People

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.

Our 2012 data 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. We now have four more years of data (2013, 2014, 2015 and 2016) to enable us to carry out further analysis and determine what impacts our policies and procedures might be having on those protected groups within our workforce.

See our employee profile in 2016:

Diversity Data 2016 Diversity Data 2016 (PDF, 211 kB)

Previous employee profiles:

Infographic showing our diversity data 2015 Infographic 2015 (PDF, 1 MB)

Diversity data 2015 Employee Profile 2015 (PDF, 208 kB)

Infographic 2014 Infographic 2014 (PDF, 101 kB)

Employee Profile 2014 Employee profile 2014 (PDF, 83 kB)

Infographic 2013 Employee Profile 2013 (IMAGE, 332 kB)

Diversity Info graphic Employee Profile (PDF, 108 kB)

Diversity Data January 2012 Employee Data 2012 (PDF, 129 kB)

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.

Gender Pay Gap.

Date

Gender Pay Gap
March 2015*10.0%
April 201410.9%
April 201310.6%
April 201210.4%
April 20119.2%
April 20109.1%
April 20099.5%

*Pay award outstanding.

Find out more in our Equal pay audit 2014 / 15 Equal pay audit 2014/15. (PDF, 194 kB)

Assurance

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.

Race

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.

Our BME group has not changed over the last two years of monitoring; there has been a slight increase of 2% in the not known category. Therefore we need to investigate further the impacts our policies and procedures are having on this group, particularly in recruitment and attraction

Religion and Belief

The number of employees who declared they had no religion (32%) was almost equal to the number of employees who declared a religion (Christian 28%). However all other religions were less than1%. There has been no substantial change to this breakdown of our workforce over the three years of monitoring data.

Sexual Orientation

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. There has been no substantial change to this breakdown of our workforce over the three years of monitoring data.

Last updated: 26 May 2016

    Share this: