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Part of Our workforce demographics 2019

Sexual orientation

Our data shows that 2.7% of the workforce describe their sexual orientation as LGB+, 69.8% as heterosexual, and 27.5% of staff chose not to share this information.

Current Chapter

Current chapter – Sexual orientation


Summary

Our data shows that 2.7% of the workforce describe their sexual orientation as LGB+, 69.8% as heterosexual, and 27.5% of staff chose not to share this information.


Changes over time


3% of staff described their sexual orientation as lesbian, gay or bisexual


7% of job applicants were from LGB+ candidates and 7% of new starters were LGB+, an increase from 2017/18 (4%) and 2016/17 (2.8%), although 30% of new starters chose not to share their sexual orientation.  


Changes in the workforce

Starters and leavers

Of all appointed new starters, 7% were LGB+, 63% were heterosexual and 30% declined to share their sexual orientation.

Of those leaving the organisation, 2.7% were LGB+, 67.6% were heterosexual and 30.1% had not declared or specified their sexual orientation. The number of leavers was lower than the overall organisational percentage of LGB+ employees.

Applications and appointments

LGB+ candidates made 7.1% of all external applications for jobs at NHS Digital.

At the shortlisting stage, around 8.2% of all shortlisted applicants were LGB+.

7% of successfully appointed people were LGB+.

13.7% of applicants did not disclose their sexual orientation.

14.6% of applicants who identified themselves as LGB+ reached shortlisting stage, compared to 12.5% of applicants who identified as heterosexual.

Job applicants (% of total number at each stage)
  Applied Shortlisted Appointed
LGB+ 7.1% 8.2% 7%
Heterosexual 79.2% 77.6% 63.3%
Not disclosed 13.7% 14.2% 29.7%

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

2.1% of internal promoted employees were LGB+.

Training

During 2018/19, 57% of LGB+ employees accessed some form of training – online or classroom-based – compared with 54% of heterosexual employees. 

Of the 138 employees in the three cohorts of the NHS Digital Leadership Programme, 4% were LGB+, 71% were heterosexual and 25% had not shared their sexual orientation. 

Last edited: 1 November 2021 12:06 pm