Analysis by department includes executive agencies attached to the core department, in alignment with those used in ONS Civil Service Statistics. The term LGBO refers to staff who report belonging to one of the last three groups. This content is for decoration only skip decoration. This compares to 2.1% of women with known sexual orientation who are gay/lesbian, 1.5% who are bisexual and 0.5% who record their sexual orientation as ‘other’ as at March 2019. Local governments do not need to be members of ELGL to complete the survey. It will take only 2 minutes to fill in. , less than the price of a cup of coffee per month. To filter the data, select the down arrow to see the available filter options and select the subgroup of interest. The mean gender pay gap also takes into account differences in pay at the top of the Civil Service when calculating the difference in pay. There is little variation in median age by grade. Cornell’s organizes diversity initiatives around four core principles: composition, engagement, inclusion, and achievement. Tracking this data in a diversity dashboard is an excellent way to start. Latest data refer to March 2019, published July 2019. 13 November 2018. Download Summary Document Further analysis of survey data is available in the Student Climate for Diversity Report and additional information about university constituencies can be found in the University Factbook. Black Academic Excellence Initiative; EDI Advisory Council; EDI Unit Plan; Inclusive Excellence @ UC San Diego: 2018; Latinx/Chicanx Academic Excellence Initiative; LEAD Fellows; Strategic Plan for Inclusive Excellence; Accountability . The GEO gender pay gap is defined as the difference in mean and median hourly rate between men and women. Of those who reported their ethnicity, 6.6% are Asian, 3.4% are Black, 1.8% are mixed, 0.6% are Other, and 0.3% are Chinese as at March 2019. In 2018, the inclusion and fair treatment score for disabled staff was 68%, compared to 80% for non-disabled staff. Diversity Dashboards When planning for the future of diversity, equity, and inclusion on Bay Path’s campus, it is important to acknowledge the past and present status of the Bay Path community. Making progress toward achieving gender parity "Gender parity at the United Nations is an urgent need – and a personal priority. gender balance at senior levels within organisations is an excellent basis for diversity more generally.6 Significantly, measurement of gender balance indicators is strongly associated with positive progress — recent McKinsey research shows that companies aware of internal gender … Our interactive dashboard shows data on the representation of protected characteristics in the Civil Service by grade and department over time and selected themes from the People Survey. Overall, 4.9% of civil servants are Lesbian, Gay, Bisexual or recorded their sexual orientation as ‘Other’, in 2019. This dashboard shows the number of underrepresented minority students, faculty, and staff studying, working, and/or teaching at USM institutions. gender balance at senior levels within organisations is an excellent basis for diversity more generally.6 Significantly, measurement of gender balance indicators is strongly associated with positive progress — recent McKinsey research shows that companies aware of internal gender … … For these reasons, the Civil Service is committed to reflecting the country that we serve, and is taking targeted action to tackle underrepresentation, especially in the Senior Civil Service. Users have the option to filter by Year, Personnel Subcategory, School/Organizational Unit, and Department. It also looks at data such as new hires, turnover, acting-up opportunities and internal development programmes. To filter the data, select the down arrow to see the available filter options and select the subgroup of interest. The data relates only to Health Education England staff employed on Agenda for Change terms and conditions. The scores for inclusion are lower for ethnic minority staff, while the discrimination and bullying scores are higher for ethnic minorities. A focal point for data produced by Statistics Canada’s Centre for Gender, Diversity and Inclusion Statistics, this hub aims to address gaps in the availability of data by sex, gender and intersecting characteristics such as (but not limited to) age, geography, Indigenous status (First Nations, Métis and Inuit), disability and ethno-cultural characteristics. These include, but are not limited to, values, beliefs, physical differences, ethnicity, age, gender, experiences, thinking styles, backgrounds, preferences and behaviours. The median age is 48 at SCS level, 47 at EO level, and 45 at all other grades. What are the numbers at the subdivisions of our factions of engineering teams? With this dashboard, we’re sharing real-time data on the demographic diversity of the Buffer team, as well as those who’ve expressed interest in joining our team, in the specific areas of: Age Gender In 2020, the survey expanded to include all local government employees. Men have slightly lower engagement and inclusion and fair treatment scores than women. Religion and ethnicity are significant in the Middle East and Africa. 12 March 2019. In 2018, staff who identify as a gender other than man or woman have the lowest scores for engagement (44%), inclusion and fair treatment (59%), and report the highest rates of discrimination, bullying and harassment. Using data, you can also track which recruitment channels bring in the most diverse crowd. Health Equity, Diversity & Inclusion Measures for Hospitals and Health System Dashboards Introduction Among the American Hospital Association’s top priorities are addressing equity, diversity and inclusion in health care. As at June 2019, 5.1% of the SCS have recorded a disability. When broken down by gender, 4.3% of men with known sexual orientation are gay, 1.0% are bisexual and 0.6% record their sexual orientation as ‘other’ as at March 2019. The Civil Service is at its best when it reflects the diversity of the country as a whole and is able to understand what the public needs. At 31% and 27%, the percentage of staff who identify as a gender other than male or female experiencing discrimination and bullying & harassment respectively are more than double than among men and women. As society, and subsequently the workplace, becomes more and more focused on the importance of diversified workforces with varying perspectives being offered, this metric is paramount in assuring that the gender ratio of your employees is in good standing. Departments with fewer than five recorded disabled staff have been suppressed. As time goes by, the demographics of higher education continue to shift- when Bay Path was first founded in 1897, the student body looked much different than it does today. Of those who have, 51.3% were Christian and 37.9% reported they had no religion or belief. When people from diverse backgrounds are involved in creating the public services we all rely on, we get better services that work for everyone. Gender Recognition; Initiatives . However, gender diversity is at different stages of maturity in different parts of the world and across industries and metrics must reflect that. 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