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