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 two more years of data (2013 and 2014) 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.
To see our employee profile January 2014
Infographic 2014 (PDF, 101 kB) Pictorial version of employee profile 2014
Employee Profile 2014 (PDF, 83 kB) Data on our employee profile 2014
To see our previous employee profiles:
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. Over the three years of monitoring our employee profile has remained fairly static within all age groups.
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. During the 12 months to January 2014 our youngest recruit was aged 18 and our oldest recruit was aged 60. However this has had no impact on our age profile.
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 31March 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.
The additional data tells us that our employees with a declared disability remained the same at 4%. We have continued to support reasonable adjustments within the workplace.
On the data extracted from our employee database in January 2012 male employees (73%) were a higher proportion of the workforce than women (27%). In January 2013 this was male employees (71%) and females (29%). In January 2014 male employees (68%) and female employees (32%). So although male employees are a higher proportion of our workforce the representation of women is improving year on year. This is an area of focus for our Diversity activities during the next twelve months.
In January 2012 12% of our total employees worked part-time. More women (21%) than men (8%) worked part-time. In January 2013 numbers of women working part-time had reduced (20%) and men remained the same (8%). This figure remains the same for 2014.
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.
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
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.
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: 27 June 2014