Our diversity and inclusion work remains a priority, as we look to continuously improve so as to be a better employer that makes better decisions. We want to capitalise on difference to solve some of the most important and complex policy challenges facing the country, business, and the environment. Reducing our gender pay gap is a key step to helping us achieve this. This report fulfils DWP’s reporting requirements and sets out the actions we are taking in relation to improving gender parity. This information is published on gov.uk and the Government Equality Office ( GEO) portal. There are several reasons why creating, growing, and sustaining mentoring relationships during these emotionally challenging times is fundamentally important. However, from a wellbeing perspective, there are huge benefits. However, in 2021 the proportion of men at G6/7 and within the SCS has slightly decreased with a corresponding increase the proportion of women at these grades. Our analysis suggests that the increase in the proportion of women in higher grades and a growth in the number of men at more junior grades (such as EO) is the main driver reducing the department’s pay gap figures in 2021. In Crossing Thresholds, the authors weave together a colorful tapestry of liminality’s varied histories, theories, and practical applications to spiritual life and leadership, inspiring new imaginings for the church and beyond. Anyone yearning for frameworks that deepen and challenge what it means to engage faithfully the ‘betwixt and between’ will discover in this book a provocative, praxis-oriented companion.

Flexible, home-working, job-sharing, and part-time working to support employees with caring responsibilities and encourage a good work-life balance. Awareness and support of those with caring responsibilities is embedded into all our HR policies and our commitment to this is strengthened by DWP’s membership to the Employers for Carers forum.

Mind, the Mental Health charity, provides five ways to wellbeing and three of them can be obtained through mentoring: in the year to 31 March 2020, the department grew by 1037 people, with 559 more women in the department (54% of the total increase) Shared Parental Leave ( SPL), to provide parents with more flexibility in how to share time off work after their child is born or placed for adoption, we encourage and support a shared parental leave policy that exceeds statutory provisions throughout the department. Continue to improve routes into the department that will build a more diverse workforce and contribute to a gender balance representation in the department, using our recruitment channels and learning and development opportunities.

continuing our blind sifting process, where names and identifying information is removed from applications 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. 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 Kristina Lizardy-Hajbi, Director, Office of Professional Formation Term Assistant Professor of Leadership and Formation, Iliff School of Theologythe 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