Annual Equality Monitoring Report 2023 to 2024 (2024)

At the Forestry Commission, we want our workforce to better represent Britain’s communities. We also know that we are stronger as a business when our workforce is diverse and inclusive.

Everyone who works for our organisation is unique and we want to ensure that they are truly valued and can reach their full potential. This report forms part of our requirement to publish workforce data to demonstrate our compliance with the Public Sector Equality Duty (PSED) and the Equality Act (2010).

The PSED requires us to publish information about our employees, broken down by relevant protected characteristic, to show how the Forestry Commissionis having due regard to:

• eliminating unlawful discrimination, harassment and victimisation and other conduct prohibited by the Equality Act 2010
• advancing equality of opportunity between people from different protected characteristics
• fostering good relations between people from different protected characteristics

This report not only meets our statutory obligations, but it also highlights the work that is underway to promote equality, diversity and inclusion across the organisation.

Our people: in numbers

This report is based on our workforce figures across Forestry England, Forest Services, Forest Research and the Commissioners’ Office for 31 March 2024. The report does not include casual staff.

This data shows some progress since 2019 with regards to the recruitment, retentionand progression of female, ethnic minority and disabled staff.

On 31 March 2024, the Forestry Commission had 2339 employees. Of these:

• 53% were male (down 2%)
• 47% were female (up 2%)
• 7% are from an ethnic minority background (down 1%) of which 4% are other than white minorities (up 1%)
• 88% identified as white British (5% did not disclose)
• 7% told us they have a disability (up 1%)
• 57% of employees were over 40 years of age
• 41% of those in senior management were female (up 1%)
• 59% of those in senior management were male (down 1%)
• the middle female salary is equal to the middle male salary
• the average hourly rate for males is 2.84% higher than females
• 6.1% of successful applicants following interview were from an ethnic minority background (up 2%)
• 8.9% of successful applicants following interview had a disability (up 2.5%)

Strategy and oversight

Diversity and Inclusion strategy 2021-2024

Our Diversity and Inclusion (D&I) strategy, continues to guide our work and brings together our mission to make the Forestry Commission inclusive to all.

Our strategy is focused on 5 memorable actions:

Develop a more inclusive culture: to create working environments and recreational spaces where people are valued and respected for being themselves.

Grow a more representative workforce: to have a workforce that better represents all the communities we serve.

Listen using diverse insights: for all programmes, policies and services to be inclusive to all.

Learn, growing in capability and confidence: to be an organisation where equality, diversity and inclusion is everyone’s responsibility.

Share our experiences and learning: raise awareness, share best practice and celebrate success.

Everyone Belongs Board

The Everyone Belongs Board is in its second year and is establishing its role in providing oversight, assurance and co-ordination of the ForestryCommission’s programmes of work relating to equality, diversity and inclusion. The steering group has senior representatives from across the organisation and its divisions, who will champion a culture where everyone is welcome and included.

Training and development

Equality, diversity and inclusion training

The ‘Equally Yours’ board game continues to berolled out, with the aim of helping staff discussissues of diversity and inclusion openly andbetter understand their colleagues, visitors, andcommunities. So far, 828 members of staff havereceived Equally Yours training and it continues tobe a core element of the Professional ManagerProgramme (PMP).

Over 100 people received the creating an inclusiveworkplace training programme, which exploresthemes such as micro-aggressions, unconsciousbias, privilege, allyship and much more.

Diversity in leadership development

Two of our employees have graduated from theStepping Up Diversity Leadership programme.This programme aims us to nurture the nextgeneration of diverse leaders to strengthen thetalent pipeline.

Webinars

Forestry Commission staff had the opportunity toaccess new neurodiversity awareness sessionsfor managers and staff developed by the Defra(Department for Environment, Food and RuralAffairs) Health and Wellbeing team.

During National Inclusion Week 2023 (25-29September) we held a webinar on Equality vsEquity with Jenny Garrett OBE, which was attendedby over 161 Civil Servants (including the Border Forcein Calais!).

For Menopause Awareness Month 2023 inOctober we hosted a webinar which was opento all Forestry Commission employees offeringsensitive, empathetic training in the issues aroundmenopause.

Reverse mentoring pilot

A reverse mentoring pilot scheme was establishedas a unique platform where a reverse mentor froman under represented group is paired up with asenior reverse mentee, focusing on supportingthem to understand the experiences of staff withcertain protected characteristics.

Sunny Loram, Operations Admin Officer was oneof the reverse mentors who took part in the pilot.They were paired with Dr. Gareth Parry, ForestManagement Director – Yorkshire District.

Inclusive facilities and provision for staff

A working practices project group wasestablished in January 2024 with the objectiveof creating a toolkit that fosters diversity andinclusion in all aspects of meetings, includingtiming, catering, social aspects and religiousobservances.

A quiet room was opened at National Office inBristol in January 2024. This will be particularlyuseful for staff of all and no faiths who needsomewhere to pray, meditate, contemplateor need some time to reflect during theworking day. A survey has been carriedout across various other sites and offices toestablish what other provision is already inplace and where this can be extended to.

Supporting and growing our staff networks

The Forestry Commission has 4 staff networks, which continue to thrive. These are:

• Rainbow Canopy (plus LGBTQ+ supporters) Staff Network
• Disability, Neurodiversity and Carers Staff Network
• Women’s Staff Network
• REACH (Race Equality and Cultural Heritage) staff network

The networks contribute to diversity and wellbeingcommunications through blogs, news stories,marking awareness days promoting diversity andinclusion, as well as organising events and ‘Lunchand Learn’ sessions.

Rainbow Canopy celebrates Pride and goes further afield with the Museum of English Rural Life

In June 2023, offices and visitor centres displayedrainbow designed flags and other materials, andan information leaflet was created to share whywe celebrate Pride Month in our organisation.

Rainbow Canopy also held a listening circlewith members and allies, including ForestryCommission Chief Executive Richard Stanfordand members of the Executive Board.

The listening circle was an open and honestforum where LGBTQ+ colleagues shared theirlived experiences, including some of thechallenges they faced in the workplace as wellas some of the many positive aspects of LGBTQ+inclusion across parts of the Forestry Commission.

It was clear that some LGBTQ+ colleagues havea different experience to others depending onwhere they are located, and there is still workto be done for us to enable all our LGBTQ+colleagues to feel safe and included. RainbowCanopy welcomed the commitment from ourleaders to continue championing of LGBTQ+inclusion, of inclusion for all staff, and to standagainst discrimination of any kind.

During LGBT+ History Month in February 2024,members of Rainbow Canopy took part in anevent at the Museum of English Rural Life (MERL)in Reading. The day formed part of the museum’sFurther Afield project, which is experimentingwith community driven museum curation andworking in partnership with groups whichhave been historically underrepresented in thecountryside.

The project aims to challenge the idea that thecountryside is overwhelmingly white, cisgender,heterosexual and able-bodied – an imagewhich museums, art and culture have historicallyreinforced.

The museum will co-design outputs withcommunity groups from across the Englishcountryside, lending their curatorial expertise totheir creative visions and stories.

Other project partners include Inclusive Farm,an organisation in Bedfordshire dedicated togiving practical agricultural skills to people withdisabilities and Dadima’s, aSouth Asian walking andeducational naturegroup basedin the Chilterns.

The Women’s Staff Network

continues to grow and thriveOver the last 12 months, our Women’s StaffNetwork has hosted a range of activities andevents, open to everyone working for the ForestryCommission.

The network has held online discussions aboutcaring responsibilities, psychological safety atwork, and the menopause. These safe spaceshave allowed for informal discussions aroundthese topics, led by a member of the network.Alongside the network discussion sessions, theWomen’s Staff Network book club takes placeevery three months and offers the chancefor colleagues to come together to discuss asuggested book for that quarter.

Getting out and about, in May 2023 the networkorganised staff wellbeing walks from the Bristol,Haldon, Dalby and Alice Holt sites during NationalWalking Month.

In January 2024, the network focused onpromoting positive mental health and wellbeingthrough activities themed ‘Brew Monday,’ thecampaign to positively challenge the notion of‘Blue Monday’ (the day in January that has beennamed as the most depressing of the year).Alongside hosting individual team and office teabreaks and quizzes, the network held an onlineintroduction to meditation session, which attracted55 colleagues.

The network also continues to support the ForestryCommission’s work for better female fit PPE,publishing a blog for International Women’s Day2024 to highlight the work on this project so far.On International Day of Women and Girls inScience (8 February) Dr. Suzie Robinson, ClimateImpacts Modeller at Forest Research delivered a‘Lunch and Learn’ session where she shared herjourney, discussing the triumphs and challengesof being a woman in mathematical and climatescience fields.

REACH (Race Equality and Cultural Heritage) staff network

During Black History Month in October 2023, TheForestry Commission Diversity and WellbeingManager Wali Rahman delivered a talk on WhyBlack History Month matters for APHA (Animaland Plant Health Agency) and DEFRA (Departmentfor Environment, Food and Rural Affairs), whichwas attended by 213 civil servants from 40departments.

Other events organised by the network includedFaith, environment and harmony: Judaism andclimate action with Rabbi Jonathan Wittenbergfrom the New North London Synagogue andInclusive outdoors: embracing diversity in naturewith Haroon Mota founder of the Active InclusionNetwork. These events were attended by over 150colleagues from across the Civil Service.

The network also continues to be connected tothe Civil Service Race Forum.

DNC (Disability, Neurodivergence and Carers) staff network

During Disability Pride Month in July 2023 DNChosted a webinar by Business Disability Forum onDisability inclusion in the workplace.

The network’s co-chair Katherine Pattersonalso produced resources to support staff andmanagers with regards to disability inclusionin the workplace. This included support withworkplace adjustment passports and a newtoolkit for neuro-inclusive meetings.

Forests for Everyone programme

Two years on from the launch of the Forests forEveryone programme in 2022, we are pleased toreport that from the original 33 projectswithin the programme, 24 have beensuccessfully delivered, seven have been completed,with the final two projects due to complete bySeptember 2024.

The establishment of the Forests for Everyonenetwork group was one of the original projects.The network now meets every three months, and isopen to all colleagues in the Forestry Commission.This collaborative space serves as a platformwhere colleagues can learn from each other, adaptapproaches, and collectively overcome obstacles toensure that our nation’s forests are accessible andinviting to everyone.

In June 2023, the network held its inaugural faceto-face meeting at Westonbirt Arboretum. Over 30colleagues gathered to reflect on the organisation’scurrent EDI practices, providing insights to inform the nextphase of the programme. Participants also hadthe opportunity to participate in a ‘Sensing NatureGuided Walk’ led by a blind volunteer. Throughthis experience, they learned to identify distancethrough sound and describe the environment usingtouch and metaphor.

In addition to the Westonbirt meeting, the networkhas benefited from hearing presentations fromcolleagues on their work programmes. OurCommunity Outreach Ranger delivered a sessionon establishing meaningful engagement withdiverse communities, and our Active Forests Healthand Community Officer has shared insights onfunding available for social prescribing initiatives.The two posts created under the programmecontinue to go from strength to strength deliveringengagement with diverse and under-representedcommunities, supporting their needs in engagingwith the nation’s forests and developing nationallevel partnerships.

David Rose, Forests for Everyone CommunityProgramme Manager has been working tirelesslyestablishing relationships with key communitygroups up and down the country representingdifferent cultures and religions.Beyond the delivery of the original projects thebroader Forests for Everyone programme continuesto advocate for better, deeper, and more inclusiveengagement with diverse communities andunderserved audiences.

Welcoming asylum seekers and refugees to Westonbirt

In August 2023, the Engagement Team atWestonbirt Arboretum welcomed 68 asylumseekers and refugees, alongside support stafffrom the charity Bridges for Communities.The team, supported by their communityvolunteers, had the pleasure of leading threeguided walks around the Old Arboretum foradults and children from a range of countriesincluding Afghanistan, Albania, Cameroon, Iraq,Iran, Lebanon, Mali, Somalia, Sudan, Syria, Turkey,Pakistan and Yemen.

The visiting groups explained that they often feellonely, isolated and stressed by the uncertainty oftheir current situation. The walks wereeasy-going strolls, with the aim of giving everyonethe chance to enjoy being in the open air andfeeling the wellbeing benefits of nature, whilstconnecting with others and having some fun.Since 2014, Westonbirt’s Community Programmehas been bringing new audiences to thearboretum, reaching out to groups of people frommore diverse communities to support positivemental health and wellbeing, through a diverseprogramme of onsite and outreach activities. Read more about Community Programmes at Westonbirt Arboretum.

Women in Forestry exhibition

A ‘Women in Forestry’ exhibition took placebetween May and December 2023, revealing thenew artwork created by the People’s Picture. Theexhibition was free to view at Grizedale Forest.

The centrepiece of the exhibition is the giant(12 square metre) photo mosaic created by thePeople’s Picture featuring over 2,000 publiclysubmitted photographs of women from acrossthe forestry sector and general public, celebratingtheir contribution and connection with ourwoodlands. It depicts a portrait of KathleenHoughton who joined the Women’s Timber Corpsin 1941 as a lorry driver despite having neverdriven a car before. During the war she deliveredurgent loads of pit props for coal mines toPlymouth Station.

Read a blog reflecting on the opening of theexhibition by Kate Hawley, Area OperationsManager for the Yorkshire and North East team:From lumberjack to lumberjill: why forestryisn’t just for men. Visit the digital version of theexhibition Faces in Forestry.

Partnership working and sharing good practice

Award winning diversity and inclusion efforts

The Forestry Commission was awarded theCertificate of Excellence in EDI at the Stepping Up5th Anniversary Celebration at Bristol City Hall inMay 2023.

The Forestry Commission Diversity and WellbeingManager Wali Rahman graduated from theStepping Up Diversity Leadership programme inJune 2023 and also received the Rising Star Award2023. Wali was also recognised in the EqualityX Top 50 Influential Muslims in Europe list 2023.

In December 2023, the Forestry Commission wasannounced as the winner of the Includability D&I(Diversity and Inclusion) Star Award, recognisingoutstanding efforts in diversity and inclusionawareness and support in the workplace for 2023.

Includability is a community of companiescommitted to creating an inclusive and amazingworkplace culture. Its members include: BusinessDisability Forum, Chelsea Football Club, LiverpoolFootball Club, Ecologi, Ella’s Kitchen, Bath &North East Somerset Council, Lexxic, Mencap,Nationwide and many other organisations thatwould have also been considered for the award.

We were chosen from five shortlisted members byIncludability’s Verification Partner, ODISEE Ltd, asrecognition that we have gone above and beyondto foster a diverse and inclusive workenvironment for our employees.

The Forestry Commission Diversity and WellbeingManager was invited to take part in several eventsincluding:

• a D&I roundtableexploring the theme ‘fostering holisticgrowth in the workplace’ brought together D&I leaders to sharebest practice from across the private and public sectors including, Ernst & Young, London Stock Exchange, KPMG, Lloyd’s of London, College of Policing, Bank of England, NHS, FT, House of Lords, Houseof Commons, Google, Apple and others
• the Women Empowering Defence’sInternational Women’s Day 2024celebration event at Amazon HQ inLondon
• a Civil Service Race Forum and USEmbassy partnership Diversity andInclusion event at the US Embassy inLondon. Diverse panellists from US andUK governments shared their stories andexperiences of navigating their careers

Celebrating diversity

A Diversity and Inclusion calendar has beenpublished for 2024, which has helped to informour communications plan for internal and externalengagement. It also raises awareness of key datesaffecting our stakeholders and wider society.

The diversity and inclusion communicationsincluded blogs on tattoos in the workplace,neurodiversity and Ramadan among other topics.

The Forestry Commission gender pay gap continues to improve

The Forestry Commission gender pay gap for2022-23 was 2.84% (mean) and 0% (median).

The mean has decreased since the 2021-22pay gap which previously had been 3.07% andthe median has increased slightly where it was-0.28% last year. This meant that the middlefemale salary was 0.28% higher than the middlemale salary.

We have continuously made significant efforts toreduce the gender pay gap. We are committedto ensuring equality of opportunity for all ouremployees and continue to reduce the genderpay gap.

The proportion of female employees in theForestry Commission has increased by 1.4%since 2022 to 45.3%.

Forestry work, particularly operational roles, hashistorically attracted fewer female candidates thanmale candidates. This imbalance is improving andthe proportion of female employees has increasedover the past few years from 35% to 45.3%.

There are several programmes underway tofurther improve inclusivity and equality at theForestry Commission where we are makingsignificant and sustained progress. These areoutlined in the gender pay gap report.

Diversity and inclusion in recruitment

A Diversity and Inclusion page has been added to the updated Forestry England careers page, as well as the graduate recruitment page.

A project to build up a media library of staff fromdiverse backgrounds and roles was started inorder to improve visual representation for use withjob advertisem*nts, webpages, reports and socialmedia content.

A long-term commitment to support wellbeing

Following our participation in Mind’s WorkplaceWellbeing Index survey last year, the ForestryCommission (Forest Services and ForestryEngland) was awarded Silver in Mind’sWorkplace Wellbeing Awards 2022-23.

A Silver award means we are makingdemonstrable achievements in promoting staffmental health, taking action across a number ofkey areas and demonstrating impact. This is animprovement on the Bronze award from when welast participated in 2018.

Some key results that contributed to the award are:

• 70% feel the organisation encouragesopenness and discussion aboutmental health
• 82% feel that Forestry Commissionruns initiatives to raise awareness ofmental health
• 77% of staff feel their managerencourages a healthy work/lifebalance
• 85% of staff say that ForestryCommission offers flexible workingarrangements to help balance workand home demands
• 75% of staff felt supported when theydisclosed poor mental health.
• 88% of staff are aware of supporttools available

588 employees took part in the WorkplaceWellbeing Index (a 36% response rate), and 225respondents were line managers.

A wellbeing action plan is currently indevelopment, which will incorporate the findingsof the Mind report, staff engagement survey 2024and consultations with multiple stakeholders.

In addition, over 430 flu vouchers issued in 2023,free period products were rolled out acrossForestry Commission offices and sites and and 12Mental Health First Aiders were given Suicide FirstAid training.

Forest Research last participated in 2019and will look to participate again in afuture index but did not participate in this2022-23 index.

Case studies

These case studies give you a glimpse into justsome of the projects and programmes we run atthe Forestry Commission; welcoming everyoneinto our forests and growing an environmentwhere equality, diversity and inclusion benefits allour employees and citizens across the country.

Significant accessibility improvements to the Forest Research Northern Research Station

The number of staff based at the NorthernResearch Station (NRS) in Roslin has increasedconsiderably in the last four years. The site wasbuilt in the 1970s and there was a significantneed to upgrade facilities to support a growingand diverse workforce. Alongside changes tomeeting spaces for improved collaboration,fire safety upgrades, and enhanced IT and AVprovisions to better support blended and remoteworking, the team prioritised improving theaccessibility of the site for all staff and visitors. Theprogramme of upgrades included level accessentrances and exits with wider automated doors,improved gender-neutral and accessible toiletfacilities, additional showers and changing rooms,induction loops in recreation and meeting spaces,and a range of office environments to bettersupport neurodiversity.

It also included enhanced colour schemes andbreakout facilities to enable collaboration andincrease wellbeing.

The Estates team are currently planningan accessibility audit to ensure that futureimprovements can be made to make the spacemore inclusive.

Accessibility improvements are also currentlyunderway at Alice Holt, the Forest Research site inHampshire and the location of the Holt laboratory.

Stepping up to leadership

Last year, as part of our Diversity and InclusionStrategy, the Forestry Commission was able to fundthree places on the Stepping Up 2023 DiversityLeadership programme.

Stepping Up aims to unlock potential and developtalent while ensuring a fair representation of Black,Asian and Minority Ethnic, disabled, women andLGBTQ+ staff in positions of leadership.

Manali Mahyavanshi, Forestry England DigitalMarketing Coordinator, is one of two ForestryCommission colleagues who took part in theStepping Up programme in 2023. The otherparticipant was Neil Seegobin, a Project Managerat Westonbirt Arboretum.

Manali shares why the programme has madesuch a positive impact on her and her work. She said:

The Stepping Up programme has been atransformative experience in my journey ofintentional career planning and personalgrowth. Emphasising career intentionality, theprogramme has guided me to fine-tune mygoals and develop a clear vision for my future.The carefully crafted workshops and activitieshave pushed me to reflect deeply on mystrengths, areas for improvement, and uniquecompetencies. In doing so, I found I gaineda stronger sense of self-awareness, which iscritical in crafting a career path that not onlymeets my aspirations but also aligns with mycore values and skills.

In terms of personal development, the SteppingUp programme underscored the importance ofcontinuous learning and adaptability.It is said that stories shape who we are, howwe relate to others, and how we make sense ofthe world. Each Stepping Up session providedreal-world stories, insights, and first-handexperiences that challenged me to thinkdifferently and encouraged me to step outsidemy comfort zone.

These interactions were instrumental inbroadening my perspective and sharpening mydecision-making abilities, and they taught methe importance of learning and being ready forchange.

The programme also helped me to meetpeople from different fields and backgrounds,all united by the common goal to ‘step up’.Making friends with others in the same situationand finding mentors has been invaluable.For a woman in today’s professional landscape,I feel that the Stepping Up programme servesas a great empowerment tool. For me, theprogramme has acted as a catalyst for positivechange. The experience has honed my ability toset achievable goals, boosted my confidence inprofessional environments, and expanded mytoolkit for success!

Crossing Thresholds: the Civil Service programme that offers a structured and supportive environment for women to develop their careers and achieve their potential

Bianca Ambrose-Oji, Head of the Society andEnvironment Research Group at Forest Research,is currently taking part in the programme whichhelps to unlock the barriers to career progressionthat women in the Civil Service may face.

The course, which runs for a year and consists offormal peer group sessions and a mentorship, is anopportunity to meet, work and share experienceswith other women across the Civil Service.

Bianca says:

I‘ve learned so much from the programme.The formal sessions with my peers have beenincredibly insightful and an opportunity to learnabout the challenges facing other women in theworkplace.

We’ve looked at how we can prioritise the righttypes of activity – in and outside of work – toachieve more balance in our lives. I’m alreadymanaging my time much more effectively andI’m approaching conversations with my teamdifferently too.

Next, we are looking at what it means to have apersonal brand and how we can best presentourselves as effective leaders. I’ve gained a greatdeal from the programme so far; it’s been aconfidence boost and I’m enjoying being part of agroup of supportive women who prioritise listeningto and learning from each other.

Forestry England Central District’s diversity and inclusion research and development

Over 150 research points have been explored todevelop the Central District team’s knowledge ofhow different communities, groups and individualsengage with the outdoors; particularly lookingat communities that are underrepresented inthe district. The data set reviewed ranges fromquantitative reports to qualitative lived experienceaccounts. Looking at work carried out by otherorganisations as well as views of individuals fromdiverse backgrounds has supported the generationof an evolving strategy with a balanced perspective.

As a result of the research, major barriers toaccessing the outdoors were identified.

The team developed a wealth of contacts andlinks, and from this over 30 meaningful meetingshave been held with external organisations todiscuss direct and indirect engagement, as well ascollaboration with activities they plan to carry out.Contributions have been made to several networksthat are mainly focussed on health and wellbeing.A broad range of information has been shared,particularly on the topic of barriers for people ofcolour, and other disenfranchised or marginalisedgroups or individuals.

Two welcome events were held as a pilot to testengagement and have been useful as a foundationfor the current outreach path and Feel Good in TheForest project that will offer individuals a chance tobecome familiar with Forestry Commission sites.Accessibility has been improved across some of ourcommunity woodlands in the north west includingimproving path conditions and gateways into thewoodlands.

In addition, the following actions were carriedout:

• improved facilities at Forest Centreswith the addition of ChangingPlaces Toilets in SherwoodPines, Nottinghamshire, SalceyForest and Fineshade Woods inNorthamptonshire
• accessible parking and some trailsurfaces in Sherwood, Salcey andFineshade
• more inclusive play opportunities inSalcey Forest, to support a diverserange of needs and to help morepeople enjoy the natural environmentwith different senses
• the team carried out two surveyslooking at inclusive play and cycling atHicks (692 responses) and Fineshade(200 responses). There is also a focusgroup at Fineshade, of seven people,that helped to create the inclusiveplay principles for the play equipmenttender requirements
• improved car parking at Salcey,Delamere, Sherwood and Blidworth
• risk assessed paths for trampersand improved accessible paths atSherwood and Salcey
• improved visitor centre accessibility atFineshade
• added sensory play features atFineshade and Salcey
• accessibility audits at five Forest Centres

Appendix

Recruitment data

The information below includes employment datacollected between 1 April 2023 and 31 March2024 for Forestry Commission employees. On 31March 2024, the Forestry Commission had 2339employees. Of these:

Disability

• total applicants who have a disability:10.4%
• total applicants who do not have adisability: 84.5%
• total applicants who prefer not to saywhether they have a disability: 5.1%
• interviewed applicants who have adisability: 10.2%
• interviewed applicants who do not have adisability: 83.8%
• interviewed applicants who prefer not tosay whether they have a disability: 6.0%
• successful applicants who have a disability:8.9%
• successful applicants who do not have adisability: 85.9%
• successful applicants who prefer not to saywhether they have a disability: 5.2%

Ethnicity

• total ethnic minority applicants: 21.6%
• total white applicants: 74.0%
• total applicants who prefer not to statetheir ethnicity: 4.4%
• interviewed ethnic minority applicants:6.8%
• interviewed white applicants: 89.4%
• interviewed applicants who prefer not tostate their ethnicity: 3.8%
• successful ethnic minority applicants: 6.1%
• successful white applicants: 89.3%
• successful applicants who prefer not to saytheir ethnicity: 4.6%

Gender

• total male applicants: 55.9%
• total female applicants: 40.4%
• total applicants who prefer not to statetheir gender: 3.1%
• interviewed male applicants: 44.9%
• interviewed female applicants: 51.3%
• Interviewed applicants who prefer not tostate their gender: 2.9%
• successful male applicants: 43.3%
• successful female applicants: 54.0%
• successful applicants who prefer not tostate their gender: 2.1%

Age

• total applicants who are aged 39 or below:68.8%
• total applicants who are aged 40 or over:27.8%
• total applicants who prefer not to statetheir age: 3.4%
• interviewed applicants who are aged 39 orbelow: 60.4%
• interviewed applicants who are aged 40 orover: 36.7%
• interviewed applicants who prefer not tostate their age: 2.9%
• successful applicants who are aged 39 orbelow: 57.9%
• successful applicants who are aged 40 orover: 39.3%
• successful applicants who prefer not tostate their age: 2.8%