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Corporate report

(CSV) Exits – DWP equality information 2013 (data)

Updated 12 July 2013
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16. Exits
Data source
Resource Management.
Time period and availability
Latest data covers the period from 1 April 2012 to 31 March 2013.
Data for 2011 followed different classifications and so is not directly comparable
What does this tell us?
The data presented here show the reasons why employees leave the Department against their status in relation to each of the following protected characteristics: age; disability; ethnicity; and gender.
The results indicate that the main reasons for leaving are due to retirement or resignation. The resignation percentage broadly declines with increasing age. However, in the 55 and above age range this tends to be superceeded by retirement. Early exits concentrate in the 50 to 59 age range. The percentages of retirements by gender are close to the corresponding headcount values.
The percentage of Early Exits has almost halved when compared with the 2012 report. This has a consequent adjustment to the percentages of other reasons for leaving shown in this report. The volumes not declared in respect of ethnic minority and disabled groups are such that it is not possible to draw conclusions regarding percentage differences.
How will an improvement be shown?
A decrease in the percentage does not necessarily constitute an improvement, as an individual’s decision to leave the organisation is impacted by a range of personal factors.
Table 16.1: Percentage of reason for leaving by age in relation to overall number of leavers1,3,4,5,6,7
Age
16-24
25-29
30-34
35-39
40-44
45-49
50-54
55-59
60-64
65+
Total
Table 16.2: Percentage of reason for leaving by age in relation to total number of leavers in that group2,3,4,5,6,7
Age
16-24
25-29
30-34
35-39
40-44
45-49
50-54
55-59
60-64
65+
Total % of headcount by grade
Table 16.3: Percentage of reason for leaving by indicated disability in relation to overall number of leavers1,3,4,5,6,7
Disability
Disabled
Non-disabled
Total
Table 16.4: Percentage of reason for leaving by indicated disability in relation to total number of leavers in that group2,3,4,5,6,7
Disability
Disabled
Non-disabled
Total % leavers by reason
Table 16.5: Percentage of reason for leaving by indicated ethnicity in relation to overall number of leavers1,3,4,5,6,7
Ethnicity
Ethnic minority
White
Total
Table 16.6: Percentage of reason for leaving by indicated ethnicity in relation to total number of leavers in that group2,3,4,5,6,7
Ethnicity
Ethnic minority
White
Total % leavers by reason
Table 16.7: Percentage of reason for leaving by gender in relation to overall number of leavers1,3,4,5,6,7
Gender
Female
Male
Total
Table 16.8: Percentage of reason for leaving by gender in relation to total number of leavers in that group2,3,4,5,6,7
Gender
Female
Male
Total % leavers by reason
Source: Resource Management
Notes:
1. Percentages shown are the number of leavers who have chosen to indicate that protected characteristic and reason for leaving, over the total number of employees by reason for leaving.
2. Percentages shown are the number of leavers who have chosen to indicate that protected characteristic and reason for leaving, over the total number of leavers in that particular group.
3. Data period 1 April 2012 to 31 March 2013. This table was not available in previous years so no comparison has been made.
4. * - Level of data too low for publication and percentages are rounded to 1 decimal place. Figures may not sum due to rounding.
5. Dismissal - dismissal and discharged probation.
6. Early exits - approved early retirement, voluntary early release, early retirement, early severance.
7. Other - death in service, transfer to other Government department, transfer of function, retirement at/above minimum age, ill health retirement, end of temporary contract, blank reason for leaving.