When will 33% be 51%? International Women's DayCivil 2012 Women in The Senior Service Sue Owen Women’s Network Senior Director General, Strategy Group, DWP 8th March 2012 UNCLASSIFIED Percentage of women in SCS has doubled since 1996 and still rising ……………numbers falling, as size Civil Service falls Women in the SCS 1,600 34.3% 1,500 % Women in SCS 1,400 32.1% 1,300 32.1% 32.6% 35.9% 33.2% 35% 30.4% 29.1% 1,200 30% 27.8% 26.4% 1,100 24.2% 1,000 25.0% 25% 21.5% 900 19.6% 800 700 16.7% 17.7% 17.8% 1,374 1,401 1,308 1,340 20% 1,530 1,534 1,505 1,404 1,226 600 1,081 500 15% 1,136 978 400 300 1,465 806 877 10% 669 509 530 530 580 200 5% 100 0 0% 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 Apr07 UNCLASSIFIED Oct07 Apr08 Oct08 Apr09 Oct09 Apr10 Oct10 Apr11 Percentage Number 40% 35.0% 35.2% 35.6% Number of Women in SCS Women in SCS by grade, 2003-11; a good news story Women in the Senior Civil Service by grade, 2003 to 2011 40% Deputy Director Director Director General Permanent Secretary SCS Overall 37.8% 35.9% 35% 30.0% 30% 28.0% 27.2% 26.4% 24.2% 25% 20% 19.0% 15% 12.1% 10% 5% 0% Apr-03 Oct-03 Apr-04 Oct-04 Apr-05 Oct-05 Apr-06 Oct-06 Apr-07 Oct-07 Apr-08 Oct-08 Apr-09 Oct-09 Apr-10 Oct-10 Apr-11 UNCLASSIFIED Percentage 24.4% Public sector compare well with private sector Percentage women leaders across various sectors 40% 35.9% 35% 33.3% 31.4% 29.5% 30% 27.3% 25% 22.8% 22.2% 20% 16.8% 15% 12.5% 10% 5.5% 5% 0% Senior Civil Service Heads of Professional Bodies NHS Chief Executives Senior Civil Trade Union Local Authority Members of Service TMP General Chief Parliament (Director+) Secretaries Executives Senior Police Officers Sources: Sex and Power: who runs Britain 2011, EOC e.g. GMC, Law Society; The Female FTSE Index 2010; and House of Commons weekly information bulletin June 2010 SCS Database, Cabinet Office UNCLASSIFIED FTSE 100 (Executives and NEDS) FTSE 100 Executives (Excluding NEDS) ……….3 years ago Percentage of Women Leaders 40% 36.9% 35% 32.6% 30% 25.4% 25.0% 25% 20.7% 19.3% 19.5% 20% 15% 11.9% 11.0% 10% 5% 0% Heads of Professional Senior Civil Service Bodies 1 NHS Chief Executives 1 Senior Civil Service TMP (Director+) Trade Union General Secretaries 1 Members of Parliament 3 Local Authority Chief Senior Police Officers Executives 1 1 FTSE 100 (Executives and NEDS)2 ) Why should we care? Gender diversity is a corporate performance driver Companies where women are most strongly represented at Board/top management level are companies that perform best Innovation is optimised in teams where the gender balance is even (or close to even) Lord Davies of Abersoch said: “While it is essential that the boards of UK companies are meritocratic, the fact that there are only 131 female directors in FTSE 100 companies (12.2%) means that we cannot be using all the skills and talents that make our workforce so competitive.” UNCLASSIFIED Analysis of stocks & flows, 2007-11; need to look at internal promotions & external hires Female Average stocks and flows 2007-11 Male External new entrants 84 Stock of Female G6/7 39% (13,310) 29 (35) 129 (41) 35 55 (65) Stock female DD 36% (1,140) 9 (25) 10 26 (75) 2 (21) 27 Stock female D 29% (215) GRADE 6/7 182 (59) Stock Male DD 64% (2,046) DEPUTY DIRECTORS 54 (67) Stock Male D 71% (536) DIRECTORS UNCLASSIFIED NOTES The arrows represent the average flows during the 5 year period ending April 2011. The stock figures include the flows. (33) 8 (35) Stock of Male G6/7 61% (20,435) 8 (79) 14 (65) Stock female DG 26% (44) Stock Male DG 74% (127) DIRECTORS GENERAL Only those flows and stock where source is known are shown. The red/brown blocks are coloured according to the stock proportions of female/male (proportions in brackets). The size of the blocks are not to scale in terms of population sizes. Women in the SCS: Two key issues Building the pipeline of internal women for SCS roles in medium and longer term Progression of internal women to Director & DG UNCLASSIFIED Female entry to Deputy Director – an improving picture; and women doing very well in internal promotions Promotions from G6/7 to DD (% female) 50% Stock of Grade 6/7 % female Promotions to Deputy Director % female 43.3% 41.4% 42.4% 43.0% 45% Movements into Deputy Director by gender and source, based on average numbers over last six years 39.9% 38.5% 38.2% 35.0% 40% 35.6% 35% 30% Male Externals 25% Female Externals Males (promotion from Grade 6/7) 32.8% 34.8% 37.1% 37.6% 38.2% 39.4% 40.2% 40.7% 20% Females (promotion from Grade 6/7) 15% 29.4% 16% 10% 31% 9% 5% 0% 2003 2004 2005 2006 2007 2008 2009 2010 2011 45% UNCLASSIFIED But the shortfall starts further back in the pipeline 2011 2006 80 67.4 70% 64.1% 60% 61.9 58.2 55.1 56.2 70 60 57.1% 40% 50 43.8 41.8 38.1 42.9% 32.6 35.9% 40 30 30% 20 20% Male Female 10 10% 0 0% AO / AA EO SEO / HEO G6 & 7 SCS AA/AO EO SEO/HEO Grades 6 and 7 Responsibility Level % Female % Male But it’s improving – both lines a tad flatter in 2011 compared with 2006 SCS Percentage 45.0 50% Internal Female Promotions to Director Grade; no clear pattern Female stock of Deputy Directors and promotions to Director 45% Stock of Deputy Directors % f emale 40% Promotions to Director % f emale 35% 30% 25% 20% 15% 10% 5% 0% 2003/04 2004/05 2005/06 2006/07 2007/08 2008/09 UNCLASSIFIED 2009/10 2010/11 Internal Female Promotions to Director General; an improving story (guess when we first showed this chart) Female stock of Directors and promotions to Director General 50% Stock of Directors % f emale Promotions to Director General % f emale 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 2003/04 2004/05 2005/06 2006/07 2007/08 UNCLASSIFIED 2008/09 2009/10 2010/11 Average flows in SCS grades, 2006-11 50% Flows across the SCS Grades, by type and gender 45% Deputy Director Director Director General 40% 35% 30% 25% 20% 15% 10% 5% 0% Male Promotion Male External Female Promotion UNCLASSIFIED Female External …..An improvement on 2003-8 50 Percentage 40 30 20 10 0 Male Promotion Male external Deputy Director Female Promotion Female external Director Director General …what about exits? Women SCS are less likely to leave than men Propensity to leave - SCS totals 16% 14% 12% 10% 8% 6% 4% 2% 0% Female Male 2006/2007 2007/2008 2008/2009 2009/2010 2010/2011 20% 10% 40% 30% 50% Female 0% UNCLASSIFIED 3 2 3 80% Male 70% 60% 2 5 2 VETERINARIAN 90% 1 STATISTICS 3 SOCIAL AND MARKET RESEARCH 100% PROPERTY ASSET MANAGEMENT PLANNING 2 OPERATIONAL RESEARCH 13 KNOWLEDGE AND INFORMATION MANAGEMENT 12 INTERNAL AUDIT 22 PROCUREMENT & CONTRACT MANAGEMENT 6 SCIENCE & ENGINEERING 41 INFORMATION TECHNOLOGY 27 MEDICINE 107 FINANCE 26 PROGRAMME & PROJECT MANAGEMENT 227 OPERATIONAL DELIVERY 5 OTHER 56 POLICY DELIVERY 17 TAX PROFESSIONALS 20 LAW 30 COMMUNICATIONS AND MARKETING No. of SCS in each profession ECONOMICS HUMAN RESOURCES Functional distribution varies between Director.. Directors – Profession of Post by Gender (% of total profession) 50% 40% 30% 20% 10% Female 0% UNCLASSIFIED 5 80% 1 90% Male 70% 60% 4 2 STATISTICS 100% SCIENCE & ENGINEERING PLANNING 3 HUMAN RESOURCES 7 ECONOMICS 17 OTHER 60 OPERATIONAL DELIVERY 3 POLICY DELIVERY 17 INFORMATION TECHNOLOGY 18 FINANCE 2 LAW 3 MEDICINE 1 COMMUNICATIONS AND MARKETING INSPECTOR OF EDUCATION AND TRAINING … and DG levels Director General – Profession of Post by Gender (% of total profession) No. of SCS in each profession Women moving more into policy DG roles No. of SCS in each profession 3 9 2 1 1 Directors General - Profession of post by gender (% of total in profession) 14 27 4 23 5 34 2 1 3 1 2 1 100% Percentage of Profession (Male) 90% 80% 70% Percentage of Profession (Fe male) 60% SOCIAL RESEARCH SCIENCE PLANNING INFORMATION TECHNOLOGY ENGINEERING COMMUNICATIONS/MARKETING POLICY DELIVERY HUMAN RESOURCES OPERATIONAL DELIVERY ECONOMICS LEGAL FINANCE/ACCOUNTANCY 0% MEDICINE/NURSING 10% OTHER 20% STRATEGY 30% STATISTICS 40% PROGRAMME & PROJECT MANAGEMENT 50% So, the overall story in 2012 Women are progressing in the SCS , via - doing well in internal promotions from Grade 6/7 being less likely to leave than men and, in some year, doing well in promotions to Director and DG they are also making inroads in senior Ministerial facing jobs and there are significantly more women Permanent Secretaries than 5 years ago. But Permanent Secretary status non departmental roles remain essentially male. Even so, 45% of every SCS grade are internally promoted men And at Director and DG externally hired men are more prevalent than promoted women Around 8% of all SCS grades are external women; 15% of Deputy Directors and 25% of Directors & DGs are external men. Below the SCS there is slow progress in maintaining the female proportions seen in lower grades What we thought 4 years ago about underlying causes … Shape of senior roles Preference for men in policy jobs? Internal candidates not systematically identified and prepared Confidence issues Over reliance on formal panel interview approach Work life balance issues ……………………….Some of these have improved. UNCLASSIFIED Research by LBS, Praesta & McKinsey: a consistent prescription for success includes Measurement & indicators crucial Encourage USE of work/life balance options Support networks & mentoring Active leadership development including stretch assignments and other ‘leadership critical’ events UNCLASSIFIED Action: combination of self-help and holding to account Senior Women’s network Developing junior women Programmes like HPDS, ADP and women’s leadership courses Getting senior experience other ways, eg NED roles, “Shadow Board” membership, “stretch” roles Assembling the field; encouragement to apply Analysis what works at interview; eg staff member Interview practice Confidential feedback from women unsuccessful at interview Holding Perm Secs to account on succession plans UNCLASSIFIED But the shortfall starts much further behind in the pipeline… by Department Percentage of women in the Civil Service by responsibility level 70% 64.1% 60% 57.1% 50% 40% 42.9% 35.9% 30% 20% 10% 0% AO / AA EO SEO / HEO % Female Sources: Civil Service Statistics 2011, ONS SCS Database, Cabinet UNCLASSIFIED Office % Male G6 & 7 SCS But the shortfall starts much further behind in the pipeline… Percentage of women in the Civil Service by responsibility level – Departmental breakdown FCO 90% 80% 77.8% 70% 60% 54.9% 50% 40% Defence 45.1% 30% 22.2% 20% 90% 81.2% 80% 10% 70% 0% AO / AA EO SEO / HEO G6 & 7 SCS 60% 50% % Male 57.6% % Female 40% 42.4% 30% 20% 18.8% 10% 0% AO / AA EO SEO / HEO % Male UNCLASSIFIED % Female G6 & 7 SCS But the shortfall starts much further behind in the pipeline… Percentage of women in the Civil Service by responsibility level – Departmental breakdown DfE 80% 70% 69.6% 60% 55.4% 50% 44.6% 40% DWP 30% 30.4% 20% 80% 10% 70% 0% 60% 64.9% 69.8% AO / AA EO SEO / HEO G6 & 7 SCS 50% % Male % Female 40% 35.1% 30% 30.2% 20% 10% 0% AO / AA EO SEO / HEO % Male UNCLASSIFIED % Female G6 & 7 SCS But the shortfall starts much further behind in the pipeline… Percentage of women in the Civil Service by responsibility level – Departmental breakdown BIS 70% 65.4% 60.6% 60% 50% 40% 30% 39.4% CLG 34.6% 20% 70% 10% 61.7% 60% 0% AO / AA EO SEO / HEO % Male % Female G6 & 7 SCS 50% 40% 58.3% 38.3% 41.7% 30% 20% 10% 0% AO / AA EO SEO / HEO % Male UNCLASSIFIED % Female G6 & 7 SCS But the shortfall starts much further behind in the pipeline… Percentage of women in the Civil Service by responsibility level – Departmental breakdown DfT 80% 72.4% 70% 60% 50% 52.1% 47.9% 40% DFID 30% 27.6% 20% 70% 10% 60% 64.6% 0% AO / AA EO SEO / HEO % Male % Female G6 & 7 SCS 61.5% 50% 40% 35.4% 38.5% 30% 20% 10% 0% AO / AA EO SEO / HEO % Male UNCLASSIFIED % Female G6 & 7 SCS But the shortfall starts much further behind in the pipeline… Percentage of women in the Civil Service by responsibility level – Departmental breakdown 80% HMT 75.0% 70% 60% 60.0% HM Treasury 50% 40% 40.0% 30% 20% 25.0% 10% 0% AO / AA EO SEO / HEO % Male G6 & 7 % Female UNCLASSIFIED SCS