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

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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. 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. 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: The outcomes suggest the actions put in place by the department in previous years are having a positive impact on the gender pay gap: 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

The department has undertaken several activities to focus on closing the gender pay gap since first reporting in 2017. We will continue to review and refresh all processes, activities, and initiatives on an annual basis. Action plan for the year ahead DWP is committed to a reward strategy that is inclusive, and we have taken steps to reduce pay disparity within our organisation: We continue to compare favourably with the overall mean GPG for the Civil Service (8.5% in 2022). We also compare favourably with the mean bonus GPG for the Civil Service (27.4% in 2022), and the median bonus GPG (37.1% in 2022). Mean ordinary GPG (increased by 1.7 ppt) She has a BA in Sociology and Anthropology, and started her career in the Civil Service in 2013, where she has since held roles in the Department for Culture, Media and Sport, Cabinet Office and Department for Transport; involving leading on development and implementation of high profile policy, strategy and major projects - as well as Private Office roles and championing of Learning and Development opportunities for all.

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)

providing external stimulation and motivation at appropriate levels to keep the person engaged and responsive and active 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. Catatonia is a rare condition. It doesnot just affect autistic people, in fact the relationship between autism and catatonia is still little understood or recognised.In Crossing Thresholds, the authors weave together a colorful tapestry of liminality’s varied histories, theories, and practical applications to spiritual life and leadership, inspiring new imaginings for the church and beyond. Anyone yearning for frameworks that deepen and challenge what it means to engage faithfully the ‘betwixt and between’ will discover in this book a provocative, praxis-oriented companion. for each Director General Group, we have asked that they form localised representation and inclusion goals, and action plans to support with the delivery of those goals. We monitor progress across different grades and different parts of the department against these goals and facilitate sharing of best practice 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%. The calculation for the bonus pay gap uses actual values paid rather than full time equivalent values. The average FTE for women is lower (Men 0.96, Women 0.86), therefore, because of the pro-rating of our end of year non-consolidated award, women typically receive lower value awards.