Diversity in the Public Sector Report FINAL

The New View Report
2016
BAME representation in the Public Sector
Published by Elevation Networks
April 2016 Author: Samuel Steel

2
Foreword
I am privileged to serve one of the most diverse communities in
Britain - my constituency in Leicester East has a rich cultural and
ethnic demographic. As a first generation immigrant myself, I have
watched the great strides made forward in terms of the treatment
of ethnic minorities in the UK with pride. However, the extent to
which my constituents – almost two thirds of whom identify as non-
white – feel represented in public life is an issue of constant concern
for me.
As the battle against visible racism is increasingly fought from many
sides in the UK, a multitude of other issues regarding ethnicity have
come to the fore.
That is why this research and the wider work that Elevation
Networks carries out is of overwhelming importance. Diversity in any sector or field is fundamental –
first and foremost in terms of equality and representation, but also because neglecting to capitalise
on the diversity of talent is a move towards failure.
The public sector is now lagging behind the private sector in terms of diversity, and this isn’t
acceptable. Public services, set up to serve the needs of the nation and staffed with individuals paid
with taxpayer’s money, must be representative of the public, and indeed the specific communities
they serve.
This research shines a necessary spotlight on those departments, bodies and agencies that fail to
represent the UK population – either in terms of general organisational make up, or at senior level.
Yet this publication does not criticise for the sake of critique alone; it performs a hugely important role
in highlighting the shocking lack of diversity at senior levels in the public sector, while also paying
tribute to the advancements that have been made.
We should certainly celebrate the progress that has been made in recent years – the public sector is
indeed more diverse than ever. But we must also take action to the current situation, and to recognise
that to achieve our full potential as a nation we must involve the brilliance of the whole nation – in all
of its rich diversity of colour, creed, and religion - in the future we wish to build.
Rt Hon Keith Vaz

3
Contents
EXECUTIVE SUMMARY ..........................................................................................................................................................4
Methodology ........................................................................................................................................................................4
Key Findings ..........................................................................................................................................................................4
Policy Implications and Recommendations ..........................................................................................................................5
Introduction...............................................................................................................................................................................6
The Launch of New View 50.......................................................................................................................................................7
Background to Public Sector Employment.................................................................................................................................7
Methodology and Approach......................................................................................................................................................7
BAME Representation in Public Sector Leadership....................................................................................................................9
Ministerial Departments.......................................................................................................................................................9
Non-Ministerial Departments.............................................................................................................................................11
Agencies and Public Bodies.................................................................................................................................................13
Diversity in Government Agencies by Seniority..................................................................................................................15
High Profile Groups.............................................................................................................................................................16
Public Corporations.............................................................................................................................................................17
Diversity in the Public Services ................................................................................................................................................18
Police...................................................................................................................................................................................18
Judiciary ..............................................................................................................................................................................18
Teachers..............................................................................................................................................................................18
Armed Forces......................................................................................................................................................................18
NHS .....................................................................................................................................................................................19
Fire and Rescue Service ......................................................................................................................................................19
Representation in Public Life ...................................................................................................................................................19
Diversity in Parliament........................................................................................................................................................19
Police and Crime Commissioners........................................................................................................................................20
Policy Implications & Recommendations.................................................................................................................................20
Addressing the Public Sector BAME Leadership Challenge.................................................................................................20
Supporting, mentoring and nurturing BAME talent............................................................................................................21
Diversity Outreach ..............................................................................................................................................................21
Increasing Entry-Level Opportunities..................................................................................................................................22
Conclusion ...............................................................................................................................................................................22
References...............................................................................................................................................................................24
Appendices ..............................................................................................................................................................................28
Public Sector Agencies and Public Bodies with no Visible BAME Leadership......................................................................28
Public Sector Organisations Surveyed (Correct as of March 2016).....................................................................................32
Table of Figures
Figure 1 Departments, agencies and public bodies, UK Government, 2016..............................................................................8
Figure 2 Office for National Statistics (2015c) Annual Civil Service Employment Survey 2015 ...............................................15

4
EXECUTIVE SUMMARY
This report examines the current representation level of BAME leaders within the public sector. Over
500 public sector organisations were surveyed, including over 2,600 department heads, executive and
non-executive boards, departmental ministers, trustees and high-profile committee members.
Methodology
Elevation Networks used a subjective approach examining the ethnic background of names and visual
profiles of senior department heads, boards and other high-profile members as listed on each
organisation’s official website. Elevation Networks examined the leadership boards of 489
government organisations, incorporating 24 ministerial departments, 22 non-ministerial
departments, 11 public corporations, 372 agencies and public bodies and 75 high profile groups.
Key Findings
Elevation Networks identified 2,623 senior public sector leaders, comprised of directors, board
members, chairs, commissioners and committee members. Of the senior leaders identified just 91
(3.5%) were from non-white ethnic minority backgrounds.
 Of the 24 ministerial departments surveyed 15 (62.5%) did not have any visible BAME ministers
or executives. The Foreign and Commonwealth Office, the Ministry of Defence and the
Department of Health were some of the more high profile ministerial departments not to have
any visible BAME representation at leadership or ministerial level.
 Of the 22 non-ministerial departments just 4 (18%) had any visible BAME representation. Non-
ministerial departments with no visible BAME representation at executive level included the
Crown Prosecution Service, HMRC and UK Trade and Investment.
 From a total of 372 agencies and public bodies 198 (53.2%) had no visible BAME representation
at leadership level. High profile agencies which did not feature any BAME members in senior
positions included the government’s Equalities Office, the Met Office and the Probation Service.
 From the high profile groups surveyed we estimate that around 49 did not have any BAME staff
within their strategic leadership and executive teams, including Border Force and HM Passport
Office and the Government’s Planning Inspectors.
 The UK Civil Service publishes diversity data for some 201 government agencies and public bodies.
A total of 14 (6.9%) agencies recorded none, or fewer than 5 ethnic minority staff; although low
disclosure rates may have obfuscated the actual figures in some organisations.
 The disparity between white and minority ethnic Civil Servants in government agencies was most
apparent at senior civil service grades, whilst a greater proportion of ethnic minority staff were
employed at Executive Offices (EO) and Administrative Officer (AO) grades. Ethnic minority groups
accounted for 11% of administrative officers and assistants and 12% of executive officers. The
diversity gap increases in senior leadership roles, with 9% ethnic minority representation at Senior
Executive officer (SEO) and 7.89% at grades 6 and 7.

5
 There are 11 public corporations in the UK which fall under the umbrella of the public sector, 6 of
which had no visible BAME leadership. The BBC World service featured the highest visible BAME
representation at leadership level. In comparison, the British Broadcasting Corporation had just
1 ethnic minority representative on the executive board.
 Ethnic diversity in parliament increased significantly following the general election of 2015, with
40 elected BAME members, an increase of 13 (32.5%) since the previous general election in 2010.
Despite this increase in diversity ethnic minority representation in parliament is
disproportionately lower than the diversity makeup of the population as a whole.1
Policy Implications and Recommendations
The clear lack of ethnic minority representation in public life and in particular the lack of BAME leaders
in the public sector has highlighted a diversity problem on a national scale. If the public sector is to
truly reflect the needs of the communities in which it serves then urgent action is needed to ensure
that BAME talent is represented at each level of the profession.
Addressing the Public Sector BAME Leadership Challenge
There is a clear disparity between the number of BAME staff employed in lower public sector
administrative and officer roles compared to those employed within the senior civil service and it may
take many decades before the senior civil service is representative of the ethnic diversity of the
population as a whole. Introducing at least one BAME candidate as part of the recruitment process
will go some way to resolving the lack of ethnic minority leaders in the senior civil service.
Supporting, mentoring and nurturing BAME talent
Supporting BAME public sector leaders through mentoring initiatives could potentially benefit those
from ethnic groups who are looking to progress to more senior positions. The use of informal and
formal ethnic minority mentoring groups in the Civil Service has increased in recent years. Many BAME
civil servants feel that there should be greater visibility from senior BAME leaders within the top-200
as a means to increase diversity awareness2
.
Diversity Outreach
Targeted recruitment and outreach activities may redress the current imbalance in public sector BAME
representation, not least by increasing the degree of diversity in the talent pipeline and creating a
larger pool of future BAME leaders for the longer term. Such initiatives could be adopted across all of
the public sector, especially for the organisations identified as having no BAME leaders and limited
representation at other levels of seniority.
Increasing Entry-Level Opportunities
Entry level opportunities for BAME candidates considering working in the public sector should be seen
as a priority for all public sector organisations. Through our discussions with BAME leaders developing
clear and visible pathways for BAME candidates should receive a greater priority. Talent programmes
which actively encourage BAME candidates from a variety of different backgrounds have the potential
to increase BAME representation from groups who may not have previously considered a career in
the public sector.
1
Khan (2015) Race and the General Election Part 3: Black and Minority Ethnic MPs.
2
Ethnic Dimension (2014) Identifying and Removing Barriers to Talented BAME Staff Progression in the Civil
Service

6
Introduction
It has now been five years since the Equality Act 2010 became law. Aimed at reducing socio-economic
inequalities the act also harmonised and replaced existing antidiscrimination laws including the now
repealed Sex Discrimination Act, the Race Relations Act and Disability Discrimination Act.
Diversity in the public sector has gained significant prominence since the Equality Act became law in
2010. Public sector organisations are not only obliged to monitor and report on their staff diversity
profile, but also to promote initiatives and practices which foster a more cohesive and diverse
workforce. All public sector departments, agencies, public bodies and corporations have subsequently
implemented various equality and diversity policies and initiatives in order to fulfil their legal
obligations and implement best practice.
Under the provisions of the Equality Act section 149 ‘Public Sector Equality Duty’ public sector
organisations are legally obligated to:
- Eliminate discrimination, harassment and victimisation
- Advance equality of opportunity
- Foster good relations between different groups of persons
Under this provision, public sector bodies must show due regard to:
- Removing or minimising disadvantages suffered by persons who share protected
characteristics
- Taking steps to meet the needs of persons who share a relevant protected characteristic
- Encouraging persons who share a relevant protected characteristic to participate in public
life or in any other activity in which participation by such persons is disproportionately low3
.
The public sector equality duty provides the basis on which to create a more inclusive public sector
which is representative of the diverse of the communities in which it serves. The opportunity to draw
upon a more diverse range of talent should also foster the creation of better informed policy
development and appropriate decision-making for the diverse multicultural society of the twenty-first
century4
.
At the time of the last Census in 2011; 12.9% of the UK population identified themselves as having a
non-white background.5
Whilst initiatives which promote ethnic minority diversity and inclusion are
steadily beginning to have an impact on increasing ethnic minority representation across the public
sector, many organisations and public bodies are still under representative of the diversity of the UK
population as a whole. This is particularly true of many senior positions in public life, which continue
to be primarily ‘white-dominated’.
In 2014 executive recruitment specialist Green
Park launched a comprehensive review of leadership diversity in the public sector. The report found
that as few as 3.5% of top-20 level civil servants in ministerial departments and 4.5% in non-ministerial
3
The Equality Act 2010, Chapter 15, Part 11, Section 149.
4
Equality and Human Rights Commission, 2015.
5
Office for National Statistics (2013) 2011 Census

7
departments were from non-white backgrounds. This compared to 8.3% in FTSE 100 companies and
12.8% of the working population in 2011 as a whole.6
Many high profile public sector organisations now publish information on their staff diversity profiles
in order to increase transparency, promote diversity and inclusion, and to measure the effectiveness
of their diversity strategies.
The Launch of New View 50
In April 2016 Elevation Networks launched New View 50. It is part of our partnership with the Civil
Service Fast Stream and will showcase the 50 most influential BAME leaders within the Public Sector.
The initiative is being driven by the objective of showcasing leaders within the broad range of public
sector career paths.
The New View List will support the Civil Service and other public sector employers’ objective of
attracting top talent from a broader base of applicants. We will be showcasing leaders from the Civil
Service, education, transport, and health sector. We will also be looking at leaders within non-
governmental institutions including the Financial Conduct Authority, National Audit office, Bank of
England, Local Government Authority and other institutions. Elected officials will also be part of the
shortlist that has been finalised by an expert judging panel.
Background to Public Sector Employment
As of September 2015 a total of 5.349 million people were employed in the UK public sector, of which
2.911 million are employed in central government departments, 2.257 million are employed in local
government, and 181,000 are employed in public corporations.
The NHS is the UK’s largest public sector employer by public sector industry with 1.591 million (29.7%)
of the total headcount, followed by the education sector with 1.508 (28.2%). Some 1.022 million
people (19.1%) are employed in public administration, whilst the remaining 0.528 million are classified
as ‘other public sector’ workers.
Of the core UK Civil Service departments the Department of Works and Pensions (DwP) is the largest
employer. As of March 2015, 91,010 people worked for the DwP, accounting for 29.6% of the total
headcount, followed by the Ministry of Justice with 68,000 and Her Majesty’s Revenue and Customs
(HMRC) with 68,0307
.
Methodology and Approach
Elevation Networks conducted a survey of over 500 ministerial and non-ministerial departments,
agencies and public bodies, high profile groups and public corporations and other significant public
sector organisations. We examined the ethnic background of over 2,600 department heads, executive
and non-executive boards, departmental ministers, trustees and high-profile committee members.
6
Green Park (2014), The Green Park Public Service Leadership 5,000.
7
Office for National Statistics (2015a)

8
Elevation Networks used a subjective approach examining the ethnic background of names and visual
profiles of senior department heads, boards and other high-profile members as listed on each
organisation’s official website. Elevation Networks examined the leadership boards of 489
government organisations, incorporating 24 ministerial departments, 22 non-ministerial
departments, 11 public corporations, 372 agencies and public bodies and 75 high profile groups. A
total of 2,623 senior leaders were profiled.
We combined visual and name-based profiling in order to identify leaders with protected ethnic
minority characteristics. The use of visual profiling overcame the limitations of identifying people
from ethnic minority backgrounds with names of an English heritage. Of the organisations surveyed
142 did not provide visual profiles of their senior management and leadership teams. Where
appropriate, we used professional online networks and other sources to cross-reference both name
and visual profiles. We compared BAME representation against the size of the executive boards as
whole to calculate proportion of ethnic minority senior leadership representation in each
organisation.
Secondly, we compared published diversity data from across all Civil Service grades for ministerial and
non-ministerial departments and for other public sector bodies where this information has been made
available. This provided a broader picture of overall diversity in the sector by government
department/public sector organisation and grade seniority.
Figure 1 Departments, agencies and public bodies, UK Government, 20168
8 Departments, agencies and public bodies, UK Government, 2016.
24
22
372
75
11 3
Government organisations 2016
Ministerial epartments Non-ministerial departments
Agencies and other public bodies high profile groups
Public corporations Devolved administrations

9
BAME Representation in Public Sector Leadership
Elevation Networks identified 2,623 senior public sector leaders, comprised of directors, board
members, chairs, commissioners and committee members. Of the senior leaders identified just 91
(3.5%) were from non-white ethnic minority backgrounds.
Ministerial Departments
In terms of overall representation, the Department for Work and Pensions was the most
representative ministerial department with 21.4% BAME members at executive or ministerial level.
This was followed by UK Export Finance and the Department for Education, both of which had over
10% representation.
Visible BAME Leadership in Ministerial Departments % BAME
Department for Work and Pensions 21.4
UK Export Finance 16.7
Department for Education 10.5
Department for Transport 7.7
Department for International Development 7.1
Department for Culture, Media & Sport 5.9
Ministry of Justice 5.9
Home Office 4.0
Department for Business, Innovation & Skills 3.1
Of the 24 ministerial departments surveyed 15 (62.5%) did not have any visible BAME ministers or
executives. The Foreign and Commonwealth Office, the Ministry of Defence and the Department of
Health were some of the more high profile ministerial departments not to have any visible BAME
representation at leadership or ministerial level.
with no Visible BAME
Leadership
Total Number of Staff on
Leadership / Executive
Boards
Total Visible BAME % BAME
Attorney General's Office 3 0 0.0
Cabinet Office 32 0 0.0
Department for
Communities and Local
Government
20 0 0.0
Department for
Environment, Food &
Rural Affairs
15 0 0.0
Department of Energy &
Climate Change
9 0 0.0
Department of Health 15 0 0.0
Foreign &
Commonwealth Office
16 0 0.0
HM Treasury 17 0 0.0
Ministry of Defence 19 0 0.0
Northern Ireland Office 3 0 0.0

10
Office of the Advocate
General for Scotland
6 0 0.0
Office of the Leader of
the House of Commons
2 0 0.0
Office of the Leader of
the House of Lords
2 0 0.0
Scotland Office 8 0 0.0
Wales Office 6 0 0.0
Of the total 24 ministerial departments only 9 (37.5%) made specific reference to equality and
diversity on their website. As few as 7 ministerial departments (29.2%) published workforce diversity
statistics.
UK Export Finance had the highest proportion of ethnic minority workers as a percentage of the total
headcount (26% BAME in 2013)9
. This was followed by the Department for Education (17.2% BAME
in 2015)10
and Department of Health (17% in 2016)11
. There was however a significant disparity
between diversity at different professional civil service grades. Both the Cabinet Office and DEFRA12
recorded 0% BAME in senior civil service positions13
, whilst at the Department of Health 39% of
administrative staff were from BAME backgrounds compared to just 4% of senior civil servants.
More encouragingly the total workforce of UK Export Finance, Department of Health and Department
for Education were representative of the population, with all three exceeding the 2011 ONS minority
9
UK Export Finance (2013)
10
Department for Education (2015a) Equality and Diversity within DfE
11
Department of Health (2016)
12
Department for Environment, Food and Rural Affairs (2015)
13
Figures of less than 5% may be suppressed.
17
15
7
9
0
2
4
6
8
10
12
14
16
18
Diversity Statistics Diversity Publicised
Diversity Disclosure
Not Published Published

11
ethnic population estimate of 12.9%. The Cabinet Office had the least diverse and less representative
workforce with only 6% of staff from BAME backgrounds.
Non-Ministerial Departments
Of the 22 non-ministerial departments just 4 (18%) had any visible BAME representation. Non-
ministerial departments with no visible BAME representation at executive level included the Crown
Prosecution Service, HMRC and UK Trade and Investment.
Visible BAME Leadership in Non-Ministerial Departments % BAME
Food Standards Agency 11.1
Supreme Court of the United Kingdom 11.1
Ofgem 9.3
The Charity Commission 7.7
Non-Ministerial Departments with no
Visible BAME Leadership
Leadership / Executive Boards
Total
Visible
BAME
%
BAME
Serious Fraud Office 16 0 0
The Water Services Regulation
Authority
16 0 0
Competition and Markets Authority 14 0 0
National Crime Agency 13 0 0
3 7 9 12
65.7
17.2
5
7 8
9
7
7
11
5.6
2.9
4.5
7
12.2
11.5
4
39
17
26
SCS Grade 7/6 HEO/SEO EO AA/AO Whole Workforce
Diversity in Ministerial Departments (% BAME at each CS
grade)
Cabinet Office DfE DEFRA DFID DWP Health UK Export Finance

12
Land Registry 12 0 0
Ofsted 12 0 0
Ordnance Survey 12 0 0
UK Statistics Authority 12 0 0
NS&I 11 0 0
UK Trade & Investment 11 0 0
HM Revenue & Customs 10 0 0
Government Actuary's Department 9 0 0
Government Legal Department 9 0 0
Crown Prosecution Service 8 0 0
Office of Rail and Road 8 0 0
Forestry Commission 7 0 0
The National Archives 6 0 0
Ofqual 5 0 0
Ten (45.45%) non-ministerial departments made reference to equality and diversity policies on their
website whilst just 3 (13.63%) published diversity statistics. Ethnicity between civil service grades was
more dispersed among the three non-ministerial departments. However, there was still little
representation in senior civil servant posts, with BAME staff accounting for just 9% out of a total 15
senior civil servants at the Land Registry14
.
14
Land Registry (2015) Equality Information Report 2015
10.9
18.7
25
17.7 16 17.3 13.8 13.6
20.7
11.5
30.5
15.2 13.1 14.4
5 5.6
12.8 12.7 14.8
0
16.4
8
4
4 5
10
9
20
0
5
10
15
20
25
30
35
40
Diversity in Non-Ministerial Departments (% BAME at each CS
grade)
Crown Prosecution Service Land Registry National Archives

13
Agencies and Public Bodies
The government’s 372 agencies and public bodies incorporate many substantial high-profile public
sector organisations. Notable bodies include NHS England, Ofcom, DVLA and Highways England; the
largest of which NHS England employs some 1.3 million public sector workers, putting it among the
world’s top-5 largest employers.15
By contrast, 41 of the government’s agencies we identified
comprise of just one appointed leader, commissioner or adjudicator and ancillary staff. As a
consequence, many public bodies and agencies recorded a higher proportion of BAME representation
compared to the size of the board as a whole. The Service Complaints Ombudsman and The
Adjudicator were two such examples of this.
Visible BAME Leadership in Agencies and Public Bodies % BAME
The Adjudicator’s Office 100.0
Service Complaints Ombudsman 100.0
Chevening Scholarship Programme 50.0
Disabled People’s Employment Corporation 33.3
Equality and Human Rights Commission 25.0
Independent Commission for Aid Impact 25.0
Administration of Radioactive Substances Advisory Committee 20.0
Cafcass 18.2
The Pensions Advisory Service 18.2
HM Inspectorate of Constabulary 16.7
From a total of 372 agencies and public bodies 198 (53.2%) had no visible BAME representation at
leadership level. Owing to a lack of published information the leadership profiles of 142 organisations
15
NHS (2015) About the National Health Service
10
3
12
19
0
5
10
15
20
Diversity Publicised Diversity Statistics
Non-Ministerial
Departments Diversity
Disclosure
Published Not Published

14
could not be ascertained. High profile agencies which did not feature any BAME members in senior
positions included the government’s Equalities Office, the Met Office and the Probation Service.
Public Sector Agencies and Public Bodies with no Visible BAME
Leadership – Top 10 by Executive Headcount16
Total
Number of
Staff on
Leadership
/ Executive
Boards
Total
Visible
BAME
%
BAME
Wales Audit Office 23 0 0.0
NHS Blood and Transplant 19 0 0.0
Northern Ireland Policing Board 19 0 0.0
Nuclear Decommissioning Authority Works 19 0 0.0
Building Regulations Advisory Committee 18 0 0.0
HM Courts & Tribunals Service 16 0 0.0
National Institute for Health and Care Excellence 16 0 0.0
Engineering Construction Industry Training Board 15 0 0.0
Natural England 15 0 0.0
Sentencing Council for England and Wales 15 0 0.0
The UK Civil Service publishes diversity data for some 201 government agencies and public bodies. A
total of 14 (6.9%) agencies recorded none, or fewer than 5 ethnic minority staff; although low
disclosure rates may have obfuscated the actual figures in some organisations.
By comparison, 30 agencies and public bodies recorded staff diversity figures equal to or higher than
the diversity of the UK population recorded at the time of the last census in 2011 as a proportion of
the total headcount.
The Home Office agencies recorded the highest level of diversity in terms of organisational size. Out
of a total 29,230 employees in 2015, 6,300 (21.55%) were from ethnic backgrounds. The Department
Health and its agencies, with 9,050 employees recorded 1,640 (18.12%) staff from BAME backgrounds.
In comparison, the Ministry of Defence and its agencies employed a total 53,100 staff, of which 1,720
(3.24%) were from ethnic backgrounds17
.
Top-10 Most Diverse Government Agencies % BAME as a
proportion of
the headcount
Office of the Public Guardian 36.36
Medicines and Healthcare Products Regulatory Agency 28.93
UK Export Finance (prior to 2012 named Export Credits Guarantee
Department)
28.00
Debt Management Office (from 2014) 27.27
Transport, Department for (excl agencies) 25.00
Queen Elizabeth II Conference Centre 25.00
16
N.B. A full list of agencies and public bodies with no visible BAME leadership is included in the appendices.
17
Office for National Statistics (2015c) Annual Civil Service Employment Survey, 2015.

15
National Savings and Investments (from 2014) 23.53
Home Office (incl agencies) 21.55
Home Office (excl agencies) 21.55
UK Supreme Court (from 2014) 20.00
Diversity in Government Agencies by Seniority
Civil Service data shows that there around 250 BAME leaders in the senior civil service (equivalent to
7.6% of senior civil servants whose diversity is known/declared). This compared to 3,180 from white
backgrounds.
The disparity between white and minority ethnic Civil Servants in government agencies was most
apparent at senior civil service grades, whilst a greater proportion of ethnic minority staff were
employed at Executive Offices (EO) and Administrative Officer (AO) grades. Ethnic minority groups
accounted for 11% of administrative officers and assistants and 12% of executive officers. The
diversity gap increases in senior leadership roles, with 9% ethnic minority representation at Senior
Executive officer (SEO) and 7.89% at grades 6 and 7.
Figure 2 Office for National Statistics (2015c) Annual Civil Service Employment Survey 2015
Public Health England employed the highest number of BAME senior civil servants of any public sector
agency. Around 110 were employed at senior grade (2.2% of those whose ethnicity was declared),
with around 150 ethnic minority staff employed at Grades 6 and 7. Of the 117 agencies we examined
78 (66.67%) had no ethnic minority representation at senior civil service level. These included
Companies House, DVLA and Health & Safety Executive, among other high profile agencies.
250
2320
7330
10650
14380
3180
27050
71160
77830
116300
0 40000 80000 120000
Senior Civil Service
Grades 6 & 7
Senior and higher executive officer
Executive officer
Administrative officers and assistants
Annual Civil Service Employment Survey 2015 -
Ethnic Background and Seniority
White Ethnic Minority

16
The Civil Service in Particular has been working to improve its diversity profile across all protected
groups. All Civil Service grades saw an increased in ethnic minority representation from 2014 to 2015,
with the exception of the senior Civil Service which saw a 0.2 decline at senior leadership level.18
High Profile Groups
Few of the government’s 74 high profile groups published information about their executive and
management structures. Only 29 such organisations published diversity information, whilst only 3 had
any visible BAME representation at leadership level. These included the Government Chemist, School
Commissioners Group and Bona Vacantia (part of the Government Legal Department).
Visible BAME Leadership in High Profile Groups % BAME
Bona Vacantia 50.0
Government Chemist 14.3
Schools Commissioners Group 12.5
From the high profile groups surveyed we estimate that around 49 did not have any BAME staff within
their strategic leadership and executive teams, including Border Force and HM Passport Office and
the Government’s Planning Inspectors.
High Profile Groups with no Visible BAME Leadership Total
Number of
Staff on
Leadership
/
Executive
Boards
Total
Visible
BAME
%
BAME
Government Planning Inspectors 10 0 0.0
The Shareholder Executive 7 0 0.0
Immigration Enforcement 5 0 0.0
Border Force 2 0 0.0
Military Aviation Authority 2 0 0.0
National security and intelligence 2 0 0.0
Office of Tax Simplification 2 0 0.0
UK Visas and Immigration 2 0 0.0
Better Regulation Delivery Office Works 1 0 0.0
Centre for Defence Enterprise 1 0 0.0
Chief Fire and Rescue Adviser 1 0 0.0
Civil Service Reform 1 0 0.0
Defence Equipment and Support 1 0 0.0
District Valuer Services (DVS) 1 0 0.0
18
Office for National Statistics (2015b)

17
Government Commercial Function 1 0 0.0
Government Digital Service 1 0 0.0
Government Science & Engineering Profession 1 0 0.0
Government Veterinary Surgeons 1 0 0.0
HM Passport Office 1 0 0.0
Healthcare UK 1 0 0.0
Infrastructure and Projects Authority 1 0 0.0
Office for Disability Issues 1 0 0.0
Office for Life Sciences 1 0 0.0
Office of the Parliamentary Counsel 1 0 0.0
UK Trade & Investment Defence & Security Organisation 1 0 0.0
UKTI Life Sciences Organisation 1 0 0.0
Public Corporations
There are 11 public corporations in the UK which fall under the umbrella of the public sector. These
include public service broadcasters BBC, BBC World Service and Channel 4 and the Civil Aviation
Authority. The BBC World service featured the highest visible BAME representation at leadership
level. This is perhaps unsurprising given the BBC World Service’s international remit and multilingual
output. In comparison, the British Broadcasting Corporation had just 1 ethnic minority representative
on the executive board.
Visible BAME Leadership in Public Corporations % BAME
Pension Protection Fund 9.1
BBC 7.7
Architects Registration Board 7.1
Civil Aviation Authority 6.3
Notable exceptions included the Public Service Broadcasters Channel 4 and S4C, with over half of
public sector bodies having no visible BAME leadership.
Public Corporations with no Visible
BAME Leadership
Leadership / Executive Boards
Total
Visible
BAME
%
BAME
Channel 4 12 0 0.0
Historic Royal Palaces 8 0 0.0
London and Continental Railways Ltd 6 0 0.0
Office for Nuclear Regulation 9 0 0.0
The Oil and Pipelines Agency 6 0 0.0
S4C 5 0 0.0

18
Diversity in the Public Services
Many high profile public sector organisations also publish information on their staff diversity profiles
in order to increase transparency, promote diversity and inclusion, and to measure the effectiveness
of their diversity strategies.
Police
Ethnic minority police officers equated to 5.5% of all police officer ranks in 2015. As of March
2015, there were 6.979 BAME police officers represented across 43 police forces. The most
diverse force, the Metropolitan Police had 11.7% of ethnic minority police officers, this was
followed by the West Midlands constabulary (8.6%) and Leicestershire (7.2%). Fewer ethnic
minority officers were employed within the senior ranks; BAME officers represented just 3.4%
of chief inspectors, compared to 6.0% at constable ranks. The proportion of ethnic minority
officers has been increasing year-on-year, up from 3.6% in 2006 to 5.5% currently.19
Judiciary
The 2015 diversity figures published by the Judicial Office in England and Wales show that as
of 1st
April 2015 around 6% of the UK judiciary were from BAME groups. However, there is
considerable variation of diversity between different grades with fewer BAME members
represented within the senior judiciary. Deputy district judges had the highest level of
diversity with 11% BME; this compared to 3% of high court judges where ethnic background
is known. Overall the number of BAME judges has remained at around 7% in recent years.20
Teachers
In 2013/14 around 6.0% of teachers from primary maintained schools and 9.9% of secondary
school teachers were from BAME backgrounds. Fewer BAME staff were employed in senior
positions, with just 3.0% of primary head teachers and 3.6% of secondary head teachers
declaring their ethnicity as black, Asian or minority ethnic.21
Armed Forces
The armed forces figures for April 2014 show that UK regular forces comprised 7.1% BAME
personnel, following a steady upward trend over recent years. However, diversity differs
considerably by military rank and service. Officer ranks comprised of just 2.4% BAME
personnel, whilst the Army employed 10.3% BAME personnel, compared to the RAF with just
2.1% BAME. Since 2009 members of the Ghurka personnel have had the opportunity to
transfer into the UK Army, which has had the effect of increasing the proportion of BAME
Army personnel.22
19
Home Office (2015)
20
Courts and Tribunals Judicial Statistics (2015)
21
Department for Education (2015b) School workforce in England, November 2014.
22
Ministry of Defence (2014) UK Armed Forces Annual Personnel Report, 2014.

19
NHS
Most recent figures from the National Health Service census show that around 41% of doctors
working in NHS hospitals and general practice were from BAME backgrounds (as at September
2010). For the highest grade of ‘consultant’ 31% were from BAME backgrounds. In nursing
and midwifery 20% of qualified nurses, health visitors and midwives were from BAME
backgrounds. Similarly, ethnic minorities were less represented within senior nursing
positions, with 6% of nurse consultants and 7% of ward matrons identified as minority
ethnic.23
Fire and Rescue Service
The fire and rescue service in England has seen the proportion of firefighters declaring a
minority ethnic background increase in recent years. In March 2005 2.5% of retained and
whole-time firefighters were from BAME backgrounds. This had increased to 4.4% in March
2015. In total 1,844 BAME personnel are employed by the fire and rescue service (of those
who declared their ethnicity), of which 489 were non-uniformed staff and 1,356 were frontline
staff.24
Representation in Public Life
BAME representation within public life has been steadily increasing in recent decades. Following a gap
of over 40 years the first significant ethnic minority inroads into political life came in 1987 with the
election of Diane Abbott (for Hackney North and Stoke Newington), Keith Vaz (Leicester East) Paul
Boeteng (Brent South) and Bernie Grant (Tottenham), thus becoming the first BAME MPs to sit in the
House of Commons since 194525
.
Diversity in Parliament
Ethnic diversity in parliament increased significantly following the general election of 2015, with 40
elected BAME members, an increase of 13 (32.5%) since the previous general election in 2010. Despite
this increase in diversity ethnic minority representation in parliament is disproportionately lower than
the diversity makeup of the population as a whole.26
Just two people from ethnic minority groups have been elected to the Scottish parliament out of a
total of 129 MSPs elected in 2011. Similarly, the Welsh Assembly has just 2 elected BAME members,
elected in 2007 and 2011 respectively27
.
23
NHS Information Centre workforce statistics as at September 2010, cited in Ethnic Minorities in Politics,
Government and Public Life (2015).
24
Department for Communities and Local Government (2015)
25
Wood and Cracknell (2015) Ethnic Minorities in Politics, Government and Public Life.
26
Khan (2015) Race and the General Election Part 3: Black and Minority Ethnic MPs.
27
Audickas, L. (2016) Ethnic Minorities in Politics and Public Life.

20
Police and Crime Commissioners
None of the 45 Police and Crime Commissioners in elected in England and Wales in November 2012
are from an ethnic minority background, despite 20 BAME candidates being shortlisted for election.
The Home Affairs Committee cited higher entry barriers for the electoral process in comparison to
parliamentary elections which may well have impacted on the complete lack of representation from
ethnic groups.28
Policy Implications & Recommendations
The clear lack of ethnic minority representation in public life and in particular the lack of BAME leaders
in the public sector has highlighted a diversity problem on a national scale. If the public sector is to
truly reflect the needs of the communities in which it serves then urgent action is needed to ensure
that BAME talent is represented at each level of the profession.
Addressing the Public Sector BAME Leadership Challenge
There is a clear disparity between the number of BAME staff employed in lower public sector
administrative and officer roles compared to those employed within the senior civil service and it may
take many decades before the senior civil service is representative of the ethnic diversity of the
population as a whole.
Several companies within the private sector have implemented the ‘Rooney Rule’ in order to interview
at least one person from ethnic minority groups in the talent pool for senior positions. Social media
platforms Facebook and Pinterest are purportedly implementing the Rooney Rule as part of their
recruitment processes.29
The Rooney Rule, which originates from America’s National Football League
was introduced in 2003 to increase the number of ethnic minorities progressing to senior leadership
level in the national football league. There have also been calls to adopt the practice in the English
football league to increase the number of black managers in the sector. Currently there are only 6
BAME managers out of 72 league clubs30
.
Introducing at least one BAME candidate as part of the recruitment process will go some way to
resolving the lack of ethnic minority leaders in the senior civil service. Evidence suggests that
increasing the representation of BAME staff in senior positions is likely to have a positive influence
impact on organisational performance and service delivery. The NHS ‘Race for Health’ campaign
highlighted the need to recruit more senior BAME nurses in order to achieve improved health
outcomes for specific ethnic minority groups31
.
However there are still significant barriers which are preventing ethnic minorities from progressing to
the senior civil service. Many ethnic minority civil servants still feel that progression is based on
whether they ‘fit the mould’ and there is a consensus that the Civil Service as a whole is not committed
28
Home Affairs Committee (2013) Police and Crime Commissioners
29
Frier (2015) Facebook Starts Its ‘Rooney Rule’ to Increase Diversity in Tech.
30
BBC (2015) Football League Plans Changes to Black Manager Recruitment.
31
NHS (2006) Race for Health

21
to valuing diversity32
. Introducing mandatory BAME candidates could help to redress this perception
of the senior civil service and provide new opportunities for BAME candidates to progress.
Supporting, mentoring and nurturing BAME talent
Supporting BAME public sector leaders through mentoring initiatives could potentially benefit those
from ethnic groups who are looking to progress to more senior positions. The use of informal and
formal ethnic minority mentoring groups in the Civil Service has increased in recent years. The
Minority Ethnic Talent Association (META) formed in 2007 from BAME staff from several Civil Service
departments to establish a growing talent mentoring programme which has so far supported many
BAME employees through mentorships with senior civil servants to help them develop senior
leadership and strategic competencies.
Many BAME civil servants feel that there should be greater visibility from senior BAME leaders within
the top-200 as a means to increase diversity awareness including the use of mentoring masterclasses
to increase their understanding of senior roles33
.
In January 2016 the government announced plans to introduce a new mentoring programme run by
the Careers and Enterprise Company with the aim of connecting high-flying mentors with ‘struggling
teens’ to improve their life chances. The scheme is anticipated to support 25,000 young people who
are at risk of dropping out of post-16 education or underachieving at GCSE level34
. The campaign
intends to promote mentors from the public sector and civil service and whilst not intentionally aimed
at BAME leaders there is clearly a potential to raise the profile and visibility of senior BAME leaders
through mentoring with disadvantaged groups.
Diversity Outreach
The Civil Service in particular has been at the forefront of developing diversity and BAME talent
attraction initiatives. Through partnerships with private and third sector providers the Civil Service
has increased BAME awareness of its leadership development programme the ‘Fast Stream’ by 5 per
within less than 12 months35
. The Civil Service has committed to increasing the number of applicants
from disadvantaged backgrounds to many of its entry level schemes, including apprenticeships,
internships and graduate leadership positions.
The Civil Service Diversity Outreach strategy has introduced a number of alternative providers to
develop targeted initiatives designed at attract more young BAME people to join the Civil Service
profession. Targeted initiatives include various insight and awareness events, skills development
sessions, mentoring and promoting existing BAME role models from the public sector. In 2014 the
proportion of applications for the Civil Service Fast Stream received from BAME groups increased from
32
Service
33
Service
34
Department for Education (2016) Prime minister to announce new generation of mentors to help struggling
teens.
35
Civil Service (Unpublished).

22
18 per cent in 2013 to 19.4 per cent, whilst the proportion of successful BAME applicants from ethnic
minority groups increased from 13.6 to 14.2 per cent.36
Targeted recruitment and outreach activities may redress the current imbalance in public sector BAME
representation, not least by increasing the degree of diversity in the talent pipeline and creating a
larger pool of future BAME leaders for the longer term. Such initiatives could be adopted across all of
the public sector, especially for the organisations identified as having no BAME leaders and limited
representation at other levels of seniority. Diversity initiatives should be part of longer-term reforms
to ensure that the public sector can keep pace with not only the current demographic changes in
population but also the future increases in minority ethnic population groups which are predicted in
the future.
Increasing Entry-Level Opportunities
Entry level opportunities for BAME candidates considering working in the public sector should be seen
as a priority for all public sector organisations. Through our discussions with BAME leaders developing
clear and visible pathways for BAME candidates should receive a greater priority. Talent programmes
which actively encourage BAME candidates from a variety of different backgrounds have the potential
to increase BAME representation from groups who may not have previously considered a career in
the public sector.
Civil Service Resourcing which oversees the recruitment and talent management for many
government departments and agencies have already introduced several high profile initiatives which
promote entry-level opportunities for BAME candidates. In 2015, the Civil Service doubled the
amount of school-leaver apprenticeship places to 400. The Civil Service have also launched internship
schemes which cater exclusively for undergraduates from BAME backgrounds. Up to 100 internships
have been made available to first year undergraduates to experience working at the Civil Service in
graduate-type role37
. This early form of exposure to the public sector helps to break down barriers for
ethnic minority groups and provide better opportunities to enter the sector.
Conclusion
This report has shone a spotlight on diversity in the public sector. From our search for ‘visible’ BAME
executive leaders it is clear that many organisations, agencies and public bodies are still far from being
representative of the populations and communities in which they serve. Meanwhile, those who sit on
executive boards stand as a testament to the progress that has been made to improve diversity within
the public sector in recent years.
What has become clear is that although many public sector organisations have achieved diversity
ratings far in excess of the diversity makeup of the United Kingdom population as a whole, there is
still a significant disparity between those in leadership and senior roles compared to those employed
in lower-grade administrative positions or similar.
Promoting equality at all levels remains a particular challenge for the public sector as a whole. With
progression rates within the sector are generally slower than comparable roles in the private sector it
may be some time before equality becomes the norm at every level of the profession. Significant
interventions will be required not only to ensure that those from ethnic backgrounds can succeed and
36
Civil Service Fast Stream (2014) Civil Service Fast Stream Annual Report 2014.
37
Civil Service Fast Stream (2014) Civil Service Fast Stream Annual Report 2014.

23
progress to leadership roles but also to develop a culture of inclusivity that values diversity at every
level of the sector.

24
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28
Appendices
Public Sector Agencies and Public Bodies with no Visible BAME Leadership
Public Sector Agencies and Public Bodies with no Visible
BAME Leadership
Total Number of
Staff on
Leadership /
Executive Boards
Total
Visible
BAME
%
BAME
Wales Audit Office 23 0 0.0
NHS Blood and Transplant 19 0 0.0
Northern Ireland Policing Board 19 0 0.0
Nuclear Decommissioning Authority Works 19 0 0.0
Building Regulations Advisory Committee 18 0 0.0
HM Courts & Tribunals Service 16 0 0.0
National Institute for Health and Care Excellence 16 0 0.0
Engineering Construction Industry Training Board 15 0 0.0
Natural England 15 0 0.0
Sentencing Council for England and Wales 15 0 0.0
Biotechnology and Biological Sciences Research Council 14 0 0.0
Financial Conduct Authority 13 0 0.0
Joint Nature Conservation Committee 13 0 0.0
NHS Litigation Authority 13 0 0.0
Science Museum Group 13 0 0.0
Academy for Justice Commissioning 12 0 0.0
Advisory Panel on Public Sector Information 12 0 0.0
Care Quality Commission 12 0 0.0
High Speed Two (HS2) Limited 12 0 0.0
Higher Education Funding Council for England 12 0 0.0
Marine Management Organisation 12 0 0.0
Met Office 12 0 0.0
Natural Resources Wales 12 0 0.0
Social Science Research Committee 12 0 0.0
UK Green Investment Bank 12 0 0.0
Bank of England 11 0 0.0
British Transport Police Authority 11 0 0.0
Committee on Radioactive Waste Management 11 0 0.0
Driver and Vehicle Licensing Agency 11 0 0.0
The Pensions Regulator 11 0 0.0
Radioactive Waste Management 11 0 0.0
Rural Payments Agency 11 0 0.0
South Downs National Park Authority 11 0 0.0
Agriculture and Horticulture Development Board 10 0 0.0
Companies House 10 0 0.0
Copyright Tribunal 10 0 0.0

29
Defence Scientific Advisory Council 10 0 0.0
Marshall Aid Commemoration Commission 10 0 0.0
Monitor 10 0 0.0
NHS Trust Development Authority 10 0 0.0
National Offender Management Service 10 0 0.0
Planning Inspectorate 10 0 0.0
Security Industry Authority 10 0 0.0
Student Loans Company 10 0 0.0
Valuation Office Agency 10 0 0.0
British Council 9 0 0.0
British Film Institute 9 0 0.0
Consumer Council for Water 9 0 0.0
Defence Academy of the United Kingdom 9 0 0.0
Health and Safety Executive 9 0 0.0
Low Pay Commission 9 0 0.0
National Infrastructure Commission 9 0 0.0
Valuation Tribunal 9 0 0.0
Visit England 9 0 0.0
Advisory Committee on Business Appointments 8 0 0.0
Armed Forces' Pay Review Body 8 0 0.0
Civil Justice Council 8 0 0.0
Civil Nuclear Police Authority 8 0 0.0
Committee on Standards in Public Life 8 0 0.0
Crown Commercial Service 8 0 0.0
Environment Agency 8 0 0.0
Heritage Lottery Fund (administered by the NHMF) 8 0 0.0
Land Registration Rule Committee 8 0 0.0
Legal Aid Agency 8 0 0.0
Medical Research Council 8 0 0.0
NHS Business Services Authority 8 0 0.0
NHS Wales Informatics Service 8 0 0.0
Oil and Gas Authority 8 0 0.0
Prison Service Pay Review Body 8 0 0.0
Professional Standards Authority for Health and Social Care 8 0 0.0
Public Health Wales 8 0 0.0
Regulatory Policy Committee 8 0 0.0
Royal Navy Submarine Museum 8 0 0.0
School Teachers' Review Body 8 0 0.0
The Theatres Trust 8 0 0.0
Victoria and Albert Museum 8 0 0.0
Board of Trustees of the Royal Botanic Gardens Kew 7 0 0.0
Committee on Climate Change 7 0 0.0
Defence Electronics and Components Agency 7 0 0.0
Defence Science and Technology Laboratory 7 0 0.0

30
Engineering and Physical Sciences Research Council 7 0 0.0
Export Guarantees Advisory Council 7 0 0.0
Forest Enterprise (England) 7 0 0.0
Forest Research 7 0 0.0
Gangmasters Licensing Authority 7 0 0.0
HM Inspectorate of Probation 7 0 0.0
Highways England 7 0 0.0
Horserace Betting Levy Board 7 0 0.0
Independent Advisory Panel on Deaths in Custody 7 0 0.0
Independent Police Complaints Commission 7 0 0.0
Innovate UK 7 0 0.0
Legal Services Board 7 0 0.0
Natural Environment Research Council 7 0 0.0
Nuclear Liabilities Financing Assurance Board 7 0 0.0
Office of Surveillance Commissioners 7 0 0.0
Office of the Regulator of Community Interest Companies 7 0 0.0
Parades Commission for Northern Ireland 7 0 0.0
Science and Technology Facilities Council 7 0 0.0
Traffic Commissioners for Great Britain 7 0 0.0
UK Atomic Energy Authority 7 0 0.0
Animal and Plant Health Agency 6 0 0.0
Central Arbitration Committee 6 0 0.0
Centre for Environment, Fisheries and Aquaculture Science 6 0 0.0
Covent Garden Market Authority 6 0 0.0
Defence Sixth Form College 6 0 0.0
Fuel Poverty Advisory Group 6 0 0.0
Government Office for Science 6 0 0.0
Independent Medical Expert Group 6 0 0.0
Law Commission 6 0 0.0
Migration Advisory Committee 6 0 0.0
National Museums Liverpool 6 0 0.0
Royal Mint Advisory Committee 6 0 0.0
Sports Grounds Safety Authority 6 0 0.0
Technical Advisory Board 6 0 0.0
UK Co-ordinating Body 6 0 0.0
UK Sport 6 0 0.0
Veterinary Medicines Directorate 6 0 0.0
Wilton Park 6 0 0.0
Construction Industry Training Board 5 0 0.0
Defence and Security Media Advisory Committee 5 0 0.0
Ebbsfleet Development Corporation 5 0 0.0
Education Funding Agency 5 0 0.0
Gambling Commission 5 0 0.0
Government Internal Audit Agency 5 0 0.0

31
Independent Commission on Freedom of Information 5 0 0.0
Information Commissioner's Office 5 0 0.0
National Forest Company 5 0 0.0
National Measurement and Regulation Office 5 0 0.0
Natural History Museum 5 0 0.0
Skills Funding Agency 5 0 0.0
UK Space Agency 5 0 0.0
Wave Hub 5 0 0.0
Welsh Language Commissioner 5 0 0.0
Arts and Humanities Research Council 4 0 0.0
Boundary Commission for England 4 0 0.0
Boundary Commission for Northern Ireland 4 0 0.0
Boundary Commission for Scotland 4 0 0.0
Boundary Commission for Wales 4 0 0.0
Housing Ombudsman 4 0 0.0
Human Tissue Authority 4 0 0.0
The Insolvency Service 4 0 0.0
The Legal Ombudsman 4 0 0.0
Maritime and Coastguard Agency 4 0 0.0
New Forest National Park Authority 4 0 0.0
Prisons and Probation Ombudsman 4 0 0.0
Sea Fish Industry Authority 4 0 0.0
Government Equalities Office 3 0 0.0
Lake District National Park Authority 3 0 0.0
National College for Teaching and Leadership 3 0 0.0
National Probation Service 3 0 0.0
UK Commission for Employment and Skills 3 0 0.0
Coal Authority 2 0 0.0
Estyn 2 0 0.0
Independent Complaints Reviewer 2 0 0.0
Intelligence Services Commissioner 2 0 0.0
Interception of Communications Commissioner 2 0 0.0
Parole Board 2 0 0.0
Pensions Ombudsman 2 0 0.0
Youth Justice Board for England and Wales 2 0 0.0
Advisory Committee on Novel Foods and Processes 1 0 0.0
Advisory Committee on the Microbiological Safety of Food 1 0 0.0
The Advisory Council on National Records and Archives 1 0 0.0
Advisory Group on Military Medicine 1 0 0.0
Animals in Science Committee 1 0 0.0
Biometrics Commissioner 1 0 0.0
British Museum 1 0 0.0
British Pharmacopoeia Commission 1 0 0.0
Certification Officer 1 0 0.0

32
Commissioner for Public Appointments 1 0 0.0
Committee on Toxicity of Chemicals in Food, Consumer
Products and the Environment
1 0 0.0
Criminal Injuries Compensation Authority 1 0 0.0
Department of Culture, Arts and Leisure Northern Ireland 1 0 0.0
Disabled Persons Transport Advisory Committee 1 0 0.0
Forensic Science Regulator 1 0 0.0
Groceries Code Adjudicator 1 0 0.0
Independent Case Examiner 1 0 0.0
Independent Chief Inspector of Borders and Immigration 1 0 0.0
Independent Reviewer of Terrorism Legislation 1 0 0.0
Industrial Injuries Advisory Council 1 0 0.0
Judicial Appointments and Conduct Ombudsman 1 0 0.0
Local Government Ombudsman 1 0 0.0
Macur Review 1 0 0.0
Marine Accident Investigation Branch 1 0 0.0
Morecambe Bay Investigation 1 0 0.0
Office of Manpower Economics 1 0 0.0
Office of the Children's Commissioner 1 0 0.0
Office of the Immigration Services Commissioner 1 0 0.0
Office of the Public Guardian 1 0 0.0
The Parliamentary and Health Service Ombudsman 1 0 0.0
Privy Council Office 1 0 0.0
Rail Accident Investigation Branch 1 0 0.0
Science Advisory Council 1 0 0.0
Social Security Advisory Committee 1 0 0.0
Standards and Testing Agency 1 0 0.0
Surveillance Camera Commissioner 1 0 0.0
Third Party Campaigning Review 1 0 0.0
Veterinary Products Committee 1 0 0.0
Victims' Commissioner 1 0 0.0
Public Sector Organisations Surveyed (Correct as of March 2016)
Attorney General's Office
Cabinet Office
Department for Business, Innovation & Skills
Department for Communities and Local Government
Department for Culture, Media & Sport
Department for Education

33
Department for Environment, Food & Rural Affairs
Department for International Development
Department for Transport
Department for Work and Pensions
Department of Energy & Climate Change
Department of Health
Foreign & Commonwealth Office
HM Treasury
Home Office
Ministry of Defence
Ministry of Justice
Northern Ireland Office
Office of the Advocate General for Scotland
Office of the Leader of the House of Commons
Office of the Leader of the House of Lords
Scotland Office
UK Export Finance
Wales Office
Non ministerial departments
The Charity Commission
Competition and Markets Authority
Crown Prosecution Service
Food Standards Agency
Forestry Commission
Government Actuary's Department
Government Legal Department
HM Revenue & Customs Works
Land Registry
NS&I
The National Archives
National Crime Agency
Office of Rail and Road
Ofgem
Ofqual
Ofsted
Ordnance Survey
Serious Fraud Office
Supreme Court of the United Kingdom
UK Statistics Authority Works
UK Trade & Investment
The Water Services Regulation Authority

34
Agencies and Other Public Bodies
Academy for Justice Commissioning
Accelerated Access Review
The Adjudicator’s Office
Administration of Radioactive Substances Advisory Committee
Advisory Committee on Animal Feedingstuffs
Advisory Committee on Business Appointments
Advisory Committee on Clinical Excellence Awards
Advisory Committee on Conscientious Objectors
Advisory Committee on Novel Foods and Processes
Advisory Committee on Releases to the Environment
Advisory Committee on the Microbiological Safety of Food
Advisory Committees on Justices of the Peace
The Advisory Council on National Records and Archives
Advisory Council on the Misuse of Drugs
Advisory Group on Military Medicine
Advisory Panel on Public Sector Information
Advisory, Conciliation and Arbitration Service
Agriculture and Horticulture Development Board
Air Accidents Investigation Branch
Animal and Plant Health Agency
Animals in Science Committee
Appointed person for England and Wales under the Proceeds of Crime Act 2002
Armed Forces' Pay Review Body
Arts Council England
Arts Council of Wales
Arts and Humanities Research Council
Bank of England
Big Lottery Fund
Biometrics Commissioner
Biotechnology and Biological Sciences Research Council
Board of Trustees of the Royal Botanic Gardens Kew
Boundary Commission for England
Boundary Commission for Northern Ireland
Boundary Commission for Scotland
Boundary Commission for Wales
British Business Bank
British Council
British Film Institute
British Hallmarking Council
British Library

35
British Museum
British Pharmacopoeia Commission
British Transport Police Authority
Broads Authority
Building Regulations Advisory Committee
Cafcass
Care Quality Commission
Careers Wales
Central Advisory Committee on Pensions and Compensation
Central Arbitration Committee
Centre for Environment, Fisheries and Aquaculture Science
Centre for the Protection of National Infrastructure
Certification Officer
Chevening Scholarship Programme
Civil Justice Council
Civil Nuclear Police Authority
Civil Procedure Rule Committee
Civil Service Commission
Coal Authority
Commission on Human Medicines
Commissioner for Public Appointments
Committee on Climate Change
Committee on Mutagenicity of Chemicals in Food, Consumer Products and the Environment
Committee on Radioactive Waste Management
Committee on Standards in Public Life
Committee on Toxicity of Chemicals in Food, Consumer Products and the Environment
Commonwealth Scholarship Commission in the UK
Companies House
Company Names Tribunal
Competition Appeal Tribunal
Competition Service
Construction Industry Training Board
Consumer Council for Water
Copyright Tribunal
Council for Science and Technology
Covent Garden Market Authority
Criminal Cases Review Commission
Criminal Injuries Compensation Authority
Criminal Procedure Rule Committee
Crown Commercial Service
The Crown Estate
Dartmoor National Park Authority

36
Defence Academy of the United Kingdom
Defence Electronics and Components Agency
Defence Nuclear Safety Committee
Defence Science and Technology Laboratory
Defence Scientific Advisory Council
Defence Sixth Form College
Defence and Security Media Advisory Committee
Department of Culture, Arts and Leisure Northern Ireland
Disabled People’s Employment Corporation
Disabled Persons Transport Advisory Committee
Disclosure and Barring Service
Drinking Water Inspectorate
Driver and Vehicle Licensing Agency
Driver and Vehicle Standards Agency
Ebbsfleet Development Corporation
Economic and Social Research Council
Education Funding Agency
Engineering Construction Industry Training Board
Engineering and Physical Sciences Research Council
English Institute of Sport
Environment Agency
Equality and Human Rights Commission
Estyn
Exmoor National Park Authority
Export Guarantees Advisory Council
FCO Services
Family Justice Council
Family Procedure Rule Committee
Financial Conduct Authority
Fire Service College
Fleet Air Arm Museum
Forensic Science Regulator
Forest Enterprise (England)
Forest Research
Fuel Poverty Advisory Group
Gambling Commission
Gangmasters Licensing Authority
Geffrye Museum
General Advisory Committee on Science
Government Communications Headquarters
Government Equalities Office
Government Estates Management

37
Government Internal Audit Agency
Government Office for Science
Great Britain-China Centre
Groceries Code Adjudicator
HM Courts & Tribunals Service
HM Inspectorate of Constabulary
HM Inspectorate of Prisons
HM Inspectorate of Probation
HM Prison Service
Health Education England
Health Research Authority
Health and Safety Executive
Health and Social Care Information Centre
Heritage Lottery Fund (administered by the NHMF)
High Speed Two (HS2) Limited
Higher Education Funding Council for England
Highways England
Historic England
Homes and Communities Agency
Horniman Public Museum and Public Park Trust
Horserace Betting Levy Board
House of Lords Appointments Commission
Housing Ombudsman
Human Fertilisation and Embryology Authority
Human Tissue Authority
Imperial War Museum
Independent Advisory Panel on Deaths in Custody
Independent Agricultural Appeals Panel
Independent Anti-slavery Commissioner
Independent Case Examiner
Independent Chief Inspector of Borders and Immigration
Independent Commission for Aid Impact
Independent Commission on Freedom of Information
Independent Complaints Reviewer
Independent Family Returns Panel
Independent Medical Expert Group
Independent Monitoring Boards of Prisons, Immigration, Removal Centres and Short Term
Holding Rooms
Independent Police Complaints Commission
Independent Reconfiguration Panel
Independent Reviewer of Terrorism Legislation
Industrial Development Advisory Board

38
Industrial Injuries Advisory Council
Information Commissioner's Office
Innovate UK
Insolvency Practitioners Tribunal
Insolvency Rules Committee
The Insolvency Service
Intellectual Property Office Works
Intelligence Services Commissioner
Interception of Communications Commissioner
Investigatory Powers Tribunal
The Jeffrey Review
Joint Nature Conservation Committee
Judicial Appointments Commission
Judicial Appointments and Conduct Ombudsman
Lake District National Park Authority
Land Registration Rule Committee
Law Commission
Leasehold Advisory Service
Legal Aid Agency
The Legal Ombudsman
Legal Services Board
Local Government Ombudsman
Low Pay Commission
Macur Review
Marine Accident Investigation Branch
Marine Management Organisation
Maritime and Coastguard Agency
Marshall Aid Commemoration Commission
Medical Research Council
Medicines and Healthcare products Regulatory Agency
Met Office
Migration Advisory Committee
Monitor
Morecambe Bay Investigation
NHS Blood and Transplant
NHS Business Services Authority
NHS England
NHS Litigation Authority
NHS Pay Review Body
NHS Trust Development Authority
NHS Wales Informatics Service
National Army Museum

39
National College for Teaching and Leadership
National Counter Terrorism Security Office
National Crime Agency Remuneration Review Body
National DNA Database Ethics Group
National Employer Advisory Board
National Employment Savings Trust (NEST) Corporation
National Forest Company
National Gallery
National Heritage Memorial Fund
National Information Board
National Infrastructure Commission
National Institute for Health and Care Excellence
National Measurement and Regulation Office
National Museum of the Royal Navy
National Museums Liverpool
National Offender Management Service
National Portrait Gallery
National Probation Service
Natural England
Natural Environment Research Council
Natural History Museum
Natural Resources Wales
New Forest National Park Authority
North York Moors National Park Authority
Northern Ireland Human Rights Commission
Northern Ireland Policing Board
Northern Ireland Statistics and Research Agency
Northern Lighthouse Board
Northumberland National Park Authority
Nuclear Decommissioning Authority Works
Nuclear Liabilities Financing Assurance Board
Nuclear Research Advisory Council
Ofcom
Office for Budget Responsibility
Office for Fair Access
Office for National Statistics
Office of Manpower Economics
Office of Surveillance Commissioners
Office of the Children's Commissioner
Office of the Immigration Services Commissioner
Office of the Public Guardian
Office of the Registrar of Consultant Lobbyists

40
Office of the Regulator of Community Interest Companies
Office of the Schools Adjudicator
Official Solicitor and Public Trustee
Oil and Gas Authority
Parades Commission for Northern Ireland
The Parliamentary and Health Service Ombudsman
Parole Board
Payment Systems Regulator
Peak District National Park Authority
Pension Protection Fund Ombudsman
The Pensions Advisory Service
Pensions Ombudsman
The Pensions Regulator
Planning Inspectorate
Plant Varieties and Seeds Tribunal
Police Advisory Board for England and Wales
Police Discipline Appeals Tribunal
Police Remuneration Review Body
Prison Service Pay Review Body
Prisons and Probation Ombudsman
Privy Council Office
Professional Standards Authority for Health and Social Care
Public Health England
Public Health Wales
Queen Elizabeth II Conference Centre
Radioactive Waste Management
Rail Accident Investigation Branch
Regulatory Policy Committee
Reserve Forces' and Cadets' Associations
Review Board for Government Contracts
Review Body on Doctors' and Dentists' Remuneration
The Reviewing Committee on the Export of Works of Art and Objects of Cultural Interest
Royal Air Force Museum
Royal Armouries Museum
Royal Marines Museum
Royal Mint
Royal Mint Advisory Committee
Royal Museums Greenwich
Royal Navy Submarine Museum
Royal Parks
Rural Payments Agency
School Teachers' Review Body

41
Science Advisory Council
Science Museum Group
Science and Technology Facilities Council
Scientific Advisory Committee on the Medical Implications of Less-Lethal Weapons
Sea Fish Industry Authority
Secret Intelligence Service
Security Industry Authority
The Security Service
Security Vetting Appeals Panel
Senior Salaries Review Body
Sentencing Council for England and Wales
Service Complaints Ombudsman
Service Prosecuting Authority
Single Source Regulations Office
Sir John Soane's Museum
Skills Funding Agency
Social Mobility and Child Poverty Commission
Social Science Research Committee
Social Security Advisory Committee
South Downs National Park Authority
Sport England
Sports Council for Wales
Sports Grounds Safety Authority
Stabilisation Unit
Standards and Testing Agency
Student Loans Company
Surveillance Camera Commissioner
Tate
Technical Advisory Board
The Theatres Trust
Third Party Campaigning Review
Traffic Commissioners for Great Britain
Transport Focus
Treasure Valuation Committee
Tribunal Procedure Committee
Trinity House
UK Anti-Doping
UK Atomic Energy Authority
UK Co-ordinating Body
UK Commission for Employment and Skills
UK Debt Management Office
UK Financial Investments Limited

42
UK Green Investment Bank
UK Holocaust Memorial Foundation
UK Hydrographic Office
UK Space Agency
UK Sport
United Kingdom Reserve Forces Association
Valuation Office Agency
Valuation Tribunal
Vehicle Certification Agency
Veterans Advisory and Pensions Committees
Veterinary Medicines Directorate
Veterinary Products Committee
Victims' Advisory Panel
Victims' Commissioner
Victoria and Albert Museum
Visit Britain
Visit England
Wales Audit Office
Wallace Collection
Wave Hub
Welsh Language Commissioner
Westminster Foundation for Democracy
Wilton Park
Yorkshire Dales National Park Authority
Youth Justice Board for England and Wales
High Profile Groups
Better Regulation Delivery Office Works
Bona Vacantia
Border Force
British Cattle Movement Service
Broadmoor Hospital investigation
CESG
Centre for Defence Enterprise
Chief Fire and Rescue Adviser
Civil Nuclear Constabulary
Civil Service Fast Stream
Civil Service Fast Track Apprenticeship
Civil Service Reform
Civil Service Resourcing
Counter Fraud and Security Management Service
Defence Equipment and Support

43
Defence Infrastructure Organisation
District Valuer Services (DVS)
Efficiency and Reform Group
Export Control Organisation
Financial Services Organisation
Financial Services Trade and Investment Board
Government Chemist
Government Commercial Function
Government Communication Service
Government Corporate Finance Profession
Government Digital Service
Government Economic Service
Government Finance Profession
Government IT Profession
Government Knowledge & Information Management Profession
Government Legal Service
Government Occupational Psychology Profession
Government Operational Research Service
Government Planning Inspectors
Government Planning Profession
Government Property Profession
Government Science & Engineering Profession
Government Security Profession
Government Social Research Profession
Government Statistical Service
Government Tax Profession
Government Veterinary Surgeons
HM Nautical Almanac Office
HM Passport Office
Healthcare UK
Human Resources Profession
Immigration Enforcement
Infrastructure and Projects Authority
Intelligence Analysis
Internal Audit Profession
Joint Forces Command
Medical Profession
Military Aviation Authority
National security and intelligence
Office for Disability Issues
Office for Life Sciences
Office for Low Emission Vehicles

44
Office of Tax Simplification
Office of the Parliamentary Counsel
Open Public Services
Operational Delivery Profession
Policy Profession
Procurement profession
Project Delivery Profession
Queen's Harbour Master
Regeneration Investment Organisation
Rural Development Programme for England Network
Schools Commissioners Group
The Shareholder Executive
UK Trade & Investment Defence & Security Organisation
UK Visas and Immigration
UKTI Education
UKTI Life Sciences Organisation
Veterans UK
Public Corporations
Architects Registration Board
BBC
BBC World Service
Channel 4
Civil Aviation Authority
Historic Royal Palaces
London and Continental Railways Ltd
Office for Nuclear Regulation
The Oil and Pipelines Agency
Pension Protection Fund
S4C
Devolved Administrations
Northern Ireland Executive
The Scottish Government
Welsh Government

45
Elevation Networks
Elevation Networks (EN) is an award winning youth employment charity that seeks to develop the
leadership potential of young people to increase their employability.
EN works with young people aged 11-25 specifically focusing on groups that are traditionally
underrepresented within the labour market and in certain industries. The groups are ethnic
minorities, women, young people from low socio-economic backgrounds, students from non-Russell
group universities and young people Not in Education, Employment or Training (NEET).
Elevation Networks Trust
Plouviez House
19-20 Hatton Place
London, EC1N 8RU
Telephone: +44 (0)207 404 3927
Email: research@elevationnetworks.org
www.elevationnetworks.org
©Elevation Networks Trust, 2015. Registered Charity 1128228

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