Crossing Thresholds: The Making and Remaking of a 21st-Century College Chaplain

Product Information

reducing and eliminating stress factors which may include changes in the environment, daily programme, increased staffing and support, etc. The department has undertaken several activities to focus on closing the gender pay gap since first reporting in 2017. We will continue to review and refresh all processes, activities, and initiatives on an annual basis. Action plan for the year ahead have introduced an Empathy Development Programme, which approximately 1,600 colleagues have participated in so far, to help define inclusive behaviours in teams and foster a culture where it is safe to challenge

It was seeing her daughter do exactly that as we entered a shopping centre that made me detemined to find out all I could. Sheida's journey into becoming a Thresholds facilitator began during her own participation on the Crossing Thresholds programme. Given her passion for developing herself and others, Sheida was instantly attracted to the prospect of being able to pass on the amazing lessons learned throughout the programme. Sheida has worked across the Civil Service in several countries for the past decade, and has benefited from the opportunity of working in diverse environments and appreciate the importance of fostering opportunities for women from all walks of life. For core BEIS, so excluding Executive Agencies, the headline 2021 Gender Pay Gap figures show a mean gender pay gap of 4.5%, and the median gender pay gap of 11.0%. Gender Pay GapBetween 31 March 2020 and 31 March 2021, our pay gap reduced, and this was primarily attributable to the significant recruitment of EOs and AOs on fixed term contracts that took place in response to the Covid-19 pandemic, altering the overall grade distribution within DWP. As a higher proportion of employees were at the AO and EO grade in March 2021 than March 2022, receiving the same rate of pay (known as a spot rate) the mean GPG had decreased. in the year to 31 March 2020, the department grew by 1037 people, with 559 more women in the department (54% of the total increase) During 2021/22, many colleagues employed on these fixed term contracts left DWP, and the overall proportion of male and female colleagues at lower grades has decreased. There was, however, a greater decrease in the proportion of males at these lower grades, and therefore a greater increase in the proportion of males at our higher grades. There has also been notable recruitment during 2021/22 at HEO and above. These changes to our grade distribution have contributed to an increase in our mean GPG. Turnover has also had a significant impact, with new recruits primarily joining at the pay band minimum, replacing leavers who may be higher up the pay band.

The Department for Business, Energy, and Industrial Strategy ( BEIS) has prepared this report as part of the legal requirement for public authorities to publish their gender pay gap on an annual basis. We have analysed the mean GPG for colleagues on DWP’s ED terms and conditions ( T&Cs), compared with the mean GPG for employees that remain on either DWP’s legacy T&Cs or on protected T&Cs retained from their previous organisations, to understand how this impacts the overall picture. Assisted to improve job profiles to attract more women to BEIS-specific roles especially across regional offices and supported the attraction of external candidates by promoting the Network’s work through external tools such as Vercida and LinkedIn. For example, I recently joined the Crossing Thresholds course, and Bernie encouraged me actively to promote it to colleagues and share new insights. At times, she has questioned my negative assumptions, low confidence and helped pave the way by coaching me for a new career challenge. The Women Empowered network aims to empower, inspire, and connect women across the department and partner agencies to achieve an inclusive and fair workplace culture.

Implementation of ‘name-anonymised’ recruitment. This supports diversity in the workforce by helping to create a more level playing field in the assessment process. continuing mixed gender sift and interview panels; we are also expanding our trained Independent Panel Members to provide additional constructive challenge in the recruitment process This reduction is primarily driven by the good progress in our more equitable distribution of in year rewards (vouchers and cash awards). Despite applying a flat cash end of year non-consolidated award to delegated grades in 2021, due to our policy of pro-rating non-consolidated awards to reflect part-time working patterns, we will always have a bonus pay gap and this will fluctuate according to the number of part time employees. Median bonus gap (increased by 1.2 ppt) A 2-year, cross-government accelerated development schemes for high-potential deputy directors. Beyond Boundaries She has a BA in Sociology and Anthropology, and started her career in the Civil Service in 2013, where she has since held roles in the Department for Culture, Media and Sport, Cabinet Office and Department for Transport; involving leading on development and implementation of high profile policy, strategy and major projects - as well as Private Office roles and championing of Learning and Development opportunities for all.

Piloting the use of diverse jobs boards such as Vercida to promote opportunities to under-represented groups and develop DWP’s employee brand as an inclusive employer. We’re also exploring the use of returners jobs boards aimed at attracting talented career returners seeking to re-enter the labour market.

Well, to start with, I got to know and learn from a group of fantastic women from organisations across government. Having worked solely for the Forestry Commission for the UK part of my career (I’m originally from France), this insight into the wider Civil Service was a bonus in itself.