Crossing Thresholds: The Making and Remaking of a 21st-Century College Chaplain

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Despite this progress it remains the case that men form a larger proportion of the more senior grades than of the overall workforce. Conversely, women form a larger proportion of the more junior grades than their share of the total workforce. This is exemplified when considering the median pay gap as the relevant individuals are a female SEO with a male Grade 7. The data – BEIS and the Executive Agencies

Catatonia in varying degrees can occur in autistic children and adults. Studies suggest that between 12-18% of autistic people may present with varying levels of catatonia (Wing & Shah, 2000; Billstedt et al. 2005; Ghaziuddin et al, 2012). However, actual prevalence is likely to be higher as there are probably a lot more people with autism and catatonia who do not have a diagnosis and are not known to services. The gender balance of our job offers has shifted with women representing 51.5% of our offer holders in the year to May 2021 - an annual increase of 3.8%. There is now an almost identical split between the proportion of males and females getting bonuses ( table in Annex B). The mean bonus gap is 2.6% and the median bonus gap is 3.6%, and the proportion of men who received a bonus is 81.2% and the proportion of women is 81.1%. Gender make-up of the department (core BEIS) For BEIS (including Executive Agencies) the headline 2021 GPG figures show a mean gap of 8.8% and a median gap of 7.1%. This is a reduction when compared to the figures published in 2020 (mean 10.2% and median 10.7%). Piloting the use of diverse jobs boards such as Vercida to promote opportunities to under-represented groups and develop DWP’s employee brand as an inclusive employer. We’re also exploring the use of returners jobs boards aimed at attracting talented career returners seeking to re-enter the labour market.A great mentor encourages a person to progress, giving valuable advice and encouragement. But it isn’t a one-way street. Many mentors find building the bond just as rewarding and gain fresh inspiration. Below, Bernie Thompson and Melissa Crawshay-Williams share their journey. Initially I felt nervous, though Bernie soon inspired me with her ‘can-do’ zest, and I was fired up after our first meeting. I outlined my goals and she helped me prepare for my next career challenges. Now I’m excited to be starting a new policy role next month in the Office of Life Sciences in BEIS. Supported an inclusive working environment by championing BEIS to be women’s health confident through the introduction of women’s health toolkits equipping employees and managers with the right information and guidance to hold constructive discussions around female-specific health issues.

Selection panels across all grades must have diverse representation across a range of characteristics including gender. The department has undertaken several activities to focus on closing the gender pay gap since first reporting in 2017. We will continue to review and refresh all processes, activities, and initiatives on an annual basis. Action plan for the year aheadThe NEU believes that the appraisal review statement at the end of the cycle should be the only source of evidence you require to support pay progression. The policy should enable you to submit additional evidence if you choose but you should not be requested or directed to submit additional evidence or penalised if you choose not to do so. You should not be required to maintain a portfolio of evidence to support your application. we continue to work in partnership with the BEIS Diversity Networks, which play an important role in supporting our activity in this area, such as Women Empowered Network This can happen with some types of AD. Does Dhiren lift one leg as he passes over the change in flooring or indeed does he lower one leg. However, in 2021 the proportion of men at G6/7 and within the SCS has slightly decreased with a corresponding increase the proportion of women at these grades. Our analysis suggests that the increase in the proportion of women in higher grades and a growth in the number of men at more junior grades (such as EO) is the main driver reducing the department’s pay gap figures in 2021. This cutting-edge mentoring programme helps participants define what they want from their careers and lives. Together, we develop a roadmap to help them achieve it.

Bernie steered me on rewriting my cv, empowered me to step out of my comfort zone and encouraged me to be assertive about my aspirations. For example, I recently joined the Crossing Thresholds course, and Bernie encouraged me actively to promote it to colleagues and share new insights. At times, she has questioned my negative assumptions, low confidence and helped pave the way by coaching me for a new career challenge. Within DWP, 45% of women work part-time compared to 14% of men. As a result, women appear to receive disproportionately lower bonuses than men, but this is largely attributable to a higher proportion of women working part-time, which accounts for a significant proportion of the 14.6% bonus pay gap. The calculation for the bonus pay gap, which uses actual values received rather than full time equivalent values, means we will have a bonus pay gap which will fluctuate according to the number of part-time employees, most of whom (86%) are female. This also impacts the median bonus gap, which has widened in favour of men, due to a higher proportion of women compared to men working part-time and therefore receiving a pro-rated end of year award.Between 31 March 2020 and 31 March 2021, our pay gap reduced, and this was primarily attributable to the significant recruitment of EOs and AOs on fixed term contracts that took place in response to the Covid-19 pandemic, altering the overall grade distribution within DWP. As a higher proportion of employees were at the AO and EO grade in March 2021 than March 2022, receiving the same rate of pay (known as a spot rate) the mean GPG had decreased. have introduced an Empathy Development Programme, which approximately 1,600 colleagues have participated in so far, to help define inclusive behaviours in teams and foster a culture where it is safe to challenge 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 the organisation. 2021 headline figures

None of my colleagues had heard about CT (I found out on day one of the course that all the other participants had come by recommendation), and I confess I was slightly dubious about the ‘women only’ label, but the content was really appealing and my line manager supportive. So, I took the plunge, hoping that the time and financial commitments would prove well worth it. DWP is committed to continuing to improve the GPG. We have a range of initiatives and programmes to ensure that the DWP talent pipeline is strong and that we sustain gender parity at senior levels through 2025 and beyond. 1. Recruitment, retention and developing a diverse workforce A 2-year, cross-government accelerated development schemes for high-potential deputy directors. Beyond Boundaries Crossing Thresholds Programme for women who want to explore their career development in a structured and supportive environment.

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This is the fifth year BEIS have published Gender Pay Gap figures. For context, we have therefore included the figures from previous years (2017, 2018, 2019 and 2020) in our analysis (the full data is set out in annexes A and B). Please note when comparing to previous years, this is the third year we have presented the data to a decimal point to bring us in line with other government departments. It was seeing her daughter do exactly that as we entered a shopping centre that made me detemined to find out all I could. actively supporting hiring managers in the move to virtual sifting and interviewing, (necessary as mitigation to pandemic restrictions)