Crossing Thresholds: The Making and Remaking of a 21st-Century College Chaplain

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We live in an age of enormous and rapid change, but how do people, organisations, even whole cultures and societies change? And where is God in such transformations? For more than a hundred years, anthropology has taught us that entering a chaotic, awesome and fraught ‘threshold’– or liminal space – is fundamental to our renewal as human beings. Yet none of us goes willingly into such places. We need to be ‘held’ in liminal movement so that it is safe enough to change.

I was delighted to connect with Melissa via the Civil Service Live spot mentoring session when she asked if I’d become her mentor as part of the Crossing Thresholds programme. reducing and eliminating stress factors which may include changes in the environment, daily programme, increased staffing and support, etc.Sheida's journey into becoming a Thresholds facilitator began during her own participation on the Crossing Thresholds programme. Given her passion for developing herself and others, Sheida was instantly attracted to the prospect of being able to pass on the amazing lessons learned throughout the programme. Sheida has worked across the Civil Service in several countries for the past decade, and has benefited from the opportunity of working in diverse environments and appreciate the importance of fostering opportunities for women from all walks of life. The table above shows the percentage of women in each pay quartile in DWP. The quartiles approximately map with the gender composition of the department (65% female and 35% male). Workforce analysis Grade (decreasing seniority) For core BEIS (excluding Executive Agencies) the headline 2021 GPG figures show a mean gap of 4.5%, and a median gender gap of 11%. This is a narrowing in both metrics compared to 2020 (mean 5.9% and median 13.5%). For 2021/22, the Gender Pay Gap figures were published for the third time, in the Annual Civil Service Employment Survey ( ACSES) on 27 July 2022, to provide an overall picture across government. The reporting period is 1st April 2021 to 31st March 2022. the mean pay gap has halved from 9% in 2017 to 4.5% in 2021. The median pay gap has fallen from 15% in 2017 to 11% in 2021

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. We continue to set ourselves challenging objectives around ensuring that we have a diverse workforce which, in relation to gender, include growing and supporting our internal pipeline of women progressing through the grades, monitoring recruitment outcomes at each grade and each stage of the recruitment process and maintaining gender parity in our Senior Civil Service ( SCS) workforce. 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. in the year to 31 March 2020, the department grew by 1037 people, with 559 more women in the department (54% of the total increase) DWP is committed to a reward strategy that is inclusive, and we have taken steps to reduce pay disparity within our organisation: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. This report sets out the data for BEIS, alongside what we are doing to reduce our gender pay gap going forward. Introduction Shared Parental Leave ( SPL), to provide parents with more flexibility in how to share time off work after their child is born or placed for adoption, we encourage and support a shared parental leave policy that exceeds statutory provisions throughout the department. I am pleased that we have seen our gender pay gaps narrow this year. For core BEIS, the mean pay gap has dropped from 5.9% in 2020 to 4.5% in 2021, and the median pay gap has fallen from 13.5% to 11%. For BEIS including Executive Agencies, we have seen a decrease in the mean pay gap from 10.2% in 2020 to 8.8% in 2021, and a narrowing in the median pay gap from 10.7% to 7.1%.

Apprenticeships provide on the job training alongside complementary studying, allowing individuals to gain recognised qualifications in addition to essential and desired skills in the workplace. Conclusion Holding ourselves to account 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. Continue to monitor diversity data at all grades and inclusion scores through our D&I scorecards to identify representation gaps, and work with local D&I Group Leads to take action in areas where there is disproportionate representation. Declaration 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.

In 2020 to 2021 BEIS undertook a detailed review of internal performance management. Following this, the importance of improving allocation and management of work for part-time staff, a population that is mainly comprised of female colleagues, is highlighted in our Performance Management Induction training and our training for managers in 2021 to 2022. This is intended to remove or lower barriers to part time workers gaining promotion and progressing to higher grades. Flexible working 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 However, in 2021 the proportion of men at G6/7 and within the SCS has slightly decreased with a corresponding increase the proportion of women at these grades. Our analysis suggests that the increase in the proportion of women in higher grades and a growth in the number of men at more junior grades (such as EO) is the main driver reducing the department’s pay gap figures in 2021. As part of their learning and development strategy, they have supported women in their personal and professional development with a specific focus on supporting women with job applications through workshops. They currently offer the following workshops: