We provide at Annex A diversity data on our employees. Employee data remains an area of challenge for us, despite being a growing organisation of 108 employees (March 2026). Much of the data we have on our staff is subject to suppression, as shown in Annex A, and results can be skewed by missing or out-of-date information. The data should be interpreted in that light.
People data is used throughout our organisation for workforce planning (encompassing recruitment, retention and development), to our people strategy and when considering our culture of inclusivity which we strive to set. Knowledge of our diversity is reflected in our internal communications and wider activity. The diversity information is also used by our Board and SEC, to whom we are accountable for our EDI performance.
Currently available data suggests that our staff are broadly representative of Scotland's working age population in terms of age and gender, although we have more staff aged 40-49 (27.8% for Revenue Scotland vs 19.2% for Scotland) and fewer aged over 50 (18.9% vs 22.6%), and slightly more women (54.6% vs 51.1%) than the Scottish working age population. A higher proportion of our staff are lesbian, gay, bisexual or another sexual orientation (7.9%) compared to the Scottish working age population (5.2%).
By December 2025, our declaration rates improved, enabling stronger comparison with Scotland’s population. For example, 85.7% of staff identify as White compared with 92.3% nationally, indicating greater ethnic diversity within Revenue Scotland. In terms of marital status, 43.4% of staff are married or in a civil partnership, which sits within the national range of 31–56%. While some gaps remain, the data is now sufficiently robust to support analysis of representativeness and trends over time.
Information in relation to Board members will be used to monitor and assess the effectiveness of Board recruitment and retention strategies and will be tracked over time to establish overall trends and highlight any need to reassess recruitment and retention strategies to work towards a gender balance.