Question to the Department for Transport:

To ask the Secretary of State for Transport,how many and what proportion of (a) BAME and (b) white candidates that applied for a promotion in his Department were successful between 1 October 2017 to 1 October 2018.

Percentage of individuals successfully promoted in DfTc

The data provided relates to roles advertised by the Department for Transport (DfT) on the Civil Service Jobs recruitment platform. Any permanent promotion opportunities within the department would be advertised on the platform to allow fair and open competition with an appointment being made on merit.

The completeness and accuracy of the data above is influenced by the following factors.

For vacancies advertised across Government, individuals need to have a verified account to confirm their eligibility as existing Civil Servants. As part of their personal profile, Civil Servants are requested to provide their current substantive grade. If individuals have not completed their personal profile we would be unable to identify whether they were promoted.

For vacancies advertised externally, individuals have the option to use a privately registered account as there is no requirement for them to confirm that they are existing Civil Servants. This means that in the instance that an existing Civil Servant applies for an externally advertised vacancy using a private account, then we cannot identify whether or not the successful individual is being promoted.

In light of this, the data provided may not be comprehensive and would only be indicative in relation to the question put of ‘how many and what proportion of (a) BAME and (b) white candidates that applied for a promotion in his Department were successful between 1 October 2017 to 1 October 2018’.

Diversity and Inclusion is at the heart of resourcing across the DfT and we continue to develop and test innovative new approaches to attract and hire a more diverse candidate pool. We have clear objectives to increase representation rates to reflect the proportion of BAME individuals in the local working-age population, strengthen our BAME talent pipeline (grades 6 and 7) and our leadership cadre (SCS) as well as increase diversity in roles and professions where BAME staff are under-represented.

We have increased our DfT leaders from a BAME background; up to 6% of our Senior Civil Service (SCS) within the last year.