The Department for Culture, Media & Sport (DCMS) is committed to reducing the gender pay gap as part of our ambition to be the most diverse and inclusive government department by 2025. Gender equality is key to delivering our ambition and this year’s data shows that our current methods are working. Our approach to pay and bonuses seeks to reward all staff fairly, regardless of gender.

We have prepared this report as part of the legal requirement for public authorities to publish their gender pay gap on an annual basis. Greater transparency and accountability is key to enabling us as an organisation to demonstrate our commitment to equality, attract the best talent and boost staff engagement. Data helps drive action and our report also aligns with the recommendations made from the https://uksa.statisticsauthority.gov.uk/publication/inclusive-data-taskforce-recommendations-report-leaving-no-one-behind-how-can-we-be-more-inclusive-in-our-data/" class="govuk-link">Inclusive Data Taskforce report published in September 2021.

• Introduction
• Our staff
• Equality for those affected by our policies and practices
• Annual review of equality objectives

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.

1. Introduction

1.1 The Regulator of Social Housing as a public body with more than 150 employees (219 as at 31 March 2023), is required to publish relevant, proportionate equality information to demonstrate compliance with the Equality Duty and to promote transparency and accountability for our equality performance.

1.2 The information contained within this report has been compiled to comply with the specific duty to publish and demonstrates due regard to the need to eliminate unlawful discrimination, advance equality of opportunity and foster good relationships between people who share a protected characteristic and those who do not.

1.3 It covers:

• our staff, including equality and diversity data about our staff
• those affected by our policies and procedures
• the annual review of progress against our equality objectives.

1.4 The information within this report covers the year ending 31 March 2023.

While we believe it is important to be as transparent as we can on these matters, as a relatively small organisation, there may be circumstances where we cannot publish all our diversity information to ensure we preserve the anonymity of staff.

2. Our staff

2.1 One of RSH’s core values is that “We embrace diversity and seek to be an inclusive and supportive organisation”.

2.2 In 2023/24 we refreshed our Equality Objectives. Alongside this we are updating our Equality diversity and inclusion strategy and action plan which will be completed early in 2024/25.

2.3 Our focus in the coming year is to continue to build on the strong foundations we have laid. We have been clear that one of the main areas we need to address is increased ethnic minority representation at senior levels in the organisation. We will continue to focus on recruitment and development of existing staff to seek to improve ethnic diversity at senior levels, where opportunities arise through expansion or staff turnover.

2.4 The delivery of our EDI strategy and action plan is fully supported by both the Board and the Executive, who review progress on a regular basis, and who have appointed individuals to provide an equalities challenge function. We also have a Senior Leadership Team EDI steering group which supports the delivery of the action plan, as well as a Women’s Network and a Black, Asian and Minority Ethnic network. To supplement these groups in 2022/23 we introduced a staff EDI Sounding Board and an advisory group of staff with disabilities.

Diversity profile

2.5 The data below summarises our workforce diversity profile as at 31 March 2023 with comparative data for the previous two years.

2.6 In some cases, staff have either not completed the relevant sections or have declined to provide the data, referenced above as ‘Declined to respond/ undeclared’. We take diversity monitoring seriously and continue to encourage staff to update their information to ensure that our analysis remains relevant.

2.7 Most of the changes are small and relate to natural variation from staff turnover in a small organisation. in 2023/24 and 2024/25 we will be experiencing significant growth which may lead to some changes in our demographics.

RSH diversity profile as at 31 March 2023 (totals may not add u

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.

Improving the diversity of our workforce and ensuring that all staff are given the opportunity to flourish in a work environment where they feel supported, valued and included is a key strand of our 2020-24 People Strategy.

UKEF has made significant progress over the last five years to the point where our workforce is the most diverse of any government department on ethnicity grounds but we recognise that there is much more for us to do.

To achieve our ambitions all UKEF staff must feel that they can be themselves at work, valued for the unique perspectives that they bring, and able to progress as far as their talents take them. Building this inclusive work environment is essential to facilitating the delivery of our ambitious 2020-24 Business Plan – the whole of our output will be greater than the sum of our parts.

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 31 March 2022.

Contents

• Foreword

Gender pay gap

• Gender identity
• How the Gender Pay Gap is worked out
• Our gender pay gap at 31 March 2023
• Pay quartiles
• Our declaration
• What are we doing about the gap?

Ethnicity pay gap

• What do we mean by ethnicity?
• How the Ethnicity Pay Gap is worked out
• Our ethnicity pay gap at 31 March 2023
• Pay quartiles
• Our ethnicity pay gap journey
• What are we doing about the gap?

Foreword

This report reflects our gender and ethnicity pay gap data as of March 2023, which we annually report in arrears.

Although our staff count falls below the 250-employee threshold for mandatory gender pay gap reporting, we have voluntarily chosen to publish our findings for the fifth year, believing it aligns with best practices and promotes transparency in pay across the public sector.

We continue to strive for an inclusive, welcoming, and fair environment for all members of our team. These plans encompass various aspects of our operations, from recruitment and promotions to training and mentorship, all aimed at eliminating barriers and promoting equal opportunities. The ultimate goal is to ensure that every member of our organisation is provided with a fair and equal path to success to support the regulator in driving change in the social housing sector to deliver more and better social housing.

Gender Identity

In accordance with the current requirements for reporting on the gender pay gap, our approach involves categorising gender into male and female within our data classification.

It is important to note that we define gender in accordance with the classifications provided by His Majesty’s Revenue and Customs (HMRC), which categorise individuals as male or female, in our data.

In the context of this report, we have employed the terms ‘gender,’ ‘male,’ and ‘female,’ understanding that they typically relate to biological sex. However, it’s important to acknowledge that for some individuals, these terms may not fully encapsulate their gender identity.

How the Gender Pay Gap is worked out

In 2017, the government introduced a statutory requirement for organisations with 250 or more employees to report annually on their gender pay gap. Government departments are covered by the https://www.legislation.gov.uk/uksi/2017/353/contents/made" class="govuk-link">Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which came into force on 31 March 2017. These regulations underpin the Public Sector Equality Duty and require the relevant organisations to annually publish their gender pay gap data on:

• Mean and median gender pay gap in hourly pay,
• Mean and median bonus gender pay gap,
• Proportion of men and women receiving a bonus payment; and
• Proportion of men and women in each pay quartile.

The gender pay gap shows the difference in the average pay between all men and women in a workforce. Mean and median gender pay gap figures are based on a comparison of men and women’s hourly pay across the organisation irrespective of grade, which means that the gap shows the difference in the average pay between all men and women in the organisation’s workforce.

• The mean figure is the percentage difference between the mean average hourly rates of men and women’s pay.

• The median figure is the percentage difference between the midpoints in the ranges of men and women’s pay.

• The bonus gap refers to bonus payments paid to men and women employees during the 12 months period prior to the snapshot date.

Our gender pay gap at 31 March 2023

Our figures at 31 March 2023

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Data table

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Progress report on the Public Accounts Committee (PAC) recommendations, which were published in the PAC’s 16th report of session 200 to 2008 ‘Government on the Internet: progress in delivering information and services online’ (March 2008).

The Central Office of Information (COI) delivered the standards and guidance requested and the report should be read in conjunction with them:

• http://webarchive.nationalarchives.gov.uk/20130413020040/http://digitalstandards.cabinetoffice.gov.uk/measuring-website-costs/" class="govuk-link">Measuring website costs
• http://webarchive.nationalarchives.gov.uk/20130413020040/http://digitalstandards.cabinetoffice.gov.uk/measuring-website-usage/" class="govuk-link">Measuring website usage
• http://webarchive.nationalarchives.gov.uk/20130413020040/http://digitalstandards.cabinetoffice.gov.uk/measuring-website-quality/" class="govuk-link">Measuring website quality
• http://webarchive.nationalarchives.gov.uk/20130413020040/http://digitalstandards.cabinetoffice.gov.uk/delivering-inclusive-websites/" class="govuk-link">Delivering inclusive websites

Revision

A revision was made on 20th January 2022 to add the volume of prisoners holding a Gender Recognition Certificate.

Details

The Equality Act 2010 lists 9 Protected Characteristics:

• Age
• Sex
• Race
• Disability
• Sexual Orientation
• Religion or Belief
• Gender Reassignment
• Marriage/Civil Partnership
• Pregnancy/Maternity

This report focuses on those protected characteristics where data are collected, and are of sufficient quality for statistics to be meaningful. In general, this report is limited to analysis on sex, age, race (ethnicity) and religious belief for these reasons. Where data are available for other protected characteristics at sufficient quality and with sufficient coverage to be meaningful, they are also presented and considered.

The report presents some analysis by individual characteristic and is meant to serve as a guide for further research. In many cases, more than one factor (e.g. age and another protected characteristic, criminal history, socio-economic) may have an effect on an outcome.

Pre-release

The HMPPS Offender Equalities Report is produced and handled by the Ministry of Justice’s (MOJ) analytical professionals and production staff. Pre-release access of up to 24 hours is granted to the following persons:

• Assistant Private Secretary x 3
• Chief Financial officer, Ministry of Justice
• Chief Press Officer x 4
• Operational Research Analyst
• Data Manager, Custodial Capacity Management
• Deputy Director , Data and Evidence as a Service: Courts and People
• Deputy Director, Service Improvement Group
• Deputy Head of News
• Deputy Private Secretary x 2
• Director General Probation and Wales
• Director General, PCAG
• Director of Analytical Services
• Director Security, Order & Counter Terrorism
• Divisional Director - Diversity, Inclusion & Wellbeing, Diversity, Inclusion and wellbeing
• Senior Contract Manager, Operations
• Equalities Advisor, Diversity & Inclusion
• Equality Manager, National Probation Service
• Executive Director Public Sector Prisons South
• Executive Director, Strategy, Planning and Performance Directorate
• Executive Officer - Contracts and Offender Equalities, Contracts and Offender Equalities Statistics
• Group Reducing Reoffending Lead
• Head of Contracts and Offender Equalities, Contracts and Offender Equalities Statistics
• Head of Belonging, Wellbeing and Inclusion
• Head of Contract Management – Electronic Monitoring
• Head of Cross-Cutting Performance
• Head of Electronic Monitoring Operations
• Head of Equalities and Lammy Equalities
• Head of Health and Justice Partnership Policy, Offender Health in the Community
• Head of HMPPS Performance - Data and Evidence as a service
• Head of HMPPS probation equalities
• Head of HMPPS Women’s Team
• Head of HR ARM in HR Analysis, Reporting and Modelling
• Head of News, External Communication Deputy Director, Head of News, Ministry of Justice
• Head of Prison Diversity and Inclusion
• Head of Prison Safety and Security Statistics
• Head of Regime and Operational Policy Team
• Head of Security Procedures Team
• Head of Service Improvement - Prisons
• Head of Special Projects, Probation and Wales
• Head of Transgender Operational Framework
• HMT, MfE Private Office
• Interim Director General for the Policy and Strategy Group.
• Interim Permanent Secretary, Ministry of Justice
• Interim Private Secreatary to the Minister for Women and Equalities
• Joint Acting Head of Profession (Statistics)
• Joint Deputy Head of Operational Policy Team
• Lead Psychologist, North East
• Operations Manager
• Permanent Secretary office
• Policy Advisor x 5
• Policy official, Operational Services and Interventions
• Press Officer, Ministry of Justice
• Prison Group Director, London Prison Group
• Prison Safety and Security Statistics
• Prisons Group Director
• Prisons Statistics Team Leader, Prisons team
• Private Secretary x 5
• Quality and Effectiveness Lead
• Senior Policy Advisor x 2
• Senior Press Officer x 3
• Senior Principal Research Officer
• Senior Statistical Officer
• Special Adviser GEO
• Team Leader - Probation, ReoffendingStatistics

Details

The HMPPS annual Staff Equalities Report considers profiles and processes of the HMPPS workforce from an equalities perspective. Data is for England and Wales. This publication updates statistics on HMPPS staffing issues up to the end of March 2022.

The bulletin is released by the Ministry of Justice and produced in accordance with arrangements approved by the UK Statistics Authority.

Pre-release list

HMPPS workforce bulletin is produced and handled by the Ministry of Justice’s (MOJ) analytical professionals and production staff. Pre-release access of up to 24 hours is granted to the following persons:

Ministry of Justice

Lord Chancellor and Secretary of State; Minister of State for Justice; Permanent Secretary; Press officers (x7); Director General CEO HMPPS; Director General of Operation for Prisons and Probation; Director General of Performance, Strategy and Analysis; Chief People Officer; Policy Advisor for Future Prisons Policy; Deputy Director in MoJ Resourcing, Selection & Onboarding; Director HR Operations in MoJ People Group HR Operations; MoJ Resourcing, Selection & Onboarding; Policy lead in Probation Workforce Programme, Capacity and Efficiency; Deputy Director, Office of the Chief Executive; HMPPS Senior People and Risk Manager; Head of Resource Planning and Governance, Probation Workforce Programme; Divisional Director; Inclusive Culture; Head of Policy and Insights, People Group Inclusive Culture Centre of Expertise; Head of HMPPS Diversity and Inclusion. Programme Director – Race Action Programme; Data & Analysis and wider production (x9).

The Equality Act 2010 lists 9 Protected Characteristics:

• Age,
• Sex
• Race
• Disability
• Sexual Orientation
• Religion or Belief
• Gender Reassignment
• Marriage/Civil Partnership
• Pregnancy/Maternity

This report focuses on those protected characteristics where data are collected, and are of sufficient quality for statistics to be meaningful. In general, this report is limited to analysis on sex, age, race (ethnicity) and religious belief for these reasons. Where data are available for other protected characteristics at sufficient quality and with sufficient coverage to be meaningful, they are also presented and considered.

The report presents some analysis by individual characteristic and is meant to serve as a guide for further research. In many cases, more than one factor (e.g. age and another protected characteristic, criminal history, socio-economic) may have an effect on an outcome.

Pre-release list

The HMPPS Annual Digest is produced and handled by the Ministry of Justice’s (MOJ) analytical professionals and production staff. Pre-release access of up to 24 hours is granted to the following persons:

Ministry of Justice

• Director General, Probation
• Interim Permanent Secretary, Ministry of Justice
• Chief Financial officer, Ministry of Justice
• Director General, Prisons
• Director, Analytical Services
• Interim Director General for the Policy and Strategy Group.
• Deputy Director, Head of Prison and Probation Analytical Services
• Head of Custodial Performance
• Director – Access to Justice Policy
• Head of HMPPS HR Corporate Statistics
• Head of HMPPS Operational analysis
• Head of HR Analysis, Reporting and Modelling
• Head of prison, probation and reoffending statistics
• Joint Acting Head of Profession (Statistics)
• Deputy Director, Youth Justic Reform Policy
• Divisional Director - Diversity, Inclusion & Wellbeing, Diversity, Inclusion and wellbeing
• Lord Chancellor and Secretary of State
• Parliamentary Under Secretary of State, Minister for Prisons and Rehabilitation
• Parliamentary Under Secretary of State, Minister for Victims, Youth and Family Justice
• Permanent Secretary office
• Head of News, External Communication Deputy Director, Head of News, Ministry of Justice
• Press officer x 8
• Private secretaries x 11
• Special advisor
• Team Leader - Probation, Reoffending Statistics
• Criminal Justice Outcomes and Equalities
• Prisons Statistics Team Leader, Prisons team
• Head of Contracts and Offender Equalities, Contracts and Offender Equalities Statistics
• Statisticians x 5
• Policy Officer, Vulnerable Offenders team
• Policy Officer, Vulnerable Offenders team
• Joint Deputy Head of Operational Policy Team, Operational Policy: System Delivery and Reform
• Policy Advisor, ROTL and HDC
• Strategic Review Lead, Intervention Services
• Policy Advisor, Prison Education policy
• Policy Advisor, Policy & Communications

HM Prison and Probation Service (HMPPS)

• Chief Executive Officer, HMPPS
• Executive Director, Strategy, Planning and Performance Directorate
• Director Security, Order & Counter Terrorism
• Executive Director Public Sector Prisons South
• Executive Director of Safety and Rehabilitation
• Senior business manager Prisons, CEO office, HMPPS
• Head of EM Contract Management
• EM Contract Management
• Head of Electronic Monitoring operations and policy
• Deputy Director, Interventions and Operational Services
• Head of Equalities and Lammy Equalities
• Policy Official: Licence recalls
• Head of HMPPS probation equalities
• Head of Interventions Services
• Senior Women’s Policy Manager
• Head of HMPPS Womans team
• Mother and Baby units, Policy officer
• Quality and Effectiveness lead, HMPPS
• HMPPS Diversity and Inclusion
• Head of Prison Diversity and Inclusion
• Prison Groups director
• HMPPS Senior Diversity and Inclusion manager
• Head of Security Procedures team
• Governing Governor

Other government departments

• Government Equalities Office (Cabinet office)
• Private Secretary to Baroness Berridge
• Private Secretary to Kemi Badenoch
• Chief Press Officer, Governme

Details

The HMPPS annual Staff Equalities Report considers profiles and processes of the HMPPS workforce from an equalities perspective. Data is for England and Wales. This publication updates statistics on HMPPS staffing issues up to the end of March 2024.

The bulletin is released by the Ministry of Justice and produced in accordance with arrangements approved by the UK Statistics Authority.

Pre-release list

HMPPS workforce bulletin is produced and handled by the Ministry of Justice’s (MOJ) analytical professionals and production staff. Pre-release access of up to 24 hours is granted to the following persons:

Ministry of Justice

Lord Chancellor and Secretary of State; Minister of State for Prisons, Probation and Reducing Reoffending; Permanent Secretary; Press officers (x8); Director General CEO HMPPS; Director General of Operation for Prisons and Probation; Chief People Officer; Policy Advisor for Prison Workforce Policy; Deputy Director in MoJ Resourcing, Selection & Onboarding (x2); Deputy Director, Probation Operations Directorate; Director HR Operations in MoJ People Group HR Operations; CEO HMPPS Office; Policy lead in Probation Workforce Programme, Capacity and Efficiency; Deputy Director, Professional Standards and Behaviour; HMPPS Senior People and Risk Manager; Head of Policy – Governance and Data analysis, Probation Workforce Programme; Divisional Director, Inclusive Culture; Head of Policy and Insights, People Group Inclusive Culture Centre of Expertise; Head of HMPPS Diversity and Inclusion; Data & Analysis and wider production (x10).