20
Women in the UK Intelligence Community
“We should encourage
the use of more
positive role models
to break down the
stereotypes that have
been established
and reinforced by
the entertainment
industry.”
• It is important that data on applicants is recorded so the
Agencies can judge if progress is being made in attracting
women to apply. If the Agencies do not have the data, they
cannot solve the problem.
(ii) In terms of how this translates into the number of women actually
recruited:
• The statistics indicate that this is growing in overall terms, and
as a percentage of the total workforce, at a steady rate.
• Last year more than 40% of recruits to SIS and MI5 were
women. In the case of MI5 the increase was significant (from
29% in 2010 to 41% in 2014).
• In addition, the statistics show that proportionately those
women who did apply did slightly better through the
recruitment process than their male equivalents. In SIS, for
instance, while 36% of those who applied were women, 44%
of those who were eventually employed were women.
Women applicants and recruits to the intelligence
Agencies
2012
2014
% of applicants to SIS
who were women
34%
36%
% of actual recruits to SIS
who were women
42%
44%
2010
2014
x
x
29%
41%
2010
2013
% of applicants to GCHQ
who were women
x
25%
% of actual recruits to GCHQ
who were women
x
29%
% of applicants to MI5
who were women
% of actual recruits to MI5
who were women
x = data not available. In addition, dates may vary due to lack of comparable data.
While it may be too early to judge the effects of the most recent
recruitment campaigns, we would expect these rises to continue.
Certainly MI5 has set challenging targets and its Board is now
accountable for reaching these.