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

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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 A marvelously collaborative volume exploring liminality as lens and then lever for renewed action with contributions to practical theology, theopoetics, pastoral-congregational life and personal transformation in today’s fragmented and fragmenting institutional ecology(ies). A rigorous interdisciplinary perspective invites the finding and building of liminal frameworks, dancing and swaying toward theological engagement for ecclesia – gatherings – on the move, or willing to risk innovation in leadership, liturgy, and mission. A compelling work of practical theology modeling its method in a spiral-esque form as well as disciplinary scholarship

for each Director General Group, we have asked that they form localised representation and inclusion goals, and action plans to support with the delivery of those goals. We monitor progress across different grades and different parts of the department against these goals and facilitate sharing of best practice Bernie’s mentoring has been so worthwhile. She gave me so much encouragement. I’ve been able to bounce ideas off her, learned a lot and feel more knowledgeable with stronger communication skills. Thank you, Bernie! the mean pay gap has halved from 9% in 2017 to 4.5% in 2021. The median pay gap has fallen from 15% in 2017 to 11% in 2021 In 2017, the government introduced world-leading legislation that made it statutory for organisations with 250 or more employees to report annually on their gender pay gap. Government departments are covered by the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which came into force on 31 March 2017. the gender balance of our job offers has shifted with women representing 51.5% of our offer holders in the year to May 2021 - an annual increase of 3.8%

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We know that, historically, the pay gap in BEIS has mainly been driven by men being proportionally more likely to be occupying roles at senior grades and women being proportionally more likely to have roles at junior grades. We are now seeing an increase in the proportion of women in senior grades, and I am pleased that women now make up 49.5% of our Senior Civil Service ( SCS). The NEU believes that the appraisal review statement at the end of the cycle should be the only source of evidence you require to support pay progression. The policy should enable you to submit additional evidence if you choose but you should not be requested or directed to submit additional evidence or penalised if you choose not to do so. You should not be required to maintain a portfolio of evidence to support your application. 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.

The table above shows the percentage of women in each pay quartile in DWP. The quartiles approximately map with the gender composition of the department (65% female and 35% male). Workforce analysis Grade (decreasing seniority) We continue to compare favourably with the overall mean GPG for the Civil Service (8.5% in 2022). We also compare favourably with the mean bonus GPG for the Civil Service (27.4% in 2022), and the median bonus GPG (37.1% in 2022). Mean ordinary GPG (increased by 1.7 ppt) I met my Mary when she literally fell at my feet going from one room to another. It is not always present. Mary,s former GP diagnosed these falls as "attention seeking" telling her family toignore it and walk away. 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 meant ensuring our meetings were firmly in the diary, injecting humour in to the conversation and using our time as an opportunity to have the very important wellbeing conversation. I also wanted to ensure that all the usual activities that I would undertake with my mentees continued and creativity really was the name of the game.Scrapping my plan. I started my Crossing Thresholds journey off with a plan, it didn’t last long, the modules themselves made me really think about what I wanted from my career, question whether I was where I wanted to be, and how I balance what I want at work with life outside. Mind, the Mental Health charity, provides five ways to wellbeing and three of them can be obtained through mentoring: These regulations underpin the Public Sector Equality Duty and require relevant organisations to publish their gender pay gap by 30 March each year. This includes the mean and median gender pay gaps; the mean and median gender bonus gaps; the proportion of men and women who received bonuses; and the proportions of men and women employees in each pay quartile. BEIS offers family friendly policies including flexible working, maternity, paternity, and parental leave. We also offer job share, term-time and part time working, reduced hours and compressed hours opportunities. Due to the public sector pay pause for the financial year 2021/2022, there was no pay award in 2021 to the majority of DWP employees, with only some individuals at AA and AO receiving an uplift. This means that it is primarily changes to grade distribution that has been the most significant contributor to the difference in average salaries across genders and the slight increase in our mean GPG. Female representation within each grade

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%. Last summer I approached Bernie to be my mentor as I found her so engaging during our Civil Service Live 'spot mentoring' session. We hit it off straight away.This can happen with some types of AD. Does Dhiren lift one leg as he passes over the change in flooring or indeed does he lower one leg. 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. 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. 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. Continuing to analyse salary, talent, and recruitment data, monitoring progress to identify trends early.