Report
Annual Report and Accounts 2022 to 2023
The Gambling Commission's 2022 to 2023 Annual Report and Accounts. For the period 1 April 2022 to 31 March 2023.
Employment statistics for 2022 to 2023 (as at 31 March 2023)
Department spilt summary
| Organisational area | Number of employees as of March 2023 | Number of employees as of March 2022 |
|---|---|---|
| National Lottery | 36 | 32 |
| Regulatory Delivery Operations | 132 | 115 |
| Enabling Services | 168 | 163 |
| Total | 336 | 310 |
Total employees by department
| Directorate | Number of employees as of March 2023 | Number of employees as of March 2022 |
|---|---|---|
| Third National Lottery Licence | 17 | 15 |
| Fourth National Lottery Competition | 19 | 18 |
| Compliance and Licensing | 73 | 68 |
| Enforcement, Intelligence, Sports Betting Intelligence (SBI) and Anti-Money Laundering (AML) | 59 | 45 |
| Communications and Engagement | 25 | 21 |
| Finance, Legal, People Services and Project Management Office (PMO) | 40 | 36 |
| Data Infrastructure Projects | 0 | 1 |
| Digital and Technology and Facilities | 20 | 29 |
| Executive | 12 | 11 |
| Governance and Information Management | 12 | 10 |
| Research and Policy | 45 | 44 |
| Strategy | 14 | 11 |
| Total | 336 | 310 |
Total employment by contract type
| Contract type | Number of employees as of March 2023 | Number of employees as of March 2022 |
|---|---|---|
| Fixed term employees | 29 | 24 |
| Permanent employees | 307 | 286 |
| Total | 336 | 310 |
Diversity - disability
| Data definitions | Number of employees as of March 2023 | Number of employees as of March 2022 |
|---|---|---|
| Employees with a disability as defined under the Equality Act 2010 | 26 | 17 |
| Employees without a disability as defined under the Equality Act 2010 | 287 | 21 |
| Not disclosed | 23 | 272 |
| Total | 336 | 310 |
Policies for disabled people
We display the ‘Disability Confident’ kite mark and ‘Happy to talk flexible working’ to send a clear signal that our organisation welcomes applications from everyone and is an inclusive employer. We are happy to offer flexible working options across the Gambling Commission and always ask at interview what people are looking for and try to accommodate where possible.
At interview stage we offer reasonable adjustments to ensure equal opportunity for all applicants to share their competencies. Every new starter receives an office and technology orientation, as well as a face-to-face Display Screen Equipment (DSE) assessment and a Health and Safety training session within the first few days of joining. This allows us to ensure that colleagues can work safely, comfortably, and where any reasonable adjustments may be required, ensure that these are addressed.
Our website is partially accessible thanks to the redesign work led by our Digital Team. Non-accessible content is called out in the website's accessibility statement. Our Digital Team are ambassadors for accessibility and have delivered awareness training and development support to all colleagues during the past 18 months.
Diversity - ethnic origin
| Data definitions | Number of employees as of 31 March 2023 | Number of employees as of 31 March 2022 |
|---|---|---|
| Asian or Asian British – Indian | 19 | 16 |
| Asian or Asian British – Other | 1 | 0 |
| Asian or Asian British – Pakistani | 8 | 6 |
| Black or Black British – African | 5 | 2 |
| Black or Black British – Caribbean | 5 | 5 |
| Mixed – White and Asian | 1 | 2 |
| Mixed – White and Black Caribbean | 4 | 3 |
| Not disclosed | 8 | 8 |
| Other Ethnic Background | 6 | 1 |
| Other Mixed Background | 3 | 1 |
| Other White Background | 5 | 5 |
| White British | 242 | 248 |
| White Irish | 7 | 4 |
| Prefer not to say | 22 | 8 |
| Total | 336 | 310 |
Diversity - age
| Age range | Number of employees as of March 2023 | Number of employees as of March 2022 |
|---|---|---|
| 25 years of age and under | 14 | 3 |
| 26 to 34 years of age | 73 | 79 |
| 35 to 44 years of age | 114 | 105 |
| 45 to 54 years of age | 94 | 87 |
| 55 years of age and over | 41 | 36 |
| Total | 336 | 310 |
Diversity - gender
2022 to 2023 as of 31 March 2023
| Sex | Directors | Senior management | Other employees | Total |
|---|---|---|---|---|
| Female | 6 | 10 | 162 | 178 |
| Male | 4 | 9 | 145 | 158 |
| Total | 10 | 19 | 307 | 336 |
2021 to 2022 as of 31 March 2023
| Sex | Directors | Senior management | Other employees | Total |
|---|---|---|---|---|
| Female | 3 | 18 | 140 | 161 |
| Male | 4 | 19 | 126 | 149 |
| Total | 7 | 37 | 266 | 310 |
We are committed to promoting Equality, Diversity, and Inclusion (EDI) throughout the organisation. We are proud of the action we are taking to support EDI and wellbeing both through our recruitment processes and internal policies to support our ethos of creating a diverse culture.
Sickness rates
| Quarters | Percentage of working days lost 2022 to 2023 | Percentage of working days lost 2021 to 2022 |
|---|---|---|
| Quarter 1 | 2.16% | 2.99% |
| Quarter 2 | 2.38% | 3.72% |
| Quarter 3 | 2.40% | 4.49% |
| Quarter 4 | 2.79% | 3.79% |
| Total | 2.43% | 3.75% |
During the year, the average proportion of working days lost to sickness was 2.43 percent (2021 to 2022, 3.75 percent) which includes long term absence related to mental health, coronavirus (COVID-19), cold and/or flu and extended periods of recovery following operations. Our occupational health and employee assistance partners provide us with ongoing support for colleagues and management alike.
Staff turnover percentage
As of 31 March 2023, the staff turnover percentage at the Commission was 15.02 percent (15.3 percent as at 31 March 2022). We will continue to report this figure in future years in line with Cabinet Office guidance.
Trade union facility time
The Trade Union (Facility Time Publication Requirements) Regulations 2017 (opens in new tab) came into force on 1 April 2017. These regulations place a legislative requirement on relevant public sector employers to collate and publish, on an annual basis, a range of data on the amount and cost of facility time within their organisation.
Relevant union officials
There were 9 employees who were relevant union officials during 2022 to 2023.
During 2022 to 2023 there were 7.94 full time equivalent employees who were relevant union officials during 2022 to 2023. In 2021 to 2022 there were 8 full-time equivalent union officials.
Percentage of time spent on facility time
| Percentage | Number of employees as of March 2023 | Number of employees as of March 2022 |
|---|---|---|
| 0 percent of time | 0 | 0 |
| 1 to 50 percent of time | 9 | 8 |
| 51 to 90 percent of time | 0 | 0 |
| 100 percent of time | 0 | 0 |
Percentage of pay bill spent on facility time
| Data definitions | £'000s as of 31 March 2023 | £'000s as of 31 March 2022 |
|---|---|---|
| Total cost of facility time | 27 | 26 |
| Total pay bill | 19,326 | 19,166 |
The percentage of the total pay bill spent of facility time was 0.14 percent in 2022 to 2023 and 2021 to 2022.
Paid trade union activities
7 percent of time was spent on paid trade union activities as a percentage of total paid facility time in 2022 to 2023 and 9 percent in 2021 to 2022.
Colleague engagement
Overall colleague engagement is currently 61 percent which has continued to improve since 2021 (56 percent). The Commission has been certified as a Great Place to Work and achieved UK Best Workplace recognition during 2022, reflecting on the positive action being taken to provide colleagues with a positive and rewarding work experience. Our priorities during 2023 include Leadership, Strategy and investing in Careers & Development.
Health and Safety
Here at the Commission, we recognise our legal requirements under the Health and Safety at Work etc. Act 1974 (opens in new tab), we consistently ensure as far as reasonably practicable that we meet all legal requirements that are expressed within the Act and the many Approved Codes of Practice associated with it. There have been 3 accidents reported in the last 12 months, of which none were Reporting of Injuries, Diseases and Dangerous Occurrences Regulations (RIDDOR) reportable.
Employee wellbeing
We genuinely care about the health and wellbeing of our colleagues. Our leadership communications convey genuine sentiment that colleagues’ health and wellbeing is of primary importance. These messages set the tone for our wellbeing culture and filter down through line managers and across colleagues.
Our colleagues recognise and value our wellbeing-focused culture which was evidenced in the latest annual colleague survey.
We provide a wide range of services and access to support which include an Employee Assistance Programme and access to free counselling, Mental Health First Aiders, monthly ‘no meeting day’ in the calendar for all colleagues, flexible working policies, Occupational Health support, a Dignity at Work Helpline and menopause advocates.
We’ve created a Domestic Abuse and Violence toolkit offering guidance to support our line managers, which has enabled them to recognise warning signs, as well as facilitate conversations.
Hybrid working
As a result of listening to colleagues’ voices, through the pulse survey and the various forums, our Executive Team decided to retain Hybrid working and, to support the department heads, published a set of Hybrid Working Principles to facilitate this, which empowered and enabled each department to determine the hybrid working arrangements that met their needs. Informal feedback across the Commission concludes that hybrid working practices continue to be a huge benefit to colleagues in terms of financial and wellbeing impacts.
Last updated: 8 August 2024
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