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

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Meet Fawziyah Shamme, a seasoned Executive Assistant whose mastery lies in efficiency and meticulous organization. Holding a degree in International Relations, Fawziyah has honed her skills in deftly navigating the intricacies of multifaceted tasks and projects. From orchestrating schedules with finesse to ensuring impeccable communication, her commitment to supporting executives in achieving their objectives knows no bounds. Fawziyah's dedication to enhancing productivity is evident through her unwavering attention to detail and her prowess in creative problem-solving. Her enduring dedication reflects her aspiration to leave a lasting, meaningful impact. This foundational work has far reaching impacts; challenging, inspiring and stretching participants to think freshly about their careers and lives as a whole. We have made positive progress in increasing female representation at the most senior grades. At SCS1 and SCS3, we now have over 50% of roles filled by females. Despite this, we have seen the mean ordinary Gender Pay Gap ( GPG) increase, as the proportion of males at higher grades has increased since 2021, more than the proportion of females at higher grades has increased. We have also seen an increase to the median bonus GPG. There has, however, been a slight reduction in the mean bonus GPG, in comparison to 2021: Ensured fairness of opportunity by suggesting improvements to development scheme processes, meaning recommending that pictures are removed from Aspiring Leaders Forms to limit any biases across the sifting process. Next steps

DWP uses the Civil Service grading system ranging from Administrative Assistant (administration level grades) to Senior Civil Servant (director level grades). Grades are determined by the level of responsibility that employees have in their job roles. Each grade has a set national and London pay range (with some other location-based pay differences), with higher grades receiving higher salaries. 2. Gender Pay Gap Report Crossing Thresholds Programme for women who want to explore their career development in a structured and supportive environment. Apprenticeships provide on the job training alongside complementary studying, allowing individuals to gain recognised qualifications in addition to essential and desired skills in the workplace. Conclusion Holding ourselves to account When do you take the time to think about what you really want from your career? Well last year I got that time, when I completed the Crossing Thresholds programme; a programme for women grades AO-G6 in the Civil Service looking to develop their career in a structured and supportive environment. BEIS’s Diversity and Inclusion vision is to capitalise on difference to solve some of the most important and complex policy challenges facing the country, business, and the environment.

I am pleased that we have seen our gender pay gaps narrow this year. For core BEIS, the mean pay gap has dropped from 5.9% in 2020 to 4.5% in 2021, and the median pay gap has fallen from 13.5% to 11%. For BEIS including Executive Agencies, we have seen a decrease in the mean pay gap from 10.2% in 2020 to 8.8% in 2021, and a narrowing in the median pay gap from 10.7% to 7.1%. Active sponsorship and mentoring to increase visibility and advocacy and support development needs. The table above shows the distribution of men and women across grades within DWP. As the composition of DWP’s workforce is constituted of significantly more female (65%) than male (35%) employees, within the grade boundaries above, females are under-represented at higher grades, and slightly over-represented at lower grades. 3. Analysis of pay gap Ordinary Mean Pay Gap Measure

The median pay gap remains at 0%. This is primary due to the existence of an EO spot rate. Of the whole DWP population, currently 50% of males and 54% of females are at EO grade and most are on the spot rate, so this means the median fell within the EO range for both genders. BEIS supports the fair treatment and reward of all staff irrespective of gender. The Civil Service, including BEIS, wants to create a diverse and representative workplace, supporting an inclusive, flexible, modern, and connected Civil Service. Encouraging openness, challenge, innovation, and excellence, in everything we do. This year we have also launched our diversity and inclusion curriculum, which sets out our learning offer for all grades to support with building our inclusive culture. In addition, we will continue to work in partnership with our Trades Unions and Diversity Networks, in particular our Women Empowered Network, to ensure that staff views are considered and understood as we deliver our Diversity and Inclusion Strategy. This is the fifth year BEIS have published Gender Pay Gap figures. For context, we have therefore included the figures from previous years (2017, 2018, 2019 and 2020) in our analysis (the full data is set out in annexes A and B). Please note when comparing to previous years, this is the third year we have presented the data to a decimal point to bring us in line with other government departments. line management guidance- to help managers effectively manage, support and champion women in the workplace

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This progress is encouraging but we know there is more to do. Over the last 12 months we have introduced localised representation and inclusion goals for each Director General Group, and action plans to support with the delivery of those goals. We will continue to scrutinise our data to monitor progress, and we will build on our existing initiatives to embed diversity and inclusion in all our key decisions on policy, procedure, and process. I am delighted to see concrete next steps that BEIS has committed to take for the year ahead, including advertising all jobs openly, fairly, and flexibly to ensure equality of access to opportunities, as well as providing a specific internal development programme aimed specifically at women. Supporting and highlighting our departmental Women Empowered Network in the work they do. They are helping to level the playing field and giving women the tools and skills, they need to do their best within their jobs, through workshops, upskilling events, and continued support for women in the department.

A shutdown is when someone partially or completely removes themselves from the world around them. It may mean they stop communicating verbally, take themselves out of the situation or curl up or stay in bed. Despite this progress it remains the case that men form a larger proportion of the more senior grades than of the overall workforce. Conversely, women form a larger proportion of the more junior grades than their share of the total workforce. This is exemplified when considering the median pay gap as the relevant individuals are a female SEO with a male Grade 7. The data – BEIS and the Executive Agencies For core BEIS (excluding Executive Agencies) the headline 2021 GPG figures show a mean gap of 4.5%, and a median gender gap of 11%. This is a narrowing in both metrics compared to 2020 (mean 5.9% and median 13.5%).Bernie steered me on rewriting my cv, empowered me to step out of my comfort zone and encouraged me to be assertive about my aspirations. Initially I felt nervous, though Bernie soon inspired me with her ‘can-do’ zest, and I was fired up after our first meeting. I outlined my goals and she helped me prepare for my next career challenges. Now I’m excited to be starting a new policy role next month in the Office of Life Sciences in BEIS.