Key Points
Since 2015, females make up approximately half of the NICS workforce (2015, 50.7%; 2025, 50.0%). The percentage of females in the economically active population is 49.5%. Female representation at the most senior grades increased since 2015, from 34.9% to 44.7%.
Catholic representation increased slowly but steadily since 2015. In 2025, 50.5% of NICS staff are Catholic. Catholic representation for the economically active population is 51.6%. Staff whose background could not be determined are excluded from these figures.
The NICS has an older age profile in 2025 compared to 2015, with the percentage of staff aged 55+ rising from 17.9% to 28.5%. The percentage of staff aged 16-34 fell from 22.1% to 15.2% over the same period.
In 2025 the median age of staff is 47 years old compared to 45 in 2015.
The NICS continues to have a lower percentage of staff who declared a disability (NICS,6.4%; economically active population, 10.2%) or who are from minority ethnic groups (NICS,0.7% ; economically active population, 3.0%) compared to the economically active population.
[note 1]
Composition
At 1 January 2025 there are 24,513 staff in the NICS; 266 (1.1%) are in the most senior grades (Grade 5 and above), lower than the percentage in senior grades in the Civil Service in Great Britain [note 2] (1.5% as at 31 March 2024). This report provides an overview of the composition of NICS staff in terms of sex, community background, age group, ethnicity and disability.
Contextual figures are provided, using data on the working age population (aged 16-64 years) who are economically active which comprises both the employed and the unemployed. Contextual figures for sex, community background, age, disability and ethnicity are sourced from the Census 2021. While some jobs in the NICS will have no qualification requirement, most will have at least a basic qualification requirement and so the NICS profile is compared with the economically active population with Level 1 qualifications [note 3] or higher.
It is important to note that the contextual figures are ‘broad brush’ in character, and the comparison is made on data at an aggregate level. Any comparisons should therefore only be taken as general and approximate. Further information relating to the limitations of this approach can be found in the Background Quality Report.
Tables showing the composition of staff overall by sex, community background, age and disability are available via the hyperlink on each figure heading. Information for ethnicity has not been provided due to the small numbers of staff involved.
Sex
Figure 1: Female representation in the NICS, 2000 to 2025 (see comparator and table 1)
Notes:
2007: Water Service (which was majority male) left the NICS.
2008: PSNI civilian staff (which was majority female) left the NICS.
2011: Prison Grades (majority male) entered the NICS.
As shown in figure 1, the percentage of females remained stable since 2015, with females making up half of the NICS workforce.
Within the most senior grades (Grade 5 and above), female representation steadily increased from 34.9% in 2015 to 44.7% in 2025.
Economically active comparisons [note 4]
Overall the composition of the NICS by sex closely matches that of its comparator population (difference of 0.5 percentage points).
Figure 2: Percentage of female staff at each analogous grade [note 6], 2015 and 2025 (see comparator and table 2)
Figure 3: Sex of staff at each analogous grade [note 6], 2015 to 2025 (see table 2)
Prison Grades
Industrial
AA
AO
EOI/EOII
SO
DP
G6/7
G5+
Figure 2 and 3 Commentary
Since 2015 the largest increase in female representation is at the higher grades (G6/7 and G5 and above), whereas the largest decrease is at AA grade. Although Prison and Industrial grades have the lowest female representation, the percentage of females in Prison Grades increased by 4.2 percentage points since 2015.
Economically active comparisons [note 4]
For most grades, female representation is similar to the NI economically active population with AO exceeding it. However, the percentage of females in Grade 5 and above, Prison and Industrial grades is lower. In 2025, female representation in the senior civil service (G5 and above, 44.7%) remained lower than that in the GB civil service [note 2] (48.2%). The limitations of comparing the composition of the NICS to contextual figures are detailed in the Background Quality Report.
Community Background
Figure 4: Community background in the NICS, 2000 to 2025 (see comparator and table 4)
Notes:
2008: PSNI Civilian staff out (majority Protestant).
2011: Prison Grades in (majority Protestant).
Community background (Protestant, Catholic, Not Determined) at 1 January 2025 is available for all staff. Excluding those described as Not Determined (5.0%), figure 4 shows Catholics make up half of the NICS workforce in 2025 (50.5%). The comparative figure in 2015 is 48.5%. Key changes impacting on community background representation are highlighted in figure 4.
Economically active comparisons [note 4]
Overall, there is a 1.1 percentage point difference between the community background composition of the NICS and its comparator population.
Figure 5: Percentage of Catholic staff at each analogous grade [note 6], 2015 and 2025 (see comparator and table 5)
Figure 6: Community Background of staff at each analogous grade [note 6], 2015 to 2025 (see table 5)
Prison Grades
Industrial
AA
AO
EOI/EOII
SO
DP
G6/7
G5+
Figure 5 and 6 Commentary
Figure 5 shows that since 2015, Catholic representation increased at all grades except AA. The largest increases are at G6/7 and Grade 5 and above. Excluding Prison Grades, Catholic representation ranged from 47.3% at Grade 5 and above to 54.6% at AO level.
Economically active comparisons [note 4]
All grades, with the exception of Prison Grades, are within 5 percentage points of the Census figure and therefore considered similar to the NI economically active population [note 5]. The limitations of comparing the composition of the NICS to contextual figures are detailed in the Background Quality Report.
Age Group
Figure 7: Percentage of civil servants in each age band, 2015 to 2025 (see table 7)
Overall
As shown in figure 7, the age profile of the NICS is older when compared with the 2015 profile. The percentage of staff aged 55 and over increased by 10.6 percentage points (2015, 17.9%; 2025, 28.5%), while the percentage of staff aged under 35 decreased by 6.9 percentage points (2015, 22.1%; 2025, 15.2%).
Figure 8: Comparing 2025 NICS age bands with the economically active population (2021 Census) (see comparator and table 8)
Economically active comparisons [note 4]
In the other sections of this report, (sex, community background, disability and ethnicity) comparisons are made with the working age economically active population (aged 16-64 years). However, for this section we compare the NICS age profile with the entire economically active population aged 16 or over, due to the increasing percentage of NICS staff aged 65 or over.
As shown in figure 8, the NICS has an older age profile than the comparator economically active population 16-65+. In particular, at 1 January 2025, the percentage of NICS staff aged 55 or over is just over one and a half times that of the economically active population 16-65+. In contrast the percentage of staff aged 16-24 is 2.2% compared with 13.7% in the economically active population.
Figure 9: Percentage of staff at each analogous grade by age band [note 6], 2025 (see tables 9)
Excluding Prison and Industrial grades, the age profile of staff increased with the seniority of the grades. At AA grade 33.0% of staff are over 55, whereas 42.5% of staff at Grade 5 and above are in this age category.
Prison Grade has the youngest age profile, with 31.8% of staff under 35 and 19.6% aged over 55.
In contrast, Industrial grade has the oldest age profile with 53.8% of staff aged 55 or over and 7.6% aged 16-34 years.
Changes to age profile over time
The median age of staff increased from 45 in 2015 to 47 in 2025. This is reflected in the increase in the percentage of staff aged 55+ and the decrease in the percentage aged under 35.
Disability
Figure 10: Percentage of staff with a declared disability, 2003 to 2025 (see comparator and table 11)
Overall
Disability is based on the answers of each member of staff (or applicant) to the monitoring question – ‘Do you consider yourself to have a disability?’ Staff who develop a disability at a later stage however may not update their details.
As shown in figure 10, overall the percentage of employees declaring a disability in 2025 is 6.4%. For the purposes of this report anyone whose disability information is missing (41.5% of staff in 2025) has been allocated to the ‘No disability declared’ category. The true percentage of disabled staff is therefore likely to be higher.
Economically active comparisons [note 4]
The 2025 figure (6.4%) is lower than that for the comparator economically active population aged 16-64 years who have a disability [note 7] (10.2%). The comparative figure for the GB civil service [note 2], [note 8] is 16.9%
Figure 11: Percentage of staff with a declared disability by analogous grade [note 6], 2015 to 2025 (see table 12)
Changes over time
In 2025, figure 11 shows the percentage of NICS staff who declared a disability is highest in the more junior analogous grades, ranging from 9.4% at AA level to 3.4% at Grade 5 and above. This is a similar pattern to that observed for the previous ten years. At 1.4%, Prison Grades had the lowest percentage of staff declaring a disability in 2025.
Ethnicity
Ethnicity
Ethnicity data is based on the answers of each member of staff (or applicant) to the monitoring questions -
Are you:
- White
- Of Black African origin
- Of Black Caribbean origin
- Of Bangladeshi origin
- Of Chinese origin
- Of Indian origin
- Of Pakistani origin
- Other (please specify)
Are you a member of a mixed ethnic group?
Yes
No
Are you a member of the Irish Travelling Community?
Yes
No
At 1 January 2025 data on ethnicity (first question above) is missing for 2,066 staff (8.4%). Excluding these cases from the analyses 0.7% (149 staff) of NICS staff are from an ethnic minority (including members of mixed ethnic groups and the Irish Travelling Community).
The percentage of NICS staff from an ethnic minority is 2.3 percentage points lower than from the economically active population [note 3] (3.0%). The comparative figure for the GB civil service [note 2] is 16.6%.
Figures have not been broken down by grade due to the small numbers of staff involved.
Appendices
Appendix 1 - About this Report
Context
The Northern Ireland Civil Service (NICS) holds data on certain Section 75 equality categories of staff. This data allows the measurement of the effectiveness of equality policies and to assess whether HR policies or practices adversely affect any particular group. It also enables the NICS to fulfil its statutory obligations under the Fair Employment and Treatment (NI) Order 1998 i.e. to carry out triennial Article 55 Reviews and to complete an annual Fair Employment Monitoring Return (FEMR) for the Equality Commission for Northern Ireland (ECNI), detailing the community background, full/part-time status, occupational group and sex profile of the workforce.
About this Report
This report provides an overview of diversity and equality in the NICS. It includes an analysis of composition and how that composition has changed over time. Where appropriate, comparisons are made with the wider labour market and the Civil Service in Great Britain (GB).
Data Coverage
The primary data source for this report [note 9], with the exception in part of the NI Prison Service (NIPS), is HRConnect, the Human Resource Service for the NICS. Data for NIPS staff not already on HRConnect is obtained from NIPS’s own personnel data systems.
Information is based on data at 1 January each year with the exception of 2016 when the information was based on data at 1 April. This is to provide an overview of the NICS workforce following the departure of staff leaving under the voluntary exit scheme during 2015/2016.
Staff figures relate to employees with an employment contract who are being paid by the Organisation. Employees can be permanent, on a fixed-term contract or employed on a casual basis. Self-employed, contract workers and agency workers are excluded. Staff on career breaks or on secondment outside the NICS are also excluded. Figures are on a headcount basis and include both industrial and non-industrial staff.
The equality categories reported on are sex, community background, age group, ethnicity and disability [note 10].
Note that the statistics in this report differ from those contained in the FEMR to the Equality Commission due to the inclusion of additional employee groupings (e.g. Employment Support Staff, Fee Paid Interviewers) in the FEMR.
Appendix 2 – Definitions
Things you need to know
Recruitment Agency staff numbers are not included in these NICS figures. At the end of December 2024, the number of Agency staff working in the NICS was 4,395. This figure includes 2,001 Agency staff working in the NICS on contracts for the Department for Work and Pensions in Great Britain. (Agency staff figures are provided by NICS Workforce Data and Reporting branch on 20 January 2025 and provide the number (headcount) of NICS Agency Workers in post at a point in time. NICS Workforce Data and Reporting branch records do not include Agency Workers recruited directly by Departments).
The Northern Ireland Civil Service (NICS) is the civil service of the devolved administration. It includes staff working in the 9 Northern Ireland ministerial departments and staff working in the Public Prosecution Service for Northern Ireland (which is a non-ministerial Government department). Civil servants in the Health and Safety Executive for Northern Ireland and the Office of the Attorney General for Northern Ireland are also included.
Headcount figures count each employee as one member of staff, irrespective of whether they work full or part-time.
External Sources: comparative data sourced from Census 2021. Census Office apply statistical disclosure control methods to ensure individuals cannot be identified. These disclosure control methods can also mean that the totals in Census comparator tables may vary slightly. For more information see Statistical disclosure control methodology. Data can be accessed by clicking on any of the following section 75 categories:
Analogous Grade Levels
Each grade in each occupational group has an associated grade level. The titles of the grade levels are actual grades in the General Service; in other occupational groups the grade names would be different. The grade levels in descending order of seniority are listed below.
Grade Level and Abbreviation
- Grade 5 (Assistant Secretary) and higher - G5+
- Grade 6 (Senior Principal) & Grade 7 (Principal) - G6/G7
- Deputy Principal - DP
- Staff Officer - SO
- Executive Officer I & Executive Officer II - EOI/EOII
- Administrative Officer - AO
- Administrative Assistant - AA
Notes
Note 1:
Comparator information for the economically active populations taken from Census 2021.
Note 2:
GB figures as at 31 March 2024.
Note 3:
GCSE (grades D-G), CSE (grades 2-5, 1-4 CSEs (grade 1), 1-4 GCSEs (grades A-C), 1-4 ‘O’ level passes, NVQ level 1, GNVQ Foundation or equivalents.
Note 4:
Comparator populations are working age population (aged 16-64 years) who are economically active from Census 2021, with Level 1 qualifications or above. i.e. at least GCSE (grades D-G), CSE (grades 2-5, 1-4 CSEs (grade 1), 1-4 GCSEs (grades A-C), 1-4 ‘O’ level passes, NVQ, level 1, GNVQ Foundation or equivalents.
Note 5:
Community Background figures for the economically active population are based on the “religion or religion brought up in” variable from the 2021 Census. Only those who answered “Catholic” or “Protestant and Other Christian (including Christian related)” are included. Those respondents who answered “Other religions” or “None” are excluded from the calculation.
Note 6:
See Tables for a composition breakdown of each analogous grade. This includes individual information for EOII, EOI, Grade 7 and Grade 6.
Note 7:
The definition for disability used in Census 2021 reflects the Equality Act 2010 changes to the legal definition of disabled and uses the GSS Harmonised Standard definition. In summary, the GSS Harmonised Standard Definition covers people who report a current physical or mental health condition(s) or illnesses lasting or expected to last 12 months or more; and the condition(s) or illness(es) reduce their ability to carry out day-to-day activities.
Note 8:
Employees who have either not responded or actively chosen not to declare their disability status are excluded from the GB civil service calculation. Employees whose disability information is missing in the NICS are allocated to the ‘No disability declared’ category and included in the calculations.
Note 9:
Figures in this report prior to 2009 are based on extracts taken from the Human Resource Management System (HRMS).
Note 10:
Further information on all equality categories can be found in the Background Quality Report.
Contact Details
Published by: Workforce Statistics in Analysis Branch within People and Organisational Development
Lead Statistician: Martin Madine
Telephone: 02890388440
All media enquiries should be directed to DoF Press Office
Telephone: 028 9081 6724 or 028 9081 6895
Accessibility contact
Please contact Dissemination Branch for assistance with accessibility requirements or alternative formats. Contact details are:
Email: info@nisra.gov.uk
Telephone: +44 (0)300 200 7836
Dissemination Branch
NISRA
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The Background Quality Report is available on the NISRA website.
Additional Information
Next publication: Spring 2026
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