Report Summary
As a public body, SPA has a specific duty to publish relevant information to demonstrate our compliance with the Public Sector Equality Duty (PSED), part of the Equality Act 2010. We publish information relating to our recruitment practices and information about employees who share protected characteristics from 1 April 2022 to 31 March 2023.
To access the full document please open the PDF document above.
To view as accessible content please use the sections below. (Note that some tables and appendixes are not available as accessible content).
Disability
In terms of the overall workforce, the number of people declaring a disability has decreased from 5.76 percent in 2022 but is higher than the 5 percent reported in 2020.
The disability pay gap for 31 March 2023 was 1.7 percent, which is a decrease from 3.3 percent on 31 March 2022. When looking at representation by grade a likely cause of the small pay gap is the fact that 6 percent of those Grade 7 and below have declared as having a disability with it sitting at 5 percent for Grade 8 and above.
The workforce profile is significantly under-represented compared to the percentage of Scotland’s working population that are recorded as disabled. This position is consistent with the fact the disability employment rate in Scotland as a whole is low.
Pay gap data doesn’t identify specific issues indicating the main focus should be on increasing workforce representation as a whole.
Whilst recognising the low number of leavers per year impacts on statistical significance it is still worth noting that 24 percent of those that left in 22-23 had a recorded disability. Reasons for leaving include resignation, retirement and end of contract.
In terms of next steps, we continue to seek, understand and remove barriers to diverse recruitment, retention, and development of staff through continued engagement with diversity staff associations.
Engagement for this year will have a specific focus on steps taken to ensure effective retention.
