Corporate report

Part 2, section 2: diversity of our workforce in key areas

Published 31 January 2020

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.