Our targets were set in 2018 and are based on the economically active population, or maintaining representation of our workforce at that point in time.
On the 31st of March 2023, female representation at Senior Civil Service (SCS) grades was 48.1%, which met and slightly exceeded our 2025 target of 47% and an increase of 3 percentage points compared with March 2022. Our approach to becoming representative of the communities we serve focuses on recruitment outcomes for under-represented groups, including gender. Our analysis has found that the primary driver of the gender pay gap is the fact that the Home Office often provides extra compensation for those engaged in front line 24/7 operations, and that workforce is predominantly male. We are committed to reducing the gender pay gap, and our approach looks holistically at the interventions which will achieve this.
Our focus is also to enable and support all our people to flourish in their careers.
We recognise that we will achieve better outcomes for the public by having a broad range of experience, knowledge, and awareness to deliver our objectives. The Home Office is committed to being representative of the communities we serve.
