (10) | 40.0% | 60.0% |
| Fast Stream (<10) | 50.0% | 50.0% |
| Senior Officer (25) | 44.0% | 56.0% |
| Higher Officer (41) | 70.7% | 29.3% |
| Officer (40) | 47.5% | 52.5% |
| Assistant Officer (86) | 60.5% | 39.5% |
| Admin Assistant (<10) | 0.0% | 0.0% |
| All staff (208) | 56.3% | 43.8% |
117 (56.3%) of the 208 employees who lodged a formal grievance were female which is slightly higher than the overall percentage proportion of women in HMRC’s workforce.
Sexual orientation
Grievances percentages by known sexual orientation and grade for 2017 to 2018
| Grade | Lesbian/gay/bisexual/other (14) | Heterosexual (95) | Positive declaration % |
|---|---|---|---|
| SCS (<10) | 0.0% | 0.0% | 0.0% |
| Grade 6 (<10) | 0.0% | 100.0% | 50.0% |
| Grade 7 (<10) | 25.0% | 75.0% | 40.0% |
| Fast Stream (<10) | 50.0% | 50.0% | 50.0% |
| Senior Officer (15) | 13.3% | 86.7% | 60.0% |
| Higher Officer (26) | 11.5% | 88.5% | 63.4% |
| Officer (21) | 4.8% | 95.2% | 52.5% |
| Assistant Officer (40) | 15.0% | 85.0% | 46.5% |
| Admin Assistant (<10) | 0.0% | 0.0% | 0.0% |
| All staff (109) | 12.8% | 87.2% | 52.4% |
Working pattern
Grievances percentages by working pattern and grade for 2017 to 2018
| Grade | Full-time (154) | Part-time (54) |
|---|---|---|
| SCS (<10) | 0.0% | 0.0% |
| Grade 6 (<10) | 100.0% | 0.0% |
| Grade 7 (10) | 80.0% | 20.0% |
| Fast Stream (<10) | 100.0% | 0.0% |
| Senior Officer (25) | 84.0% | 16.0% |
| Higher Officer (41) | 80.5% | 19.5% |
| Officer (40) | 82.5% | 17.5% |
| Assistant Officer (86) | 61.6% | 38.4% |
| Admin Assistant (<10) | 0.0% | 0.0% |
| All staff (208) | 74.0% | 26.0% |
2G: 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 2017 to 2018, there were 480 cases where employees were subject to formal disciplinary procedures. Our lines of business are responsible for disciplinary matters and for taking action at a local level to ensure a fairness of approach.
Grade
Disciplinary procedures - grade percentages of referrals compared with total HMRC workforce in 2017 to 2018
| Grade | % of disciplinary cases (480) | % of total HMRC workforce (64,764) |
|---|---|---|
| SCS (<10) | 1.7% | 0.6% |
| Grade 6 (20) | 4.2% | 2.3% |
| Grade 7 (53) | 11.0% | 6.1% |
| Fast Stream (<10) | 0.4% | 1.5% |
| Senior Officer (117) | 24.4% | 8.3% |
| Higher Officer (199) | 41.5% | 18.2% |
| Officer (55) | 11.5% | 23.5% |
| Assistant Officer (24) | 5.0% | 37.4% |
| Admin Assistant (<10) | 0.4% | 2.1% |
Age
Disciplinary procedures - age range percentages of referrals compared with total workforce for 2017 to 2018
| Age range | % of disciplinary cases (480) | % of total HMRC workforce (64,764) |
|---|---|---|
| 16 - 19 (<10) | 0.2% | 0.3% |
| 20 - 24 (<10) | 1.0% | 4.7% |
| 25 - 29 (23) | 4.8% | 9.2% |
| 30 - 34 (48) | 10.0% | 8.9% |
| 35 - 39 (56) | 11.7% | 10.8% |
| 40 - 44 (58) | 12.1% | 9.6% |
| 45 - 49 (102) | 21.3% | 13.5% |
| 50 - 54 (109) | 22.7% | 17.9% |
| 55 - 59 (61) | 12.7% | 16.1% |
| 60 - 64 (12) | 2.5% | 7.4% |
| 65+ (<10) | 1.0% | 1.6% |
Disability
Of the 480 cases referred for disciplinary action in 2017 to 2018, 347 (70.2%) had made a positive disability status declaration (30 disabled and 307 non-disabled).
Disciplinary procedures - percentages comparing known disability status of referred staff with known disability status of the total workforce for 2017 to 2018
| Disability status | % of disciplinary cases (337) | % of total HMRC workforce (42,898) |
|---|---|---|
| Disabled (30) | 8.9% | 14.0% |
| Non-disabled (307) | 91.1% | 86.0% |
| Positive declaration % | 70.2% | 66.2% |
Ethnicity
Of the 480 cases referred for disciplinary action in 2017 to 2018, 388 (80.8%) had made a positive ethnicity declaration (16 BAME and 372 white). These figures are compared with the 49,079 (75.8%) ethnicity declarations made by HMRC employees (5,844 BAME and 43,235 white) as at 31 March 2018.
Disciplinary procedures percentages comparing where ethnicity is known with ethnicity in the total workforce for 2017 to 2018
| Ethnicity category | % of disciplinary cases (388) | % of total HMRC workforce (49,079) |
|---|---|---|
| BAME (16) | 4.1% | 11.9% |
| White (372) | 95.9% | 88.1% |
| Positive declaration % | 80.8% | 75.8% |
Gender
Of the 480 employees referred for disciplinary action during 2017 to 2018, 259 were female and 221 were male. Across the department as a whole, HMRC had 35,759 female employees and 29,005 male employees.
Disciplinary procedures gender percentages comparing referrals with the total workforce for 2017 to 2018
| Gender | % of disciplinary cases (480) | % of total HMRC workforce (64,764) |
|---|---|---|
| Female (259) | 54% | 56.3% |
| Male (221) | 46% | 43.8% |
Sexual orientation
Of the 480 cases referred for disciplinary action in 2017 to 2018, 314 (65.4%) made a positive sexual orientation declaration (297 heterosexual and 17 lesbian, gay, bisexual and other). These figures are compared with the 37,505 (57.9%) positive sexual orientation declarations made by HMRC employees (35,727 heterosexual and 1,778 lesbian, gay, bisexual and other) as at 31 March 2018.
Disciplinary procedures percentages comparing referrals where sexual orientation is known with sexual orientation in the total workforce for 2017 to 2018:
| Sexual orientation | % of disciplinary cases (314) | % of total HMRC workforce (37,505) |
|---|---|---|
| Heterosexual (297) | 94.6 | 95.3% |
| Lesbian/gay/bisexual/other (17) | 5.4% | 4.7% |
| Positive declaration % | 65.4% | 57.9% |
Working pattern
480 full-time employees and 74 part-timers were referred for disciplinary action. Across the department as a whole, HMRC had 45,091 full-time employees and 19,673 part-time employees.
Disciplinary procedures comparison of referrals by working pattern with total HMRC workforce for 2017 to 2018
| Working pattern | % of disciplinary cases (480 | % of total HMRC workforce (64,764) |
|---|---|---|
| Full-time (406) | 84.6% | 69.6% |
| Part-time (74) | 15.4% | 30.4% |
Region
Disciplinary procedures comparison of regional referrals percentages with total workforce by region for 2017 to 2018
| Office region | % of disciplinary cases (480 | % of total HMRC workforce (64,764) |
|---|---|---|
| East (10) | 2.1% | 3.5% |
| East Midlands (21) | 4.4% | 5.2% |
| London (53) | 11.0% | 12.7% |
| North East (66) | 13.8% | 17.2% |
| North West (87) | 18.1% | 18.8% |
| Northern Ireland (<10) | 1.9% | 3.0% |
| Scotland (81) | 16.9% | 13.1% |
| South East (13) | 2.7% | 4.2% |
| South West (14) | 2.9% | 2.3% |
| Wales (48) | 10.0% | 6.7% |
| West Midlands (29) | 6.0% | 6.4% |
| Yorks. & Humber (45) | 9.4% | 6.9% |
| Home/unknown (<10) | 0.8% | 0.1% |
2H: leavers
The data presented shows the reasons for leaving HMRC by grade, working pattern, age, disability status, ethnicity and gender.
In 2017 to 2018, a total of 7,966 employees left HMRC through the various leaving reasons indicated below.
Grade
Leaving reason by grade percentages for 2017 to 2018
| Office region | % of disciplinary cases (480) | % of total HMRC workforce (64,764) |
|---|---|---|
| East (10) | 2.1% | 3.5% |
| East Midlands (21) | 4.4% | 5.2% |
| London (53) | 11.0% | 12.7% |
| North East (66) | 13.8% | 17.2% |
| North West (87) | 18.1% | 18.8% |
| Northern Ireland (<10) | 1.9% | 3.0% |
| Scotland (81) | 16.9% | 13.1% |
| South East (13) | 2.7% | 4.2% |
| South West (14) | 2.9% | 2.3% |
| Wales (48) | 10.0% | 6.7% |
| West Midlands (29) | 6.0% | 6.4% |
| Yorks. & Humber (45) | 9.4% | 6.9% |
| Home/unknown (<10) | 0.8% | 0.1% |
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
Age
Leaving reason by age range percentages for 2017 to 2018
| Leaving reason | 16 - 19 (56) | 20 - 24 (1,058) | 25 - 29 (1,404) | 30 - 34 (713) | 35 - 39 (595) | 40 - 44 (475) | 45 - 49 (508) | 50 - 54 (695) | 55 - 59 (1,126) | 60 - 64 (985) | 65+ (351) |
|---|---|---|---|---|---|---|---|---|---|---|---|
| Resignation (1,829) | 66.1% | 37.7% | 26.0% | 29.6% | 30.4% | 31.6% | 26.2% | 22.6% | 12.7% | 4.4% | 2.8% |
| Retirement (1,175) | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.1% | 10.8% | 77.5% | 82.3% |
| Release scheme (637) | 0.0% | 0.0% | 0.1% | 1.3% | 6.4% | 10.5% | 14.0% | 19.7% | 16.9% | 10.8% | 9.7% |
| OGD loan (unpaid) (172) | 0.0% | 2.1% | 2.7% | 3.8% | 5.0% | 3.4% | 3.1% | 2.3% | 0.5% | 0.1% | 0.0% |
| OGD permanent transfer (2,855) | 12.5% | 48.7% | 64.9% | 58.2% | 47.9% | 45.7% | 40.7% | 27.1% | 7.4% | 2.5% | 0.6% |
| End of FTA (66) | 0.0% | 5.7% | 0.2% | 0.1% | 0.2% | 0.0% | 0.0% | 0.0% | 0.0% | 0.1% | 0.0% |
| Other (1,232) | 21.4% | 5.9% | 6.1% | 7.0% | 10.1% | 8.8% | 15.9% | 28.2% | 51.7% | 4.7% | 4.6% |
Comparatively higher proportions of younger employees leave the organisation through resignation or the expiry of temporary fixed-term contracts.
Disability
Of the 7,966 leavers in 2017 to 2018, 3,667 (46.0%) declared their declared their disability status.
Leaving reason by known disability status percentages for 2017 to 2018
| Leaving reason | Disabled (553) | Non- disabled (3,114) | Positive declaration % |
|---|---|---|---|
| Resignation (829) | 8.1% | 91.9% | 45.3% |
| Retirement (707) | 19.4% | 80.6% | 60.2% |
| Release scheme (332) | 15.1% | 84.9% | 52.1% |
| OGD loan (unpaid) (93) | 7.5% | 92.5% | 54.1% |
| OGD permanent transfer (1,002) | 12.2% | 87.8% | 35.1% |
| End of FTA (16) | 0.0% | 100.0% | 24.2% |
| Other (688) | 24.7% | 75.3% | 55.8% |
| All staff (3,667) | 15.1% | 84.9% | 46.0% |
Ethnicity
Of the 7,966 leavers in 2017-18, 4,201 (52.7%) declared their ethnicity.
Leaving reason by know ethnic category percentages for 2017 to 2018
| Leaving reason | BAME (550) | White (3,651) | Positive declaration % |
|---|---|---|---|
| Resignation (955) | 16.1% | 83.9% | 52.2% |
| Retirement (797) | 5.8% | 94.2% | 67.8% |
| Release scheme (375) | 10.4% | 89.6% | 58.9% |
| OGD loan (unpaid) (109) | 20.2% | 79.8% | 63.4% |
| OGD permanent transfer (1,159) | 18.6% | 81.4% | 40.6% |
| End of FTA (17) | 29.4% | 70.6% | 25.8% |
| Other (789) | 8.7% | 91.3% | 64.0% |
| All staff (4,201) | 13.1% | 86.9% | 52.7% |
Sexual orientation
Leaving reason by known sexual orientation percentages for 2017 to 2018
| Leaving reason | Lesbian/gay/bisexual/other (183) | Heterosexual (2,973) | Positive declaration % |
|---|---|---|---|
| Resignation (780) | 7.4% | 92.6% | 42.6% |
| Retirement (498) | 3.4% | 96.6% | 42.4% |
| Release scheme (252) | 2.4% | 97.6% | 39.6% |
| OGD loan (Unpaid) (93) | 8.6% | 91.4% | 54.1% |
| OGD permanent transfer (950) | 6.5% | 93.5% | 33.3% |
| End of FTA (13) | 0.0% | 100.0% | 19.7% |
| Other (570) | 5.6% | 94.4% | 46.3% |
| Total (3,156) | 5.8% | 94.2% | 39.6% |
Working pattern
Leaving reason by working pattern percentages for 2017 to 2018
| Leaving Reason | Full-time (5,641) | Part-time (2,325) |
|---|---|---|
| Resignation (1,829) | 76.4% | 23.6% |
| Retirement (1,175) | 35.0% | 65.0% |
| Release scheme (637) | 58.4% | 41.6% |
| OGD loan (unpaid) (172) | 89.0% | 11.0% |
| OGD permanent transfer (2,855) | 89.1% | 10.9% |
| End of FTA (66) | 51.5% | 48.5% |
| Other (1,232) | 59.3% | 40.7% |
| Total (7,966) | 70.8% | 29.2% |