Asked by: Christine Jardine (Liberal Democrat - Edinburgh West)
Question to the Department for Digital, Culture, Media & Sport:
To ask the Secretary of State for Digital, Culture, Media and Sport, how much his Department spent on recruitment consultants in each of the last three years.
Answered by Julia Lopez - Minister of State (Department for Science, Innovation and Technology)
The Department publishes details of consultancy and professional services spending on an annual basis, in the Annual Report and Accounts. Due to the categorisation of spend within Department systems, it is not possible to extrapolate consultancy spend specifically in relation to recruitment activity. However, a total of £233,056.01 (excluding VAT) has been identified as spend on external recruitment consultants within the last three years, broken down as follows:
Financial Year | Spend (Ex VAT) |
2020/2021 | £116,358.67 |
2021/2022 | £61,824.44 |
2022/2023 (to 31 January 2023) | £54,872.90 |
Total | £233,056.01 |
This spending relates to external consultancy support, engaged by the Department, for the recruitment of substantive Civil Servants at delegated grades, Senior Civil Servants and Board Members, and excludes the recruitment and delivery of Apprenticeship schemes, and contingent labour workers.
Asked by: Christine Jardine (Liberal Democrat - Edinburgh West)
Question to the Department for International Trade:
To ask the Secretary of State for International Trade, how much her Department spent on recruitment consultants in each of the last three years.
Answered by Nigel Huddleston - Financial Secretary (HM Treasury)
The total cost of support from external recruitment consultants for 2020, 2021 and 2022 was £648,408.47. This covers support for recruiting substantive civil servants at delegated grades and Senior Civil Servants (SCS) grades and Non-Executive Directors (NEDs), at the Department for International Trade and UK Export Finance.
Recruitment consultant support is used when the department is looking to recruit for roles that require a specialised or senior skillset to ensure we maximise our reach, and to help attract external candidates.
Year | Total Spend |
20/21 | £183,480.00 |
21/22 | £161,970.70 |
22/23 year to date 31/01/23 | £302,957.77 |
Total | £648,408.47 |
Asked by: Chris Stephens (Scottish National Party - Glasgow South West)
Question to the Department for Environment, Food and Rural Affairs:
To ask the Secretary of State for Environment, Food and Rural Affairs, what steps she is taking to ensure her Department complies with section 2.1.6 of the Civil Service Management Code; and whether that monitoring data gathered is shared with union representatives.
Answered by Mark Spencer - Minister of State (Department for Environment, Food and Rural Affairs)
Defra Group complies with section 2.1.6 of the Civil Service Management Code and regularly monitors EDI data, as regards all protected characteristics as defined in the Equality Act 2010.
This Data is captured via self-declaration via Shared Serves Platform. This data is utilised to monitor all aspects of employee lifecycle, including recruitment, retention, in year award / recognition, performance ratings, L&D / Talent and promotions to ensure equal access of opportunity to all. Furthermore, Equality impact Assessments are conducted at the point of policy creation and revision in order to assess impact and effectiveness of internal policies and action plans across protected characteristics.
All monitoring data collated and analysed by the department is shared with the trade unions representing staff covered by the Departmental Trade Union framework (the core department and Executive Agencies), Natural England and the Environment Agency. Workforce data is published annually via Defra Annual Report.
Please note, that 2.1.6 of the Civil Service Management Code (CSMC) does not place an obligation on departments to share this information with their representative trade unions.
We have made good progress in recent years in diversifying the Civil Service. The percentage of civil servants from an ethnic minority background is at 15.0% and the percentage of those who declare themselves disabled is at 14.0%. Staff who are lesbian, gay, bisexual or other (LGBO) is 6.1% and the proportion of female civil servants stands at 54.5%. These rates are all at their highest recorded levels. However, we know there is still progress to be made in ensuring we are representative of the citizens we serve across all our grades.
The new Civil Service Diversity and Inclusion Strategy 2022-2025 recognises our success and builds on this good work to encourage a broader range of people into the Civil Service to give depth to our understanding of contemporary society in the United Kingdom. It provides the necessary framing for diversity and inclusion activity in the Civil Service as part of our wider workforce strategy, and through that, how the Civil Service delivers for its people, the Government and our citizens.
A link to the Civil Service statistics can be found at the following link: https://www.gov.uk/government/collections/civil-service-statistics
Asked by: Chris Stephens (Scottish National Party - Glasgow South West)
Question to the Home Office:
To ask the Secretary of State for the Home Department, what steps she is taking to ensure her Department complies with section 2.1.6 of the Civil Service Management Code; and whether that monitoring data gathered is shared with union representatives.
Answered by Chris Philp - Minister of State (Home Office)
The Civil Service has made good progress in recent years in diversifying its workforce. The percentage of civil servants from an ethnic minority background is at 15.0% and the percentage of those who declare themselves disabled is at 14.0%. Staff who are lesbian, gay, bisexual or other (LGBO) is 6.1% and the proportion of female civil servants stands at 54.5%. These rates are all at their highest recorded levels. However, we know there is more to be achieved to ensure we are representative of the citizens we serve across all our grades.
The new Civil Service Diversity and Inclusion Strategy 2022-2025 recognises our success and builds on this good work to encourage a broader range of people into the Civil Service to give depth to our understanding of contemporary society in the United Kingdom. It provides the necessary framing for diversity and inclusion activity in the Civil Service as part of our wider workforce strategy, and through that, how the Civil Service delivers for its people, the government and our citizens.
A link to the Civil Service statistics can be found at the following link: https://www.gov.uk/government/collections/civil-service-statistics
The Home Office undertakes the collation of diversity data of our workforce, which includes age, gender, ethnic origin, disability, and (in Northern Ireland) community background of staff and applicants as set out in para 2.1.6 in the civil service management code. This data is used to undertake monitoring and analysis of recruitment, career development including progression, resignations, personal review, salary, performance pay, and access to opportunities for training and personal development. This data is also used to ensure the department discharges its public sector equality duties under s.149 the Equality Act 2010; data is used to routinely inform equality impact assessments where appropriate to effectively consider the different impacts of policies, processes and services across the workforce.
The Home Office also captures data on the professions and job roles which our people undertake. This allows us to understand and monitor the diversity of our workforce in professions and business areas. The Home Office publishes its workforce data annually on GOV.UK
The Home Office is fully committed to the provision of diversity data to its recognised trade unions with available information supplied on a regular basis. However, it should be noted that section 2.1.6 of the Civil Service Management Code (CSMC) does not place an obligation on the department to share the information collected on staff and applicants with their representative trade unions.
Detailed information on the Civil Service workforce is collected and published centrally as part of the Annual Civil Service Employment Statistics.
Asked by: Baroness Bennett of Manor Castle (Green Party - Life peer)
Question to the Home Office:
To ask His Majesty's Government, further to the statement by the Prime Minister on Illegal Immigration on 13 December (HC Deb cols 885–8), whether the commitment to double the number of asylum caseworkers will be delivered by (1) an increase in the number of civil servants, or (2) a redeployment of existing civil servants from other areas of work.
Answered by Lord Murray of Blidworth
We have doubled the number of Asylum Decision Makers from 614 in 2021/22 to around 1,250 today through a range of recruitment exercises. We continue to recruit using standard Civil Service processes.
Asked by: Priti Patel (Conservative - Witham)
Question to the Cabinet Office:
To ask the Minister for the Cabinet Office, whether he has made a recent assessment of the effectiveness of the Recruiting for vacancies requiring National Security Vetting clearance: code of practice; whether he has made a recent estimate of the (a) number and (b) proportion of vacancies advertised that do not comply with the code of practice; and what recourse applicants have if they are unable to apply for an advertised vacancy which does not comply with the code of practice.
Answered by Jeremy Quin
The code of practice is in place to ensure that those who do not already hold National Security Vetting are not at a disadvantage when applying for a role in the Civil Service.
Whilst the Cabinet Office does not currently collect data on the number or proportion of vacancies advertised that do not comply with the code of practice, the government aims to reduce non-compliance.
Candidates unable to apply for an advertised vacancy which does not comply with the National Security Vetting Code of Practice may raise a complaint with the recruiting department in the first instance. If they remain dissatisfied and the vacancy was advertised publicly, they may bring their complaint to the Civil Service Commission on the basis they feel the selection for appointment has not met the requirements of the Civil Service Recruitment Principles. In open competitions anyone who wishes must be allowed to apply.
Asked by: John Healey (Labour - Wentworth and Dearne)
Question to the Ministry of Defence:
To ask the Secretary of State for Defence, what guidance his Department provides to Armed Forces personnel regarding the membership of organisations, including extreme-right organisations.
Answered by Andrew Murrison - Parliamentary Under-Secretary (Ministry of Defence)
The Ministry of Defence (MOD) recognises the risk of Extreme Right Wing Terrorism within the Armed Forces and the attraction that it offers to those who hold such views (and in particular the access to training and weapons). Extremist ideology is completely at odds with the values of the Armed Forces and is a matter the MOD takes extremely seriously. The MOD supports the HMG PREVENT strategy and is committed to addressing any incidence of extremist ideology within the Department. Defence continues to work with partners across government to strengthen our internal policies and procedures for raising awareness and responding at pace when a concern is identified.
Prevention of extremism within the Armed Forces includes initial vetting on enlistment, ongoing training, raising awareness, and implementing procedures to report and rehabilitate those who are at risk of being drawn into extremism. All Defence staff, including members of the Armed Forces, are prohibited from membership of proscribed organisations. Staff are permitted to join non-proscribed groups if it is compatible with service values and standards, in line with an individual’s rights to exercise their freedom of opinion and expression. This ensures that the Armed Forces are able to continue to recruit and retain personnel drawn from across society, whilst maintaining our service values and standards. Therefore, while Armed Forces personnel are permitted to join political parties and attend political meetings in a personal capacity (provided they do not wear uniform and their Service duties are not impeded); involvement in political marches or demonstrations are prohibited under the Queen’s Regulations.
The majority of Defence personnel, including members of the Armed Forces, are subject to a level of national security vetting in accordance with HMG policy, with those in particularly sensitive roles undergoing further, enhanced vetting. As part of the initial vetting process applicants are required to self-declare associations and memberships of any groups involved in espionage, terrorism, sabotage, or activities intended to overthrow or undermine parliamentary democracy by political, industrial, or violent means. In addition to this, in all recruitment applications, information provided by applicants is checked against security service records. On joining the Armed Forces, personnel receive training and instruction on the expectations of Service life, including the values and standards they are expected to uphold. This world class training, combined with the preventative measures above, help ensure that membership of extremist organisations is either minimised or identified and managed at the earliest opportunity
It must be noted that, while the MOD may refer any civilian staff it may have concerns about to PREVENT, this does not reflect any non-MOD referrals to the scheme of any MOD civilians by third parties. PREVENT is a cross-government scheme, and anyone can refer a person to PREVENT. The MOD does not hold records of any non-MOD referrals to PREVENT for civilian staff. As such, the MOD is unable to provide an accurate figure for civilian PREVENT Referrals. No Defence civil servants have been identified as being a member of Generation Identity since 2019. No member of the Armed Forces or Defence civil servants have been identified or convicted as being a member of a Proscribed Organisation under the Terrorism Act since 2019.
Asked by: John Healey (Labour - Wentworth and Dearne)
Question to the Ministry of Defence:
To ask the Secretary of State for Defence, pursuant to the Answer of 19 October 2022 to Question 60934 on Generation Identity: Armed Forces, how many civilian personnel in his Department have been referred to the Prevent scheme since 1 January 2019.
Answered by Andrew Murrison - Parliamentary Under-Secretary (Ministry of Defence)
The Ministry of Defence (MOD) recognises the risk of Extreme Right Wing Terrorism within the Armed Forces and the attraction that it offers to those who hold such views (and in particular the access to training and weapons). Extremist ideology is completely at odds with the values of the Armed Forces and is a matter the MOD takes extremely seriously. The MOD supports the HMG PREVENT strategy and is committed to addressing any incidence of extremist ideology within the Department. Defence continues to work with partners across government to strengthen our internal policies and procedures for raising awareness and responding at pace when a concern is identified.
Prevention of extremism within the Armed Forces includes initial vetting on enlistment, ongoing training, raising awareness, and implementing procedures to report and rehabilitate those who are at risk of being drawn into extremism. All Defence staff, including members of the Armed Forces, are prohibited from membership of proscribed organisations. Staff are permitted to join non-proscribed groups if it is compatible with service values and standards, in line with an individual’s rights to exercise their freedom of opinion and expression. This ensures that the Armed Forces are able to continue to recruit and retain personnel drawn from across society, whilst maintaining our service values and standards. Therefore, while Armed Forces personnel are permitted to join political parties and attend political meetings in a personal capacity (provided they do not wear uniform and their Service duties are not impeded); involvement in political marches or demonstrations are prohibited under the Queen’s Regulations.
The majority of Defence personnel, including members of the Armed Forces, are subject to a level of national security vetting in accordance with HMG policy, with those in particularly sensitive roles undergoing further, enhanced vetting. As part of the initial vetting process applicants are required to self-declare associations and memberships of any groups involved in espionage, terrorism, sabotage, or activities intended to overthrow or undermine parliamentary democracy by political, industrial, or violent means. In addition to this, in all recruitment applications, information provided by applicants is checked against security service records. On joining the Armed Forces, personnel receive training and instruction on the expectations of Service life, including the values and standards they are expected to uphold. This world class training, combined with the preventative measures above, help ensure that membership of extremist organisations is either minimised or identified and managed at the earliest opportunity
It must be noted that, while the MOD may refer any civilian staff it may have concerns about to PREVENT, this does not reflect any non-MOD referrals to the scheme of any MOD civilians by third parties. PREVENT is a cross-government scheme, and anyone can refer a person to PREVENT. The MOD does not hold records of any non-MOD referrals to PREVENT for civilian staff. As such, the MOD is unable to provide an accurate figure for civilian PREVENT Referrals. No Defence civil servants have been identified as being a member of Generation Identity since 2019. No member of the Armed Forces or Defence civil servants have been identified or convicted as being a member of a Proscribed Organisation under the Terrorism Act since 2019.
Asked by: John Healey (Labour - Wentworth and Dearne)
Question to the Ministry of Defence:
To ask the Secretary of State for Defence, pursuant to the Answer of 19 October 2022 to Question 60934 on Generation Identity: Armed Forces, how many (a) civilian and (b) military personnel have been identified as members of a Proscribed Organisation since 2019.
Answered by Andrew Murrison - Parliamentary Under-Secretary (Ministry of Defence)
The Ministry of Defence (MOD) recognises the risk of Extreme Right Wing Terrorism within the Armed Forces and the attraction that it offers to those who hold such views (and in particular the access to training and weapons). Extremist ideology is completely at odds with the values of the Armed Forces and is a matter the MOD takes extremely seriously. The MOD supports the HMG PREVENT strategy and is committed to addressing any incidence of extremist ideology within the Department. Defence continues to work with partners across government to strengthen our internal policies and procedures for raising awareness and responding at pace when a concern is identified.
Prevention of extremism within the Armed Forces includes initial vetting on enlistment, ongoing training, raising awareness, and implementing procedures to report and rehabilitate those who are at risk of being drawn into extremism. All Defence staff, including members of the Armed Forces, are prohibited from membership of proscribed organisations. Staff are permitted to join non-proscribed groups if it is compatible with service values and standards, in line with an individual’s rights to exercise their freedom of opinion and expression. This ensures that the Armed Forces are able to continue to recruit and retain personnel drawn from across society, whilst maintaining our service values and standards. Therefore, while Armed Forces personnel are permitted to join political parties and attend political meetings in a personal capacity (provided they do not wear uniform and their Service duties are not impeded); involvement in political marches or demonstrations are prohibited under the Queen’s Regulations.
The majority of Defence personnel, including members of the Armed Forces, are subject to a level of national security vetting in accordance with HMG policy, with those in particularly sensitive roles undergoing further, enhanced vetting. As part of the initial vetting process applicants are required to self-declare associations and memberships of any groups involved in espionage, terrorism, sabotage, or activities intended to overthrow or undermine parliamentary democracy by political, industrial, or violent means. In addition to this, in all recruitment applications, information provided by applicants is checked against security service records. On joining the Armed Forces, personnel receive training and instruction on the expectations of Service life, including the values and standards they are expected to uphold. This world class training, combined with the preventative measures above, help ensure that membership of extremist organisations is either minimised or identified and managed at the earliest opportunity
It must be noted that, while the MOD may refer any civilian staff it may have concerns about to PREVENT, this does not reflect any non-MOD referrals to the scheme of any MOD civilians by third parties. PREVENT is a cross-government scheme, and anyone can refer a person to PREVENT. The MOD does not hold records of any non-MOD referrals to PREVENT for civilian staff. As such, the MOD is unable to provide an accurate figure for civilian PREVENT Referrals. No Defence civil servants have been identified as being a member of Generation Identity since 2019. No member of the Armed Forces or Defence civil servants have been identified or convicted as being a member of a Proscribed Organisation under the Terrorism Act since 2019.
Asked by: John Healey (Labour - Wentworth and Dearne)
Question to the Ministry of Defence:
To ask the Secretary of State for Defence, pursuant to the Answer of 19 October 2022 to Question 60934 on Generation Identity: Armed Forces, how many civilian personnel in his Department have been identified as members of Generation Identity since 2019.
Answered by Andrew Murrison - Parliamentary Under-Secretary (Ministry of Defence)
The Ministry of Defence (MOD) recognises the risk of Extreme Right Wing Terrorism within the Armed Forces and the attraction that it offers to those who hold such views (and in particular the access to training and weapons). Extremist ideology is completely at odds with the values of the Armed Forces and is a matter the MOD takes extremely seriously. The MOD supports the HMG PREVENT strategy and is committed to addressing any incidence of extremist ideology within the Department. Defence continues to work with partners across government to strengthen our internal policies and procedures for raising awareness and responding at pace when a concern is identified.
Prevention of extremism within the Armed Forces includes initial vetting on enlistment, ongoing training, raising awareness, and implementing procedures to report and rehabilitate those who are at risk of being drawn into extremism. All Defence staff, including members of the Armed Forces, are prohibited from membership of proscribed organisations. Staff are permitted to join non-proscribed groups if it is compatible with service values and standards, in line with an individual’s rights to exercise their freedom of opinion and expression. This ensures that the Armed Forces are able to continue to recruit and retain personnel drawn from across society, whilst maintaining our service values and standards. Therefore, while Armed Forces personnel are permitted to join political parties and attend political meetings in a personal capacity (provided they do not wear uniform and their Service duties are not impeded); involvement in political marches or demonstrations are prohibited under the Queen’s Regulations.
The majority of Defence personnel, including members of the Armed Forces, are subject to a level of national security vetting in accordance with HMG policy, with those in particularly sensitive roles undergoing further, enhanced vetting. As part of the initial vetting process applicants are required to self-declare associations and memberships of any groups involved in espionage, terrorism, sabotage, or activities intended to overthrow or undermine parliamentary democracy by political, industrial, or violent means. In addition to this, in all recruitment applications, information provided by applicants is checked against security service records. On joining the Armed Forces, personnel receive training and instruction on the expectations of Service life, including the values and standards they are expected to uphold. This world class training, combined with the preventative measures above, help ensure that membership of extremist organisations is either minimised or identified and managed at the earliest opportunity
It must be noted that, while the MOD may refer any civilian staff it may have concerns about to PREVENT, this does not reflect any non-MOD referrals to the scheme of any MOD civilians by third parties. PREVENT is a cross-government scheme, and anyone can refer a person to PREVENT. The MOD does not hold records of any non-MOD referrals to PREVENT for civilian staff. As such, the MOD is unable to provide an accurate figure for civilian PREVENT Referrals. No Defence civil servants have been identified as being a member of Generation Identity since 2019. No member of the Armed Forces or Defence civil servants have been identified or convicted as being a member of a Proscribed Organisation under the Terrorism Act since 2019.