Tag: Sharon Hodgson

The below Parliamentary question was asked by Sharon Hodgson on 2014-06-10.

To ask the Secretary of State for Defence, what consideration his Department gives to the diversity policies and records of businesses or other organisations when considering their bid for commercial contracts or grants.

Mr Philip Dunne

The Ministry of Defence will consider the diversity policies and records of businesses or other organisations where they are relevant and proportionate to the subject matter of the contract, and seeking best value for money in procurement.

The below Parliamentary question was asked by Sharon Hodgson on 2014-06-10.

To ask the Secretary of State for Energy and Climate Change, what proportion of staff within his Department who have been dismissed following formal disciplinary proceedings in each of the last five financial years classed themselves as white British.

Gregory Barker

From November 2010 a single team was established to control the process for all formal disciplinary proceedings being undertaken against Civil Servants in the Department of Energy & Climate Change (DECC). Therefore central records only exist from that date.

The proportion of Civil Servants in DECC, who have been dismissed following formal disciplinary proceedings since November 2010 to date and who are white British, is less than 1% of the total number of Civil Servants in each year.

The below Parliamentary question was asked by Sharon Hodgson on 2014-06-10.

To ask the Secretary of State for the Home Department, what targets her Department has for increasing diversity; and what progress has been made on meeting those targets in the last year.

Karen Bradley

Tables provided in Annex 1 for representation from March 2013 – March 2014

In conjunction with Cabinet Office, the Department has agreed specific targets
to improve representation rates. The position in the last year is as follows:

• Three female employees have been appointed at Director General level becoming
members of the Home Office Executive Management Board. The position generally
was that 34.39% of staff at Senior Civil Service (SCS) were female compared
with the target of 38%. At Grades 6 and 7 the position was that 43.93% of staff
were female compared with the target of 45%.

• 6.21% of staff with a disability were at SCS level compared to a target
of 3% and at Grades 6 and 7 the position was that 5.99 % staff had a
disability compared with the target of 6%.

• 10.56% of staff at Grades 6 and 7 were from a minority ethnic background
compared to a target of 10%. 4.52% of staff at SCS level were from a minority
ethnic background compared with the target of 6%.

• 5.66% of staff at SCS were lesbian, gay or bisexual compared to the target of
5.0%. At Grades 6 and 7 the position was that 3.4% of staff were lesbian, gay
or bisexual compared with the target of 5.0%.

The position is encouraging but the Department is committed to finding further
progress in all aspects of diversity.

The below Parliamentary question was asked by Sharon Hodgson on 2014-06-10.

To ask the Attorney General, what proportion of staff within the Law Officers’ Departments who have been dismissed following formal disciplinary proceedings in each of the last five financial years classed themselves as white British.

Oliver Heald

I refer the Hon. Member to the answer given to her by the Minister for the Cabinet Office on 16th June (Official Report, Col 433W).

The below Parliamentary question was asked by Sharon Hodgson on 2014-06-10.

To ask the Minister for the Cabinet Office, what consideration his Department gives to the diversity policies and records of businesses or other organisations when considering their bid for commercial contracts or grants.

Mr Francis Maude

The Prime Minister’s Office and the Deputy Prime Ministers Office are an integral part of the Cabinet Office.

This Government procures on the basis of value for money. Departments and the Crown Commercial Service will ensure that social, economic and sustainability issues are considered in procurement projects and that specifications, terms and conditions and evaluation criteria are developed to ensure that the relevant issues are addressed as appropriate for the subject matter of the requirements.

The below Parliamentary question was asked by Sharon Hodgson on 2014-06-10.

To ask the Secretary of State for Defence, what proportion of staff within his Department who have been subject to formal disciplinary proceedings in each of the last five financial years classed themselves as white British.

Anna Soubry

The information requested is shown in the tables below.

Proportion of Ministry of Defence Civil Servant disciplinary cases in which subject was White British

2009/10 84.7%
2010/11 83.7%
2011/12 82.3%
2012/13 76.8%
2013/14 78.1%

Proportion of Ministry of Defence Civil Servant conduct dismissal cases in which subject was White British.

2009/10 77.2%
2010/11 86.5%
2011/12 68.9%
2012/13 81.1%
2013/14 72.6%

The below Parliamentary question was asked by Sharon Hodgson on 2014-06-10.

To ask the Secretary of State for Environment, Food and Rural Affairs, what proportion of staff within his Department who have been dismissed following formal disciplinary proceedings in each of the last five financial years classed themselves as white British.

Dan Rogerson

The data in the table relates to staff in core Defra only.

Financial year	Percentage of staff who have been dismissed following formal disciplinary proceedings who have not declared their ethnicity	Percentage of staff who have been dismissed following formal disciplinary proceedings who have declared themselves to be white British
2009-10	No dismissals	No dismissals
2010-11	No dismissals	No dismissals
2011-12	100%	0%
2012-13	No dismissals	No dismissals
2013-14	No dismissals	No dismissals

Employees declare their ethnicity and national identity on a voluntary basis.

The below Parliamentary question was asked by Sharon Hodgson on 2014-06-10.

To ask the Secretary of State for the Home Department, what proportion of staff within her Department who have been subject to formal disciplinary proceedings in each of the last five financial years classed themselves as white British.

Karen Bradley

Table 1 provides information on the proportion of staff within the Home
Department who have been subject to formal disciplinary proceedings in each of
the last 4 financial years (2009-10 to 2012-13) and who were white. It is
planned that information for 2013-14 will be published in January 2015.

It has not been possible to provide information further broken down as white
British staff as historical data is not collated in this way and could only be
provided at disproportionate cost.

Individuals can be dismissed for a variety of reasons (such as conduct,
performance, or attendance). It is not possible to identify those dismissed
following disciplinary proceedings without incurring disproportionate costs.

The below Parliamentary question was asked by Sharon Hodgson on 2014-06-10.

To ask the Attorney General, what proportion of staff within the Law Officers’ Departments who have been subject to formal disciplinary proceedings in each of the last five financial years classed themselves as white British.

Oliver Heald

I refer the Hon. Member to the answer given to her by the Minister for the Cabinet Office on 16th June (Official Report, Col 433W).

The below Parliamentary question was asked by Sharon Hodgson on 2014-06-10.

To ask the Minister for the Cabinet Office, what targets his Department has for increasing diversity; and what progress has been made on meeting those targets in the last year.

Mr Francis Maude

To win the global race we need the best civil servants regardless of their background so we must recruit, retain and promote on the basis of merit. We want to see more talented people, whatever their background, reach the very top roles.

There has been for many years a majority of women in the Civil Service but this was not reflected into the Senior Civil Service.

Although there has been a small increase in the proportion of women in the Senior Civil Service since 2010, and in the proportion of civil servants who declare that they are from an ethnic minority background, there is still much to do.

We know that for too long talent management in the Civil Service has been weak. That’s why I have commissioned research to examine the blockages preventing women from reaching the most senior levels of the Civil Service.

A plan to address these issues will be published this summer.