Top Tweets for #CivilServiceProgression
"The SMC report has taken the first step by raising awareness and holding a mirror up to the Civil Service as it is now."
@AlexGAThomas @instituteforgov analyses our #CivilServiceProgression report ⬇️
https://t.co/5H2wbsJCJp
Our interviews with over 100 civil servants found those from working class backgrounds frequently feel misread as aggressive, loud or too passionate.
Our recommendations to improve #CivilServiceProgression for people from disadvantaged backgrounds ➡️ https://t.co/nrnrEhvSs9
The key behavioural code at the top-grades of the Civil Service revolves around mastery of ‘studied neutrality’.
Those from disadvantaged backgrounds told us are often intimidated and alienated by these unwritten rules.
#CivilServiceProgression ➡️ https://t.co/h6XuzA8A6e
Operational roles within the Civil Service, which have clear progression bottlenecks, are more likely to chosen by people from low socio-economic backgrounds as policy roles are seen as dependent on mastering behavioural codes.
#CivilServiceProgression ➡️ https://t.co/nrnrEhehAB
People from low socio-economic backgrounds generally express confusion and uncertainty, as well as a sense of ethical or moral discomfort, on getting a promotion in the Civil Service.
Find out what it takes to make it to the top➡️ https://t.co/nrnrEhvSs9 #CivilServiceProgression
Certain roles accelerate #CivilServiceProgression - such as working in private office, in central departments, running a bill team, securing a leading role during a national crisis, or as a Minister’s private secretary.
Our action plan ➡️ https://t.co/nrnrEhehAB
Working class female civil servants are more likely than men to believe their background will hamper their progress, and are more under-represented at senior grades.
Journey through the labyrinth of the Civil Service ➡️ https://t.co/nrnrEhvSs9 #CivilServiceProgression
How do civil servants class themselves?
1 in 4 civil servants who self-assess as coming from a low socio-economic background actually had advantaged upbringings. The proportion of those misaligning increases at higher grades.
#CivilServiceProgression https://t.co/nrnrEhehAB
There are far more top-grade civil servant posts located in London than elsewhere – meaning #CivilServiceProgression is harder in the regions.
We recommend mandatory reporting of socio-economic data within all departments, including by location ➡️ https://t.co/nrnrEhvSs9
Our research found civil servants in London are less diverse than the rest of the UK.
To improve #CivilServiceProgression we recommend Parliament being permanently virtual to enable MPs and ministers, with civil service hubs, to be based outside London➡️ https://t.co/h6XuzAqaXM
A disproportionate number of senior civil servants went to independent schools.
But progress has been made since 1967, suggesting private school education is not such a prerequisite for success.
Our #CivilServiceProgression recommendations ➡️ https://t.co/nrnrEhvSs9
We have drawn up a comprehensive action plan to improve #CivilServiceProgression. We hope this will be adopted by the Civil Service and employers throughout the country.
Our action plan ➡️ https://t.co/nrnrEhehAB
📽️ Commissioner @saeedatcha explains what it takes to get a top job in the Civil Service and how they are setting an example for other employers.
Find out more about #CivilServiceProgression ➡️ https://t.co/QpBjRoZdkb
Civil servants who get promoted are more likely to have policy roles, work in departments near the political centre of power like the Treasury, and live in London.
Find out which departments are the most inclusive in our #CivilServiceProgression report ➡️ https://t.co/h6XuzA8A6e
What is so dispiriting about this is that we appear to be going backwards in #CivilServiceProgression . Amazing that is possible in the @UKCivilService 🇬🇧 in 2021. Now, more than ever, we need to be deploying our smartest, not just our most privileged, minds 🙋🏻👨🏾💻👩🏼💼
Our landmark report analysing #CivilServiceProgression, released today, found civil servants from disadvantaged backgrounds are less likely to be promoted to senior positions.
Read more ➡️ https://t.co/h6XuzA8A6e
This report ⤵️ outlines how regional accents impinge on the idea of studied neutrality and the way of ‘being’ in the Civil Service workplace. I have experienced this in many ways; it hits the nail on the head for why I often feel like I do not fit in #CivilServiceProgression
Our landmark report analysing #CivilServiceProgression, released today, found civil servants from disadvantaged backgrounds are less likely to be promoted to senior positions.
Read more ➡️ https://t.co/h6XuzA8A6e
Civil servants from disadvantaged backgrounds are significantly under-represented in the organisation, and even if they ‘get in’ they struggle to ‘get on’.
Report author @SamFriedmanSoc explains the unwritten rules of #CivilServiceProgression 👇
https://t.co/nrnrEhehAB
15 departments made the Top 75 of our Social Mobility Employer Index last year – as referenced by @cabinetofficeuk in this piece. To fix the problems outlined in the report, it's time for all other departments to follow suit. #CivilServiceProgression (2/3)
https://t.co/E4LRf7D92G
The Civil Service’s socio-economic record is worse than the rest of the UK workforce.
We are calling for government to have greater scrutiny of senior leaders and five-year targets to increase representation of the working class.
#CivilServiceProgression https://t.co/h6XuzA8A6e
Our landmark report analysing #CivilServiceProgression, released today, found civil servants from disadvantaged backgrounds are less likely to be promoted to senior positions.
Read more ➡️ https://t.co/h6XuzA8A6e
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