Baroness Barran

Responses to the call for input were deemed invalid where they did not meet the criteria set out on the call for input Gov.uk page under ‘how to respond’.

Information on how issued funding is spent by arms length bodies, including payments to third party organisations, is not gathered centrally.

The majority of staff time spent on diversity staff networks is voluntary and unpaid. A maximum of two chairs from each of the 5 networks aligned to DBT’s evidence-led areas of focus are allocated up to 10% of their working hours as protected time for network activity. This applies to REACH (race); DisNET (disability); Gender Equality Network; Social Mobility Network; and LGBTQ+ Network. There are no plans to increase or reduce this.

UKEF does not hold the data requested. The majority of staff time spent on diversity staff networks is voluntary and unpaid.

The delivery of Equality, Diversity and Inclusion (EDI) Staff Network activity is agreed between networks and departments as the employer. This includes permitted time allocation and any funding arrangements. The majority of staff time spent on diversity staff networks is voluntary and unpaid.

Currently 6 Diversity Networks are given pro-rata time allocation to support respective network activity. We have 11 FTE Network Chairs in total.

Time allocation

Diversity-related network time ranges between 10% minimum - 20% maximum (based on business need) protected time during core hours

1x10% time allocation 37 – hour week contract equates to 3.7 per chair member.

1x 20% time allocation 37 – hour week contract equates to 7.4 per chair member.

Across all 6 Networks:

• 11 people support network activity as “Chairs” with their allocated time ranging between 10% - 20%

• 80% - 90% of their time focused on their contracted job role.

Diversity Networks

• Ability Network

• Ethnic Diversity Network

• EU & International Network

• Faith & Belief Network

• LGBT+ Network

• Social Mobility Network

Funding

When approaching EDI activity, the default must be to use internal resources and best practice in departments and across government, as outlined in the May 2024 Civil Service Equality, Diversity and Inclusion Expenditure Guidance. All external EDI spends are cleared and authorised by the Permanent Secretary.

Since the Machinery of Government (MOG) in February 2023, DCMS has typically spent <£1k per year, on Network activity, with no plans to to increase or reduce such funding.

The Autumn Budget and Spending Review 2024 represented HM Government’s decisions on future spending in the context of the unfunded pressures, across both capital and resource spend, which the new government inherited in July and which my right hon. Friend, the Chancellor of the Exchequer, set out.

The government has decided to invest further in supporting the development of children’s social care. £86 million of the £90 million funding announced in the Autumn Budget for 2025/26 represents the decision to invest in the Children’s Homes capital programme to maintain capacity and expand provision in secure and open residential children’s homes. The remaining £4 million will support smaller capital initiatives linked to the new government’s wider ambition to reform of children’s social care.

The programme will support the provision of up to 550 open children’s home placements nationwide, including a new bidding round launched to increase provision for children with complex needs.

The programme is intending to support the provision of around 80 additional secure children’s home placements nationwide. Currently, this includes the building of new or replacement homes in Lincolnshire, Devon, Hampshire, and in London and West Midlands regions. There will be improvement works undertaken at other existing homes nationwide that may expand provision.

The Markets Interventions Advisory Group was established to advise the department on options for addressing the systemic issues in the children's social care placement market, as identified by the Competition and Market Authority in their 2022 report and the independent review of children’s social care, which can be found here: https://www.gov.uk/government/publications/independent-review-of-childrens-social-care-final-report.

The work of the group, the reports set out above and engagement with a range of stakeholders fed into our policy paper ‘Keeping Children Safe, Helping Families Thrive’, which was published on 18 November 2024. It sets out the government’s ambitious plans to fix the dysfunctional care market and crackdown on the excessive and exploitative profits made by some private providers.

The National Workload Action Group will provide its final report to the department no later than January 2025, with insights and considerations for reducing unnecessary workload for social workers. Ministers will then consider the best way to take forward findings from the report and next steps.

I, as Minister for Skills, can confirm that I have considered the letter and the concerns raised in it. Officials and I have met with over 40 individuals to discuss the future of the Higher Education (Freedom of Speech) Act 2023, including academics with concerns about constraints on freedom of speech and academic freedom. A number of these academics were signatories to the open letter sent to my right hon. Friend, the Secretary of State for Education on 15 August 2024. This includes representatives from Academics for Academic Freedom, Committee for Academic Freedom and the London Universities Council for Academic Freedom. Officials have also met with representatives of nine sector mission groups, unions and representatives of minority groups.

This stakeholder engagement will feed into decision making on the future of the Act and this government’s longer-term policy on protecting freedom of speech across the higher education sector.

The department does not hold the data requested. The majority of staff time spent on diversity staff networks is voluntary and unpaid.

The Government recognises the scale of the reforms needed to make the adult social care sector attractive, to support sustainable workforce growth and improve the retention of the domestic workforce. We want it to be regarded as a profession, and for the people who work in care to be respected as professionals.

The Government understands the need for health information to be as clear as possible and to use language that appropriately reflects sex, as defined as a protected characteristic in the Equality Act 2010. The Government expects the National Health Service to deliver health services in accordance with the Equality Act 2010, having appropriate regard to protected characteristics as defined in the Act where relevant.

Diversity staff network chairs and committee members are permitted to use up to 10% of their work time for network activity, this was introduced as part of the Network Deal which was published internally in October 2023. Currently, the Department has 22 networks which fall within the diversity category, with 41 colleagues acting as chair or committee member. In addition, the chairs and committee members of those networks related to disability, race and ethnicity, and social mobility can request up to 15% of their working time for these activities. This is in recognition of these areas' alignment with the Civil Service Diversity & Inclusion Strategy and is subject to line manager discretion.

Because the Department offers working time for diversity staff network activity as a percentage of overall work time for each individual, the number of hours allocated in total will depend on an individual’s working pattern, such as part time or full time, alongside line manager discretion.

The Department does not currently offer funding for diversity staff network activity, except for those networks related to disability. This is in line with the recent Civil Service Equality, Diversity and Inclusion Expenditure Guidance published on 14 May 2024 in an online-only format. The Department’s disability network is named EnABLE.

The Department does not currently plan to increase or reduce funding for diversity staff networks.

On 29 July, the Government announced that, as of 1 January 2025, all education services and vocational training provided by a private school in the UK for a charge will be subject to VAT at the standard rate of 20%. This will include fees paid by CEA.

A small minority of diplomatic officials and service personnel are posted abroad for extended periods. In such circumstances, the Ministry of Defence and the Foreign and Commonwealth Office provide the Continuity of Education Allowance (CEA) to ensure this does not interfere with their children's education.

The government will monitor closely the impact of these policy changes on affected military and diplomatic families with any changes to this scheme being considered as part of the ongoing Spending Review.

Whilst developing these policies, the Government has carefully considered the impact that they will have on pupils and their families across both the state and private sector, as well as the impact they will have on state and private schools. Following scrutiny of the Government’s costing by the independent Office for Budget Responsibility, the Government will confirm its approach to these reforms at the Budget on 30 October, and set out its assessment of the expected impacts of these policy changes in the normal way.

With regards to the Ministry of Justice, the delivery of Equality, Diversity and Inclusion (EDI) Staff Network activity is agreed between networks and departments as the employer. This includes permitted time allocation and any funding arrangements. The majority of staff time spent on diversity staff networks is voluntary and unpaid and there is no immediate plan to change this.

The 16 recognised Staff Networks currently operating in Ministry of Justice are:

• ABLE

• Carers

• Christians in MoJ

• Frontline

• Gender Equality

• Hindu

• Humanists

• Jobshare

• International and EU Nationals

• Muslim

• Parents

• Proud

• Safe Space

• Sikhs in MoJ

• Spirit

• Supporting the Workplace in Menopause (SWIM)

The Executive Board of the Attorney General’s Office appoints two volunteer members of staff to act as Diversity and Inclusion leads. With volunteer colleagues, they organise events (such as lunchtime talks) and circulate relevant information and materials around the Office. No maximum percentage of overall working time is specified for such activity and the time spent on such activity is not recorded.

As for the Crown Prosecution Service (CPS), it has 27 staff who are permitted to undertake diversity-related network time during core working hours across its eight staff networks who are allocated ‘network time’. There is no specified maximum percentage of overall working time permitted to spend on such network activity, but the maximum allocated to any one individual in this financial year is 177.6 hours. For 2024/25, there are 3426.5 hours allocated in total.

There are no current plans in the CPS to increase or reduce funding in this financial year, however requests for funding are submitted and reviewed annually.

The names of the networks for the CPS are:

• National Black Crown Prosecution Association (NBCPA)

• Carers Association

• Sikh Society

• Muslim Network

• Christian Fellowship

• LGBTI

• Social Mobility

• Disabled Staff Network (DSN)