Mike Wood

We followed a very specific process outlined in the Equality Act 2006. Following the For Women Scotland ruling, the EHRC submitted a draft to us in September 2025. EHRC continued to work on it and submitted an updated version in April 2026. They made the decision to amend the draft Code following feedback, consultation responses and legal advice. Our focus has always been to make sure that organisations have the guidance they need, and that it is clear and practical.

Pursuant to the answer of 20 May 2026 to Question 1185 regarding the Council of Europe: LGBT+ People, the supported project is officially titled "Promoting human rights and equality for LGBTI persons."

Information regarding the project's scope is publicly available on the Council of Europe’s website at the following link: https://www.coe.int/en/web/sogi/promoting-hr-for-lgbti-persons

Specific details of the 36 activities are currently withheld from the public domain by the Council of Europe. The activities take place in some of Europe's most challenging environments for LGBT+ individuals; specific details are withheld from the public domain to ensure the safety and privacy of those involved and to ensure the efficacy of the work.

In accordance with standard practice, additional information regarding the event, including associated costs, will be released at the appropriate time. Officials are working to ensure the event is delivered as cost-effectively as possible, in line with the Government’s usual approach to spending public money appropriately and in line with value-for-money principles.

We will also learn the lessons from the previous government’s failed attempt to host the ‘Safe To Be Me’ conference in July 2021, billed as the world’s first global LGBT+ rights conference with a budget of more than £5 million, and eventually scrapped in April 2022 with estimated irrecoverable losses of up to £0.6 million.

The Social Mobility Commission (SMC) is an independent advisory Arm’s Length Body, sponsored by the Office for Equality and Opportunity. The SMC makes its own decisions on spending within their set budget. This question has been passed to the SMC, who will provide a written response to the Member.

This response provides an update to PQ 122163. The research has been carried out and the report is undergoing quality assurance and clearance in line with the GSR publication protocol. It will be published in due course.

The Women and Equalities Unit is the name given to the section of the Office for Equality and Opportunity responsible for women’s equality, LGBT+ equality, and the overall framework of equality legislation in the UK. This is 3 teams in total.

There were 24 campaigns for the Women and Equalities Unit since July 2024. All roles within OEO are advertised across OEO (to allow level transfer between teams). If vacancies are not filled via internal expressions of interest then campaigns would be posted on the civil service jobs website.

A) None were posted on a public website

B) All of the 24 were advertised on the civil service website

(a) There have been no OEO civil servants seconded to other organisations

(b) There have been no secondments into the Women's Equality Division since July 2024.

The UK Government provided a one-off voluntary contribution to support the work of the Council of Europe’s LGBT+ programme. This programme funds activities designed to enhance the legislative and institutional capacities of national stakeholders, ensuring they can effectively uphold and advance the human rights of LGBT+ persons. To date, the project has successfully supported over 36 activities across 16 member states and Council-wide initiatives, focusing on legal reform and policy implementation.

Future funding decisions will continue to be reviewed and provided based on an assessment of performance, demonstrable impact, and value for money.

This Government is committed to ensuring that everyone, no matter their background, can thrive. Therefore, as set out in our response to the UK Covid-19 Inquiry’s Module 2 report, we agree with the recommendation that commencement of the socio-economic duty could drive the routine consideration of the impact decisions might have on those most at risk in an emergency.

The Government is giving careful consideration to responses to the equality law call for evidence as we consider next steps. We will publish a summary of responses and a Government response in due course on: https://www.gov.uk/government/calls-for-evidence/equality-law-call-for-evidence.

The socio-economic duty will require specified public bodies to actively consider how their strategic decisions might help to reduce the inequalities of outcome associated with socio-economic disadvantage.

We are now taking forward work to make sure that commencement of the duty in England is as effective as possible.

In 2025, the Office for Equality and Opportunity commissioned new research on equal pay and combined discrimination.

This research is currently underway, and we will provide an update in due course.​​

To reiterate we have always been clear that the proper process needs to be followed, which includes understanding the potential impact on businesses, public functions and services. The EHRC has been asked to provide some information on costs and an Equality Impact Assessment.

The Code will have implications for service providers up and down the country so it is important that we get this right.

The EHRC has submitted a draft Code of Practice to Ministers, and we are reviewing it with the care it deserves, engaging with the EHRC to ensure that it provides clarity for service providers.

We have always been clear that the proper process needs to be followed, which includes understanding the potential impact on businesses, public functions and services, as well as engaging with relevant committees.

The Code will have implications for service providers up and down the country so it is important that we get this right.

The Office for Equality and Opportunity (OEO) is committed to ensuring that Britain’s equality framework remains robust and fit for the future. OEO’s budget and resource allocation are subject to rigorous business planning and governance to ensure delivery of maximum value for the taxpayer.

For the current financial year (2025/26), as part of a wider Cabinet Office exercise, we identified and committed to an in-year programme budget reduction. These savings are being realised through operational streamlining and a focus on cost-effective delivery.

OEO’s staff headcount has increased from 142.5 Full-Time Equivalent (FTE) in 2024-25 to up to 184 FTE staff in the current year. This increase, agreed by Ministers, ensures OEO is properly resourced to manage a substantial and long-term programme of work in line with the Government’s manifesto commitments, missions and other priorities.

We published a call for evidence on equality law which considered areas of existing equality legislation and possible equality law reform.

We are giving the responses careful consideration as we consider next steps. We will publish the Government response in due course on: https://www.gov.uk/government/calls-for-evidence/equality-law-call-for-evidence.

We have always been clear that the For Women Scotland Ltd v The Scottish Ministers [2025] Supreme Court ruling should be implemented in full by duty bearers, including local councils. Where necessary, they should seek specialist legal advice.

The Equality and Human Rights Commission - as the independent regulator - has submitted a draft Code of Practice for Services, Public Functions and Associations to Ministers, and we are working as quickly as we can to review it with the care it deserves. This will provide further guidance to duty bearers on how they should comply with the Equality Act 2010 following the Supreme Court ruling.

Information regarding materials supplied by Common Purpose for the training day will not be disclosed as it is deemed commercially sensitive. Approval for the training day expenditure was granted by a Senior Civil Servant (SCS), not a Minister, as the cost fell within the SCS's delegated authority to approve spend. The spend occurred prior to the Government implementing new controls in April 2025 and followed a robust, compliant procurement procedure in line with Cabinet Office policy.

The Government is considering the draft updated Code of Practice for Services, Public Functions and Associations, submitted by the Equality and Human Rights Commission. If the decision is taken to approve it, the Secretary of State will lay it before Parliament for a 40 day period.

It is important that the correct process for considering the Code is followed to ensure the Secretary of State can make an informed decision, which includes understanding the consequences for service providers.

The Government is considering the draft updated Code of Practice for Services, Public Functions and Associations, submitted by the Equality and Human Rights Commission. If the decision is taken to approve it, the Secretary of State will lay it before Parliament for a 40 day period.

The Minister is following the process in the Equality Act 2006. It is important that the correct process for considering the Code is followed to ensure the Secretary of State can make an informed decision. This process does not require consultation with civil service trade unions or diversity networks. The EHRC has consulted on its draft guidance.

Information regarding materials supplied by Common Purpose for the training day will not be disclosed as it is deemed commercially sensitive. Approval for the training day expenditure was granted by a Senior Civil Servant (SCS), not a Minister, as the cost fell within the SCS's delegated authority to approve spend. The spend occurred prior to the Government implementing new controls in April 2025 and followed a robust, compliant procurement procedure in line with Cabinet Office policy.

As set out in our manifesto and in the King’s Speech last July, the government remains committed to introducing mandatory ethnicity and disability pay gap reporting for large employers.

Our consultation on ethnicity and disability pay gap reporting closed on 10 June. Good progress has been made in analysing the responses and developing our policy and legislative approach.

The regulatory impact assessment for these measures has been produced.

We will publish the Government response to the ethnicity and disability pay gap reporting consultation in due course .

Parties are required to report donations in cryptocurrencies as non-monetary donations, with the type and amount of crypto asset identified.

No political party has reported any donations to the Electoral Commission that they have identified as cryptocurrency.

Last week, the Commission published the latest donations to political parties for the third quarter of 2025. Information about all reported donations is available on the Commission’s website, providing important transparency for voters.

As given in the answer of 8th October, the term ‘working class’ was used in the 10-Year Health Plan in the standard way that it is used in English, that is to indicate people who are employed for wages and generally experience greater job insecurity and less financial security than others in society.

As given in the answer of 8th October, the 10-Year Health Plan refers both to “working class jobs” and “working class communities”. These terms are used in the standard way they are used in English to indicate people who are employed for wages and generally experience greater job insecurity, lower benefits, and less financial security than others in society.

The Civil Service does not have responsibility for staff networks in other public sector organisations and therefore does not issue any such guidance.

Common Purpose was paid £6,900.00 to provide a one-off day of team development covering the subject of ‘leadership’ for the Office of Equality and Opportunity in February 2025.

The EHRC has revised its Code of Practice for Services, Public Functions and Associations following the consultation and submitted it to the Minister for Women and Equalities. The Government is considering the updated draft Code and, if the decision is taken to approve it, the Code will be laid before Parliament for a 40 day period.

The Government will follow the appropriate process when considering the Code.

As the Office for Equality and Opportunity is part of the Cabinet Office, we follow Cabinet Office recruitment policies, including recruitment of interns. There is not a single universal rule for Cabinet Office internships as eligibility and restrictions vary by the specific internship scheme and the individual advert.

In August 2025, a new policy was introduced to broaden access for working-class students to the Civil Service. OEO will apply this guidance to future intern recruitment, with the programme launching in 2026.

The Equality and Human Rights Commission is an independent regulator and follows a similar approach as all roles are advertised Civil Service Jobs.

I refer the Hon Member to the answer given on 12 June 2025 to PQ 59367.

The Government Statistical Service’s Ethnicity Harmonised Standard provides best practice for data collection across government, and it recommends that White Irish is collected as a standalone category, distinct from White Other.

As set out in Next Steps to Make Work Pay, the government is committed to establishing an Equal Pay Regulatory and Enforcement Unit.

In April we launched a call for evidence on how enforcement of the equal pay scheme could be improved as well as a number of other areas of equality policy. This included consideration of the establishment of the Unit and its institutional home.

We will consider the responses to the call for evidence, which closed at the end of June, and confirm next steps in due course.

The Government is committed to commencing the socio-economic duty in the Equality Act 2010. The duty will require specified public bodies, when making strategic decisions, to consider actively how their decisions might help to reduce the inequalities associated with socio-economic disadvantage.

We will consider whether the list of public authorities to which the duty will apply requires updating as part of our research programme and evidence gathering.

The Office for Equality and Opportunity (OEO) overall budget has increased from £16.2m in 2024-25 to £17.7m in 2025-26. Further details will be provided, in the usual way, in the Cabinet Office’s accounts.

In our manifesto, we committed to strengthening protections against dual discrimination and in April we launched a call for evidence on this commitment, as well as a number of other areas of equality law. We will consider the responses to the call for evidence, which closed at the end of June, and confirm next steps in due course.

In October 2024, the style guide ‘Writing about ethnicity’ on the Ethnicity facts and figures website was updated. While the guide makes no direct reference to the capitalisation of references to Travellers, a capital letter was used to align with the Government Analysis Function's harmonised standard for ethnicity, based on the 2011 Census.

This standard is also followed by the Office for National Statistics in its service manual.

Dr Mary-Ann Stephenson was confirmed as the next Chair of the Equality and Human Rights Commission on 31 July 2025. This was announced in a press release which you can view here: https://www.gov.uk/government/news/government-confirms-dr-mary-ann-stephenson-as-the-next-ehrc-chair

On 31 July 2025, the announcement was posted on the Public Appointments website on a separate webpage here:https://apply-for-public-appointment.service.gov.uk/announcements?titleSearch=+Equality+and+Human+Rights+Commission+%28EHRC%29+Chair&body=&regulated=&bodyJustice=&sort=announcementDate%3Adesc#search-results

Section 9.1 of the Governance Code for Public Appointments states “candidates must be asked to declare potential conflicts of interest in their application.”.

The EHRC publishes the declarations of interests of its Chair and Commissioners on their website: https://www.equalityhumanrights.com/about-us/how-we-operate/our-commissioners/commissioner-declarations-interests

The Government is committed to commencing the socio-economic duty in the Equality Act 2010.

We will work in partnership with public authorities, civil society and others in order to ensure that the implementation of the duty is as effective as possible. As part of this, we are currently analysing responses to the call for evidence on equality law, which included several questions relating to the socio-economic duty.

We will also consult on draft statutory guidance in order to ensure it addresses the needs of public bodies and civil society and supports effective implementation.

No external research relating to the socio-economic duty has been commissioned.

Common Purpose was paid to provide a one-off day of team development for the Office of Equality and Opportunity in February 2025.

The Office for Equality and Opportunity does not mandate the use of any particular acronym in reference to lesbian, gay, bisexual and transgender communities.

The Foreign, Commonwealth and Development Office works with a range of organisations globally to protect and promote the human rights of the most vulnerable communities.

The Government uses LGBT+ in communications and publications, as these are widely recognised and understood.

In May 2024, following benchmarking exercises against other similar nursery provision, and taking account of pay awards for the period 2023-2025, fees were increased by 10% for all users. The rise was the first since 2017. The Nursery is an important service to support Members, their staff and House staff.

Assuming a 5 day a week usage, this saw a cash equivalent of increases of £127.84 a month for children under two years old, and £117.00 a month for children over two years old.

In July 2025, a further increase of 3% was implemented.

Assuming a 5 day a week usage, this saw a cash equivalent of increases of £42.5 a month for children under two years old, and £39.00 a month for children over two years old.

The Library takes one copy of each daily national newspaper which is made available in the Members’ Library. Additional copies of titles are only taken if Library staff determine there is sufficient demand. Newspaper orders, including numbers of copies, are reviewed annually to ensure they are still meeting Members’ needs.

Further copies are placed in the Members’ Tea Room, Smoking Room, and Portcullis House Atrium, as previously requested by Members.

In June 2025, the Administration Committee approved a review of newspaper provision in non-Library areas, to look at both quantities and locations of hard-copy newspapers. This will be completed by the House Service post summer recess.

The Church of England does not provide specific standalone guidance to clergy on the expression of gender-critical views.

On complex issues the House of Bishops may from time to time publish guidance and advice for clergy, designed to inform local response. Two main publications that include detailed theological discussion relating to gender and sexuality are ‘Some Issues in Human Sexuality’ (2003), and ‘Issues in Human Sexuality’ (1991).

More recent statements and pastoral guidance have updated the above, in particular:

• 2005 House of Bishops statement on civil partnerships for same-sex couples,
• 2014 pastoral guidance from the House of Bishops on civil same-sex marriage,
• 2019 House of Bishops statement on civil marriage for all persons,
• 2020 Living in Love and Faith book.

These are all available to view or order on the Church of England website

Following a vote of the General Synod in 2017 to welcome and affirm transgender people, the House of Bishops provided guidance in 2018 called ‘Pastoral Guidance for use in conjunction with the Affirmation of Baptismal Faith in the context of gender transition.’

Within Church of England schools, clergy and teachers are advised to align with the “Pastoral Principles”: www.churchofengland.org/about/general-synod/structure/house-bishops/pastoral-principles

Guidance is also available in ‘Flourishing for All: Anti-bullying Guidance for Church of England Schools’ (updated April 2025): www.churchofengland.org/about/education-and-schools/education-publications/anti-bullying-guidance-church-england-schools

The Office for Equality and Opportunity has not issued guidance on whether regulators should impose equality, diversity and inclusion requirements on regulated entities.

Where a public body decides to undertake an Equality Impact Assessment (EIA) to fulfill its Public Sector Equality Duty obligations, this would be funded as part of the organisation’s administrative budget. EIAs are well embedded in Government policy making and are not considered an additional cost but part of mainstream administrative functions.

In fact, EIAs are likely overall to reduce costs for public bodies, because the entailed analysis and discussion, by highlighting any equality issues greatly reduces the risk of subsequent litigation for alleged law breaches resulting from the particular policy.