Part 2, section 2: diversity of our workforce in key areas
Published 31 January 2020
© Crown copyright 2020
This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. To view this licence, visit nationalarchives.gov.uk/doc/open-government-licence/version/3 or write to the Information Policy Team, The National Archives, Kew, London TW9 4DU, or email: psi@nationalarchives.gov.uk.
Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned.
This publication is available at https://www.gov.uk/government/publications/hmrc-compliance-with-public-sector-equality-duties-2018-to-2019/part-2-section-2-diversity-of-our-workforce-in-key-areas
2A: New entrants
In 2018 to 2019, a total of 5,022 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 | Percentage of all new entrants |
|---|---|
| SCS (15) | 0.3% |
| Grade 6 (38) | 0.7% |
| Grade 7 (106) | 2.1% |
| Fast Stream (108) | 2.2% |
| Senior Officer (60) | 1.2% |
| Higher Officer (526) | 10.5% |
| Officer (1,170) | 23.3% |
| Assistant Officer (2,990) | 59.6% |
| Admin Assistant (<10) | …. |
| All staff (5,022) | 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 (247) | 20 - 24 (1,253) | 25 - 29 (1,169) | 30 - 34 (721) | 35 - 39 (489) | 40 - 44 (362) |
|---|---|---|---|---|---|---|
| SCS (15) | 0.0% | 0.0% | 0.0% | 0.0% | 13.3% | 26.7% |
| Grade 6 (38) | 0.0% | 0.0% | 2.6% | 13.2% | 36.8% | 10.5% |
| Grade 7 (106) | 0.0% | 2.8% | 19.8% | 22.6% | 8.5% | 13.2% |
| Fast Stream (108) | 0.0% | 49.1% | 21.3% | 18.5% | 8.3% | 2.8% |
| Senior Officer (60) | 0.0% | 1.7% | 15.0% | 23.3% | 13.3% | 11.7% |
| Higher Officer (526) | 0.0% | 12.4% | 26.2% | 21.1% | 15.4% | 9.9% |
| Officer (1,170) | 3.1% | 23.3% | 31.2% | 14.8% | 10.1% | 7.4% |
| Assistant Officer (2,990) | 7.0% | 28.7% | 20.5% | 12.5% | 8.3% | 6.4% |
| Admin Assistant (9) | 22.2% | 0.0% | 0.0% | 11.1% | 0.0% | 22.2% |
| All staff (5,022) | 4.9% | 25.0% | 23.3% | 14.4% | 9.7% | 7.2% |
| HMRC grade | 45 - 49 (301) | 50 - 54 (263) | 55 - 59 (150) | 60 - 64 (62) | 65+ (<10) |
|---|---|---|---|---|---|
| SCS (15) | 20.0% | 13.3% | 20.0% | 6.7% | …. |
| Grade 6 (38) | 18.4% | 10.5% | 7.9% | 0.0% | …. |
| Grade 7 (106) | 11.3% | 13.2% | 7.5% | 0.9% | …. |
| Fast Stream (108) | 0.0% | 0.0% | 0.0% | 0.0% | …. |
| Senior Officer (60) | 18.3% | 8.3% | 5.0% | 3.3% | …. |
| Higher Officer (526) | 6.1% | 5.5% | 2.7% | 0.8% | …. |
| Officer (1,170) | 4.5% | 3.7% | 1.6% | 0.3% | …. |
| Assistant Officer (2,990) | 6.1% | 5.5% | 3.3% | 1.7% | …. |
| Admin Assistant (9) | 11.1% | 22.2% | 11.1% | 0.0% | …. |
| All staff (5,022) | 6.0% | 5.2% | 3.0% | 1.2% | …. |
Disability
Of the 5,022 new entrants, 2,500 (49.8%) 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 (10.3%) and known non-disabled (89.7%) figures are calculated from the 54.7% of Grade 7 new entrants who had made a positive declaration.
Percentage of new entrants in 2018 to 2019 by known disability status and grade
| HMRC grade | Disabled (192) | Non-disabled (2,308) | Positive declaration |
|---|---|---|---|
| SCS (<10) | …. | …. | …. |
| Grade 6 (20) | 5.0% | 95.0% | 52.6% |
| Grade 7 (58) | 10.3% | 89.7% | 54.7% |
| Fast Stream (62) | 11.3% | 88.7% | 57.4% |
| Senior Officer (29) | 3.4% | 96.6% | 48.3% |
| Higher Officer (272) | 6.6% | 93.4% | 51.7% |
| Officer (498) | 10.0% | 90.0% | 42.6% |
| Assistant Officer (1,551) | 7.0% | 93.0% | 51.9% |
| Admin Assistant (<10) | …. | …. | …. |
| All staff (2,500) | 7.7% | 92.3% | 49.8% |
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 Fast Stream grade, with SCS new entrants having the lowest declaration rate.
Ethnicity
2,698 (53.7%) of the 5,022 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 (27.7%) and white (72.3%) figures are calculated from the 61.3% of Grade 7 new entrants who had made a positive declaration.
Percentages of new entrants to HMRC in 2018 to 2019 by known ethnicity and grade
| HMRC Grade | BAME (713) | White (1,985) | Positive declaration |
|---|---|---|---|
| SCS (<10) | …. | …. | …. |
| Grade 6 (20) | 10.0% | 90.0% | 52.6% |
| Grade 7 (65) | 27.7% | 72.3% | 61.3% |
| Fast Stream (68) | 16.2% | 83.8% | 63.0% |
| Senior Officer (34) | 26.5% | 73.5% | 56.7% |
| Higher Officer (305) | 19.3% | 80.7% | 58.0% |
| Officer (546) | 24.0% | 76.0% | 46.7% |
| Assistant Officer (1,647) | 29.1% | 70.9% | 55.1% |
| Admin Assistant (<10) | …. | …. | …. |
| All staff (2,698) | 26.4% | 73.6% | 53.7% |
Note: ‘Choose not to declare’ and ‘not known’ percentages for ethnicity are not shown.
Gender
Percentages of new entrants to HMRC in 2018 to 2019 by gender and grade
| HMRC grade | Female (2,267) | Male (2,755) |
|---|---|---|
| SCS (15) | 46.7% | 53.3% |
| Grade 6 (38) | 44.7% | 55.3% |
| Grade 7 (106) | 52.8% | 47.2% |
| Fast Stream (108) | 47.2% | 52.8% |
| Senior Officer (60) | 43.3% | 56.7% |
| Higher Officer (526) | 45.4% | 54.6% |
| Officer (1,170) | 45.0% | 55.0% |
| Assistant Officer (2,990) | 44.8% | 55.2% |
| Admin Assistant (<10) | …. | …. |
| All staff (5,022) | 45.1% | 54.9% |
The total number of males joining HMRC in 2018 to 2019 (2,755) exceeded females (2,267). Within the Senior Civil Service (SCS) 8 male new entrants were appointed and 7 female.
This shows a slight slowing of the trend to appoint more male new entrants than female (in the previous year 14 males were appointed to the SCS grade and 12 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 2018 to 2019 by working pattern and grade
| HMRC grade | Full-time (4,432) | Part-time (590) |
|---|---|---|
| SCS (15) | 93.3% | 6.7% |
| Grade 6 (38) | 81.6% | 18.4% |
| Grade 7 (106) | 87.7% | 12.3% |
| Fast Stream (108) | 98.1% | 1.9% |
| Senior Officer (60) | 91.7% | 8.3% |
| Higher Officer (526) | 98.5% | 1.5% |
| Officer (1,170) | 98.9% | 1.1% |
| Assistant Officer (2,990) | 81.9% | 18.1% |
| Admin Assistant (<10) | …. | …. |
| All staff (5,022) | 88.3% | 11.7% |
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.
2B: performance ratings
During the period of this report, HMRC introduced a new approach to managing performance and development for staff at all grades from Administrative Assistant to Grade 6.
The new approach, ‘Performance and Development Conversations’, focuses on good quality, regular conversations between staff and their managers. It doesn’t have a performance year running for 12 months like the previous performance management system, neither does it have a system of box markings and their associated end-of-year pay awards, replacing them instead with an additional in-year reward.
We are monitoring the nomination and payment of the in-year rewards as the new approach beds in. We expect to be able to publish analysis in next year’s report when we have a fuller picture.
2C: mandatory training
Software issues mean that we are unable to produce an analysis of the uptake of mandatory learning for this report. However, considerable efforts have been made to put a new IT system in place in order to facilitate analysis for future reports.
2D: promotions
5,007 employees achieved substantive promotion in 2018 to 2019. 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 the SCS.
Promotions into grade percentages for 2018 to 2019
| Grade | Percentage of all promotions (5,007) |
|---|---|
| SCS (29) | 0.6% |
| Grade 6 (216) | 4.3% |
| Grade 7 (848) | 16.9% |
| Fast Stream (108) | 2.2% |
| Senior Officer (975) | 19.5% |
| Higher Officer (1,146) | 28.9% |
| Officer (1,349) | 26.9% |
| Assistant Officer (36) | 0.7% |
Age
Promotions into grade percentages by age range for 2018 to 2019
| Grade | 16 - 19 (<10) | 20 - 24 (186) | 25 - 29 (520) | 30 - 34 (472) | 35 - 39 (509) | 40 - 44 (389) |
|---|---|---|---|---|---|---|
| SCS (29) | 0.0% | 0.0% | 0.0% | 0.4% | 1.0% | 1.0% |
| Grade 6 (216) | 0.0% | 0.0% | 0.5% | 3.6% | 4.4% | 5.2% |
| Grade 7 (848) | 0.0% | 4.3% | 22.4% | 17.9% | 15.9% | 14.4% |
| Fast Stream (108) | 0.0% | 2.8% | 4.3% | 3.6% | 2.2% | 1.3% |
| Senior Officer (975) | 0.0% | 5.7% | 9.1% | 16.3% | 20.9% | 23.0% |
| Higher Officer (1,146) | 0.0% | 24.2% | 26.3% | 29.7% | 30.5% | 32.1% |
| Officer (1,349) | 100.0% | 61.9% | 36.9% | 28.2% | 24.9% | 22.7% |
| Assistant Officer (36) | 0.0% | 1.1% | 0.4% | 0.1% | 0.1% | 0.3% |
| Grade | 45 - 49 (515) | 50 - 54 (470) | 55 – 59 (256) | 60 - 64 (53) | 65+ (<10) |
|---|---|---|---|---|---|
| SCS (29) | 0.6% | 0.9% | 0.8% | 0.0% | 0.0% |
| Grade 6 (216) | 4.5% | 9.7% | 8.4% | 4.9% | 0.0% |
| Grade 7 (848) | 16.7% | 16.8% | 17.8% | 16.4% | 8.3% |
| Fast Stream (108) | 0.0% | 0.7% | 0.8% | 0.0% | 0.0% |
| Senior Officer (975) | 27.0% | 29.6% | 25.9% | 19.7% | 16.7% |
| Higher Officer (1,146) | 29.8% | 26.7% | 32.7% | 21.3% | 16.7% |
| Officer (1,349) | 20.2% | 14.8% | 12.4% | 31.1% | 16.7% |
| Assistant Officer (36) | 1.1% | 0.9% | 1.1% | 6.6% | 41.7% |
36.1% of all people promoted were aged between 40 and 54 (down from 41.8% the previous year). The majority of those promoted to the senior grades were aged between 35 and 54.
Disability
Of the employees promoted in 2018 to 2019, 2,368 (70.0%, down from 70.1% in 2017 to 2018) had made a positive disability declaration.
Promotions into grade percentages by known disability status for 2018 to 2019
| Grade | Disabled (322) | Non-disabled (3,184) | Positive declaration |
|---|---|---|---|
| SCS (20) | 5.0% | 95.0% | 69.0% |
| Grade 6 (171) | 4.7% | 95.3% | 79.2% |
| Grade 7 (644) | 8.9% | 91.1% | 75.9% |
| Fast Stream (75) | 13.3% | 86.7% | 69.4% |
| Senior Officer (708) | 8.5% | 91.5% | 72.6% |
| Higher Officer (9688) | 9.3% | 90.7% | 66.9% |
| Officer (900) | 10.1% | 89.9% | 66.7% |
| Assistant Officer (20) | 25.0% | 75.0% | 55.6% |
| All staff (3,506) | 9.2% | 90.8% | 70.0% |
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 2018 to 2019, 3,875 (77.4%, slightly down from 77.9% in 2017 to 2018) had made an ethnicity declaration.
Promotion into grade percentages by known ethnicity for 2018 to 2019
| Grade | BAME (550) | White (3,325) | Positive declaration |
|---|---|---|---|
| SCS (22) | 13.6% | 86.4% | 75.9% |
| Grade 6 (185) | 5.4% | 94.6% | 85.6% |
| Grade 7 (698) | 13.0% | 87.0% | 82.3% |
| Fast Stream (78) | 17.9% | 82.1% | 72.2% |
| Senior Officer (791) | 11.1% | 88.9% | 81.1% |
| Higher Officer (1,083) | 14.0% | 86.0% | 74.9% |
| Officer (994) | 18.7% | 81.3% | 73.7% |
| Assistant Officer (24) | 25.0% | 75.0% | 66.7% |
| All staff (3,875) | 14.2% | 85.8% | 77.4% |
The number shown in brackets represents the total number of people promoted to each grade who declared their ethnicity.
Gender
In 2018 to 2019, 49.1% of substantive promotions were for women (down slightly from 50.5% in 2017 to 2018) this is a little below the overall level of women’s representation in the workforce (54.3%).
Promotion into grade percentages by gender and grade for 2018 to 2019
| Grade | Female (2,456) | Male (2,551) |
|---|---|---|
| SCS (29) | 58.6% | 41.4% |
| Grade 6 (216) | 44.0% | 56.0% |
| Grade 7 (848) | 37.6% | 62.4% |
| Fast Stream (108) | 40.7% | 59.3% |
| Senior Officer (975) | 51.4% | 48.6% |
| Higher Officer (1,146) | 51.5% | 48.5% |
| Officer (1,349) | 53.4% | 46.6% |
| Assistant Officer (36) | 41.7% | 58.3% |
| All staff (5,007) | 49.1% | 50.9% |
Sexual orientation
Of the employees promoted in 2018 to 2019, 3,272 (65.3%, up from 65.1% in 2017 to 2018) had made a sexual orientation declaration.
Promotion into grade percentages by known sexual orientation for 2018 to 2019
| Grade | Lesbian/gay/bisexual/other (178) | Heterosexual (3,094) | Positive declaration |
|---|---|---|---|
| SCS (15) | 0.0% | 100.0% | 51.7% |
| Grade 6 (168) | 6.0% | 94.0% | 77.8% |
| Grade 7 (611) | 6.7% | 93.3% | 72.1% |
| Fast Stream (66) | 6.1% | 93.9% | 61.1% |
| Senior Officer (645) | 4.7% | 95.3% | 66.2% |
| Higher Officer (910) | 5.5% | 94.5% | 62.9% |
| Officer (841) | 5.0% | 95.0% | 62.3% |
| Assistant Officer (16) | 6.3% | 93.8% | 44.4% |
| All staff (3,272) | 5.4% | 94.6% | 65.3% |
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 2018 to 2019
| Grade | Full-time (4,474) | Part-time (533) |
|---|---|---|
| SCS (29) | 93.1% | 6.9% |
| Grade 6 (216) | 89.8% | 10.2% |
| Grade 7 (848) | 96.0% | 4.0% |
| Fast Stream (108) | 97.2% | 2.8% |
| Senior Officer (975) | 89.5% | 10.5% |
| Higher Officer (1,146) | 86.7% | 13.3% |
| Officer (1,349) | 87.9% | 12.1% |
| Assistant Officer (36) | 61.1% | 38.9% |
| All staff (5,007) | 89.4% | 10.6% |
2E: maternity and adoption leave
In the year ending 31 March 2019, a total of 1,345 employees took maternity or adoption leave. This is an increase compared with 1,224 employees in 2017 to 2018. There were 27 instances of adoption leave and 1,318 instances of maternity leave.
Grade
New maternity and adoption leave instances by grade for 2018 to 2019
| Grade | Percentage of all adoption/ maternity instances (1,345) |
|---|---|
| SCS (5) | 0.4% |
| Grade 6 (37) | 2.8% |
| Grade 7 (118) | 8.8% |
| Band T (18) | 1.3% |
| Senior Officer (68) | 5.1% |
| Higher Officer (241) | 17.9% |
| Officer (300) | 22.3% |
| Assistant Officer (548) | 40.7% |
| Admin Assistant (10) | 0.7% |
Average number of adoption and maternity leave working days taken by grade for 2018 to 2019
| Grade | Average number of working days taken |
|---|---|
| SCS (5) | 143.8 |
| Grade 6 (37) | 150.2 |
| Grade 7 (118) | 179.6 |
| Band T (18) | 124.6 |
| Senior Officer (68) | 162.0 |
| Higher Officer (241) | 173.3 |
| Officer (300) | 160.0 |
| Assistant Officer (548) | 161.2 |
| Admin Assistant (10) | 202.8 |
| Total (1,345) | 164.2 |
Age
New maternity and adoption leave instances by age range for 2018 to 2019
| Age Range | Percentage of all adoption/maternity leave instances (1,345) |
|---|---|
| 16 - 19 (<10) | 0.2% |
| 20 - 24 (76) | 5.7% |
| 25 - 29 (338) | 25.1% |
| 30 - 34 (497) | 37.0% |
| 35 - 39 (342) | 25.4% |
| 40 - 44 (71) | 5.3% |
| 45 - 49 (14) | 1.0% |
| 50 - 54 <10) | 0.3% |
| 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 2018 to 2019
| Office region | Percentage of all adoption/ maternity leave instances (1,345) | Percentage of HMRC workforce (63,950) |
|---|---|---|
| East (21) | 1.6% | 2.7% |
| East Midlands (57) | 4.2% | 5.0% |
| London (171) | 12.7% | 12.4% |
| North East (225) | 16.7% | 17.9% |
| North West (291) | 21.6% | 18.4% |
| Northern Ireland (43) | 3.2% | 3.1% |
| Scotland (205) | 15.2% | 13.7% |
| South East (27) | 2.0% | 3.5% |
| South West (21) | 1.6% | 1.7% |
| Wales (81) | 6.0% | 7.1% |
| West Midlands (93) | 6.9% | 6.3% |
| Yorks and Humber (104) | 7.7% | 8.4% |
| Home/unknown (<10) | 0.4% | 0% |
Working pattern
New instances of maternity and adoption leave percentages by working pattern in 2018 to 2019
| Working pattern | Percentage of all adoption/ maternity leave instances (1,345) | Percentage of HMRC workforce (63,950) |
|---|---|---|
| Full-time (923) | 68.6% | 70.3% |
| Part-time (422) | 31.4% | 29.7% |
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 2018 to 2019
| Change in working hours | Percentage of employees taking adoption/ maternity leave (1,345) |
|---|---|
| Reductions in hours (370) | 27.5% |
| No change (942) | 70.0% |
| Increase in hours (33) | 2.5% |
2F: grievances
The data presented here shows the proportion of employees who have lodged a formal grievance in the year ending 31 March 2019 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 2018 to 2019, 223 HMRC employees lodged a formal grievance.
Grade
Grievances in 2018 to 2019 by grade
| Grade | Percentage of all grievances |
|---|---|
| SCS (<10) | …. |
| Grade 6 (<10) | …. |
| Grade 7 (<10) | …. |
| Fast Stream (<10) | …. |
| Senior Officer (14) | 6.3% |
| Higher Officer (43) | 19.3% |
| Officer (62) | 27.8% |
| Assistant Officer (84) | 37.7% |
| Admin Assistant (<10) | …. |
The majority of formal complaints were lodged by Assistant Officers.
Age
Grievances percentages by age range and grade in 2018 to 2019
| Grade | 16 - 19 (<10) | 20 - 24 (<10) | 25 - 29 (26) | 30 - 34 (27) | 35 - 39 (21) | 40 - 44 (30) |
|---|---|---|---|---|---|---|
| SCS (<10) | …. | …. | …. | …. | …. | …. |
| Grade 6 (<10) | …. | …. | …. | …. | …. | …. |
| Grade 7 (<10) | …. | …. | …. | …. | …. | …. |
| Fast Stream (<10) | …. | …. | …. | …. | …. | …. |
| Senior Officer (14) | 0.0% | 0.0% | 10.3% | 15.4% | 15.4% | 5.1% |
| Higher Officer (43) | 0.0% | 0.0% | 17.5% | 14.0% | 7.0% | 10.5% |
| Officer (62) | 1.3% | 3.8% | 10.3% | 10.3% | 7.7% | 21.8% |
| Assistant Officer (84) | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% |
| Admin Assistant (<10) | …. | …. | …. | …. | …. | …. |
| All staff (223) | 0.0% | 0.0% | 0.0% | 16.7% | 0.0% | 0.0% |
| Grade | 45 - 49 (40) | 50 - 54 (31) | 55 - 59 (23) | 60 - 64 (14) | 65+ (<10) |
|---|---|---|---|---|---|
| SCS (<10) | …. | …. | …. | …. | …. |
| Grade 6 (<10) | …. | …. | …. | …. | …. |
| Grade 7 (<10) | …. | …. | …. | …. | …. |
| Fast Stream (<10) | …. | …. | …. | …. | …. |
| Senior Officer (14) | 17.9% | 20.5% | 5.1% | 5.1% | 5.1% |
| Higher Officer (43) | 15.8% | 14.0% | 15.8% | 3.5% | 1.8% |
| Officer (62) | 15.4% | 9.0% | 9.0% | 9.0% | 2.6% |
| Assistant Officer (84) | 33.3% | 0.0% | 33.3% | 33.3% | 0.0% |
| Admin Assistant (<10) | …. | …. | …. | …. | …. |
| All staff (223) | 0.0% | 66.7% | 16.7% | 0.0% | 0.0% |
Disability
Of the 223 employees who lodged a formal grievance in 2018 to 2019, 143 (64.1%) declared their disability status.
Grievances percentages by known disability and grade for 2018 to 2019
| Grade | Disabled (61) | Non-disabled (82) | Positive declaration |
|---|---|---|---|
| SCS (<10) | …. | …. | …. |
| Grade 6 (<10) | …. | …. | …. |
| Grade 7 (<10) | …. | …. | …. |
| Fast Stream (<10) | …. | …. | …. |
| Senior Officer (<10) | …. | …. | …. |
| Higher Officer (31) | 41.9% | 58.1% | 72.1% |
| Officer (37) | 32.4% | 67.6% | 59.7% |
| Assistant Officer (50) | 50.0% | 50.0% | 59.5% |
| Admin Assistant (<10) | …. | …. | …. |
| All staff (143) | 42.7% | 57.3% | 64.1% |
41.2% of formal grievances were lodged by known disabled employees. 36.7% of employees who lodged a grievance had not declared their disability status.
Ethnicity
143 (65%) of the 223 employees who lodged a formal grievance in 2018 to 2019 declared their ethnicity.
Grievances percentages by known ethnicity and grade
| Grade | BAME (39) | White (117) | Positive declaration |
|---|---|---|---|
| SCS (<10) | …. | …. | …. |
| Grade 6 (<10) | …. | …. | …. |
| Grade 7 (<10) | …. | …. | …. |
| Fast Stream (<10) | …. | …. | …. |
| Senior Officer (<10) | …. | …. | …. |
| Higher Officer (36) | 22.2% | 77.8% | 83.7% |
| Officer (40) | 27.5% | 72.5% | 64.5% |
| Assistant Officer (54) | 25.9% | 74.1% | 64.3% |
| Admin Assistant (<10) | …. | …. | …. |
| All staff (156) | 25.0% | 75.0% | 70.0% |
25% of formal grievances were lodged by known BAME employees (decreased from 29.2% in 2017 to 2018).
Gender
Grievances percentages by gender and grade in 2018 to 2019
| Grade | Female (138) | Male (85) |
|---|---|---|
| SCS (<10) | …. | …. |
| Grade 6 (<10) | …. | …. |
| Grade 7 (<10) | …. | …. |
| Fast Stream (<10) | …. | …. |
| Senior Officer (14) | 28.6% | 71.4% |
| Higher Officer (43) | 48.8% | 51.2% |
| Officer (62) | 75.8% | 24.2% |
| Assistant Officer (84) | 67.9% | 32.1% |
| Admin Assistant (<10) | …. | …. |
| All staff (223) | 61.9% | 38.1% |
138 (61.9%) of the 223 employees who lodged a formal grievance were female which is higher than the overall percentage proportion of women in HMRC’s workforce.
Sexual orientation
Grievances percentages by known sexual orientation and grade for 2018 to 2019
| Grade | Lesbian/gay/bisexual/other (<10) Heterosexual (107) | Positive declaration | |
|---|---|---|---|
| SCS (<10) | …. | …. | …. |
| Grade 6 (<10) | …. | …. | …. |
| Grade 7 (<10) | …. | …. | …. |
| Fast Stream (<10) | …. | …. | …. |
| Senior Officer (<10) | …. | …. | …. |
| Higher Officer (28) | 6.7% | 93.3% | 69.8% |
| Officer (29) | 12.1% | 87.9% | 53.2% |
| Assistant Officer (37) | 7.3% | 92.7% | 48.8% |
| Admin Assistant (<10) | …. | …. | …. |
| All staff (116) | 7.8% | 92.2% | 57.0% |
Working pattern
Grievances percentages by working pattern and grade for 2018 to 2019
| Grade | Full-time (148) | Part-time (75) |
|---|---|---|
| SCS (<10) | …. | …. |
| Grade 6 (<10) | …. | …. |
| Grade 7 (<10) | …. | …. |
| Fast Stream (<10) | …. | …. |
| Senior Officer (14) | 92.9% | 7.1% |
| Higher Officer (43) | 76.7% | 23.3% |
| Officer (62) | 66.1% | 33.9% |
| Assistant Officer (84) | 54.8% | 45.2% |
| Admin Assistant (<10) | …. | …. |
| All staff (223) | 65.2% | 34.8% |
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 2018 to 2019, there were 1,354 cases where 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.
Grade
Disciplinary procedures grade percentages of referrals compared with total HMRC workforce in 2018 to 2019
| Grade | Percentage of disciplinary cases (1,354) | Percentage of total HMRC workforce (63,950) |
|---|---|---|
| SCS (<10) | …. | 0.6% |
| Grade 6 (<10) | …. | 2.5% |
| Grade 7 (32) | 2.3% | 6.9% |
| Fast Stream (<10) | …. | 1.1% |
| Senior Officer (44) | 3.1% | 8.9% |
| Higher Officer (172) | 12.6% | 19.1% |
| Officer (299) | 21.5% | 23.9% |
| Assistant Officer (768) | 57.8% | 35.0% |
| Admin Assistant (17) | 1.1% | 1.9% |
Age
Disciplinary procedures age range percentages of referrals compared with total workforce for 2018 to 2019
| Age range | % of disciplinary cases (1,354) | Percentage of total HMRC workforce (63,950) |
|---|---|---|
| 16 - 19 (<10) | …. | …. |
| 20 - 24 (125) | 10.0% | 4.4% |
| 25 - 29 (248) | 19.9% | 10.0% |
| 30 - 34 (165) | 12.9% | 9.0% |
| 35 - 39 (166) | 12.5% | 10.8% |
| 40 - 44 (129) | 9.5% | 9.8% |
| 45 - 49 (166) | 11.7% | 12.7% |
| 50 - 54 (156) | 10.4% | 16.9% |
| 55 - 59 (104) | 6.7% | 16.2% |
| 60 - 64 (77) | 5.1% | 8.0% |
| 65+ (13) | 0.8% | 1.9% |
Disability
Of the 1,354 cases referred for disciplinary action in 2018 to 2019, 780 (58.1%) had made a positive disability status declaration (162 disabled and 618 non-disabled).
Disciplinary procedures percentages comparing known disability status of referred staff with known disability status of the total workforce for 2018 to 2019
| Disability status | Percentage of disciplinary cases (780) | Percentage of total HMRC workforce (41,761) |
|---|---|---|
| Disabled (162) | 20.4% | 13.9% |
| Non-disabled (618) | 80.0% | 86.1% |
| Positive declaration | 57.6% | 65.3% |
Ethnicity
Of the 1,354 cases referred for disciplinary action in 2018 to 2019, 918 (67.8%) had made a positive ethnicity declaration (212 BAME and 706 white). These figures are compared with the 47,456 (74.2%) ethnicity declarations made by HMRC employees (6,103 BAME and 41,353 white) as at 31 March 2019.
Disciplinary procedures percentages comparing where ethnicity is known with ethnicity in the total workforce for 2018 to 2019
| Ethnicity category | Percentage of disciplinary cases (918) | Percentage of total HMRC workforce (47,456) |
|---|---|---|
| BAME (212) | 24.3% | 12.9% |
| White (706) | 75.7% | 87.1% |
| Positive declaration | 67.8% | 74.2% |
Gender
Of the 1,354 employees referred for disciplinary action during 2018 to 2019, 547 were female and 807 were male. Across the department as a whole, HMRC had 34,741 female employees and 29,209 male employees.
Disciplinary procedures gender percentages comparing referrals with the total workforce for 2018 to 2019
| Gender | Percentage of disciplinary cases (1,354) | Percentage of total HMRC workforce (63,950) |
|---|---|---|
| Female (547) | 39.9% | 56.3% |
| Male (807) | 60.1% | 43.8% |
Sexual orientation
Of the 1,354 cases referred for disciplinary action in 2018 to 2019, 738 (54.5%) made a positive sexual orientation declaration (687 heterosexual and 51 lesbian, gay, bisexual and other). These figures are compared with the 36,816 (57.6%) positive sexual orientation declarations made by HMRC employees (35,021 heterosexual and 1,795 lesbian, gay, bisexual and other) as at 31 March 2019.
Disciplinary procedures percentages comparing referrals where sexual orientation is known with sexual orientation in the total workforce for 2018 to 2019
| Sexual orientation | Percentage of disciplinary cases (738) | Percentage of total HMRC workforce (36,816) |
|---|---|---|
| Heterosexual (687) | 93.0% | 95.1% |
| Lesbian/gay/bisexual/other (51) | 7.0% | 4.9% |
| Positive declaration | 54.5% | 57.6% |
Working pattern
1,053 full-time employees and 301 part-timers were referred for disciplinary action. Across the department as a whole, HMRC had 44,945 full-time employees and 19,005 part-time employees.
Disciplinary procedures comparison of referrals by working pattern with total HMRC workforce for 2018 to 2019
| Working pattern | Percentage of disciplinary cases (1,354) | Percentage of total HMRC workforce (63,950) |
|---|---|---|
| Full-time (1,053) | 77.7% | 70.3% |
| Part-time (301) | 22.2% | 29.7% |
Region
Disciplinary procedures comparison of regional referrals percentages with total workforce by region for 2018 to 2019
| Office region | Percentage of disciplinary cases (1,354) | Percentage of workforce (63,950) |
|---|---|---|
| East (32) | 2.4% | 3.4% |
| East Midlands (63) | 4.7% | 5.4% |
| London (142) | 10.5% | 12.7% |
| North East (201) | 14.8% | 16.8% |
| North West (268) | 19.8% | 18.5% |
| Northern Ireland (50) | 3.7% | 3.1% |
| Scotland (204) | 15.1% | 12.7% |
| South East (33) | 2.4% | 3.9% |
| South West (16) | 1.2% | 2.2% |
| Wales (128) | 9.5% | 7.0% |
| West Midlands (100) | 7.4% | 6.6% |
| Yorks and Humber (117) | 8.6% | 7.7% |
2H: leavers
The data presented shows the reasons for leaving HMRC by grade, working pattern, age, disability status, ethnicity and gender.
In 2018 to 2019, a total of 7,087 employees left HMRC through the various leaving reasons indicated below.
Grade
Leaving reason by grade percentages for 2018 to 2019
| Leaving reason | Admin Assistant (121) | Assistant Officer (3,538) | Officer (1,450) | Higher Officer (876) | Senior Officer (419) | Fast Stream (66) |
|---|---|---|---|---|---|---|
| Resignation (1,720) | 14.9% | 28.4% | 20.5% | 19.4% | 15.3% | 28.8% |
| Retirement (1,073) | 45.5% | 9.9% | 19.0% | 22.4% | 22.7% | 0.0% |
| Release scheme (784) | 6.6% | 13.0% | 11.7% | 11.4% | 7.4% | 0.0% |
| OGD loan (unpaid) (229) | 0.8% | 2.9% | 2.1% | 3.2% | 4.8% | 9.1% |
| OGD permanent transfer (1,974) | 7.4% | 30.0% | 30.0% | 25.3% | 25.3% | 28.8% |
| End of fixed-term appointment (FTA) (62) | 0.0% | 0.4% | 1.4% | 0.0% | 0.0% | 0.0% |
| Other (1,245) | 24.8% | 15.3% | 15.4% | 18.3% | 24.6% | 33.3% |
| Leaving reason | Grade 7 (331) | Grade 6 (151) | SCS (53) | Unknown Grade (82) | All staff (7,087) |
|---|---|---|---|---|---|
| Resignation (1,720) | 28.1% | 23.2% | 24.5% | 6.1% | 24.3% |
| Retirement (1,073) | 19.0% | 19.2% | 15.1% | 0.0% | 15.1% |
| Release scheme (784) | 3.9% | 1.3% | 1.9% | 0.0% | 11.1% |
| Other government department (OGD) loan (unpaid) (229) | 7.9% | 6.6% | 9.4% | 0.0% | 3.2% |
| OGD permanent transfer (1,974) | 21.1% | 23.2% | 28.3% | 3.7% | 27.9% |
| End of FTA (62) | 0.0% | 0.0% | 0.0% | 34.1% | 0.9% |
| Other (1,245) | 19.9% | 26.5% | 20.8% | 56.1% | 17.6% |
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 2018 to 2019
| Leaving reason | 16 - 19 (43) | 20 - 24 (645) | 25 - 29 (1,082) | 30 - 34 (666) | 35 - 39 (600) | 40 - 44 (505) |
|---|---|---|---|---|---|---|
| Resignation (1,720) | 69.8% | 42.6% | 40.6% | 31.1% | 33.2% | 26.3% |
| Retirement (1,073) | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% |
| Release scheme (784) | 7.0% | 2.2% | 3.9% | 7.1% | 11.2% | 13.1% |
| OGD loan (unpaid) (229) | 0.0% | 3.9% | 5.5% | 6.6% | 4.3% | 4.4% |
| OGD permanent transfer (1,974) | 2.3% | 33.3% | 40.5% | 45.9% | 42.8% | 41.6% |
| End of FTA (62) | 0.0% | 7.6% | 0.3% | 0.2% | 0.2% | 0.6% |
| Other (1,245) | 20.9% | 10.4% | 9.3% | 9.2% | 8.3% | 14.1% |
| Leaving reason | 45 - 49 (578) | 50 - 54 (685) | 55 - 59 (1,073) | 60 - 64 (864) | 65+ (346) |
|---|---|---|---|---|---|
| Resignation (1,720) | 21.3% | 20.9% | 12.2% | 3.8% | 2.0% |
| Retirement (1,073) | 0.2% | 0.0% | 10.4% | 76.5% | 86.4% |
| Release scheme (784) | 15.6% | 23.1% | 17.5% | 10.2% | 6.1% |
| OGD loan (unpaid) (229) | 3.1% | 4.1% | 0.5% | 0.2% | 0.0% |
| OGD permanent transfer (1,974) | 40.5% | 29.6% | 8.5% | 2.2% | 0.0% |
| End of FTA (62) | 0.2% | 0.0% | 0.0% | 0.3% | 0.3% |
| Other (1,245) | 19.2% | 22.3% | 50.9% | 6.7% | 5.2% |
Comparatively higher proportions of younger employees leave the organisation through resignation or the expiry of temporary fixed-term contracts.
Disability
Of the 7,087 leavers in 2018 to 2019, 4,399 (62.1%) declared their declared their disability status.
Leaving reason by known disability status percentages for 2018 to 2019
| Leaving reason | Disabled (621) | Non-disabled (3,778) | Positive declaration |
|---|---|---|---|
| Resignation (992) | 9.0% | 91.0% | 57.7% |
| Retirement (732) | 16.9% | 83.1% | 68.2% |
| Release scheme (5472) | 16.8% | 83.2% | 69.8% |
| OGD loan (unpaid) (147) | 3.4% | 96.6% | 64.2% |
| OGD permanent transfer (1,202) | 10.4% | 89.6% | 60.9% |
| End of FTA (24) | 4.2% | 95.8% | 38.7% |
| Other (755) | 24.5% | 75.5% | 60.6% |
| All staff (4,399) | 14.1% | 85.9% | 62.1% |
| Leaving reason | 45 - 49 (578) | 50 - 54 (685) | 55 - 59 (1,073) | 60 - 64 (864) | 65+ (346) |
|---|---|---|---|---|---|
| Resignation (1,720) | 21.3% | 20.9% | 12.2% | 3.8% | 2.0% |
| Retirement (1,073) | 0.2% | 0.0% | 10.4% | 76.5% | 86.4% |
| Release scheme (784) | 15.6% | 23.1% | 17.5% | 10.2% | 6.1% |
| OGD loan (unpaid) (229) | 3.1% | 4.1% | 0.5% | 0.2% | 0.0% |
| OGD permanent transfer (1,974) | 40.5% | 29.6% | 8.5% | 2.2% | 0.0% |
| End of FTA (62) | 0.2% | 0.0% | 0.0% | 0.3% | 0.3% |
| Other (1,245) | 19.2% | 22.3% | 50.9% | 6.7% | 5.2% |
Comparatively higher proportions of younger employees leave the organisation through resignation or the expiry of temporary fixed-term contracts.
Ethnicity
Of the 7,087 leavers in 2018 to 2019, 4,991 (70.4%) declared their ethnicity.
Leaving reason by know ethnic category percentages for 2018 to 2019
| Leaving reason | BAME (625) | White (4,366) | Positive declaration |
|---|---|---|---|
| Resignation (1,107) | 19.5% | 80.5% | 64.4% |
| Retirement (834) | 4.2% | 95.8% | 77.7% |
| Release scheme (599) | 3.2% | 96.8% | 76.4% |
| OGD loan (unpaid) (168) | 23.2% | 76.8% | 73.4% |
| OGD permanent transfer (1,365) | 16.0% | 84.0% | 69.1% |
| End of FTA (28) | 35.7% | 64.3% | 45.2% |
| Other (890) | 9.8% | 90.2% | 71.5% |
| All staff (4,991) | 12.5% | 87.5% | 70.4% |
Gender
Leaving reason by gender percentages for 2018 to 2019
| Leaving reason | Female (3,899) | Male (3,188) |
|---|---|---|
| Resignation (1,720) | 49.2% | 50.8% |
| Retirement (1,073) | 55.8% | 44.2% |
| Release scheme (784) | 68.0% | 32.0% |
| OGD loan (unpaid) (229) | 52.0% | 48.0% |
| OGD permanent transfer (1,974) | 55.2% | 44.8% |
| End of FTA (62) | 32.3% | 67.7% |
| Other (1,245) | 55.6% | 44.4% |
| Total (7,087) | 55.0% | 45.0% |
Sexual orientation
Leaving reason by known sexual orientation percentages for 2018 to 2019
| Leaving reason | Lesbian/gay/bisexual/other (183) | Heterosexual (2,973) | Positive declaration |
|---|---|---|---|
| Resignation (901) | 6.8% | 93.2% | 52.4% |
| Retirement (563) | 2.3% | 97.7% | 52.5% |
| Release scheme (433) | 3.5% | 96.5% | 55.2% |
| OGD loan (unpaid) (144) | 4.2% | 95.8% | 62.9% |
| OGD permanent transfer (1,141) | 6.1% | 93.9% | 57.8% |
| End of FTA (21) | 14.3% | 85.7% | 33.9% |
| Other (656) | 5.5% | 94.5% | 52.7% |
| Total (3,859) | 5.3% | 94.7% | 54.5% |
Working pattern
Leaving reason by working pattern percentages for 2018 to 2019
| Leaving reason | Full-time (4,668) | Part-time (2,419) |
|---|---|---|
| Resignation (1,720) | 71.1% | 28.9% |
| Retirement (1,073) | 35.3% | 64.7% |
| Release scheme (784) | 50.5% | 49.5% |
| OGD loan (unpaid) (229) | 86.9% | 13.1% |
| OGD permanent transfer (1,974) | 84.2% | 15.8% |
| End of FTA (62) | 93.5% | 6.5% |
| Other (1,245) | 60.3% | 39.7% |
| Total (7,087) | 65.9% | 34.1% |
Go to next section: Next steps for our workforce.