Department for Work and Pensions Equality Information Update 2012	

List of tables
Introduction
Section 1: Information about our policies and services
Employment related impact indicators
1. Rates of people moving off out of work benefits
2. Numbers on key out-of-work benefits
3. Proportion of children living in workless households
4. Young people not in employment or full-time education
5. Gap between the employment rates for disabled people and the overall population
6. Average age people stop working
Poverty and social mobility related impact indicators
7. Rate of disability poverty
8. Rate of pensioner poverty
9. Social mobility in adulthood
Pensions-related impact indicators
10. Number of employees in a pension scheme sponsored by their employer
Operational working of the Department related impact indicators
11. Monetary value of fraud and error in the benefit system
12. Public opinion of DWP service levels
13. Additional customer data
Section 2: Information about our employees
14. The DWP workforce
15. Disciplinary procedures
16. Exits
17. Working Patterns
18. Grievances
19. Performance markings
20. Promotion
21. Recruitment process
22. Pay gap
23. Training data
24. Maternity data
25. Links to additional information

List of tables
Employment 
Table 1.1-1.2: Number and rates of people moving from out-of-work benefits.
Table 2.1-2.3: Number of people on key out-of-work benefits by age, ethnicity and gender.
Table 3.1-3.3: Percentage of children in each economic activity status of household category by age, gender, and ethnic origin of child.
Table 4.1-4.3: Percentage of young people not in full-time education who are workless by disability, ethnicity and gender.
Table 5.1-5.4: Gap between employment rates for disabled people and the overall population by age, ethnicity, gender and religion.
Table 6.1-6.3: Average age of withdrawal from the labour market by ethnicity and gender, gender overall and by gender and religion or belief.

Poverty and social mobility 
Table 7.1-7.4: Poverty rate for families by presence of disabled members and age, disabled members overall, disabled members and ethnicity and disabled members and gender.
Table 8.1-8.4: Poverty rate for pensioners by age, disability, ethnic group of head of household and gender.
Table 9.1: Percentage in the bottom income quintile that have progressed in the distribution of earnings.

Pensions 
Table 10.1-10.2: Numbers of employees in a pension scheme sponsored by their employer by age and gender.

Operational working of the Department 
Table 12.1-12.8: Customers’ reported overall satisfaction with Jobcentre Plus and the Pension, Disability and Carers Service by age, disability, ethnicity and gender.

Additional customer data
Table 13.1: Percentage of employment gaps for various protected characteristics.

DWP workforce data
Table 14.1-14.4: Percentage of DWP workforce by age, disability, ethnicity and gender.
Table 15.1-15.4: Percentage of employees disciplined by age, disability, ethnicity and gender.
Table 16.1-16.4: Percentage of reason for leaving by age, disability, ethnicity and gender.
Table 17.1-17.4: Percentage of employees with a part-time working pattern by age, disability, ethnicity and gender.
Table 18.1-18.4: Percentage of employees raising a grievance by age, disability, ethnicity and gender.
Table 20.1-20.4: Percentage of employees promoted by age, disability, ethnicity and gender.
Table 22.1-22.4: Pay gap by age, disability, ethnicity and gender.
Table 24.1-24.4: Percentage of employees returning from maternity leave by age, disability and ethnicity.
Introduction
On 31 January 2012 the Department published its first Equality Information report under the Public Sector Equality Duty. Whilst the legal requirement is an annual publication, the initial report committed to aligning information with the Department’s reporting cycle by producing an update in July 2012.  

This update follows the same format as the original report:

Section One shows information and data relating to the Department’s policies, practices and service users; and

Section Two shows information and data relating to the Department’s employees. 

Future reporting

The Department intends to publish a comprehensive Equality Information report in July 2013. This will include an annual data update and also progress made in the detailed areas of the first report about our approach to:

•	providing information about our policies, practices and services;
•	providing information relating to our employees;
•	benchmarking as an employer;
•	engaging with our employees;
•	engaging with our service users;
•	paying due regard; and
•	equality objectives.

Notes to data

Changes to the presentation of tables and amendments required following the first report are clearly explained in the commentary next to the relevant tables.

Alternative formats

If you would like a copy of this update in an alternative format please contact:
Diversity and Equality Directorate, 
Porterbrook House, 
7 Pear Street, 
Sheffield, 
South Yorkshire, 
S11 8JF.
Email: Adelphi.diversityandequality@dwp.gsi.gov.uk 

Thank you for taking the time to read this update, we welcome your feedback.  Please write to us using the details above.

Section 1: Information about our policies and services
Number	Indicator	Data source	Time period and availability	
1	Rates of people moving from out-of-work benefits 	DWP administrative data	•	Latest data available for claimants that have flowed off Jobseekers Allowance was from January-March 2011 and March 2012. Whereas, latest data for claimants flowing off Employment and Support Allowance was from October-December 2010 and March 2012. 	
2	Numbers on key out-of-work benefits	DWP administrative data	•	Splits currently available by age and gender, and partly for ethnicity.
•	Latest data available at July 2012 covered November 2011.
•	Produced four times a year covering the months of February, May, August and November. Data are available with six months delay.	
3	Proportion of children living in workless households	Labour Force Survey 	•	Splits currently available by age, ethnicity and gender.
•	Latest data available at July 2012 covered Quarter 4 2011.
•	Produced twice a year. Data are available for Quarter 2 and Quarter 4 each year with a delay of around six weeks after the period referred to.	
4	Young people not in employment or full-time education	Labour Force Survey	•	Impact indicator covers age. Splits currently available by disability, ethnicity and gender.
•	Latest data available at July 2012 covered Quarter 1 2012.
•	Produced monthly approximately six weeks after the period referred to. Three months of data are combined for the indicator. 	
5	Gap between employment rates for disabled people and the overall population	Labour Force Survey	•	Impact indicator covers disability. Splits currently available by age, ethnicity, gender and religion or belief.
•	Latest data available at July 2012 covered Quarter 1 2012.
•	Produced quarterly approximately six weeks after the period referred to. Three months of data are combined for the indicator. 	
6	Average age people stop working	Labour Force Survey	•	Splits currently available by age, ethnicity, gender and religion or belief.
•	Latest data available at July 2012 covered Quarter 1 2011 for gender, and 4 quarter averages (to increase data reliability for these groups) from Quarter 2 2011 to Quarter 1 2012 for ethnicity and religion or belief.
•	Produced quarterly approximately six weeks after the period referred to.	
7	Rate of disability poverty	Family Resources Survey	•	Indicator covers disability. Splits currently available by age, ethnicity and gender. Information on religion or belief and sexual orientation has been collected from April 2011. Results are expected to be available in Spring/Summer 2013.
•	Latest data available at July 2012 covered 2010/11.
•	Produced once a year covering a financial year, with a delay of just over a year after the end of the period referred to.
•	Data do not include care home residents due to the sample for the survey used consisting of the private household population.	
8	Rate of pensioner poverty	Family Resources Survey	•	Splits currently available by age, disability, ethnicity and gender. Information on religion or belief and sexual orientation has been collected from April 2011. Results are expected to be available in Spring/Summer 2013.
•	Latest data available at July 2012 covered 2010/11.
•	Produced once a year covering a financial year, with a delay of just over a year after the end of the period referred to.
•	Data do not include care home residents due to the sample for the survey used consisting of the private household population.	
9	Social mobility in adulthood	Annual Survey of Hours and Earnings	•	Likelihood of progression of 25-30 year olds by gender. Data for other protected characteristics are not currently available.
•	Latest data available at July 2012 covered 2002-2011.	

10	

Number of employees in a pension scheme sponsored by their employer	

Annual Survey of Hours and Earnings	

•	Splits currently available by age and gender. This will be supplemented by data from the Family Resources Survey for religion or belief and sexual orientation which has been collected from April 2011. Results are expected to be available in Spring/Summer 2013.
•	Latest data available at July 2012 covered 2011.	
11	Monetary value of fraud and error in the benefit system	DWP administrative data	•	No equality information currently available. We are considering the feasibility of collecting this and will provide an update in the next report.	
12	Public opinion of DWP service levels	DWP administrative data	•	Splits currently available by age, disability, ethnicity and gender.
•	The latest data available at July 2012 covered 2011 for Jobcentre Plus and 2010/11 for the Pension, Disability and Carers Service. Produced once a year.	
13	Employment gap	Labour Force Survey	•	Indicator focuses on disabled people, splits are available by age (for young adults and older workers), ethnicity and disability. 
•	Data available approximately six weeks after the end of each quarter. 
•	Data are seasonally unadjusted so only year on year comparisons can be made.	

Note: Estimates are based on a variety of data sources and are therefore subject to uncertainty. Small differences should be treated with caution as these will be affected by sampling error and variability in the data source.
Employment related impact indicators
1. Rates of people moving off out-of-work benefits 

What does this tell us?

This indicator reports off-flow rates for cohorts of customers who flow onto each benefit in a given period. For example: across all ages 87.2% of those starting to receive Jobseeker’s Allowance between January and March 2011 had stopped receiving the benefit 52 weeks later; 73.6% of 25-49 year olds who claimed Employment and Support Allowance between October and December 2010 had stopped receiving the benefit 65 weeks later. 

This measure is included because Jobcentre Plus adds value by reducing the time it takes for a customer to move off benefit. The Jobseekers Allowance portion of the measure directly affects the claimant count, and the measure as a whole will provide useful information as to whether the Department's spending review settlement is being implemented. 

How will an improvement be shown?

An increase in the indicator will demonstrate whether an improvement has been achieved. However, the indicator level will be affected by benefit conditionality and operational changes, seasonal variation and the economic cycle. For example, in a recession, even if Jobcentre Plus is performing well, the off-flow rate is likely to fall. Also, as Incapacity Benefit claims are re-assessed for Employment and Support Allowance the off-flow rate is likely to fall. 

Links to other information that you may find useful

A one-off Destination Survey was undertaken by the Department in 2011 which provides data on the rate of people moving from key out-of-work benefits into employment.

Table 1.1: Jobseeker’s Allowance off-flow rate within 52 weeks, for claims received between January-March 20111,2,3,5,7 

Age	Total on-flow	Total off-flow	Rate	
16-17	5,900	5,460	92.5%	
18-24	309,340	279,960	90.5%	
25-49	420,170	356,670	84.9%	
50+	101,060	87,660	86.7%	
Unknown Age6	70	70	100.0%	
Total	836,530	729,810	87.2%	

Table 1.2: Employment and Support Allowance off-flow rate within 65 weeks, for claims received between October-December 20101,2,4,5,7

Age	Total on-flow	Total off-flow	Rate	
16-17	1,300	650	50.0%	
18-24	26,840	20,950	78.1%	
25-49	99,150	72,970	73.6%	
50+	48,970	34,730	70.9%	
Unknown age6	10	10	100.0%	
Total	176,270	129,310	73.4%	
All data sourced from: DWP administrative data, Jobseeker’s Allowance Processing System (JSAPS).

Notes:
1. The on-flow cohort period corresponds to the reporting month beginning on the Saturday after the final Friday of the previous month and ending on the final Friday of the current month. This data covers three on-flow cohort periods.
2. The rate is calculated as the total number of off-flows from an on-flow cohort period, divided by the number of on flows within the on-flow cohort period, multiplied by 100 (to one decimal place).
3. On-flow and off-flow figures rounded to the nearest 10.
4. Off-flow for Jobseeker’s Allowance is based on claims ending within 52 weeks of on-flow.
5. Off-flow for Employment and Support Allowance is based on claims ending within 65 weeks of on-flow.
6. There are a small number of cases having an incorrect date of birth recorded on the Administrative Systems (JSAPS).
7. Due to seasonal movements in benefit claiming patterns only year on year comparisons should be made.

2. Numbers on key out-of-work benefits

What does this tell us?

This indicator looks at the number of people on the following key out-of-work benefits:

•	Jobseeker’s Allowance;
•	Incapacity Benefits/Employment and Support Allowance;
•	Lone parents receiving Income Support; and
•	Others receiving income-related benefits. These are mainly Pension Credit recipients for men aged under state pension age. The remainder are in receipt of Income Support.

How will an improvement be shown?

This indicator will show an improvement if the number of people in receipt of key out-of-work benefits decreases, reflecting the Department’s economic and social objective of helping more people into employment.

Links to other information that you may find useful

Further information about a variety of benefits and customer groups is available on the DWP tabulation tool.

Table 2.1: Number on key out-of-work benefits by age, Great Britain, thousands, November 20111,2

Age	Jobseeker's Allowance (claimant count) (UK seasonally adjusted) 3	Jobseeker's Allowance (claimant count)
(GB not seasonally adjusted) 4	Employment and Support Allowance and Incapacity Benefits 5, 7	Lone Parents on Income Support 5	Other (Income Support, others and Pension Credit) 5,6	
Unknown age	..	-	0.1	-	0.3	
Under 18	..	3.9	4.7	4.5	10.6	
18-24	..	452.4	153.5	170.0	27.4	
25-34	..	361.9	333.0	249.1	6.7	
35-44	..	302.4	546.8	128.2	4.6	
45-49	..	148.1	380.3	21.1	2.7	
50-54	..	116.9	404.4	6.6	3.0	
55-59	..	89.4	446.6	2.0	3.8	
60-64	..	21.3	306.3	0.2	115.8	

Table 2.2: Number on key out-of-work benefits by ethnicity, Great Britain, thousands, November 20111,2

Ethnicity	Jobseeker's Allowance (claimant count) (UK seasonally adjusted) 3	Jobseeker's Allowance (claimant count)
(GB not seasonally adjusted) 4	Employment and Support Allowance and Incapacity Benefits 5, 7	Lone Parents on Income Support 5	Other (Income Support, others and Pension Credit) 5,6	
White: British	..	1107.9	..	436.6	..	
White: Irish	..	8.8	..	3.4	..	
White: Other white	..	41.5	..	10.0	..	
Mixed: White & Black Caribbean	..	13.9	..	7.2	..	
Mixed: White & Black African	..	4.0	..	1.8	..	
Mixed: White & Asian	..	3.2	..	1.1	..	
Mixed: Other Mixed	..	8.5	..	3.0	..	
Asian or Asian British: Indian	..	24.0	..	3.8	..	
Asian or Asian British: Pakistani	..	34.8	..	11.6	..	
Asian or Asian British: Bangladeshi	..	15.2	..	4.1	..	
Asian or Asian British: Other Asian	..	12.3	..	3.1	..	
Black or Black British: Black Caribbean	..	45.4	..	15.5	..	
Black or Black British: Black African
	..	46.0	..	25.0	..	
Black or Black British: Other Black	..	11.1	..	4.1	..	
Chinese or Other Ethnic Group: Chinese	..	3.0	..	1.2	..	
Chinese or Other Ethnic Group: Other Ethnic Group	..	27.4	..	10.1	..	
Prefer not to say	..	69.6	..	23.5	..	
Missing/old values/no personal contact	..	19.5	..	16.6	..	

Table 2.3: Number on key out-of-work benefits by gender, United Kingdom, thousands, November 20111

Gender	Jobseeker's Allowance (claimant count) (UK seasonally adjusted) 3	Jobseeker's Allowance (claimant count) (GB not seasonally adjusted) 4	Employment and Support Allowance and Incapacity Benefits 5, 7	Lone Parents on Income Support 5	Other (Income Support others and Pension Credit) 5,6	
Male	1068.2	997.8	1440.6	16.3	133.0	
Female	527.8	501.6	1135.0	565.3	41.9	

All data sourced from: DWP Administrative Data; Columns 1 and 2 from the Jobseeker’s Allowance (JSA) Claimant Count. 

Definitions and conventions: "-" Nil or negligible ".." Not available. Caseload figures are rounded to the nearest hundred. Some additional disclosure control has also been applied. Totals may not sum due to rounding.

State pension age: The age at which women reach state pension age is gradually increasing from 60 to 65 between April 2010 and April 2016 to November 2018. From December 2018, the state pension age for both men and women will start to increase to reach 66 years old in October 2020. This will introduce a small increase to the number of working-age benefit recipients and a small reduction to the number of pension-age recipients. For more information see http://statistics.dwp.gov.uk/asd/espa.pdf. 

Notes: 
1. This table includes the key out-of-work client group categories, with the exception of carers who are not subject to activation policies in the same way as other groups. 
2. Tables present just one JSA series. The United Kingdom (UK) seasonally adjusted series is not broken down by age or ethnicity, but is available by gender. The JSA series in the second column covers Great Britain (GB) and is not seasonally adjusted. This series is presented as it allows comparisons with the other key out-of-work benefits published by DWP which also cover GB and are not seasonally adjusted. GB JSA totals for ethnicity and age are lower than they are for gender, as gender is available on the 1 per cent of clerical cases but ethnicity and age are not.
3. UK figures (seasonally adjusted) published by the ONS. This series is the most reliable and up-to-date source for claimant unemployment. 
4. GB figures (not seasonally adjusted) published by the Office for National Statistics. This series is the most reliable and up-to-date source for claimant unemployment. 
5. GB figures (not seasonally adjusted). Published by DWP as part of the 100 per cent working-age client group analysis. A consistent series for the UK as a whole is not readily available. 
6. Excludes claimants in receipt of Income Support and Carers Allowance. 
7. The "Incapacity Benefits group" includes Employment and Support Allowance (ESA). ESA replaced Incapacity Benefit and Income Support paid on the grounds of incapacity for new claims from 27 October 2008.

3. Proportion of children living in workless households

What does this tell us?

This indicator looks at the proportion of children living in workless households in the UK. A workless household is a household that includes at least one person aged 16 to 64 where no-one aged 16 or over is in employment. This indicator reflects the Department's core aims around employment and preventing worklessness.

How will an improvement be shown?

Generally, an improvement would be demonstrated by a fall in the indicator. Such a change would imply a rise in the proportion of children living in a household with at least one working adult. However other factors, for example, changes in household types over time may also influence estimates.

Links to other information that you may find useful

Further information is available on the Office of National Statistics website.

Table 3.1: Percentage of children in each household economic activity 
category by age of child, October-December 20111,2

	Combined economic activity status of household	
Age of child	Working  households	Households containing both working and workless members	Workless households		All children	
Under 1	54.5	29.5	16.1		6.2	
1	50.0	30.7	19.3		6.9	
2	51.4	31.4	17.2		6.9	
3	51.9	31.0	17.2		6.7	
4	50.9	29.6	19.6		6.7	
5	51.4	30.1	18.5		6.7	
6	51.8	29.9	18.3		6.1	
7	53.8	29.3	17.0		6.2	
8	52.9	30.8	16.3		5.8	
9	53.1	32.2	14.7		5.7	
10	53.2	32.9	13.9		6.0	
11	52.5	32.8	14.8		5.7	
12	53.8	33.0	13.2		5.9	
13	49.5	38.0	12.5		5.9	
14	48.6	39.6	11.7		6.5	
15	48.5	38.4	13.1		6.0	
All 	51.7	32.4	15.8	 	100.0	

Table 3.2: Percentage of children in each household economic activity category by gender of child, October-December 20111,2

	Combined economic activity status of household	
Gender of child	Working  households	Households containing both working and workless members	Workless households		All children	
Male	51.1	32.5	16.4		51.2	
Female	52.3	32.3	15.5		48.8	
All	51.7	32.4	15.9	 	100.0	

Table 3.3: Percentage of children in each household economic activity category by ethnic origin of child, October-December 20111,2

 	Combined economic activity status of household	
Ethnic origin of child	Working  households	Households containing both working and workless members	Workless households		All children	
White	56.3	29.0	14.7		82.3	
Mixed	46.4	30.8	22.7		3.8	
Asian or Asian British	24.4	60.9	14.6		7.8	
Black or Black British	30.1	34.7	35.3		4.0	
Chinese or other ethnic group	29.9	46.7	23.4		2.0	
All 3	51.7	32.4	15.9	 	100.0	

All data sourced from: Labour Force Survey household datasets.

Notes:
1. Children refers to children under 16.
2. Households including at least one person aged 16 to 64.
3. Total includes children with unknown ethnic origin.

4. Young people not in employment or full-time education

What does this tell us?

This indicator shows the percentage of young people that are not in employment or full-time education. It is measured by dividing the number of 18-24 year olds who are not in work or full-time education by the total number of 18-24 year olds. The indicator will measure the Department's success in improving the percentage of young people engaged in a positive activity such as employment, education or training. It recognises the importance of raising participation in education and improving labour market outcomes for young people not in full-time education.

How will an improvement be shown?

Generally, a decrease in the indicator will demonstrate an improvement in the labour market position of young people. However, economic conditions will also need to be taken into account.

Links to other information that you may find useful

Further information about the Department’s business plan transparency measures is available here. 

Table 4.1: Percentage of young people not in full-time education who are workless by disability, UK, Quarter 1 2012 (January 2012-March 2012)1,2

Disability status	Percentages	
Disabled	57.6	
Non-disabled 	30.1	
All	33.0	

Table 4.2: Percentage of young people not in full-time education who are workless by ethnicity, UK, quarterly average Quarter 1 2010 to Quarter 4 2010 (January 2010-December 2010)1,3,4

Ethnic group of individual	Percentages	
White	30.8	
Mixed	43.5	
Asian or Asian British	48.3	
Black or Black British	50.1	
Chinese or other ethnic group	53.8	
All	32.5	

Table 4.3: Percentage of young people not in full-time education who are workless by gender, UK, Quarter 1 2012 (January 2012-March 2012)

Gender	Percentages	
Male	31.4	
Female	34.7	
All	33.0	

All data sourced from: Labour Force Survey (LFS).

Notes:
1. This data is fully comparable with the overall measure for young people not in employment or full-time education using the ONS seasonally adjusted data 
2. As with the overall measure for young people not in employment or full-time education, this measure uses LFS data. However, unlike the overall measure, this data is not seasonally adjusted and only released quarterly. Therefore it is not fully comparable with the overall measure.
3. Disability includes those who are disabled under the Equality Act definition, those who are work-limiting disabled only, and those who are both. It covers the individual rather than the household.
4. Data for young people not in full-time education and who are workless split by ethnicity is currently not available. Therefore, the most recent reliable figures are the same as those reported in the Equality Information 2011 report.

5. Gap between the employment rates for disabled people and the overall population

What does this tell us?

This indicator is measured by comparing the seasonally unadjusted employment rate for disabled people with the unadjusted working-age employment rate for Great Britain. This uses the ONS Headline Rate definition of employment which is for people aged between 16 and 64.

These data allow the Department to monitor progress towards employment equality for disabled people. It allows the public to assess how well the Department is performing against its aim of promoting high levels of employment by helping people move into work. 

How will an improvement be shown?

Generally a decrease in the indicator will demonstrate that an improvement has been achieved. However, economic conditions will also need to be taken into account. For example, recent research indicates that employment prospects for disabled people are less sensitive to economic conditions than the overall population. This may mean that as the economy improves and overall rates increase, the gap between the disabled and the overall employment rates will increase, which would represent a negative outcome for this indicator.

Links to other information that you may find useful

A full description of indicators towards disability equality by 2025 is available on the Independent Living and Office for Disability Issues website.

Table 5.1: Gap between employment rates for disabled people and the overall population by age, Great Britain, Quarter 1 2012 (January 2012-March 2012)1

Age	Gap (percentage points)	
16-17	6.7	
18-24	16.6	
25-34	26.3	
35-44	26.9	
45-54	26.6	
55+	20.9	

Table 5.2: Gap between employment rates for disabled people and the overall population by ethnicity, Great Britain, Quarter 2 2011 to Quarter 1 2012 (April 2011-March 2012)3,6 

Ethnicity	Gap (percentage points)	
White	25.1	
Mixed / Multiple ethnic groups	15.7	
Indian	24.5	
Pakistani	20.1	
Bangladeshi	18.6	
Chinese	*	
Any other Asian background	20.2	
Black / African / Caribbean / Black British	18.9	
Other ethnic group	21.0	

Table 5.3: Gap between employment rates for disabled people and the overall population by gender, Great Britain, Quarter 1 2012 (January 2012- March 2012)

Gender	Gap (percentage points)	
Male	26.4	
Female	21.3	

Table 5.4: Gap between employment rates for disabled people and the overall population by religion, Great Britain, Quarter 2 2011 to Quarter 1 2012 (April 2011-March 2012)3,7

Religion	Gap (percentage points)	
Christian	24.0	
Buddhist	24.7	
Hindu	22.5	
Jewish	21.4	
Muslim	*	
Sikh	20.3	
Any other religion	21.7	
No religion at all	27.0	

All data sourced from: Labour Force Survey.

Notes:
1. Care should be taken when comparing Table 5.1 with last years report due to an error in estimates for the gap between employment rates for disabled people and the overall population by age in Jan-Mar 2011. Comparisons should be made with the correct version which is available here.
2. Data are rounded to the nearest 0.1 percentage point.
3. * denotes sample size is too small to reliably quote estimates.
4. Data are subject to sampling variation and is not seasonally adjusted.
5. Accuracy of data is limited by small sample sizes.
6. Ethnicity is self-reported.
7. Religion or belief is self-reported.

6. Average age people stop working

What does this tell us?

This indicator is measured using the ‘average age of withdrawal from the labour market-static indicator’. High level figures which are not broken down for equality groups are published by ONS annually in the Pension Trends series.

This indicator measures the ages at which people withdraw from the labour market and become inactive; data are not seasonally adjusted. Due to the nature of the indicator, year on year changes tend to be small. The focus should not be on the short-term changes but on the long-term trend. 

Extending working life is an important part of the response to demographic ageing and ensuring pensions sustainability. Monitoring changes in average age of withdrawal will provide an indication of how the Department’s policies are encouraging longer working.

How will an improvement be shown?

An increase in the age of withdrawal from the labour market would constitute a success. There may be a number of contributing factors including: a continuation of long-term trends; changing attitudes around working longer; and the effect of state pension age changes.

Links to other information that you may find useful

Further information on the labour market and retirement is available in the ONS report on Pension Trends.

Table 6.1: Average age of withdrawal from the labour market by ethnicity and gender, Great Britain, Quarter 2 2011 to Quarter 1 2012 (April 2011-March 2012)3,4

Ethnic group of individual	Men	Women	
White	64.5	62.6	
Mixed	60.7	58.0	
Asian or Asian British	64.3	59.9	
Black or Black British	61.2	61.9	
White and Asian	62.3	59.4	

Table 6.2: Average age of withdrawal from the labour market by gender, Great Britain, Quarter 1 2011 (January- March 2012)

Age of withdrawal from labour market	Men	Women	
Age	64.6	62.4	

Table 6.3: Average age of withdrawal from the labour market by gender and religion or belief, Great Britain, Quarter 2 2011 to Quarter 1 2012 (April 2011-March 2012)5,6,7

Religion	Men	Women	
Christian	64.4	62.4	
Buddhist	62.1	59.6	
Hindu	64.1	59.2	
Jewish	63.4	62.4	
Muslim	63.4	56.9	
Sikh	61.0	58.3	
Any other religion	63.0	61.3	
No religion	64.6	63.1	

All data sourced from: Labour Force Survey (LFS). 

Notes:
1. Data are rounded to the nearest 0.1 year.
2. Data are subject to sampling variation and is not seasonally adjusted.
3. Ethnicity is self-reported.
4. Changes to the collection of data on ethnicity in the LFS mean that the latest data may not be comparable with previous years.
5. Data covers Great Britain only.
6. Religion or belief is self-reported.
7. Accuracy of data is limited by small sample.

Poverty and social mobility related impact indicators
7. Rate of disability poverty

What does this tell us?

This indicator measures the percentage of individuals in families containing someone who is disabled with incomes below 60 per cent of equivalised median income, Before Housing Costs. Tackling disability poverty is a priority as families with a disabled member have a higher rate of relative low-income poverty than average. Using 60 per cent of equivalised median income as a poverty threshold is a historical and international benchmark. These data do not include care home residents due to the sample for the survey used consisting of the private household population. No adjustment is made to disposable household income to take into account any additional costs that may be incurred due to the illness or disability in question, and disability benefits have been included in the equivalised household income used. This means that the position in the income distribution of these groups, as shown here, may have some upward bias. Results based on incomes excluding disability benefits are available on request. 

How will an improvement be shown?

Generally a decrease in the indicator will demonstrate that an improvement has been achieved. However, economic conditions also need to be taken into account.

Links to other information that you may find useful

For further information, a full description of indicators towards disability equality by 2025 can be found on the Independent Living and Office for Disability Issues website. Further analysis of Households Below Average Income (HBAI) data are shown in the annual HBAI publication.

Table 7.1: Poverty rate for families by presence of disabled member and age, 2010/11, United Kingdom1,2,4,5,6

Group	Age	Poverty rate (%)	
 	 	Families with a disabled member	Families with no disabled member	
Children	0-4	25	17	
	5-10	19	14	
	11-15	22	16	
 	16-19 dependent children	23	17	
Working-age adults	16-19 adults	33	22	
	20-24	24	17	
	25-29	26	13	
	30-34	23	11	
	35-39	20	12	
	40-44	20	12	
	45-49	21	11	
	50-54	20	10	
	55-59	23	13	
 	60-64 males only	22	15	
Pensioners	60-64 females only	16	14	
	65-69	14	14	
	70-74	14	17	
	75-79	18	24	
	80-84	18	31	
 	85+	22	31	

Table 7.2: Poverty rate for families by presence of disabled member, 2010/11, United Kingdom1,2,4,5,6

 	Poverty rate (%)	
 	Families with a disabled member	Families with no disabled member	
Poverty rate	20	15	

Table 7.3: Poverty rate for families by presence of disabled member and ethnicity, 2008/09-2010/11, United Kingdom1,2,3,4,5,6

Ethnic group of head 
(3-year average)	Poverty rate (%)	
 	Families with a disabled member	Families with no disabled member	
White	20	14	
Mixed	28	19	
Asian or Asian British	40	29	
Indian	31	21	
Pakistani and Bangladeshi	52	44	
Black or Black British	32	26	
Black Caribbean	26	22	
Black Non-Caribbean	38	29	
Chinese or other ethnic group	36	24	

Table 7.4: Poverty rate for families by presence of disabled members and gender, 2010/11, United Kingdom1,2,4,5,6

 	Poverty rate (%)	
 	Families with a disabled member	Families with no disabled member	
Male child	20	15	
Female child	24	17	
Male working-age adult	22	14	
Female working-age adult	21	13	
Male pensioner	15	15	
Female pensioner	17	20	

All data sourced from: Households Below Average Income (HBAI) 2010/11.

Notes:
1. This indicator is measured using HBAI statistics sourced from the Family Resources Survey. The indicator measures the percentage of individuals in families containing someone who is disabled with household income below 60 per cent of contemporary equivalised median income, Before Housing Costs. Data are annual with approximately a 12 month time lag after the end of the survey period. 
2. All estimates are based on survey data and are therefore subject to uncertainty. Small differences should be treated with caution as these will be affected by sampling error and variability in non-response.
3. Estimates showing ethnic breakdowns are presented as three-year averages because of small sample sizes. However, the figures must still be treated with some caution, as the sample sizes are still small for certain ethnic minority groups.
4. Percentages of individuals in low-income households have been rounded to the nearest percentage point.
5. Disability is defined as having any long-standing illness, disability or impairment that leads to a substantial difficulty with one or more areas of the individual’s life. Everyone classified as disabled under this definition would also be classified as disabled under the Equality Act 2010. However, some individuals classified as disabled under the Equality Act 2010 would not be captured by this definition.
6. Results cover the financial year 2010/11, i.e. April 2010 to March 2011.

8. Rate of pensioner poverty

What does this tell us?

The indicator measures the percentage of pensioners in households with incomes below 60 per cent of equivalised median income, after housing costs. 

The Government wants all pensioners to have a decent and secure income in retirement. Key strategies include the restoration of the earnings link for the basic State Pension and the “triple guarantee" that the basic State Pension will increase by the highest of earnings growth, price increases or 2.5 per cent. In addition, the Government is protecting key benefits for older people, including Winter Fuel Payments, free prescriptions, and free TV licences for those aged 75 and over. Automatic enrolment will be introduced into workplace pensions from 2012 to reinvigorate private pension savings, and it was announced in the Budget 2012 that the Government will reform the State Pensions system to introduce a single tier pension for future pensioners, which will lead to a simpler and fairer system that reduces the need for means testing and supports saving. 
 
How will an improvement be shown?

Generally, a decrease in this indicator will demonstrate that an improvement has been achieved, but external factors such as wider economic conditions also need to be taken into account.

Links to other information that you may find useful

Further analysis of Households Below Average Income (HBAI) data are shown in the annual HBAI publication. 

Table 8.1: Poverty rate for pensioners by age, UK, 2010/111,2,3,7

Age	Poverty rate (percentage of pensioners in low income households)	
60-64 	14	
65-69	12	
70-74	13	
75-79	14	
80-84	16	
85+	18	

Table 8.2: Poverty rate for pensioners by disability, UK, 2010/111,2,3,4,5,7

Disability status	Poverty rate (percentage of pensioners in low income households)	
Those living in families where no-one is disabled	14	
Those living in families where someone is disabled	14	

Table 8.3: Poverty rate for pensioners by ethnic group of head of household, UK, 2008/09-2010/111,2,3,6,7

Ethnic group of head 
(3-year average)	Poverty rate (percentage of pensioners in low income households)	
White	15	
Mixed	..	
Asian or Asian British	32	
Indian	31	
Pakistani and Bangladeshi	38	
Black or Black British	24	
Black Caribbean	22	
Black Non-Caribbean	..	
Chinese or other ethnic group	31	

Table 8.4: Poverty rate for pensioners by gender, UK, 2010/111,2,3,7

Gender	Poverty rate (percentage of pensioners in low income households)	
Male	13	
Female	15	

All data sourced from: Households Below Average Income (HBAI) 2010/11.

Notes:
1. This indicator is measured using HBAI statistics sourced from the Family Resources Survey. The indicator measures the percentage of pensioners with incomes below 60 per cent of contemporary equivalised median income, after housing costs. Data are annual with approximately a 12 month time lag after the end of the survey period.
2. All estimates are based on survey data and are therefore subject to uncertainty. Small differences should be treated with caution as these will be affected by sampling error and variability in non-response. Estimates showing ethnic breakdowns are presented as three-year averages because of small sample sizes. However, the figures must still be treated with some caution, as the sample sizes are still small for certain ethnic minority groups.
3. Percentages of individuals in low-income households have been rounded to the nearest percentage point.
4. Disability is defined as having any long-standing illness, disability or impairment that leads to a substantial difficulty with one or more areas of the individual’s life. Everyone classified as disabled under this definition would also be classified as disabled under the Equality Act 2010. However, some individuals classified as disabled under the Equality Act 2010 would not be captured by this definition.
5. No adjustment is made to disposable household income to take into account any additional costs that may be incurred due to the illness or disability in question, and disability benefits have been included in the equivalised household income used. This means that the position in the income distribution of these groups, as shown here, may be somewhat upwardly biased. Results based on incomes excluding disability benefits are available on request.
6. '..' means data are not available due to small sample size.
7. Results cover the financial year 2010/11, i.e. April 2010 to March 2011.

9. Social mobility in adulthood

What does this tell us?

This indicator measures the percentage of people aged 25-30 that started out in the bottom quintile of the earnings distribution that have moved up the distribution by twenty or more percentiles in a ten-year period.

The Social Mobility Strategy committed DWP to developing an indicator of wage progression, whilst acknowledging that other indicators of labour market success will also form part of a wider suite of indicators of social mobility in adulthood.

How will an improvement be shown?

An increase in the percentage of the group that progressed in the labour market will demonstrate an improvement in social mobility. However, the percentage with no data available will also need to be taken into account.

Links to other information that you may find useful

Further information on this indicator is available in the Proportion of lowest earners experiencing wage progression report.

Additional indicators of social mobility in adulthood are available from the Cabinet Office website. 

Table 9.1: Likelihood of progression for people aged 25-30 by gender from the bottom earnings quintile, Great Britain, 2002-20111,2,3,4

 	 	 	 	Of which (%)	
 	All (%)	 	 	Male	Female	
Progressed5	12			12	12	
Did not progress6	41			38	43	
No data available7	47			50	45	
Total	100	 	 	100	100	

All data sourced from: DWP analysis of the Office for National Statistics Annual Survey of Hours and Earnings (ASHE).

Notes:
1. This indicator is measured using the ASHE. The earnings variable of interest is gross hourly earnings excluding overtime where earnings are not affected by absence. For individuals with more than one job (about 2 per cent of employees in the sample) only their ‘main job’ is included in the analysis; as defined by the job with the greatest gross weekly pay and then the greatest total hours.
2. ASHE does not contain information on disability; gender reassignment; pregnancy and maternity; race; religion or belief; sexual orientation or marriage and civil partnership.
3. All estimates are based on survey data and are therefore subject to uncertainty.
4. This indicator uses unweighted data as the weighting variables within the dataset are intended for cross-sectional rather than longitudinal analysis, consistent with other longitudinal ASHE outputs within DWP. This may bias estimates as data are not necessarily representative of the employee population (calibrated to the Labour Force Survey) or adjusted for differences in response rates across firms.
5. Progression is defined by a move up the earnings distribution by 20 or more percentiles between 2002 and 2011.
6. Did not experience progression is defined by not increasing along the earnings distribution by 20 or more percentiles.
7. No data available to judge progression (in the bottom quintile in 2002 but no earnings recorded in 2011).

Pensions-related impact indicators
10. Number of employees in a pension scheme sponsored by their employer

What does this tell us?

This indicator measures the number of employee jobs (including those affected by absence) where the individual is aged at least 22 years of age, under state pension age and earning above the earnings threshold for automatic enrolment who are participating in a pension scheme sponsored by their employer. The indicator excludes the self-employed and it should be noted that an individual may have more than one job.

How will an improvement be shown?

Generally, an improvement in the indicator will be demonstrated if an increase has been achieved.

Links to other information that you may find useful

Further information on this indicator is available online.

Table 10.1: Numbers of employees in a pension scheme sponsored by their employer by age, 2011, Great Britain1,2,3

Age	Number (millions)	
22-24	0.3	
25-29	1.0	
30-34	1.3	
35-39	1.5	
40-44	1.8	
45-49	1.9	
50-54	1.6	
55-59	1.2	
60-64 males only	0.4	
Total	11.0	

Table 10.2: Numbers of employees in a pension scheme sponsored by their employer by gender, 2011, Great Britain1,2,3

Gender	Number (millions)	
Male	5.8	
Female	5.2	
Total	11.0	

All data sourced from: DWP analysis of the Office of National Statistics Annual Survey of Hours and Earnings (ASHE).

Notes:
1. This indicator is measured using the ASHE and includes all employee jobs (including those affected by absence) with an employer-sponsored pension where the individual is aged at least 22 and less than state pension age (up to 2011/12 this was 65 for men and 60 for women) and where annual gross earnings is above the earnings threshold of £8,105 in 2012/13 earnings terms.
2. All estimates are based on survey data and are therefore subject to uncertainty.
3. Numbers of employee jobs have been rounded to the nearest 0.1 million. Totals may not sum due to rounding. 

Operational working of the Department related impact indicators
11. Monetary value of fraud and error in the benefit system

What does this tell us?

This is the primary Departmental indicator for levels of fraud and error in the benefit system. The Fraud and Error National Statistics published for this indicator include global estimates for fraud and error in the benefit system. In addition there are more detailed estimates for Income Support, Jobseeker’s Allowance, Pension Credit and Housing Benefit, and for types of error. This indicator is important for Departmental assurance on the effect of anti-fraud and error activity across the businesses. 

No equality information is currently available for this indicator. The Department plans to include equality information for this Impact Indicator in the 2011/12 Fraud and Error National Statistics, due to be published in Autumn 2012.

How will an improvement be shown?

Generally, a decrease in the indicator will demonstrate if an improvement has been achieved but economic conditions and overall expenditure will also need to be taken into account.

Links to other information that you may find useful

Reports on the monetary value of fraud and error in the benefits system are available online.

12. Public opinion of DWP service levels

What does this tell us?

This measure shows the satisfaction levels of people who have had meaningful contact with the Department as a whole in the previous six months. This includes a score for overall satisfaction, with sub-indicator scores for satisfaction against four key drivers of customer satisfaction - On Time, Right Treatment, Right Result, and Easy Access. 

The indicator demonstrates the Department’s service to the public, allowing performance to be reviewed and service improvements to be made accordingly. 

For this report we have included results from the previous separate Jobcentre Plus and Pension, Disability and Carers Service (PDCS) surveys to give some information on public opinions of DWP Service Levels. The 2011 Jobcentre Plus survey found that 88 per cent of Jobcentre Plus claimants were satisfied overall with the service they received with 10 per cent reporting dissatisfaction. The 2010/2011 PDCS survey found that 91 per cent of customers were satisfied overall with 8 per cent reporting dissatisfaction. 

How will an improvement be shown?

Generally, a higher score will indicate greater customer satisfaction. This will be a baseline measure for the Department. Once the baseline is set, good performance can be agreed and reflected in maintaining or improving the level of satisfaction, depending on the amount of change for the Department at the time.

Links to other information that you may find useful

Information is available online for the impact indicator, the Jobcentre Plus Customer Survey 2011 and the PDCS annual report of quarterly satisfaction  2010-2011.

Table 12.1: Customer's reported overall satisfaction with Jobcentre Plus by age1,5

Group	Age	Customer's reported satisfaction	
		Percentage of customers who are either 'fairly' or 'very' satisfied	Percentage of customers who are either 'fairly' or 'very' dissatisfied	
Working-age adults	16-24	92	8	
	25-34 
35-49	90
87	9
                       12	
	50+	86	12	

There is a statistically significant difference in level of satisfaction between 16-24 year olds and 50+. No other two-way comparisons between rows are statistically significant.

Data sourced from: DWP Research Report 775 'Jobcentre Plus Customer Satisfaction Survey’.

Table 12.2: Customer's reported overall satisfaction with Pension, Disability and Carers Service by age2,3,5

Group	Age	Customer's reported satisfaction	
		Percentage of customers who are either 'fairly' or 'very' satisfied	Percentage of customers who are either 'fairly' or 'very' dissatisfied	
Working-age adults	16-24	92	8	
	25-44 	86	13	
	45-59	84	14	
	60-64	87	12	
Pensioners	60-65	94	5	
	66-74	92	6	
	75+	93	5	

There is a statistically significantly different in satisfaction levels between 16-24 and 45-59 year olds. No other two-way comparisons between rows are statistically significant.

Data sourced from: DWP Research Report 789 'Pension, Disability and Carers Service Annual Report Quarterly Satisfaction Monitor'.

Table 12.3: Customer's reported overall satisfaction with Jobcentre Plus by disability1,5

Group	Long-standing illness or disability that limited daily activities or work	Customer's reported satisfaction	
		Percentage of customer's who are either 'fairly' or 'very' satisfied	Percentage of customer's who are either 'fairly' or 'very' dissatisfied	
Working-age adults	Yes	84	14	
	No	91	8	

There is a statistically significant difference in satisfaction levels between those who have a long standing illness, health problem or disability and those who do not.

Data sourced from: DWP Research Report 775 'Jobcentre Plus Customer Satisfaction Survey’.

Table 12.4: Customer's reported overall satisfaction with Pension, Disability and Carers Service by disability2,3,4,5

Group	Long-standing illness or disability that limited daily activities or work	Customer's reported satisfaction	
		Percentage of customer's who are either 'fairly' or 'very' satisfied	Percentage of customer's who are either 'fairly' or 'very' dissatisfied	
Working-age adults	Yes	81	18	
	No	91	7	
Pensioners	Yes	90	8	
	No	96	4	

There is a statistically significant difference between those with disability and those without with regards to levels of satisfaction. This is the case for both working age adults and pensioners.

Data sourced from: DWP Research Report 789 'Pension, Disability and Carers Service Annual Report Quarterly Satisfaction Monitor'.

Table 12.5: Customer's reported overall satisfaction with Jobcentre Plus by ethnicity1,5

Group	Ethnicity	Customer's reported satisfaction	
		Percentage of customer's who are either 'fairly' or 'very' satisfied	Percentage of customer's who are either 'fairly' or 'very' dissatisfied	
Working-age adults	White	88	10	
	Asian	94	2	
	Black	90	10	
	Mixed/Other	77	23	

There is no statistically significant difference in levels of satisfaction by ethnicity.

Data sourced from: DWP Research Report 775 'Jobcentre Plus Customer Satisfaction Survey’.

Table 12.6: Customer's reported overall satisfaction with Pension, Disability and Carers Service by ethnicity2,3,5

Group	Ethnicity	Customer's reported satisfaction	
		Percentage of customer's who are either 'fairly' or 'very' satisfied	Percentage of customer's who are either 'fairly' or 'very' dissatisfied	
Working-age adults	White	86	13	
	Asian	87	13	
	Black	82	18	
	Mixed/Other	84	15	
Pensioners	White	93	5	
	Asian	96	4	
	Black	91	7	
	Mixed/Other	95	5	

There is no statistically significant difference in levels of satisfaction by ethnicity.

Data sourced from: DWP Research Report 789 'Pension, Disability and Carers Service Annual Report Quarterly Satisfaction Monitor'.

Table 12.7: Customer's reported overall satisfaction with Jobcentre Plus by gender1,5

Group	Gender	Customer's reported satisfaction	
		Percentage of customer's who are either 'fairly' or 'very' satisfied	Percentage of customer's who are either 'fairly' or 'very' dissatisfied	
Working-age adults	Male	84	14	
	Female	91	8	

There is a statistically significant difference in satisfaction levels between males and females.

Data sourced from: DWP Research Report 775 'Jobcentre Plus Customer Satisfaction Survey’.

Table 12.8: Customer's reported overall satisfaction with Pension, Disability and Carers Service by gender2,3,5

Group	Gender	Customer's reported satisfaction	
		Percentage of customer's who are either 'fairly' or 'very' satisfied	Percentage of customer's who are either 'fairly' or 'very' dissatisfied	
Working-age adults	Male (Age 16-64)	85	14	
	Female (Age 16-59)	86	13	
Pensioners	Male (Age 65+)	93	5	
	Female (Age 60+)	93	6	

No statistically significant differences in level of satisfaction between males and females.

Data sourced from: DWP Research Report 789 'Pension, Disability and Carers Service Annual Report Quarterly Satisfaction Monitor'.

Notes:
1. The 2011 Jobcentre Plus Customer Satisfaction survey was commissioned to measure overall level of satisfaction and assess differences across different customer groups. 2,803 interviews were completed between January and March 2011 with findings representative of Income Support, Incapacity Benefit, Employment and Support Allowance and Jobseeker’s Allowance customers. The questionnaire focused on customers who had both claimed/received benefit and had had contact with JCP within the last six months.
2. The 2010/2011 Pension, Disability and Carers Service Satisfaction survey was commissioned to measure overall level of satisfaction and assess differences across different customer groups. 5,002 interviews were completed through two waves of fieldwork with findings representative of Attendance Allowance, Carers Allowance, Disability Living Allowance, Pension Credit and State pension customers. The questionnaire focused on customers who had both claimed/received benefit or had contacted to report a change in circumstances with Pension, Disability and Carers Service in the three - six months previous to each wave.
3. The Pension, Disability and Carers Service also serves working-age customers, those receiving Disability Living Allowance or Carers Allowance may also be customers of Jobcentre Plus.
4. Disability Living Allowance and Attendance Allowance customers of the Pension, Disability and Carers Service have a disability in order to meet the qualifying criteria however they do not always consider that they have a disability that limits them and consequently do not report it.
5. Tests for statistical significance used the Chi-squared approach and were significant at the 95 per cent confidence level.
13. Additional customer data

Employment gap information

What does this tell us?

The employment rate gap compares the overall employment rate in Great Britain for 16 to 64 year olds with the employment rate for 16 to 64 year olds with various protected characteristics. A positive employment rate gap means that the overall Great Britain employment rate is higher than the employment rate for the group with a particular protected characteristic.

How will an improvement be shown?

A reduction in the employment gap would generally show an improvement. However, economic conditions will also need to be taken into account.

Table 13.1: Employment gaps for various protected characteristics, Quarter 1 2012 (January - March 2012)

Disadvantaged group	Employment rate gap (percentage points)	
Female	4.9	
Disabled People	24.0	
Ethnic Minorities	11.7	
Young People (aged 18 to 24)	15.0	
Older Workers (aged 50 to 64)	4.8	

Data sourced from: Labour Force Survey.

Notes:
1. Data are rounded to the nearest 0.1 percentage point.
2. Data are subject to sampling variation and is not seasonally adjusted.
3. Data covers GB only, not UK.

Links to additional information: 

DWP Equality Impact Assessments

National and Official Statistics products - the Department produces a number of National and Official Statistics products.

Employment and Support Allowance - Work Capability Assessment and Sanctions

Income Related Benefits Estimate of Take-Up - includes details on age, disability, ethnicity and gender.

Household’s Below Average Income series - includes details on age, disability, ethnicity and gender.

Low-Income Dynamics - includes details on age and gender.

Pensioners Incomes Series - includes details on age, ethnicity and gender. 

Family Resources Survey - includes details on age, disability, ethnicity and gender.

Access to Work - includes details about the programme that helps fund reasonable adjustments for disabled workers.
 
Lone parents on Jobseekers Allowance - includes details on age, gender, disability and ethnicity.

Second tier pension provision - includes details on age and gender.

DWP tabulation tool - includes a range of benefit data with details on age and gender and some splits available by disability and ethnicity. 

Life Opportunities Survey - a detailed survey looking at life opportunities for disabled and non-disabled people. 

Pre-Work Programme and Get Britain Working Official Statistics - includes details on age, disability and ethnicity.

Independent Living and Office for Disability Issues indicators on disability equality by 2025

Please email general.statistics@dwp.gsi.gov.uk if you are interested in any of these data sources or want to enquire about the feasibility of any analysis of DWP data by a protected characteristic that is not included here.

Section 2: Information about our employees
14. The DWP workforce
As part of our commitment to achieving a workforce representative of the society we serve and providing equality of opportunity, we monitor representation of protected characteristics by grade across the Department.

The Civil Service grading structure indicates level of seniority within the organisation and covers a range of roles:

Senior Civil Service (SCS):
Pay Band 3 Director General
Pay Bands 2 and 1 Director and Deputy Director

Senior Management:
Grade 6/Band G
Grade 7/Band F 

Managerial: 
SEO/Band E
HEO/Band D
EO/Band C 

Administrative:
AO/Band B 
AA/Band A 

What does this tell us?

The data presented here show the Department’s employees by grade as percentages against each of the following protected characteristics: age, disability, ethnicity and gender. As at 31 March 2012 we had 99,958 employees [headcount], their declaration rate for ethnicity was 78.1 per cent and 85.2 per cent for disability. Unfortunately, at this time the levels of declaration for sexual orientation and religion or belief are too low for publication. 

How will an improvement be shown?
A higher percentage under each protected characteristic will show we employ a greater proportion of people with that protected characteristic. We have set representation rate targets for staff at senior grades until 2013 for ethnicity, disability and gender. Progress towards these was previously reported in our Equality Schemes update. Some of these targets have already been met.
Table 14.1: Percentage of DWP workforce by age and grade1,2,3
	
Grade	
ONS Age Range	% Band A/AA to Band C/EO	% Band D/HEO and Band E/SEO	% Band F/ Grade 7	% Band G/ Grade 6	% SCS (All)	% Not known	Total % by age	
16-24	1.9	0.5	0.0	0.0	0.0	0.0	1.7	
25-29	6.3	2.5	1.5	0.0	*	31.6	5.8	
30-34	8.7	5.4	10.1	4.1	2.7	*	8.4	
35-39	10.4	9.2	9.8	8.4	6.8	*	10.3	
40-44	15.0	16.1	16.4	16.4	15.5	*	15.1	
45-49	19.3	25.4	24.2	25.2	30.6	*	20.0	
50-54	17.9	23.3	22.3	24.8	22.4	0.0	18.5	
55-59	12.7	13.1	13.3	17.7	18.7	0.0	12.8	
60-64	6.3	4.3	2.3	3.2	*	0.0	6.0	
65+	1.5	0.4	*	*	0.0	0.0	1.3	
% Headcount by grade	88.0	9.9	1.4	0.6	0.2	0.0	100	

Notes:
1. Percentages shown are the number of employees by age and grade over the total number of employees by grade.
2. Data as at 31 March 2012.
3. * - Level of data too low for publication.

Table 14.2: Percentage of DWP workforce by grade and indicated disability1,2,3

Grade	
Disability	% Band A/AA to Band C/EO	% Band D/HEO and Band E/SEO	% Band F/ Grade 7	% Band G/ Grade 6	% SCS (All)	% Not known	Total % by age	
2013 Target	6.0	5.5	5.2	5.2	5.2	N/A	N/A	
Disabled	6.6	5.8	4.2	3.3	3.6	0.0	6.5	
Non-disabled	93.4	94.2	95.8	96.7	96.4	*	93.5	
% Indicated by grade	87.0	10.8	1.4	0.6	0.2	*	100	

Notes:
1. Percentages shown are the number of employees by disability and grade over the total number of employees by grade who have chosen to indicate their disability.
2. Data as at 31 March 2012.
3. * - Level of data too low for publication.

Table 14.3: Percentage of DWP workforce by grade and indicated ethnicity1,2,

Grade	
Ethnicity	% Band A/AA to Band C/EO	% Band D/HEO and Band E/SEO	% Band F/ Grade 7	% Band G/ Grade 6	% SCS (All)	% Not known	Total % by ethnicity	
2013 Target	N/A	7.5	5.5	5.5	5.0 	N/A 	N/A 	
Ethnic minority	12.0	7.1	5.8	4.5	3.7	0.0	11.4	
White	88.0	92.9	94.2	95.5	96.3	100.0	88.6	
% Indicated by grade	87.4	10.5	1.3	0.6	0.2	0.0	100	

Notes:
1. Percentages shown are the number of employees by ethnicity and grade over the total number of employees by grade who have chosen to indicate their ethnicity.
2. Data as at 31 March 2012.

Table 14.4: Percentage of DWP workforce by gender and grade1,2,

Grade	
Gender	% Band A/AA to Band C/EO	% Band D/HEO and Band E/SEO	% Band F/ Grade 7	% Band G/ Grade 6	% SCS (All)	% Not known	Total % by gender	
2013 Target	N/A	N/A	47.0	45.0	39.5	N/A	N/A	
Female	69.7	61.1	50.4	44.6	40.2	52.6	68.3	
Male	30.3	38.9	49.6	55.4	59.8	47.4	31.7	
% Headcount by grade	88.0	9.9	1.4	0.6	0.2	0.0	100	

All data sourced from: Resource Management.

Notes:
1. Percentages shown are the number of employees by gender and grade over the total number of employees by grade.
2. Data as at 31 March 2012.

15. Disciplinary procedures

What does this tell us?

The data presented here show the percentage of employees who have been subject to formal disciplinary procedures against their status in relation to each of the following protected characteristics: age, disability, ethnicity and gender. 

Table 15.1: Percentage of employees by age who were disciplined 1,2

Age	Total percentage	
16-24	                                            5.8 	
25-29	                                            3.8 	
30-34	                                            2.8 	
35-39	                                            2.1 	
40-44	                                            2.0 	
45-49	                                            1.8 	
50-54	                                            1.7 	
55-59	                                            1.9 	
60-64	                                            2.5 	
65+	                                            2.6 	
Total	                                            2.2 	

Table 15.2: Percentage of employees by indicated disability who were disciplined 1,2

Disability	Total percentage	
Disabled	                                            2.8 	
Non-disabled	                                            2.0 	
Total indicated	                                            2.0 	

Table 15.3: Percentage of employees by indicated ethnicity who were disciplined 1,2

Ethnicity	Total percentage	
Ethnic minority	                                            2.5 	
White	                                            2.0 	
Total indicated	                                            2.0 	

Table 15.4: Percentage of employees by gender who were disciplined 1,2

Gender	Total percentage	
Female	                                            1.8 	
Male	                                            3.1 	
Total	                                            2.2 	

All data sourced from: Resource Management.

Notes:
1. Percentages shown are the number of employees disciplined in the period over the total number of employees who have chosen to indicate that protected characteristic.
2. Period - 1 April 2011 to 31 March 2012.
16. Exits

What does this tell us?

The data presented here show the reasons why employees leave the Department against their status in relation to each of the following protected characteristics: age, disability, ethnicity and gender. 

Table 16.1: Percentage of reason for leaving by age1,2,3,4,5,6

Age	% Dismissal	% Early exits	% Resignation	% Retirement	% Other	% of total leavers	
16-24	                6.0 	            0.6 	               15.4 	0.0   	    10.9 	            8.7 	
25-29	              12.0 	            2.7 	               20.1 	0.0   	    17.4 	         13.2 	
30-34	              12.1 	            3.3 	               13.1 	0.0   	    11.9 	            9.4 	
35-39	              12.0 	            3.6 	               10.7 	 * 	       8.9 	            7.7 	
40-44	              14.0 	            6.8 	               10.8 	               0.5 	    11.1 	            9.2 	
45-49	              14.4 	            8.6 	               10.3 	               0.8 	    12.9 	         10.1 	
50-54	              12.7 	          23.1 	                 7.9 	               7.8 	    11.7 	         11.9 	
55-59	              10.6 	          30.1 	                 5.9 	             15.8 	    10.0 	         12.6 	
60-64	                6.0 	          17.8 	                 4.7 	             52.6 	       4.6 	         13.1 	
65+	 * 	            3.4 	                 1.0 	             22.3 	       0.7 	            4.1 	
Total % leavers by reason	8.4	13.8	24.2	13.7	40.0	100	

Table 16.2: Percentage of reason for leaving by indicated disability1,2,3,4,5

Disability	% Dismissal	% Early exits	% Resignation	% Retirement	% Other	% of total leavers	
Disabled	              11.2 	            7.4 	                 4.3 	               9.7 	       9.6 	            8.3 	
Non-disabled	              88.8 	          92.6 	               95.7 	             90.3 	    90.4 	         91.7 	
Total % leavers by reason	10.9	25.6	18.6	25.4	19.6	100	

Table 16.3: Percentage of reason for leaving by indicated ethnicity1,2,3,4,5

Ethnicity	% Dismissal	% Early exits	% Resignation	% Retirement	% Other	% of total leavers	
Ethnic minority	              13.4 	            4.4 	               10.2 	               7.0 	    15.4 	            9.9 	
White	              86.6 	          95.6 	               89.8 	             93.0 	    84.6 	         90.1 	
Total % leavers by reason	9.9	21.7	20.8	21.9	25.7	100	

Table 16.4: Percentage of reason for leaving by gender1,2,3,4,5

Gender	% Dismissal	% Early exits	% Resignation	% Retirement	% Other	% of total leavers	
Female	              53.2 	          58.8 	               62.9 	             67.4 	    54.0 	         58.6 	
Male	              46.8 	          41.2 	               37.1 	             32.6 	    46.0 	         41.4 	
Total % leavers by reason	8.4	13.8	24.2	13.7	40.0	100	

All data sourced from: Resource Management.

Notes:
1. Percentages shown are the number of leavers who have chosen to indicate that protected characteristic and reason for leaving over the total number of employees by reason for leaving.
2. Data as at 31 March 2012.
3. Dismissal - dismissal and discharged probation.
4. Early exits - approved early retirement, voluntary early release, early retirement, early severance.
5. Other - death in service, transfer to other Government department, transfer of function, retirement at/above minimum age, ill health retirement, end of temporary contract, blank reason for leaving.
6. * - Level of data too low for publication.
17. Working Patterns

What does this tell us?

The data presented here show the percentage of employees with a part-time working pattern against their status in relation to each of the following protected characteristics: age, disability, ethnicity and gender. These data show part-time working rates as at 31 March 2012.

Table 17.1: Percentage of employees by age with a part-time working pattern1

Age	Percentage working part-time	
16-24	                                           14.2 	
25-29	                                           21.5 	
30-34	                                           35.4 	
35-39	                                           42.7 	
40-44	                                           43.9 	
45-49	                                           39.6 	
50-54	                                           35.3 	
55-59	                                           33.4 	
60-64	                                           59.3 	
65+	                                           68.3 	
Total	                                           38.7 	

Table 17.2: Percentage of employees by indicated disability with a part-time working pattern1

Disability	Percentage working part-time	
Disabled	                                           40.6 	
Non-disabled	                                           41.7 	
Total indicated	                                           41.7 	

Table 17.3: Percentage of employees by indicated ethnicity with a part-time working pattern 1

Ethnicity	Percentage working part-time	
Ethnic minority	                                           37.3 	
White	                                           41.4 	
Total indicated	                                           40.9 	

Table 17.4: Percentage of employees by gender with a part-time working pattern 1

Gender	Percentage working part-time	
Female	                                           50.3 	
Male	                                           13.7 	
Total	                                           38.7 	

All data sourced from: Resource Management.

Notes:
1. Percentages shown are the number of employees working part time over the total number of employees that have chosen to indicate that protected characteristic.

18. Grievances

What does this tell us?

The data presented here show the percentage of employees who have raised a grievance against their status in relation to each of the following protected characteristics: age, disability, ethnicity and gender. 

Table 18.1: Percentage of employees by age who raised a grievance1,2

Age	Total percentage	
16-24	                                         1.5 	
25-29	                                         1.3 	
30-34	                                         1.3 	
35-39	                                         1.4 	
40-44	                                         1.1 	
45-49	                                         1.0 	
50-54	                                         1.0 	
55-59	                                         1.1 	
60-64	                                         1.1 	
65+	                                         1.2 	
Total	                                         1.1 	

Table 18.2: Percentage of employees by indicated disability who raised a grievance 1,2

Disability	Total percentage	
Disabled	                                         2.0 	
Non-disabled	                                         1.1 	
Total Declared	                                         1.1 	

Table 18.3: Percentage of employees by indicated ethnicity who raised a grievance 1,2

Ethnicity	Total percentage	
Ethnic minority	                                         1.3 	
White	                                         1.1 	
Total indicated	                                         1.1 	

Table 18.4: Percentage of employees by gender who raised a grievance1,2

Gender	Total percentage	
Female	                                         1.1 	
Male	                                         1.2 	
Total	                                         1.1 	

All data sourced from: Resource Management.

Notes:
1. Percentages shown are the number of employees raising a grievance in the period over the total number of employees that have chosen to indicate that protected characteristic.
2. Period - 1 April 2011 to 31 March 2012.

19. Performance markings

We are currently unable to provide updated data for this set as these data are analysed later in the year. We will include this information as soon as it is available.

20. Promotion

What does this tell us?

The data presented here show employees promoted against their status in relation to each of the following protected characteristics: age, disability, ethnicity and gender. 

Table 20.1: Percentage of employees promoted by age1,2,3

Age	Total %	
16-24	                                              1.2 	
25-29	                                              1.2 	
30-34	                                              1.3 	
35-39	                                              0.7 	
40-44	                                              0.6 	
45-49	                                              0.5 	
50-54	                                              0.3 	
55-59	                                              0.3 	
60-64	                                              0.3 	
65+	 * 	
Total	                                              0.6 	

Table 20.2: Percentage of employees promoted by indicated disability1,2

Disability	Total %	
Disabled	                                              0.4 	
Non-disabled	                                              0.5 	
Total indicated	                                              0.5 	

Table 20.3: Percentage of employees promoted by indicated ethnicity1,2

Ethnicity	Total %	
Ethnic minority	                                              0.9 	
White	                                              0.5 	
Total indicated	                                              0.5 	

Table 20.4: Percentage of employees promoted by gender1,2

Gender	Total %	
Female	                                              0.6 	
Male	                                              0.6 	
Total	                                              0.6 	

All data sourced from: Resource Management.

Notes:
1. Percentages shown are the number of employees promoted in the period over the total number of who have chosen to indicate that protected characteristic.
2. Period - 1 April 2011 to 31 March 2012.
3. * - Level of data too low for publication.

21. Recruitment process

We are currently unable to provide updated data about recruitment as we are changing the way we manage our processes to utilise a Civil Service wide model. We will include this information as soon as it is available.

22. Pay gap 

The Department analyses data to identify any differences in pay on the grounds of gender, race, age and disability. 

The pay gap is calculated by adding together the pay of all of the members of the potentially disadvantaged group in the Department who are in grades below the Senior Civil Service (SCS) and then working out an average salary. This is then compared to the average salary of the potentially advantaged group. The gap is the difference between the two averages divided by the average pay of the advantaged group. 

Pay gap = (Pay difference) 
 (Pay of the advantaged group)

Therefore, in the case of the gender pay gap, the average salary of women in grades below SCS is calculated and then compared to the average salary of men in grades below SCS. The difference is expressed as a percentage and is presented by grade. 

What does this tell us?

The table below shows which group is considered to be advantaged or disadvantaged for the purposes of expressing the pay gap for that protected characteristic. In the case of age, the majority age group (25-54) is shown against both the younger group (16-24) and the older age group (55 and above).

Comparison table by protected characteristic for pay gap data 

Protected characteristic	Disadvantaged group	Advantaged group	
Age	16-24	25-54	
	55 and above	25-54	
Disability	Disabled	Non-disabled	
Ethnicity	Ethnic minority	White	
Gender	Female	Male	

How will an improvement be shown?

Where the potentially disavantaged group, for example women, have a higher average salary than their male counterparts, it is expressed as a negative percentage (for example -0.5 percent). This analysis informs the Equal Pay Audit, which takes place on a three yearly basis to identify areas for action.
Table 22.1: Pay gap by age1,2,3

Age	Band A/ AA	Band B/ AO	Band C/ EO	Band D/ HEO	Band E/ SEO	Band F/ Grade 7	Band G/ Grade 6	All grades	
Age 16-24 (mean salary)	£14,569	£16,505	£21,514	£26,733	N/A	N/A	N/A	£16,840	
Age 25-54 (mean salary)	£15,018	£17,792	£23,190	£28,003	N/A	N/A	N/A	£21,473	
Pay gap (percent 16-24 to 25-54)	3.0	7.2	7.2	4.5	N/A	N/A	N/A	21.6	

Age	Band A/ AA	Band B/ AO	Band C/ EO	Band D/ HEO	Band E/ SEO	Band F/ Grade 7	Band G/ Grade 6	All grades	
Age 55 and above (mean salary)	£15,075	£18,011	£23,728	£29,214	£35,605	£49,457	£61,233	£21,767	
Age 25-54 (mean salary)	£15,018	£17,792	£23,190	£28,003	£33,921	£47,018	£59,239	£21,473	
Pay gap (percent 55+ to 25-54)	-0.4	-1.2	-2.3	-4.3	-5.0	-5.2	-3.4	-1.4	

Table 22.2: Pay gap by indicated disability1,2,3,4,

Disability	Band A/ AA	Band B/ AO	Band C/ EO	Band D/ HEO	Band E/ SEO	Band F/ Grade 7	Band G/ Grade 6	All grades	
Disabled (mean salary)	£15,142	£18,192	£23,644	£28,618	£34,570	£47,633	£59,353	£21,968	
Non-disabled (mean salary)	£15,108	£18,081	£23,419	£28,288	£34,238	£47,416	£59,836	£21,948	
Pay gap (percent disabled to non-disabled)	-0.2	-0.6	-1.0	-1.2	-1.0	-0.5	0.8	-0.1	

Table 22.3: Pay gap by indicated ethnicity1,2,3,4,5

Ethnicity	Band A/ AA	Band B/ AO	Band C/ EO	Band D/ HEO	Band E/ SEO	Band F/ Grade 7	Band G/ Grade 6	All grades	
Ethnic minority (mean salary)	£15,059	£18,020	£23,192	£28,039	£33,800	£46,813	£60,917	£20,896	
White (mean salary)	£15,082	£17,975	£23,415	£28,321	£34,300	£47,451	£59,889	£21,881	
Pay gap (percent ethnic minority to white)	0.2	-0.3	1.0	1.0	1.5	1.3	-1.7	4.5	

Table 22.4: Pay gap by gender

Gender	Band A/ AA	Band B/ AO	Band C/ EO	Band D/ HEO	Band E/ SEO	Band F/ Grade 7	Band G/ Grade 6	All grades	
Female (mean salary)	£15,028	£17,890	£23,331	£28,227	£34,102	£46,980	£59,025	£21,257	
Male (mean salary)	£15,004	£17,562	£23,214	£28,225	£34,475	£47,976	£60,264	£21,881	
Pay gap (percent female to male)	-0.2	-1.9	-0.5	0.0	1.1	2.1	2.1	2.9	

All data sourced from: Resource Management.

Notes:
1. Salary totals are total full-time salaries in the pay band, excluding allowances and overtime. However, to prevent skews in diversity analyses due to different pay zones, all salaries here are treated as though they are on DWP National pay scales. That is, salaries on pay scales for inner London, outer London and special location pay zones have been placed on their equivalent position on the National pay scale. ERNIC and employer's superannuation (Civil Service Pension) contributions are excluded from these figures.
2. Mean salary is the total full-time basic salaries for the pay band, divided into the headcount. 
3. Records excluded from this analysis include SCS employees and specialists (accountants, lawyers etc) whose salaries are on separate pay scales. Casual and fixed-term appointments are included. The population used in the analysis therefore represents 98.1 percent of DWP employees paid and in post on 31 March 2012.
4. In defining working patterns, all part-year appointments have been categorised as part-time, whether or not part-year attendance is full-time or part-time.
5. Mean salaries only take into account those who have indicated their disability status.
6. Mean salaries only take into account those who have indicated their ethnicity status
23. Training data 

We are currently unable to provide updated data on training undertaken by our employees as we are transferring to a new Civil Service wide system. We will include this information as soon as it is available.

24. Maternity data

What does this tell us?
These data shows the number of employees returning from maternity leave against their status in relation to each of the following protected characteristics: age, disability and ethnicity. 

Table 24.1: Percentage of employees returning from maternity leave in period by age1,2

Age	Total percentage	
16-24	                                       3.2 	
25-29	                                    22.6 	
30-34	                                    36.9 	
35-39	                                    25.8 	
40-44	                                    10.4 	
45-49	                                       1.1 	
50-54	0.0 	
55-59	0.0 	
60-64	0.0 	
65+	0.0 	
Total	                                  100.0 	

Table 24.2: Percentage of employees returning from maternity leave in period by indicated disability1,2

Disability	Total percentage	
Disabled	                                       2.4 	
Non-disabled	                                    97.6 	
Total indicated	                                  100.0 	

Table 24.3: Percentage of employees returning from maternity leave in period by indicated ethnicity1,2

Ethnicity	Total percentage	
Ethnic minority	                                    18.7 	
White	                                    81.3 	
Total indicated	                                  100.0 	

All data sourced from: Resource Management.

Notes:
1. Percentages shown are the number of employees returning from maternity leave in the period by indicated protected characteristic over the total number of employees returning from maternity leave.
2. Period - 1 April 2011 to 31 March 2012.

25. Links to additional information

2011 People Survey Results - includes details of the DWP People Survey which is part of the Civil Service People Survey. It contains 57 questions to help determine employee engagement throughout the Civil Service.

2012 Star Performer Network - recognition is due to the work, dedication and commitment of SONG (the DWP national sexual orientation staff network group). This is the first time DWP and SONG have received this recognition. 

Top 100 Employer - DWP is one of Britain's Top 100 Employers for lesbian, gay and bisexual staff.

Performance Related Pay - includes details of non-consolidated performance-related pay by DWP, our agencies and executive Non- Departmental Public Bodies (NDPBs) for the performance year 2010-11.

Workforce Management Returns - includes details of the DWP workforce, our agencies and executive NDPBs.

Business Plan Quarterly Data Summary provides a quarterly snapshot on how each department is spending its budget, the results it has achieved and how it is deploying its workforce.

Equality Impact Assessments help us to make sure the needs of people are taken into account when we develop and implement a new policy or service or when we make a change to a current policy or service.

DWP Equality Information 2012 Update

Under the Public Sector Equality Duty, part of the Equality Act 2010, as a public body the Department for Work and Pensions has a specific duty to publish relevant proportionate information to demonstrate our compliance. Information showing that we have paid due regard to the aims of the Equality Duty is contained in this report.	

Diversity and Equality Directorate
Porterbrook House, 
7 Pear Street, 
Sheffield, 
South Yorkshire, 
S11 8JF.	

978-1-78153-058-0
Published by the Department for Work and Pensions
12 July 2012
www.dwp.gov.uk	
Contact information: adelphi.diversityandequality@dwp.gsi.gov.uk