UK Export Finance Public Sector Equality Duty Compliance 2016-17
Published 31 January 2018
© Crown copyright 2018
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/uk-export-finance-public-sector-equality-duty-compliance-2016-17/uk-export-finance-public-sector-equality-duty-compliance-2016-17
1. About this report
This report contains equality information required by Regulation 2 of the Equality Act Specific Duty Regulations (SI 2011/2260). It shows how UK Export Finance (UKEF) complies with the Public Sector Equality Duty in Section 149 of the Equality Act 2010, in relation to the diversity and inclusion of its employees.
The report uses data captured from UKEF’s Human Resources management system. Data is either loaded at the point of recruitment or edited by individuals themselves through the self-service module on the HR system. The sample of data used for this report is valid as of 31st March 2017.
This report should be read in conjunction to Annex A: UKEF Equality, Diversity & Inclusion Statistics (Civil Service Benchmarked and Trend Data).
Future reports will cover the full financial year and will be published during the January following, each year.
2. Equality regulations
The equality regulations require all public bodies to:
- eliminate unlawful discrimination, harassment and victimisation
- advance equality of opportunity
- foster good relations between people who share a protected characteristic and those who don’t
Promoting equality of opportunity means public bodies should:
- remove or minimise disadvantages for groups of people
- take steps to meet the needs of protected groups of people
- encourage all groups of people to participate in public life or other activity situations where participation is low.
3. Equality, diversity and inclusion objectives
To achieve our mission, UKEF must attract and develop a diverse and inclusive workforce: a workforce with the right knowledge, skills attitude and behaviours to meet existing and emerging needs as identified in the departmental Business Plan to 2020.
3.1 Gender Equality Objective
As of 31 March 2017, the department had 264 employees, of which 36% were female and 64% were male. UKEF recognises it needs to increase female representation at grades HEO and above, and in December 2017, UKEF signed the HM Treasury Women in Finance Charter. Our targets are to:
- increase representation of women in senior management (SCS1 and above) to 30% by April 2020,
- ensure female candidates are shortlisted in all SCS recruitment campaigns,
- reduce the gender pay gap by 50% by April 2020.
3.2 Disability Objective
UKEF has dedicated itself to becoming a better place to work for individuals with disabilities. The department aims to contribute to the goals of the Civil Service Diversity and Inclusion Strategy. A key part of this is to increase representation of currently under-represented groups. In November 2017, UKEF achieved Level 3 Leader status on the Disability Confident scheme. UKEF is committed to the Disability Confident campaign and will continue to review its standards in order to reach its aspiration of being a role model department and a fully inclusive employer.
3.3 Inclusivity Objective
UKEF aims to support the Civil Service in becoming the most inclusive employer in the UK by 2020, as set out in the Civil Service Diversity and Inclusion Strategy. UKEF will cooperate across the Civil Service in making our own workplace more inclusive for our staff. Our objective is to improve our position, and benchmark our department against both public sector and private sector organisations upon the establishment of a new framework for the measurement of inclusion led by the Cabinet Office in partnership with the Chartered Institute for Personnel and Development.
UKEF aims to do our duty as a public sector employer and beyond, and support the Civil Service vision of becoming the most inclusive employer by 2020.
3.4 Gender pay gap reporting
From 31 March 2017, public sector organisations with more than 250 employees are required to publish gender pay data on an annual basis. UKEF published the report in December 2017 relating to the timeframe 2016 to 2017.
4. UK Export Finance Workforce Diversity Data 2016-17
The data used to produce this report are displayed in percentages by grade group as at 31 March 2017.
Trend data and some benchmarking data (against the ONS statistics on the Civil Service) is enclosed in Annex A: UKEF Equality, Diversity & Inclusion Statistics.
As displayed on the following tables, not declared refers to staff that answered, ‘prefer not to answer’ when asked. Not reported refers to staff that were asked, but no response was left.
The table below explains the grade grouping used throughout this report.
| Meaning | Grade | Grade group |
|---|---|---|
| Highest grade | SCS3 | Senior Civil Service |
| SCS2 | ||
| SCS1 | ||
| Grade 6 | Grades 6 and 7 | |
| Grade 7 | ||
| SEO | Senior and Higher Executive Officers | |
| HEO | ||
| EO | Executive Officers | |
| AO | Administrative Officers and Assistants | |
| Lowest grade | AA |
5. Gender by grade
| Grade | Male | Female |
|---|---|---|
| Senior Civil Service | 80.00% | 20.00% |
| Grades 6 and 7 | 69.62% | 30.38% |
| SEO and HEO | 69.67% | 30.33% |
| EO | 41.94% | 58.06% |
| AO | 21.74% | 76.26% |
As of 31 March 2017, the department had 264 employees, of which 36% were female and 64% were male. UKEF recognises it needs to increase female representation at grades HEO and above, and in December 2017, UKEF signed the HM Treasury Women in Finance Charter, pledging to increase representation of women in senior management (SCS1 and above) to 30% by April 2020.
6. Age by grade
| Grade | 16-19 | 20-29 | 30-39 | 40-49 | 50-59 | 60-64 | >65 |
|---|---|---|---|---|---|---|---|
| Senior Civil Service | 0.00% | 0.00% | 0.00% | 40.00% | 53.33% | 0.00% | 6.67% |
| Grades 6 and 7 | 0.00% | 0.00% | 35.45% | 41.77% | 17.72% | 5.06% | 0.00% |
| SEO and HEO | 0.00% | 15.57% | 27.05% | 20.49% | 29.51% | 5.74% | 1.64% |
| EO | 0.00% | 25.81% | 19.35% | 29.03% | 22.58% | 3.23% | 0.00% |
| AO | 4.35% | 13.04% | 21.74% | 21.74% | 17.39% | 21.74% | 0.00% |
7. Ethnicity by grade
For the purposes of this report, staff that have declared their ethnic origin other than white are described as BAME (Black, Asian and Minority Ethnic), unless otherwise stated.
| Grade | White | BAME | Not declared | Not reported |
|---|---|---|---|---|
| Senior Civil Service | 80.00% | 13.33% | 0.00% | 6.67% |
| Grades 6 and 7 | 86.08% | 12.66% | 0.00% | 1.26% |
| SEO and HEO | 74.59% | 23.77% | 0.00% | 1.64% |
| EO | 32.26% | 64.52% | 0.00% | 3.22% |
| AO | 43.48% | 52.17% | 0.00% | 4.35% |
8. Disability by grade
| Grade | Disabled | Non-disabled | Not declared | Not reported |
|---|---|---|---|---|
| Senior Civil Service | 0.00% | 100.00% | 0.00% | 0.00% |
| Grades 6 and 7 | 2.53% | 97.47% | 0.00% | 0.00% |
| SEO and HEO | 3.28% | 92.62% | 0.82% | 3.28% |
| EO | 16.13% | 74.19% | 3.23% | 6.45% |
| AO | 4.35% | 95.65% | 0.00% | 0.00% |
In November 2017, UKEF was awarded Disability Confident Level 3 (Leader) status. This accolade shows our ongoing commitment to recruit and support individuals with disabilities.
9. Sexual orientation by grade
| Grade | Lesbian/Gay/Bisexual | Heterosexual | Other | Not declared | Not reported |
|---|---|---|---|---|---|
| Senior Civil Service | 0.00% | 73.33% | 0.00% | 0.00% | 26.67% |
| Grades 6 and 7 | 3.80% | 86.08% | 0.00% | 2.53% | 7.59% |
| SEO and HEO | 4.10% | 90.16% | 0.82% | 4.10% | 0.82% |
| EO | 0.00% | 90.32% | 0.00% | 0.00% | 9.68% |
| AO | 0.00% | 82.61% | 0.00% | 4.35% | 13.04% |
UKEF has its own LGBT+ staff network and staff are also welcome to attend the wider DIT LGBT+ network. Since the snapshot date, UKEF has implemented a new HR system, making it easier for staff to self-declare personal information including sexuality. As part of the implementation, staff were encouraged to update their personal information.
10. Religion or belief by grade
| Grade | No religion | Religion or belief declared | Not declared | Not reported |
|---|---|---|---|---|
| Senior Civil Service | 20.00% | 60.00% | 0.00% | 20.00% |
| Grades 6 and 7 | 31.65% | 56.97% | 3.80% | 7.58% |
| SEO and HEO | 37.70% | 58.20% | 0.00% | 4.10% |
| Executive Officers | 22.58% | 67.74% | 0.00% | 9.68% |
| AO | 60.68% | 34.97% | 0.00% | 4.35% |
Since the snapshot date, UKEF has implemented a new HR system, making it easier for staff to self-declare personal information including religion or belief. As part of the implementation, staff were encouraged to update their personal information.
11. Marital status by grade
| Grade | Single | Married | Not declared |
|---|---|---|---|
| Senior Civil Service | 20.00% | 80.00% | 0.00% |
| Grades 6 and 7 | 33.75% | 62.50% | 3.75% |
| SEO and HEO | 45.08% | 54.10% | 0.82% |
| EO | 60.00% | 40.00% | 0.00% |
| AO | 56.52% | 39.13% | 4.35% |