Question to the Cabinet Office:

To ask the Minister for the Cabinet Office, pursuant to the Answer of 12 September 2017 to Question 7037, on Civil Service recruitment, what positive impacts can be measured thus far of the impact of anonymised recruitment.

The Civil Service Diversity & Inclusion Strategy, published on the 16th October, sets out
how the Civil Service will approach becoming the most inclusive employer in the UK by
2020

We are committed to making anonymised recruitment the norm in the Civil Service, and
this approach sits within a wider suite of initiatives focussed on how this goal can be
achieved through innovative recruitment practices. Although, it is not possible to
disaggregate the impact of anonymised recruitments in isolation.

Alongside implementing the Civil Service Diversity & Inclusion Strategy, we will publish
guidance and advice of the best evidenced interventions that can lead to a more diverse
and inclusive workforce. We will also measure the impact of improved recruitment
techniques and publish this data via an online Diversity Data Dashboard by April
2018.workforce. We will consider how we will measure the impact of improved recruitment
techniques within that work.