Asked by: James Naish (Labour - Rushcliffe)
Question to the Cabinet Office:
To ask the Minister for the Cabinet Office, what recent assessment he has made of the potential impact of (a) anonymised CVs and (b) name-blind recruitment on diversity outcomes in Government departments.
Answered by Georgia Gould - Minister of State (Education)
As set out in the Civil Service People Plan 2024 - 2027, we are committed to ensuring we attract, develop and retain talented people from a diverse range of backgrounds to create a modern Civil Service.
Anonymous CVs and name-blind recruitment, which are already used widely across the civil service, limit the impact that bias may have on recruitment, so that candidates are judged on the skills and experience they have outlined.
Asked by: Stuart Anderson (Conservative - South Shropshire)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps she is taking to increase apprenticeship opportunities within her Department.
Answered by Andrew Western - Parliamentary Under-Secretary (Department for Work and Pensions)
We remain committed to supporting the use of apprenticeships across all government departments to break down barriers to opportunity.
A new cross-Government Level 3 apprenticeship programme in Business Administration, the ‘Civil Service Career Launch Apprenticeship’ (CLA), will see new apprentices kickstart their careers, across various departments, starting from January 2026. The Department for Work and Pensions has been supporting Cabinet Office with the development of this new scheme, sharing learning from our own school leaver Social Mobility Apprenticeship pilot, which has run successfully for the last two years, with our first cohort of school leavers all securing permanent employment within the Department.
In addition, in the Department for Work and Pensions we are developing an internal apprenticeship strategy, which will utilise the flexibility provided by the new Growth and Skills Levy to develop skills and support the future needs of the Department. Expansion of opportunities to recruit new apprentices are being explored, including continued use of our Social Mobility Apprenticeship schemes and direct recruitment of apprentices into entry level roles. We have recently run two Civil Service Jobs campaigns for Level 3 apprentices in Counter Fraud and Compliance across eight locations, with our latest campaign currently at sift stage and our first learners now starting on programme. Internally, we have also recently launched new apprenticeship opportunities for existing staff, including the Level 3 Data Technician apprenticeship designed to build digital and data skills within our workforce.
We are committed to Getting Britain Working, driving growth through employment. Our plan includes a new Youth Guarantee for all young people aged 18-21 in England to ensure that they can access quality training opportunities, an apprenticeship or help to find work. The Department for Work and Pensions and the Department for Education are working closely with the eight Mayoral Strategic Authorities in England who have commenced phased delivery of the Youth Guarantee Trailblazers announced in the Get Britain Working white paper from May 2025. The Department is committed to offering high quality apprenticeships for all and working with professions to identify opportunities to fulfil business needs.
Asked by: Suella Braverman (Reform UK - Fareham and Waterlooville)
Question to the Cabinet Office:
To ask the Minister for the Cabinet Office, whether his Department plans to make an assessment of how to improve civil service compliance with strict impartiality in (a) recruitment and (b) retention.
Answered by Georgia Gould - Minister of State (Education)
The Civil Service Commission’s Recruitment Principles explain the legal requirement that selection for appointment to the Civil Service must be on merit on the basis of fair and open competition. The Civil Service takes adherence to these principles very seriously. The Civil Service Commission publishes data regarding compliance and their most recent annual report for 2023/24 showed a 13% reduction in breaches compared to 2022/23.
For the centrally managed Senior Civil Service, departments are able to address flight risk with Pivotal Role Allowances (PRAs) for those delivering critical programmes and those responsible for implementing government priorities. All PRAs require the approval of the Cabinet Office and the Treasury and are assessed against strict eligibility criteria, including the business criticality of the role, the impact should the incumbent leave, the skills required and the level of flight risk. For grades below the SCS, departments have delegated authority to determine their own pay arrangements to reflect their recruitment and retention needs.
Asked by: Kevin Hollinrake (Conservative - Thirsk and Malton)
Question to the Ministry of Housing, Communities and Local Government:
To ask the Secretary of State for Housing, Communities and Local Government, whether she has made an assessment of the potential impact of the withdrawal of funding for the Level 7 Chartered Town Planner Apprenticeship on the recruitment of planning officers.
Answered by Matthew Pennycook - Minister of State (Housing, Communities and Local Government)
The government recognise that Chartered Town Planner Apprenticeships (Level 7) are a valuable entry point into planning careers. However, the government has decided to prioritise levy funding for young people entering the labour market, who need skills and training to get started in their careers.
We will continue to fund Level 7 apprenticeships for those aged 16-21 when they start their apprenticeship; support apprentices already on a Level 7 apprenticeship through to completion; and ensure local authorities can still access the Level 7 apprenticeship route for those aged 22 and over until 1 January 2026.
Supporting local planning authorities to attract, retain and develop skilled planners is crucial to ensuring they provide a proactive, efficient planning service for local communities and that new developments are well designed and facilitate local growth.
The government appreciates that planning departments across the country are experiencing challenges with recruitment, retention, and skills gaps and that in many cases these issues are having a negative impact on service delivery.
At the Budget last year, the Chanceller announced a £46 million package of investment into the planning system as a one-year settlement for 2025-2026.
Our manifesto committed us to appointing 300 new planning officers into LPAs. We are on track to meet that commitment through two routes, namely graduate recruitment through the Pathways to Planning scheme run by the Local Government Association and mid-career recruitment through Public Practice.
On 27 February 2025, the government announced funding to support salaries and complement graduate bursaries. Further information can be found in the Written Ministerial Statement I made on 27 February 2025 (HCWS480).
On 25 February 2025, the draft Town and Country Planning (Fees for Applications, Deemed Applications, Requests and Site Visits) (England) (Amendment and Transitional Provision) Regulations 2025 were agreed. These regulations increase planning fees for householder and other applications, with a view to providing much-needed additional resources for hard-pressed LPAs.
More broadly, the Department’s established Planning Capacity and Capability programme is also developing a wider programme of support, working with partners across the planning sector, to ensure that LPAs have the skills and capacity they need, both now and in the future, to modernise local plans and speed up decision making, including through innovative use of digital planning data and software.
Lastly, the Planning and Infrastructure Bill includes provisions that will allow LPAs to set planning fees or charges at a level that reflects the individual costs to the LPA to carry out the function for which it is imposed and to ensure that the income from planning fees or charges is applied towards the delivery of the planning function.
Asked by: Baroness Verma (Conservative - Life peer)
Question to the Cabinet Office:
To ask His Majesty's Government what steps they are taking to support and promote Age Without Limits Day across government departments, and whether they plan to develop a strategy to address ageism in society.
Answered by Baroness Smith of Malvern - Minister of State (Department for Work and Pensions)
We acknowledge the commitment of the organisers of the Age Without Limits Day and will follow it with interest. Ageism has no place in our society where we want to see and build inclusion, not exclusion.
The Equality Act 2010 has strong protections that enable people to challenge age discrimination across a range of fields, including recruitment processes. These protections make it unlawful for an employer, service provider or someone exercising public functions to treat a person less favourably because of age, unless this can be objectively justified.
Any older person who may have been personally discriminated against because of age may also contact the Equality Advisory and Support Service (EASS), the government helpline established to provide free bespoke advice and in-depth support to individuals with discrimination concerns. The EASS can be contacted via their website - http://www.equalityadvisoryservice.com/, by telephone on 0808 8000082 or text phone on 0808 8000084. The EASS has the ability to intervene on an individual’s behalf with a service provider to help resolve an issue. The EASS can also advise people who wish to take their complaint further on their options.
Asked by: Kevin Hollinrake (Conservative - Thirsk and Malton)
Question to the Ministry of Housing, Communities and Local Government:
To ask the Secretary of State for Housing, Communities and Local Government, what assessment she has made of the potential impact of her Department's policies on location neutral recruitment on Civil Service policies in relation to levels of workplace attendance.
Answered by Alex Norris - Minister of State (Home Office)
MHCLG will continue to actively support the Government’s Places for Growth programme and, through its recruitment policy, plans to further increase the proportion of the workforce located outside London to 50% by 2030. The Department will maintain at least one office in every English region and in each UK Nation. At the same time, the Department will maintain an office attendance policy which supports effective working and the delivery of its priorities. Recruitment and office attendance policies and approaches across the Civil Service are delegated matters for individual departments. Our recruitment approach adheres to the Civil Service recruitment principles.
Asked by: John Hayes (Conservative - South Holland and The Deepings)
Question to the Department for Environment, Food and Rural Affairs:
To ask the Secretary of State for Environment, Food and Rural Affairs, what steps he is taking to increase the number of apprenticeship starts in his Department.
Answered by Daniel Zeichner
We remain committed to supporting the use of apprenticeships across all departments as part of this Government’s mission to break down barriers to opportunity. This includes supporting the Government's commitment to 2,000 digital apprenticeships through its TechTrack scheme by 2030 to improve digital skills and drive improvements and efficiency in public services.
Additionally, a new cross-Government Level 3 apprenticeship programme in Business Administration, the Civil Service Career Launch Apprenticeship, will see new apprentices kickstart their careers, across various departments, starting from January 2026.
In addition, Defra has a group apprenticeship strategy with a clear ambition for year-on-year growth in enrolments. There is a focus on areas where apprenticeships can support organisational priorities, career development for existing staff and addressing key skills gaps.
These include:
Following a successful pilot of a Data Protection and Information Governance cohort in 2023, plans for recruitment of a second cohort in early 2026 have begun.
Asked by: John Hayes (Conservative - South Holland and The Deepings)
Question to the Department for Science, Innovation & Technology:
To ask the Secretary of State for Science, Innovation and Technology, what steps he is taking to increase the number of apprenticeship starts in his Department.
Answered by Feryal Clark
We remain committed to supporting the use of apprenticeships across all government departments to break down barriers to opportunity. This includes supporting the Government's commitment to 2,000 digital apprenticeships through its TechTrack scheme by 2030 to improve digital skills and drive improvements and efficiency in public services.
Additionally, a new cross-Government Level 3 apprenticeship programme in Business Administration, The ‘Civil Service Career Launch Apprenticeship’ (CLA), will see new apprentices kickstart their careers, across various departments, starting from January 2026.
In DSIT, we are also taking active steps to increase apprenticeship starts through our Apprenticeship Blueprint, which focuses on four key areas: digital, cyber security, line manager capability, and science & engineering. The department is also expanding its offer to include skills in policy, systems thinking, and profession-specific apprenticeship programmes.
DSIT will also be embedding apprenticeships into recruitment processes, giving managers the option to fill vacancies with apprentices.
Asked by: John Hayes (Conservative - South Holland and The Deepings)
Question to the Department for Digital, Culture, Media & Sport:
To ask the Secretary of State for Culture, Media and Sport, what steps she is taking to increase the number of apprenticeship starts in her Department.
Answered by Stephanie Peacock - Parliamentary Under Secretary of State (Department for Culture, Media and Sport)
We remain committed to supporting the use of apprenticeships across all government departments to break down barriers to opportunity. This includes supporting the Government's commitment to 2,000 digital apprenticeships through its TechTrack scheme by 2030 to improve digital skills and drive improvements and efficiency in public services.
Additionally, a new cross-Government Level 3 apprenticeship programme in Business Administration, The ‘Civil Service Career Launch Apprenticeship’ (CLA), will see new apprentices kickstart their careers, across various departments, starting from January 2026.
The Department for Culture, Media and Sport (DCMS) is increasing apprenticeship starts through targeted external recruitment and we are commencing a pilot ‘social mobility program’ utilising the Cabinet Office ‘Going Forward In Employment’ apprenticeships. DCMS will also be involved with the ‘Civil Service Career Launch apprenticeship’, exploring Levy transfer options and broadening its internal apprenticeship offer in professions such as Digital.
Asked by: Baroness Deech (Crossbench - Life peer)
Question to the Cabinet Office:
To ask His Majesty's Government how many competitions for public appointments have been paused before completion since 9 July 2024; what are the reasons for pausing these processes; and when they will be resumed.
Answered by Baroness Anderson of Stoke-on-Trent - Baroness in Waiting (HM Household) (Whip)
The public appointments digital system, run by the Cabinet Office, enables departments to effectively and consistently manage their public appointment campaigns. It shows the current stage of a campaign and the outcome when completed. However, the system does not record if a campaign has been paused, and where campaigns are paused, the Cabinet Office does not collect the reasons for this or data on when such campaigns might be resumed. That would be a matter for individual sponsor departments and their ministers as part of the normal day-to-day management of the recruitment campaigns they run.