Cabinet Office

This information is not centrally held in the form requested, and could only be obtained at disproportionate cost.

As the Prime Minister previously announced, the Government will set out the Commission membership and terms of reference in due course.

The Independent Adviser publishes a report annually. The previous report was published at the end of May 2021.

The number of (1) civil servants, (2) special advisors, and (3) contractors, were employed in the Cabinet Office in (a) 2001, (b) 2011, and (c) 2021 is set out in the table below.

Figures for contractors in 2001 and 2011 were not held centrally during those years and are therefore unavailable.

In 2011, the role and remit of the Cabinet Office was largely to act in support of the Prime Minister and the operation of Government. Since then, the role of the Cabinet Office in managing the Civil Service has grown significantly to include centralisation of a number of functions including Human Resources, Commercial, Digital, Communications, and Security.

The Cabinet Office also supports the Government in its response to national events, such as – in recent years – EU Exit, COVID-19, and COP26.

I am unable to confirm staffing levels in United Kingdom Security Vetting (UKSV) for security reasons but can confirm that there are measures in place to fast track applications submitted from the aviation sector. UKSV works closely with customer groups and authorities to understand their forecasted demand for the provision of vetting services. In turn this allows for an appropriate resourcing forecast.

I am also unable to reveal the number of National Security Vetting (NSV) checks in progress as this is likely to prejudice national security. It would also impact the protective measures employed in safeguarding Her Majesty’s Government (HMG). However, I am able to report that security checks are being processed in a timely manner and that there are no delays.

In line with the practice followed by successive administrations, the Government does not otherwise comment on security matters.

I am unable to confirm staffing levels in United Kingdom Security Vetting (UKSV) for security reasons but can confirm that there are measures in place to fast track applications submitted from the aviation sector. UKSV works closely with customer groups and authorities to understand their forecasted demand for the provision of vetting services. In turn this allows for an appropriate resourcing forecast.

I am also unable to reveal the number of National Security Vetting (NSV) checks in progress as this is likely to prejudice national security. It would also impact the protective measures employed in safeguarding Her Majesty’s Government (HMG). However, I am able to report that security checks are being processed in a timely manner and that there are no delays.

In line with the practice followed by successive administrations, the Government does not otherwise comment on security matters.

It has not proved possible to respond to this question in the time available before Prorogation. Ministers will correspond directly with the Member.

The information requested falls under the remit of the UK Statistics Authority.

A response to the hon. Member’s Parliamentary Question of 14 April is attached.

The Department for Digital, Culture, Media and Sport lead on social media companies and related trusted flagger programmes. Therefore, the Cabinet Office does not hold any information on this subject.

Under the Cabinet Office issued guidance on the use of confidentiality clauses in the Civil Service, there are certain circumstances where departments are obliged to seek Cabinet Office Ministerial approval before using such clauses in a settlement agreement. This includes where the case has a proposed payment of £100,000 or more.

Data held by the Cabinet Office shows there has been one case over the last five years where Cabinet Office Ministerial approval was granted for use of a confidentiality clause to be used in connection with a settlement agreement with a proposed payment of £100,000 or more.

The information requested falls under the remit of the UK Statistics Authority.

A response to the hon. Member’s Parliamentary Question of 25 April is attached.

Following the lifting of COVID-19 restrictions, civil servants have been increasingly returning to the office.

The Minister for Brexit Opportunities and Government Efficiency has written to departments to underline the importance of workplace attendance and request that they review their existing guidance on the minimum number of days staff work in the office to ensure we are making efficient use of the government estate.

The government must meet the Workplace (Health, Safety and Welfare) Regulations 1992, which place a legal obligation on employers to provide a 'reasonable' temperature in the workplace. The current operational temperatures in open plan offices vary across government.

We are following, and closely monitoring, industry and HSE guidance in terms of the advantages and disadvantages of reducing the operational temperature setpoint by 2°C.

It has not proved possible to respond to the Rt hon. Member in the time available before Prorogation.

It has not proved possible to respond to the Rt hon. Member in the time available before Prorogation.

It has not proved possible to respond to the Rt hon. Member in the time available before Prorogation.

It has not proved possible to respond to the Rt hon. Member in the time available before Prorogation.

It has not proved possible to respond to this question in the time available before Prorogation. Ministers will correspond directly with the Member.

Since being appointed, the Minister for Brexit Opportunities and Government Efficiency has visited Glass Wharf, Bristol, on Friday 22 April. Travel was provided by the Government Car Service. No accommodation costs were incurred. Costs for printing in support of the visit were not outside that usually provided.

The Minister also regularly attends government offices within London for meetings as part of his duties. Travel is usually provided by the Government Car Service and printing costs did not materially differ from those usually incurred.

The Government remains committed to engaging with devolved governments on the reviews into retained EU law, including engaging at Ministerial level.

To date, there have been regular official level discussions with the devolved administrations. We will continue to engage at an official level in areas of interest.

The National Infrastructure and Construction Pipeline reports on forecast and projected infrastructure investment across the public and private sectors, and includes projections regarding skills demand. The Pipeline does not include targets for any sector, including UK steel.

This government is committed to creating the right conditions in the UK for a competitive and sustainable steel industry. It publishes a separate Steel Procurement Pipeline setting out the UK government steel requirements over the next 10 years, together with data on how departments are complying with steel procurement guidance. This enables UK steel manufacturers to better plan and bid for government contracts.

All departments are aware that the Covid inquiry will bring with it substantial obligations to provide relevant records, information and data, and that preparation for the inquiry includes the need to ensure that no material of potential relevance to the inquiry is destroyed. The Cabinet Office raised this to the attention of all departments across Whitehall in June 2021 and again in February 2022.

The Government Property Agency (GPA) remains the Custodian of the Royal Naval Division War Memorial following transfer of the freehold.

Renovation works to the Memorial were put on hold during a major refurbishment of London, Old Admiralty Building which was only completed in 2021.

The Government Property Agency is working with Heritage England to assess the works required to develop a suitable plan. We expect the works to be concluded at the earliest opportunity once we have received feedback from the Heritage survey, until this has been concluded the GPA is unable to give a timescale for completion.

The Government Property Agency (GPA) remains the Custodian of the Royal Naval Division War Memorial following transfer of the freehold.

Renovation works to the Memorial were put on hold during a major refurbishment of London, Old Admiralty Building which was only completed in 2021.

The Government Property Agency is working with Heritage England to assess the works required to develop a suitable plan. We expect the works to be concluded at the earliest opportunity once we have received feedback from the Heritage survey, until this has been concluded the GPA is unable to give a timescale for completion.

The Government Property Agency (GPA) remains the Custodian of the Royal Naval Division War Memorial following transfer of the freehold.

Renovation works to the Memorial were put on hold during a major refurbishment of London, Old Admiralty Building which was only completed in 2021.

The Government Property Agency is working with Heritage England to assess the works required to develop a suitable plan. We expect the works to be concluded at the earliest opportunity once we have received feedback from the Heritage survey, until this has been concluded the GPA is unable to give a timescale for completion.

Our new migration and economic development partnership is a world first, which will tackle head-on the imbalance between illegal and legal migration routes. It will ensure that those who are in genuine need of protection will be safe and secure in a host country recognised globally for its record on welcoming and integrating migrants. And it will disrupt the business model of organised crime gangs and deter migrants from putting their lives at risk.

As has been the practice under successive Administrations, for security reasons, future engagements by the Prime Minister are announced as and when appropriate.

The Domestic & Economic (Efficiency and Value for Money) Committee is a Cabinet Committee.

It is a long-established precedent that information about the discussions that have taken place in Cabinet and its Committees, and how often they have met, is not normally shared publicly.

The Domestic & Economic (Efficiency and Value for Money) Committee is a Cabinet Committee.

Membership of Cabinet Committees is decided by the Prime Minister. GOV.UK is updated regularly with the list of Cabinet Committees, their terms of reference, and membership.

The Domestic & Economic (Efficiency and Value for Money) Committee is a Cabinet Committee.

Membership of Cabinet Committees is decided by the Prime Minister. GOV.UK is updated regularly with the list of Cabinet Committees, their terms of reference, and membership.

The Declaration on Government Reform and the Civil Service Diversity and Inclusion Strategy, 2022-2025, commits the Government to drawing on talent from all backgrounds. Representation is increasing and whilst this trend is positive, we remain committed to improving representation across the broadest range of diversity across our workforce and in particular at our most senior grades.

To build on the progress made over recent years and target where improvement is still needed, the Government will take a holistic approach to SCS recruitment to identify and remove barriers to underrepresented groups entering and progressing in the SCS. There are a number of initiatives aimed at supporting colleagues to reach the Senior Civil Service from a diverse range of backgrounds including the Civil Service Fast Stream, Future Leaders Scheme and Senior Leaders Scheme.

Information on the diversity of the Senior Civil Service for 2022, sourced from the SCS Database, is not yet available. In responding to these PQs we have, therefore, used the latest available finalised annual SCS Database which is as at 1 April 2021.

All figures are a percentage of only those SCS that have made a positive declaration (i.e. they do not include prefer not to say, not known or not applicable responses in the denominator).

SCS by ethnicity, as at 1 April 2021

SCS by age, as at 1 April 2021

SCS by sex, as at 1 April 2021

The SCS Database currently only captures data on the sex of individuals. As at 1 April 2021, 47.3% of SCS members, where sex has been provided, were reported as women, with 52.7% reported as men. At present, data is not collected in the SCS database on gender.

Entry year to the Civil Service for SCS, as at 1 April 2021

SCS who were members of the Fast Stream, as of 1 April 2021

As at 1 April 2021, 20.4% of SCS members, where Fast Stream status has been provided, responded that they were successful in the Central Fast Stream selection process. This figure will also include members that were successful in applying to the Central Fast Stream after their initial entry to the Civil Service.

SCS holding university degrees, as of 1 April 2021

As at 1 April 2021, 11.2% of SCS, where degree status is known, did not have a university degree.

For those with a degree, where degree status and University is known:

• 80.1% did not obtain their first degree at Oxford or Cambridge University,

• 63.1% did not obtain their first degree at a non-oxbridge Russell Group university, and

• 56.8% did not obtain their first degree at a non-Russell Group UK university, and

• 98.0% did not obtain their first degree at a non-UK university.

SCS by socio-economic background, as of 1 April 2021

Response rates in the SCS Database to questions relating to Socio Economic Background are currently below acceptable quality thresholds. It is therefore not possible to provide data on SCS by :

• Self-declared socio-economic background;

• Formal educational qualification of parents;

• Type of secondary school attended;

• Parental occupation; and

• Eligibility for free school meals.

The Declaration on Government Reform and the Civil Service Diversity and Inclusion Strategy, 2022-2025, commits the Government to drawing on talent from all backgrounds. Representation is increasing and whilst this trend is positive, we remain committed to improving representation across the broadest range of diversity across our workforce and in particular at our most senior grades.

To build on the progress made over recent years and target where improvement is still needed, the Government will take a holistic approach to SCS recruitment to identify and remove barriers to underrepresented groups entering and progressing in the SCS. There are a number of initiatives aimed at supporting colleagues to reach the Senior Civil Service from a diverse range of backgrounds including the Civil Service Fast Stream, Future Leaders Scheme and Senior Leaders Scheme.

Information on the diversity of the Senior Civil Service for 2022, sourced from the SCS Database, is not yet available. In responding to these PQs we have, therefore, used the latest available finalised annual SCS Database which is as at 1 April 2021.

All figures are a percentage of only those SCS that have made a positive declaration (i.e. they do not include prefer not to say, not known or not applicable responses in the denominator).

SCS by ethnicity, as at 1 April 2021

SCS by age, as at 1 April 2021

SCS by sex, as at 1 April 2021

The SCS Database currently only captures data on the sex of individuals. As at 1 April 2021, 47.3% of SCS members, where sex has been provided, were reported as women, with 52.7% reported as men. At present, data is not collected in the SCS database on gender.

Entry year to the Civil Service for SCS, as at 1 April 2021

SCS who were members of the Fast Stream, as of 1 April 2021

As at 1 April 2021, 20.4% of SCS members, where Fast Stream status has been provided, responded that they were successful in the Central Fast Stream selection process. This figure will also include members that were successful in applying to the Central Fast Stream after their initial entry to the Civil Service.

SCS holding university degrees, as of 1 April 2021

As at 1 April 2021, 11.2% of SCS, where degree status is known, did not have a university degree.

For those with a degree, where degree status and University is known:

• 80.1% did not obtain their first degree at Oxford or Cambridge University,

• 63.1% did not obtain their first degree at a non-oxbridge Russell Group university, and

• 56.8% did not obtain their first degree at a non-Russell Group UK university, and

• 98.0% did not obtain their first degree at a non-UK university.

SCS by socio-economic background, as of 1 April 2021

Response rates in the SCS Database to questions relating to Socio Economic Background are currently below acceptable quality thresholds. It is therefore not possible to provide data on SCS by :

• Self-declared socio-economic background;

• Formal educational qualification of parents;

• Type of secondary school attended;

• Parental occupation; and

• Eligibility for free school meals.

The Declaration on Government Reform and the Civil Service Diversity and Inclusion Strategy, 2022-2025, commits the Government to drawing on talent from all backgrounds. Representation is increasing and whilst this trend is positive, we remain committed to improving representation across the broadest range of diversity across our workforce and in particular at our most senior grades.

To build on the progress made over recent years and target where improvement is still needed, the Government will take a holistic approach to SCS recruitment to identify and remove barriers to underrepresented groups entering and progressing in the SCS. There are a number of initiatives aimed at supporting colleagues to reach the Senior Civil Service from a diverse range of backgrounds including the Civil Service Fast Stream, Future Leaders Scheme and Senior Leaders Scheme.

Information on the diversity of the Senior Civil Service for 2022, sourced from the SCS Database, is not yet available. In responding to these PQs we have, therefore, used the latest available finalised annual SCS Database which is as at 1 April 2021.

All figures are a percentage of only those SCS that have made a positive declaration (i.e. they do not include prefer not to say, not known or not applicable responses in the denominator).

SCS by ethnicity, as at 1 April 2021

SCS by age, as at 1 April 2021

SCS by sex, as at 1 April 2021

The SCS Database currently only captures data on the sex of individuals. As at 1 April 2021, 47.3% of SCS members, where sex has been provided, were reported as women, with 52.7% reported as men. At present, data is not collected in the SCS database on gender.

Entry year to the Civil Service for SCS, as at 1 April 2021

SCS who were members of the Fast Stream, as of 1 April 2021

As at 1 April 2021, 20.4% of SCS members, where Fast Stream status has been provided, responded that they were successful in the Central Fast Stream selection process. This figure will also include members that were successful in applying to the Central Fast Stream after their initial entry to the Civil Service.

SCS holding university degrees, as of 1 April 2021

As at 1 April 2021, 11.2% of SCS, where degree status is known, did not have a university degree.

For those with a degree, where degree status and University is known:

• 80.1% did not obtain their first degree at Oxford or Cambridge University,

• 63.1% did not obtain their first degree at a non-oxbridge Russell Group university, and

• 56.8% did not obtain their first degree at a non-Russell Group UK university, and

• 98.0% did not obtain their first degree at a non-UK university.

SCS by socio-economic background, as of 1 April 2021

Response rates in the SCS Database to questions relating to Socio Economic Background are currently below acceptable quality thresholds. It is therefore not possible to provide data on SCS by :

• Self-declared socio-economic background;

• Formal educational qualification of parents;

• Type of secondary school attended;

• Parental occupation; and

• Eligibility for free school meals.

The Declaration on Government Reform and the Civil Service Diversity and Inclusion Strategy, 2022-2025, commits the Government to drawing on talent from all backgrounds. Representation is increasing and whilst this trend is positive, we remain committed to improving representation across the broadest range of diversity across our workforce and in particular at our most senior grades.

To build on the progress made over recent years and target where improvement is still needed, the Government will take a holistic approach to SCS recruitment to identify and remove barriers to underrepresented groups entering and progressing in the SCS. There are a number of initiatives aimed at supporting colleagues to reach the Senior Civil Service from a diverse range of backgrounds including the Civil Service Fast Stream, Future Leaders Scheme and Senior Leaders Scheme.

Information on the diversity of the Senior Civil Service for 2022, sourced from the SCS Database, is not yet available. In responding to these PQs we have, therefore, used the latest available finalised annual SCS Database which is as at 1 April 2021.

All figures are a percentage of only those SCS that have made a positive declaration (i.e. they do not include prefer not to say, not known or not applicable responses in the denominator).

SCS by ethnicity, as at 1 April 2021

SCS by age, as at 1 April 2021

SCS by sex, as at 1 April 2021

The SCS Database currently only captures data on the sex of individuals. As at 1 April 2021, 47.3% of SCS members, where sex has been provided, were reported as women, with 52.7% reported as men. At present, data is not collected in the SCS database on gender.

Entry year to the Civil Service for SCS, as at 1 April 2021

SCS who were members of the Fast Stream, as of 1 April 2021

As at 1 April 2021, 20.4% of SCS members, where Fast Stream status has been provided, responded that they were successful in the Central Fast Stream selection process. This figure will also include members that were successful in applying to the Central Fast Stream after their initial entry to the Civil Service.

SCS holding university degrees, as of 1 April 2021

As at 1 April 2021, 11.2% of SCS, where degree status is known, did not have a university degree.

For those with a degree, where degree status and University is known:

• 80.1% did not obtain their first degree at Oxford or Cambridge University,

• 63.1% did not obtain their first degree at a non-oxbridge Russell Group university, and

• 56.8% did not obtain their first degree at a non-Russell Group UK university, and

• 98.0% did not obtain their first degree at a non-UK university.

SCS by socio-economic background, as of 1 April 2021

Response rates in the SCS Database to questions relating to Socio Economic Background are currently below acceptable quality thresholds. It is therefore not possible to provide data on SCS by :

• Self-declared socio-economic background;

• Formal educational qualification of parents;

• Type of secondary school attended;

• Parental occupation; and

• Eligibility for free school meals.

The Declaration on Government Reform and the Civil Service Diversity and Inclusion Strategy, 2022-2025, commits the Government to drawing on talent from all backgrounds. Representation is increasing and whilst this trend is positive, we remain committed to improving representation across the broadest range of diversity across our workforce and in particular at our most senior grades.

To build on the progress made over recent years and target where improvement is still needed, the Government will take a holistic approach to SCS recruitment to identify and remove barriers to underrepresented groups entering and progressing in the SCS. There are a number of initiatives aimed at supporting colleagues to reach the Senior Civil Service from a diverse range of backgrounds including the Civil Service Fast Stream, Future Leaders Scheme and Senior Leaders Scheme.

Information on the diversity of the Senior Civil Service for 2022, sourced from the SCS Database, is not yet available. In responding to these PQs we have, therefore, used the latest available finalised annual SCS Database which is as at 1 April 2021.

All figures are a percentage of only those SCS that have made a positive declaration (i.e. they do not include prefer not to say, not known or not applicable responses in the denominator).

SCS by ethnicity, as at 1 April 2021

SCS by age, as at 1 April 2021

SCS by sex, as at 1 April 2021

The SCS Database currently only captures data on the sex of individuals. As at 1 April 2021, 47.3% of SCS members, where sex has been provided, were reported as women, with 52.7% reported as men. At present, data is not collected in the SCS database on gender.

Entry year to the Civil Service for SCS, as at 1 April 2021

SCS who were members of the Fast Stream, as of 1 April 2021

As at 1 April 2021, 20.4% of SCS members, where Fast Stream status has been provided, responded that they were successful in the Central Fast Stream selection process. This figure will also include members that were successful in applying to the Central Fast Stream after their initial entry to the Civil Service.

SCS holding university degrees, as of 1 April 2021

As at 1 April 2021, 11.2% of SCS, where degree status is known, did not have a university degree.

For those with a degree, where degree status and University is known:

• 80.1% did not obtain their first degree at Oxford or Cambridge University,

• 63.1% did not obtain their first degree at a non-oxbridge Russell Group university, and

• 56.8% did not obtain their first degree at a non-Russell Group UK university, and

• 98.0% did not obtain their first degree at a non-UK university.

SCS by socio-economic background, as of 1 April 2021

Response rates in the SCS Database to questions relating to Socio Economic Background are currently below acceptable quality thresholds. It is therefore not possible to provide data on SCS by :

• Self-declared socio-economic background;

• Formal educational qualification of parents;

• Type of secondary school attended;

• Parental occupation; and

• Eligibility for free school meals.

The Declaration on Government Reform and the Civil Service Diversity and Inclusion Strategy, 2022-2025, commits the Government to drawing on talent from all backgrounds. Representation is increasing and whilst this trend is positive, we remain committed to improving representation across the broadest range of diversity across our workforce and in particular at our most senior grades.

To build on the progress made over recent years and target where improvement is still needed, the Government will take a holistic approach to SCS recruitment to identify and remove barriers to underrepresented groups entering and progressing in the SCS. There are a number of initiatives aimed at supporting colleagues to reach the Senior Civil Service from a diverse range of backgrounds including the Civil Service Fast Stream, Future Leaders Scheme and Senior Leaders Scheme.

Information on the diversity of the Senior Civil Service for 2022, sourced from the SCS Database, is not yet available. In responding to these PQs we have, therefore, used the latest available finalised annual SCS Database which is as at 1 April 2021.

All figures are a percentage of only those SCS that have made a positive declaration (i.e. they do not include prefer not to say, not known or not applicable responses in the denominator).

SCS by ethnicity, as at 1 April 2021

SCS by age, as at 1 April 2021

SCS by sex, as at 1 April 2021

The SCS Database currently only captures data on the sex of individuals. As at 1 April 2021, 47.3% of SCS members, where sex has been provided, were reported as women, with 52.7% reported as men. At present, data is not collected in the SCS database on gender.

Entry year to the Civil Service for SCS, as at 1 April 2021

SCS who were members of the Fast Stream, as of 1 April 2021

As at 1 April 2021, 20.4% of SCS members, where Fast Stream status has been provided, responded that they were successful in the Central Fast Stream selection process. This figure will also include members that were successful in applying to the Central Fast Stream after their initial entry to the Civil Service.

SCS holding university degrees, as of 1 April 2021

As at 1 April 2021, 11.2% of SCS, where degree status is known, did not have a university degree.

For those with a degree, where degree status and University is known:

• 80.1% did not obtain their first degree at Oxford or Cambridge University,

• 63.1% did not obtain their first degree at a non-oxbridge Russell Group university, and

• 56.8% did not obtain their first degree at a non-Russell Group UK university, and

• 98.0% did not obtain their first degree at a non-UK university.

SCS by socio-economic background, as of 1 April 2021

Response rates in the SCS Database to questions relating to Socio Economic Background are currently below acceptable quality thresholds. It is therefore not possible to provide data on SCS by :

• Self-declared socio-economic background;

• Formal educational qualification of parents;

• Type of secondary school attended;

• Parental occupation; and

• Eligibility for free school meals.

The Declaration on Government Reform and the Civil Service Diversity and Inclusion Strategy, 2022-2025, commits the Government to drawing on talent from all backgrounds. Representation is increasing and whilst this trend is positive, we remain committed to improving representation across the broadest range of diversity across our workforce and in particular at our most senior grades.

To build on the progress made over recent years and target where improvement is still needed, the Government will take a holistic approach to SCS recruitment to identify and remove barriers to underrepresented groups entering and progressing in the SCS. There are a number of initiatives aimed at supporting colleagues to reach the Senior Civil Service from a diverse range of backgrounds including the Civil Service Fast Stream, Future Leaders Scheme and Senior Leaders Scheme.

Information on the diversity of the Senior Civil Service for 2022, sourced from the SCS Database, is not yet available. In responding to these PQs we have, therefore, used the latest available finalised annual SCS Database which is as at 1 April 2021.

All figures are a percentage of only those SCS that have made a positive declaration (i.e. they do not include prefer not to say, not known or not applicable responses in the denominator).

SCS by ethnicity, as at 1 April 2021

SCS by age, as at 1 April 2021

SCS by sex, as at 1 April 2021

The SCS Database currently only captures data on the sex of individuals. As at 1 April 2021, 47.3% of SCS members, where sex has been provided, were reported as women, with 52.7% reported as men. At present, data is not collected in the SCS database on gender.

Entry year to the Civil Service for SCS, as at 1 April 2021

SCS who were members of the Fast Stream, as of 1 April 2021

As at 1 April 2021, 20.4% of SCS members, where Fast Stream status has been provided, responded that they were successful in the Central Fast Stream selection process. This figure will also include members that were successful in applying to the Central Fast Stream after their initial entry to the Civil Service.

SCS holding university degrees, as of 1 April 2021

As at 1 April 2021, 11.2% of SCS, where degree status is known, did not have a university degree.

For those with a degree, where degree status and University is known:

• 80.1% did not obtain their first degree at Oxford or Cambridge University,

• 63.1% did not obtain their first degree at a non-oxbridge Russell Group university, and

• 56.8% did not obtain their first degree at a non-Russell Group UK university, and

• 98.0% did not obtain their first degree at a non-UK university.

SCS by socio-economic background, as of 1 April 2021

Response rates in the SCS Database to questions relating to Socio Economic Background are currently below acceptable quality thresholds. It is therefore not possible to provide data on SCS by :

• Self-declared socio-economic background;

• Formal educational qualification of parents;

• Type of secondary school attended;

• Parental occupation; and

• Eligibility for free school meals.

The Declaration on Government Reform and the Civil Service Diversity and Inclusion Strategy, 2022-2025, commits the Government to drawing on talent from all backgrounds. Representation is increasing and whilst this trend is positive, we remain committed to improving representation across the broadest range of diversity across our workforce and in particular at our most senior grades.

To build on the progress made over recent years and target where improvement is still needed, the Government will take a holistic approach to SCS recruitment to identify and remove barriers to underrepresented groups entering and progressing in the SCS. There are a number of initiatives aimed at supporting colleagues to reach the Senior Civil Service from a diverse range of backgrounds including the Civil Service Fast Stream, Future Leaders Scheme and Senior Leaders Scheme.

Information on the diversity of the Senior Civil Service for 2022, sourced from the SCS Database, is not yet available. In responding to these PQs we have, therefore, used the latest available finalised annual SCS Database which is as at 1 April 2021.

All figures are a percentage of only those SCS that have made a positive declaration (i.e. they do not include prefer not to say, not known or not applicable responses in the denominator).

SCS by ethnicity, as at 1 April 2021

SCS by age, as at 1 April 2021

SCS by sex, as at 1 April 2021

The SCS Database currently only captures data on the sex of individuals. As at 1 April 2021, 47.3% of SCS members, where sex has been provided, were reported as women, with 52.7% reported as men. At present, data is not collected in the SCS database on gender.

Entry year to the Civil Service for SCS, as at 1 April 2021

SCS who were members of the Fast Stream, as of 1 April 2021

As at 1 April 2021, 20.4% of SCS members, where Fast Stream status has been provided, responded that they were successful in the Central Fast Stream selection process. This figure will also include members that were successful in applying to the Central Fast Stream after their initial entry to the Civil Service.

SCS holding university degrees, as of 1 April 2021

As at 1 April 2021, 11.2% of SCS, where degree status is known, did not have a university degree.

For those with a degree, where degree status and University is known:

• 80.1% did not obtain their first degree at Oxford or Cambridge University,

• 63.1% did not obtain their first degree at a non-oxbridge Russell Group university, and

• 56.8% did not obtain their first degree at a non-Russell Group UK university, and

• 98.0% did not obtain their first degree at a non-UK university.

SCS by socio-economic background, as of 1 April 2021

Response rates in the SCS Database to questions relating to Socio Economic Background are currently below acceptable quality thresholds. It is therefore not possible to provide data on SCS by :

• Self-declared socio-economic background;

• Formal educational qualification of parents;

• Type of secondary school attended;

• Parental occupation; and

• Eligibility for free school meals.

The Declaration on Government Reform and the Civil Service Diversity and Inclusion Strategy, 2022-2025, commits the Government to drawing on talent from all backgrounds. Representation is increasing and whilst this trend is positive, we remain committed to improving representation across the broadest range of diversity across our workforce and in particular at our most senior grades.

To build on the progress made over recent years and target where improvement is still needed, the Government will take a holistic approach to SCS recruitment to identify and remove barriers to underrepresented groups entering and progressing in the SCS. There are a number of initiatives aimed at supporting colleagues to reach the Senior Civil Service from a diverse range of backgrounds including the Civil Service Fast Stream, Future Leaders Scheme and Senior Leaders Scheme.

Information on the diversity of the Senior Civil Service for 2022, sourced from the SCS Database, is not yet available. In responding to these PQs we have, therefore, used the latest available finalised annual SCS Database which is as at 1 April 2021.

All figures are a percentage of only those SCS that have made a positive declaration (i.e. they do not include prefer not to say, not known or not applicable responses in the denominator).

SCS by ethnicity, as at 1 April 2021

SCS by age, as at 1 April 2021

SCS by sex, as at 1 April 2021

The SCS Database currently only captures data on the sex of individuals. As at 1 April 2021, 47.3% of SCS members, where sex has been provided, were reported as women, with 52.7% reported as men. At present, data is not collected in the SCS database on gender.

Entry year to the Civil Service for SCS, as at 1 April 2021

SCS who were members of the Fast Stream, as of 1 April 2021

As at 1 April 2021, 20.4% of SCS members, where Fast Stream status has been provided, responded that they were successful in the Central Fast Stream selection process. This figure will also include members that were successful in applying to the Central Fast Stream after their initial entry to the Civil Service.

SCS holding university degrees, as of 1 April 2021

As at 1 April 2021, 11.2% of SCS, where degree status is known, did not have a university degree.

For those with a degree, where degree status and University is known:

• 80.1% did not obtain their first degree at Oxford or Cambridge University,

• 63.1% did not obtain their first degree at a non-oxbridge Russell Group university, and

• 56.8% did not obtain their first degree at a non-Russell Group UK university, and

• 98.0% did not obtain their first degree at a non-UK university.

SCS by socio-economic background, as of 1 April 2021

Response rates in the SCS Database to questions relating to Socio Economic Background are currently below acceptable quality thresholds. It is therefore not possible to provide data on SCS by :

• Self-declared socio-economic background;

• Formal educational qualification of parents;

• Type of secondary school attended;

• Parental occupation; and

• Eligibility for free school meals.

The Declaration on Government Reform and the Civil Service Diversity and Inclusion Strategy, 2022-2025, commits the Government to drawing on talent from all backgrounds. Representation is increasing and whilst this trend is positive, we remain committed to improving representation across the broadest range of diversity across our workforce and in particular at our most senior grades.

To build on the progress made over recent years and target where improvement is still needed, the Government will take a holistic approach to SCS recruitment to identify and remove barriers to underrepresented groups entering and progressing in the SCS. There are a number of initiatives aimed at supporting colleagues to reach the Senior Civil Service from a diverse range of backgrounds including the Civil Service Fast Stream, Future Leaders Scheme and Senior Leaders Scheme.

Information on the diversity of the Senior Civil Service for 2022, sourced from the SCS Database, is not yet available. In responding to these PQs we have, therefore, used the latest available finalised annual SCS Database which is as at 1 April 2021.

All figures are a percentage of only those SCS that have made a positive declaration (i.e. they do not include prefer not to say, not known or not applicable responses in the denominator).

SCS by ethnicity, as at 1 April 2021

SCS by age, as at 1 April 2021

SCS by sex, as at 1 April 2021

The SCS Database currently only captures data on the sex of individuals. As at 1 April 2021, 47.3% of SCS members, where sex has been provided, were reported as women, with 52.7% reported as men. At present, data is not collected in the SCS database on gender.

Entry year to the Civil Service for SCS, as at 1 April 2021

SCS who were members of the Fast Stream, as of 1 April 2021

As at 1 April 2021, 20.4% of SCS members, where Fast Stream status has been provided, responded that they were successful in the Central Fast Stream selection process. This figure will also include members that were successful in applying to the Central Fast Stream after their initial entry to the Civil Service.

SCS holding university degrees, as of 1 April 2021

As at 1 April 2021, 11.2% of SCS, where degree status is known, did not have a university degree.

For those with a degree, where degree status and University is known:

• 80.1% did not obtain their first degree at Oxford or Cambridge University,

• 63.1% did not obtain their first degree at a non-oxbridge Russell Group university, and

• 56.8% did not obtain their first degree at a non-Russell Group UK university, and

• 98.0% did not obtain their first degree at a non-UK university.

SCS by socio-economic background, as of 1 April 2021

Response rates in the SCS Database to questions relating to Socio Economic Background are currently below acceptable quality thresholds. It is therefore not possible to provide data on SCS by :

• Self-declared socio-economic background;

• Formal educational qualification of parents;

• Type of secondary school attended;

• Parental occupation; and

• Eligibility for free school meals.

The Declaration on Government Reform and the Civil Service Diversity and Inclusion Strategy, 2022-2025, commits the Government to drawing on talent from all backgrounds. Representation is increasing and whilst this trend is positive, we remain committed to improving representation across the broadest range of diversity across our workforce and in particular at our most senior grades.

To build on the progress made over recent years and target where improvement is still needed, the Government will take a holistic approach to SCS recruitment to identify and remove barriers to underrepresented groups entering and progressing in the SCS. There are a number of initiatives aimed at supporting colleagues to reach the Senior Civil Service from a diverse range of backgrounds including the Civil Service Fast Stream, Future Leaders Scheme and Senior Leaders Scheme.

Information on the diversity of the Senior Civil Service for 2022, sourced from the SCS Database, is not yet available. In responding to these PQs we have, therefore, used the latest available finalised annual SCS Database which is as at 1 April 2021.

All figures are a percentage of only those SCS that have made a positive declaration (i.e. they do not include prefer not to say, not known or not applicable responses in the denominator).

SCS by ethnicity, as at 1 April 2021

SCS by age, as at 1 April 2021

SCS by sex, as at 1 April 2021

The SCS Database currently only captures data on the sex of individuals. As at 1 April 2021, 47.3% of SCS members, where sex has been provided, were reported as women, with 52.7% reported as men. At present, data is not collected in the SCS database on gender.

Entry year to the Civil Service for SCS, as at 1 April 2021

SCS who were members of the Fast Stream, as of 1 April 2021

As at 1 April 2021, 20.4% of SCS members, where Fast Stream status has been provided, responded that they were successful in the Central Fast Stream selection process. This figure will also include members that were successful in applying to the Central Fast Stream after their initial entry to the Civil Service.

SCS holding university degrees, as of 1 April 2021

As at 1 April 2021, 11.2% of SCS, where degree status is known, did not have a university degree.

For those with a degree, where degree status and University is known:

• 80.1% did not obtain their first degree at Oxford or Cambridge University,

• 63.1% did not obtain their first degree at a non-oxbridge Russell Group university, and

• 56.8% did not obtain their first degree at a non-Russell Group UK university, and

• 98.0% did not obtain their first degree at a non-UK university.

SCS by socio-economic background, as of 1 April 2021

Response rates in the SCS Database to questions relating to Socio Economic Background are currently below acceptable quality thresholds. It is therefore not possible to provide data on SCS by :

• Self-declared socio-economic background;

• Formal educational qualification of parents;

• Type of secondary school attended;

• Parental occupation; and

• Eligibility for free school meals.

The Declaration on Government Reform and the Civil Service Diversity and Inclusion Strategy, 2022-2025, commits the Government to drawing on talent from all backgrounds. Representation is increasing and whilst this trend is positive, we remain committed to improving representation across the broadest range of diversity across our workforce and in particular at our most senior grades.

To build on the progress made over recent years and target where improvement is still needed, the Government will take a holistic approach to SCS recruitment to identify and remove barriers to underrepresented groups entering and progressing in the SCS. There are a number of initiatives aimed at supporting colleagues to reach the Senior Civil Service from a diverse range of backgrounds including the Civil Service Fast Stream, Future Leaders Scheme and Senior Leaders Scheme.

Information on the diversity of the Senior Civil Service for 2022, sourced from the SCS Database, is not yet available. In responding to these PQs we have, therefore, used the latest available finalised annual SCS Database which is as at 1 April 2021.

All figures are a percentage of only those SCS that have made a positive declaration (i.e. they do not include prefer not to say, not known or not applicable responses in the denominator).

SCS by ethnicity, as at 1 April 2021

SCS by age, as at 1 April 2021

SCS by sex, as at 1 April 2021

The SCS Database currently only captures data on the sex of individuals. As at 1 April 2021, 47.3% of SCS members, where sex has been provided, were reported as women, with 52.7% reported as men. At present, data is not collected in the SCS database on gender.

Entry year to the Civil Service for SCS, as at 1 April 2021

SCS who were members of the Fast Stream, as of 1 April 2021

As at 1 April 2021, 20.4% of SCS members, where Fast Stream status has been provided, responded that they were successful in the Central Fast Stream selection process. This figure will also include members that were successful in applying to the Central Fast Stream after their initial entry to the Civil Service.

SCS holding university degrees, as of 1 April 2021

As at 1 April 2021, 11.2% of SCS, where degree status is known, did not have a university degree.

For those with a degree, where degree status and University is known:

• 80.1% did not obtain their first degree at Oxford or Cambridge University,

• 63.1% did not obtain their first degree at a non-oxbridge Russell Group university, and

• 56.8% did not obtain their first degree at a non-Russell Group UK university, and

• 98.0% did not obtain their first degree at a non-UK university.

SCS by socio-economic background, as of 1 April 2021

Response rates in the SCS Database to questions relating to Socio Economic Background are currently below acceptable quality thresholds. It is therefore not possible to provide data on SCS by :

• Self-declared socio-economic background;

• Formal educational qualification of parents;

• Type of secondary school attended;

• Parental occupation; and

• Eligibility for free school meals.

The advice of Independent Adviser on Ministers’ Interests has now been published and is available on GOV.UK. This sets out the Independent Adviser’s judgement that the requirements of the Ministerial Code have been adhered to by the Chancellor, and that he has been assiduous in meeting his obligations. The Prime Minister has accepted this advice and considers the matter closed. I have replied to the Rt Hon Member’s letter in that light.

The Parliamentary and Health Service Ombudsman is a crown servant that reports directly to Parliament. The Ombudsman is not accountable to the government for its performance and sets its own standards for how it delivers its objectives. Further to this, the Honourable Member may wish to write to the Public Administration and Constitutional Affairs Committee that acts as the scrutiny body for the Ombu

Recruitment and retention data covering the period of the public sector pay pause is not currently held. In 2020/21, Civil Service turnover (includes all moves out of the Civil Service) was 5.9%.

In light of the pay pause, which was necessary in order to help protect public sector jobs and protect investment in public services, the Government ensured that the lowest paid across all of the public sector were protected. Anyone below a full time equivalent salary of £24,000 received an uplift of £250 or the new National Living Wage rate, whichever was greater. This was c.128,000 civil servants around the time the pay pause was announced in November 2020.

As the Chancellor of the Exchequer announced on October 27th 2021, the temporary public sector pay pause will be lifted. Pay awards will be made to public sector workers over the next three years as we return to a normal pay-setting process. It is for departments to monitor and consider their recruitment and retention challenges when determining future pay awards.