The following “Barriers to Success” survey was

Transcript:The following “Barriers to Success” survey was:
The following “Barriers to Success” survey was carried out in November 2014 by Hay Group to support independent research consultants looking at three of the four priority groups identified by the Talent Action Plan. It follows on from their previous “Women in Whitehall’ study. The report highlights a number of useful findings, which should be read in conjunction with the annual, large scale and representative results from the Civil Service People Survey. When interpreting the results contained in this report readers should bear in mind the following methodological considerations. The survey was a self-selection survey and associated communications clearly identified it as a survey to investigate the “barriers to success”. This means that respondents were more likely to be those who have perceived that they have experienced barriers to progression and promotion within the Civil Service. The results from the Barriers to Success survey provide valid and important insights into the views of over 7,000 civil servants that have experienced barriers to progression and promotion, but should not be seen as representative of the Civil Service as a whole. The Civil Service People Survey provides a comprehensive overview of the experiences of civil servants more generally - the 2014 survey was completed by more than 274,000 staff working in 101 government departments and agencies. Removing Barriers to Success in the Civil Service: Survey Findings 27th November 2014 Contents About the survey and its respondents Executive summary and research questions Overall results Key areas of interest Culture Career development Analysis by under-represented group Disability or long-term health condition BME LGB&T Appendix 01 | About the survey and its respondents About the survey This report provides analysis of the diversity survey that was run across the Civil Service from 10th – 19th November 2014. The survey’s purpose was to provide three researchers and the Cabinet Office Team with quantitative and qualitative data about the challenges facing talented people from under-represented groups progressing in the Civil Service. In addition, we will use the data contained within this document at a workshop on 28th November to stimulate a debate on the underlying causes of the barriers to success. In turn, this will be used to inform a refreshed Talent Action Plan in early 2015. Approach Survey design was completed in consultation with the three researchers, Civil Service network groups and the Cabinet Office Diversity Strategy team. The scope covered the entire Civil Service, including