MHRA is committed to building a diverse and inclusive workforce and to analysing and improving our ethnicity pay gap through focused action.

The data presented has been completed using the standard calculations with data has been extracted from the Agency’s payroll. It is selected as at a specific date each year; the ‘snapshot date’. The latest snapshot date for public sector organisations was 31 March 2018.

We have used data from all relevant employees, taking account of full time equivalent pay and ethnicity.

The template covers:

• mean ethnicity pay gap in hourly pay.
• median ethnicity pay gap in hourly pay (the difference between the midpoints in the ranges of men’s and women’s pay)
• mean bonus ethnicity pay gap (the difference between the average of bonuses paid to men and women)
• median bonus ethnicity pay gap (the difference between the midpoints in the ranges of men’s and women’s pay)
• proportion of staff who have declared their ethnicity as White or BAME receiving a bonus payment
• proportion of staff in each pay quartile who have declared their ethnicity as White or BAME in the lower, lower middle, upper middle, and upper quartile pay bands

Following the public sector equality duty in April 2011 (s149 of the Equality Act 2010), public authorities are obliged, in the exercise of their functions, to have due regard to the need to achieve the three aims of the public sector equality duty:

• to eliminate unlawful discrimination
• advance equality of opportunity
• foster good relationships between people who share a protected characteristic and those who do not.

The Regulator of Social Housing became a standalone organisation on 1 October 2018. As a public body with at least 180 employees, RSH publishes relevant, proportionate equality information to demonstrate compliance with the Equality Duty and to promote transparency and accountability for its equality performance.

This is RSH’s fourth equality information report, which for the third year includes an ethnicity pay gap report. It covers RSH staff and those affected by its policies and procedures. Previous and related reports can be found on our Equality information and pay gap reports collections page.

The Department for Digital, Culture, Media & Sport (DCMS) has prepared this report as part of the legal requirement for public authorities to publish their gender pay gap every year. This report fulfils the Department’s reporting requirements, analyses the figures in more detail and sets out what we are doing to close the gender pay gap in DCMS.

Building a diverse and inclusive workforce that reflects the people we serve is one of the Civil Service’s top workforce priorities. Our collective aim is to make the Civil Service the UK’s most inclusive employer by 2020 and beyond. Our Diversity & Inclusion Strategy outlines how we plan to achieve this. The Civil Service should create opportunities for all in a truly meritocratic way and reward all civil servants fairly, regardless of gender, ethnicity or any other personal characteristics.

Biennial statistics on the representation of ethnic groups as victims, suspects, defendants offenders and employees in the criminal justice system.

These reports are released by the Ministry of Justice (MoJ) and produced in accordance with arrangements approved by the UK Statistics Authority.

Introduction

This publication compiles statistics from data sources across the Criminal Justice System (CJS), to provide a combined perspective on the typical experiences of different ethnic groups. No causative links can be drawn from these summary statistics, and no controls have been applied to account for differences in circumstances between groups (e.g. average income or age); differences observed may indicate areas worth further investigation, but should not be taken as evidence of bias or as direct effects of ethnicity.

In general, Non-White ethnic groups tend to be over-represented at most stages throughout the CJS, compared with the White ethnic group. Among non-White groups, Black and Mixed individuals were often the most over-represented. Trends over time for each ethnic group have tended to mirror overall trends, with little change in relative positions between ethnic groups.

Specific findings

Victimisation

• The Mixed ethnic group was the most likely to be a victim of personal crime (7.4%), and the Asian or Asian British ethnic group were the least likely (2.6%). Additionally, the Black ethnic group were 4 times more likely than the White ethnic group to be a victim of homicide.
• There was an 18% rise in police recorded racially or religiously aggravated offences compared with the previous year and a 62% increase over the past 5 years.

Police activity

• In 2016 to 2017, compared with the White ethnic group, stops and searches proportionate to population size were more likely to be carried out on the Black (eight times as likely), Mixed (between 2 and 3 times as likely), Asian (just over 2 times as likely) and Chinese or Other (one and a half as likely) ethnic groups.
• Compared with the White ethnic group, arrests were more likely to be carried out on the Black (3 and half times more likely) and Mixed (twice as likely) ethnic groups relative to their population size.

Defendants

• Relative to the population, the rates of prosecution for indictable offences for Black and Mixed ethnic groups were 4 and 2 times higher than for the White ethnic group.
• White defendants have tended to have the highest conviction ratio for indictable offences out of all ethnic groups since 2012 (ranging from 80% to 86%).
• In 2016, Black and Mixed defendants were 23% and 18% more likely than White defendants to be remanded in custody in Crown Court for indictable offences.
• The custody rate for Asian offenders has been increasing over the last 5 years and in 2016 they were 11% more likely than White offenders to receive a custodial sentence. Black and Asian offenders have consistently had the highest average custodial sentence length (ACSL) since 2012.
• White defendants had the highest guilty plea rate for indictable offences at the Crown Court in 2016 at 71%. The guilty plea rate for all other ethnic groups ranged between 56% and 64%.

Offender characteristics

• Prosecution rate relative to the population was highest for Black juveniles (12 juveniles per 1,000 people in the population). The rate for White juveniles was 2 per 1,000.
• Black and ‘Asian and Other’ young people in the matched cohort sentenced in 2014 had a greater proportion achieving 5 or more GCSEs graded A* - C and A* - G for all sentencing outcomes.

Offenders under supervision or custody

The proportion of the prison population varied greatly between ethnic groups: there were around 16 prisoners for every 10,000 people, similar to the White and Asian rates, but this includes only 5 prisoners for each 10,000 Chinese or Other population members, and 47 and 58 prisoners for each 10,000 Mixed and Black population members respectively.

Practitioners

Non-White ethnic groups were under-represented relative to the population among the police, National Offender Management Service , judiciary and magistracy with proportions increasing slowly or remaining the same over the last 5 years. Non-White ethnic groups were over-represented relative to the population among the Ministry of Justice and Crown Prosecution Service with proportions increasing over the last 5 years.

Pre-release access

The bulletin is produced and handled by the ministry’s analytical profe