DWP’s total headcount (staff in post) on the 31 March 2022, was 92,369 employees; this represents all paid and unpaid employees. Of this number, 91,006 employees were identified as ‘full pay relevant employees’, as set out in the regulations, and included in the GPG calculations for the mean and median ordinary pay gap. 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. Colleagues at all grades have access to staff networks to support them throughout their careers and progression.

The headline 2021 Gender Pay Gap figures (for BEIS including Executive Agencies) show a mean gender pay gap of 8.8% and a median gender pay gap of 7.1%. Gender Pay Gap 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. Crossing Thresholds is a 12-month career mentoring programme for women who want to develop their career in a structured and supportive environment. It is open to women from AO to G6. Drawing on connections with diverse disciplines and thinkers, the co-authors helpfully explore the dynamics of liminal space and movement. With practical insight and curiosity they share their wisdom for churches and those who lead. Holding a pluralistic vision about the significance of liminality, readers are invited into an ever-expanding sense of a God at work in the world.DrAmittaShahrefers to shutdowns as a potential early warning sign that can lead to catatonia when prolonged or frequent and with other catatonic signs. If you feel you maybe experiencing some of these early signs,speak to family or friends and seek medical support.

have introduced an Empathy Development Programme, which approximately 1,600 colleagues have participated in so far, to help define inclusive behaviours in teams and foster a culture where it is safe to challenge DWP uses the Civil Service grading system ranging from Administrative Assistant (administration level grades) to Senior Civil Servant (director level grades). Grades are determined by the level of responsibility that employees have in their job roles. Each grade has a set national and London pay range (with some other location-based pay differences), with higher grades receiving higher salaries. 2. Gender Pay Gap Report 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 In the absence of relevant good quality evidence based research, it is important for professionals and carers to refer to guidelines developed by experienced clinicians. Treatment guidelines based on clinical experience are given for mild, moderate and severe catatonia in Dhossche, Shah and Wing (2006). It is imperative for clinicians not to overlook that psychiatric medications may trigger or worsen Catatonia in autistic individuals. Also, drastic treatments such as ECT and/or high doses of lorazepam should only be tried as a very last resort in cases of severe catatonia which is life-threatening. The gender pay gap shows the difference in the average pay between all men and women in a workforce. If a workforce has a particularly high gender pay gap, this can indicate there may be several issues to deal with, and the individual calculations may help to identify what those issues are.The BEIS Shared parental leave policy provides parents with the opportunity to share the care of their baby/child in the first year following birth/adoption, while balancing their work and retaining their link to the labour market. Shared parental leave take up in BEIS Year A 2-year, cross-government accelerated development schemes for high-potential deputy directors. Beyond Boundaries The Department for Business, Energy, and Industrial Strategy ( BEIS) has prepared this report as part of the legal requirement for public authorities to publish their gender pay gap on an annual basis. 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. 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.

This meant ensuring our meetings were firmly in the diary, injecting humour in to the conversation and using our time as an opportunity to have the very important wellbeing conversation. I also wanted to ensure that all the usual activities that I would undertake with my mentees continued and creativity really was the name of the game. Initially I felt nervous, though Bernie soon inspired me with her ‘can-do’ zest, and I was fired up after our first meeting. I outlined my goals and she helped me prepare for my next career challenges. Now I’m excited to be starting a new policy role next month in the Office of Life Sciences in BEIS. This year we have also launched our diversity and inclusion curriculum, which sets out our learning offer for all grades to support with building our inclusive culture. In addition, we will continue to work in partnership with our Trades Unions and Diversity Networks, in particular our Women Empowered Network, to ensure that staff views are considered and understood as we deliver our Diversity and Inclusion Strategy. providing external stimulation and motivation at appropriate levels to keep the person engaged and responsive and active Be bold: we know it – women are frequently not as good as men at negotiating and being assertive about what they want. So, how about we start asking? After all, the worst we risk is a ‘no’ – surely worse things happen. And what we don’t ask for, we certainly will not get.There is now an almost identical split between the proportion of males and females getting bonuses ( table in Annex B). The mean bonus gap is 2.6% and the median bonus gap is 3.6%, and the proportion of men who received a bonus is 81.2% and the proportion of women is 81.1%. Gender make-up of the department (core BEIS) Crossing Thresholds Programme for women who want to explore their career development in a structured and supportive environment. 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. Continuing to analyse salary, talent, and recruitment data, monitoring progress to identify trends early. 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

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. 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? 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. 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. 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 2025Actively promoting participation in DWP and cross-government talent and leadership development programmes. We monitor the diversity of all applicants throughout each stage of the application processes. helping managers improve the inclusiveness of job adverts and increase the benefits from using Textio 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 Kristina Lizardy-Hajbi, Director, Office of Professional Formation Term Assistant Professor of Leadership and Formation, Iliff School of Theology This progress is encouraging but we know there is more to do. Over the last 12 months we have introduced localised representation and inclusion goals for each Director General Group, and action plans to support with the delivery of those goals. We will continue to scrutinise our data to monitor progress, and we will build on our existing initiatives to embed diversity and inclusion in all our key decisions on policy, procedure, and process. I am delighted to see concrete next steps that BEIS has committed to take for the year ahead, including advertising all jobs openly, fairly, and flexibly to ensure equality of access to opportunities, as well as providing a specific internal development programme aimed specifically at women.