Analysis of our employee data to see the representation in our organisation across the six major protected characteristics groups.
Analysis of our employee data collected via Diversity Declaration has been conducted in order to see the representation in our organisation across the six major protected characteristics groups as at 31 January 2013.
To see our employee profile
31 January 2013
This information provides us with a benchmark against which we can measure how we perform each year and identify how effective we are in relation to our diversity policies.
On the data extracted from our employee database at 31 January 2012 our age profile shows that 60% of our employees are aged between 31 and 50. More than 50% of our employees are aged 41 and over. On the data extracted from our employee database, during the 12 months to September 2012 our youngest recruit was aged 19 and our oldest recruit was aged 59.
We do not have a set retirement age but Pensionable age does, differ depending on when you joined the Civil Service Pension Scheme.
Individuals with a declared disability make up only 4% of our employees; this is lower than the Civil Service declared Disability, stated as 8% on 31 March 2011. During the year 2011 - 2012 we spent £28,500 on reasonable adjustments ranging from specialist assessments, chairs, keyboards, software, adjustments to a pool car and other equipment.
On the data extracted from our employee database in January 2012 male employees (73%) were a higher proportion of the workforce than women (27%). By September 2012 these figures had changed to male (62%) and female (38%). Of our total employees 12% work part-time. More women (21%) than men (8%) work part-time.
The Met Office has a flexible working policy and there are a number of flexible working options such as term time only, compressed hours, part-time and home-working depending on business requirements.
April 2012 our gender pay gap was 10.4%, this is significantly lower than the current Civil Service Gender pay gap for all employees, recorded as 16 % on 31March 2011. Since April 2009 Met Office employees have been rewarded according to the contribution they make through role based pay. Further information is available at Rewards and benefits
Our ability to influence any change in our gender pay gap in the future is significantly impacted by central government and Civil Service pay bill constraints.
Assurance: Equal Pay Audits
Met Office reward arrangements are tested, and undergo monitoring and evaluation. A number of controls and audit procedures are in place to effectively manage our reward arrangements including a remuneration panel, who as part of their role audit compliance with legislation.
We undertake an equal pay audit annually at 31 March each year; prior to any proposed Pay Offer implementation.
The number of individuals with a declared race was too small to analyse on individual racial groups therefore we have looked at White and BME groups. BME employees are just 1% of our total employees. However our data indicates that we have employees in all the (BME) racial categories we measured. This is lower than the Civil Service declared Race stated as 9% on 31 March 2011.
The number of employees who declared they had no religion (32%) was almost equal to the number of employees who declared a religion (34%). However all other religions were less than1%.
Our declaration rate for sexual orientation was Heterosexual (60%) and Gay man (1%) all other categories were less than 1%; but demonstrated that individuals were comfortable with disclosing this information.
Last updated: 6 March 2014