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Part of Our workforce demographics 2019

Gender

The mix of men and women in NHS Digital is fairly stable, and in 2018/19, 44% of our staff were female and 56% male. 

Summary

The mix of men and women in NHS Digital is fairly stable, and in 2018/19, 44% of our staff were female and 56% male. 


The gender split of our workforce is 44% female and 56% male


Women are more likely to be employed at lower grades, bands 4 to 6, but this pattern reverses from band 7 upwards.

Of all appointed new starters, 40.6% were women.

46.5% of internal promotions were women.     

During 2018/19, 32 women and 32 men attended the NHS Digital Leadership Programme as part of one of three cohorts. 5 women and 12 men completed their 18-month programme -14 women and 10 men began the programme and 13 women and 10 men were part-way through. 

Of our leavers during 2018/19, 56% were men and 44% were women, reflecting the current make-up of the workforce. 


Change over time

Since our first workforce report in 2016, the gender mix has stayed fairly stable.

In our first report 56.1% of staff were male, and 43.9% female, compared to this year where 56.4% of staff are male and 43.6% female.


Changes in the workforce

Starters and leavers

Of all appointed new starters, 40.6% were women and 46.5% of internal promotions were women.

Leavers from the organisation were 44% female and 56% male, in line with our overall gender mix.

Applications and appointments

Men made nearly 59% of all applications for jobs at NHS Digital.

At the shortlisting stage, over 61% of shortlisted applicants were male.

11.8% of female applicants were shortlisted, compared with 13.3% of male applicants.

59% of successfully appointed people were men.

2.8% of applicants did not disclose their gender, and 0.1% reported themselves as transgender.

Gender of job applicants
Applied Shortlisted Appointed
Male 58.7% 61.3% 59.4%
Female 38.4% 35.7% 40.6%
Not disclosed 2.8% 2.7% 0.0%
Transgender 0.1% 0.3% Not currently recorded in ESR

Note: the percentage of employees who share their diversity monitoring information is much lower for appointed staff, who must complete another declaration, than at application and shortlisting stage. External recruitment was controlled this year as part of the planned organisational change. This means that direct comparison is not possible across all stages of recruitment, or with previous years.

Promotions

46.5% of internal promotions went to women.

Training

During 2018/19, 32 women and 32 men attended the NHS Digital Leadership Programme as part of one of three cohorts.

5 and 12 men completed their 18-month programme - 14 women and 10 men began the programme and 13 women and 10 men were part-way through.

During 2018/19, 53% of women accessed some form of training – online or classroom-based – compared with 56% of men.

Last edited: 1 November 2021 11:59 am