The NEU believes that the appraisal review statement at the end of the cycle should be the only source of evidence you require to support pay progression. The policy should enable you to submit additional evidence if you choose but you should not be requested or directed to submit additional evidence or penalised if you choose not to do so. You should not be required to maintain a portfolio of evidence to support your application.

continuing mixed gender sift and interview panels; we are also expanding our trained Independent Panel Members to provide additional constructive challenge in the recruitment process Since we started mentoring, adapting to the ‘new normal’ is what we’ve all had to do. It’s why I wanted to ensure Melissa’s mentee experience was just as stimulating as meeting face-to-face. The differential in the proportions of each gender at our more senior grades is reflected in our mean GPG for each grade grouping, with the widest gap at SEO and above. Grade

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Individuals who have completed the Crossing Thresholds programme are motivated and empowered, translating new skills and techniques to their workplace. As a result, they’re happier and more effective colleagues, managers and leaders. As early identification and diagnosis is important, it is crucial for all relevant professionals, clinicians, parents and carers to be aware of early indicators of a catatonia-like breakdown in autistic people. In particular, catatonia-like breakdown should be considered as a possible diagnosis for any autistic individual who shows a marked and obvious deterioration in: Catatonia in varying degrees can occur in autistic children and adults. Studies suggest that between 12-18% of autistic people may present with varying levels of catatonia (Wing & Shah, 2000; Billstedt et al. 2005; Ghaziuddin et al, 2012). However, actual prevalence is likely to be higher as there are probably a lot more people with autism and catatonia who do not have a diagnosis and are not known to services. DWP is committed to the fair treatment and reward of all staff irrespective of gender, and ensuring the department is an inclusive place where people can be at their best. Our goal is to ensure that these commitments, reinforced by our Values, are embedded in day to day working practices with all our customers, colleagues and partners. As an employer, DWP is committed to the Civil Service ambition to have a truly diverse workforce which is representative of the communities that we serve. Our Diversity and Inclusion objectives are aligned with the Civil Service Diversity and Inclusion Strategy: 2022 to 2025

The Women Empowered network aims to empower, inspire, and connect women across the department and partner agencies to achieve an inclusive and fair workplace culture. We confirm that data reported by DWP is accurate and has been calculated according to the requirements and methodology set out in the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017. BEIS supports the fair treatment and reward of all staff irrespective of gender. The Civil Service, including BEIS, wants to create a diverse and representative workplace, supporting an inclusive, flexible, modern, and connected Civil Service. Encouraging openness, challenge, innovation, and excellence, in everything we do. A 2-year, cross-government accelerated development schemes for high-potential deputy directors. Beyond Boundaries

Kristina Lizardy-Hajbi, Director, Office of Professional Formation Term Assistant Professor of Leadership and Formation, Iliff School of Theology providing external stimulation and motivation at appropriate levels to keep the person engaged and responsive and active For BEIS (including Executive Agencies) the headline 2021 GPG figures show a mean gap of 8.8% and a median gap of 7.1%. This is a reduction when compared to the figures published in 2020 (mean 10.2% and median 10.7%). Advertise all jobs as available for flexible working, full-time, job share or part time and monitor the effectiveness of our advertising platforms used in addition to Civil Service Jobs to attract a diverse range of applications. These include LinkedIn, Indeed, Find a Job, Glassdoor and diversity jobs boards including VERCIDA and Working Mums that advertises part time and flexible working for parents, with a focus on mothers.

DrAmittaShahrecommends that clinicians carry out a detailed assessmentof the personexperiencing catatonia. They shouldconsiderany autism-related stress factors that could lead to catatonia.Support would then involve making changes where possible to reduce stress. Lead the mentoring relationship - plan your career priorities and how your mentor could add value. For instance, you may need help reshaping your behaviour examples, or a fresh perspective on your career goals. Your mentor wants to encourage you to reach your full potential, so be curious together about opportunities. BEIS’s Diversity and Inclusion vision is to capitalise on difference to solve some of the most important and complex policy challenges facing the country, business, and the environment. This reduction is primarily driven by the good progress in our more equitable distribution of in year rewards (vouchers and cash awards). Despite applying a flat cash end of year non-consolidated award to delegated grades in 2021, due to our policy of pro-rating non-consolidated awards to reflect part-time working patterns, we will always have a bonus pay gap and this will fluctuate according to the number of part time employees. Median bonus gap (increased by 1.2 ppt) The Department for Work and Pensions ( DWP) has prepared this report as part of the legal requirement for public authorities to publish their gender pay gap on an annual basis. DWP is the largest government department with a total headcount of 92,369 as 31 March 2022.

What do you really want from your career?

Despite our ordinary mean GPG increasing this year, we have made positive progress in increasing female representation at the most senior grades. Our 2025 target was to achieve gender parity of 50% in our SCS roles, we met that target in March 2021 and have now exceeded it. At SCS1 and SCS3, we now have over 50% of roles filled by females. However, at our feeder grades (Grades SEO, 6 and 7), there is further work to be done in reaching proportionate representation of genders, and this, in part, is what contributes to our gender pay gap. Workforce Structure Changes Be clear: we spent time at the start defining what it is we wanted and, almost as importantly, what we did not want from our careers. Having got that clarity, we were able to focus on how to make it happen. Many of us adapted our plans, but consciously so, deciding to make changes or compromises, not just letting things happen. I met my Mary when she literally fell at my feet going from one room to another. It is not always present. Mary,s former GP diagnosed these falls as "attention seeking" telling her family toignore it and walk away. If we removed individuals with protected TUPE salaries at all grades, this reduces the overall DWP mean GPG significantly from 5.9% to 4.6%. Ordinary Median Pay Gap The gender balance of our job offers has shifted with women representing 51.5% of our offer holders in the year to May 2021 - an annual increase of 3.8%.

Catatonia can last anywhere froma few hours to weeks, months, or years. It can reoccur frequently for weeks toyears after the initial episode.” healthline.com 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. Dr Amitta Shah is a Consultant Clinical Psychologist with over 35 years’ experience in working with autistic children and adults. She has expertise in the diagnosis and management of catatonia in autism and has published papers on the subject with Dr Lorna Wing. Here she shares her insight and expertise of this under-recognised and poorly understood condition. What is catatonia?But there's more to Fawziyah than her professional prowess. Outside the realm of streamlining operations, she's an avid explorer of cultures, a passion nurtured by her academic journey. With a deep-seated curiosity about the world, Fawziyah's global perspective is a testament to her relentless quest for knowledge. Stepping into Fawziyah's world means delving into a synergy of corporate intricacies and a broad, enlightened global outlook. 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. Crossing Thresholds Programme for women who want to explore their career development in a structured and supportive environment.