Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, whether they have made an estimate of the potential impact of abolishing diversity, equity and inclusion roles in their Department on annual staffing costs.

The delivery of Equality, Diversity and Inclusion (EDI) activity and staffing requirements is decided by departments as the employer. DWP is committed to being an inclusive employer and is committed to creating an environment where everyone belongs and can be at their best, and our workforce is representative of the customers and communities that we serve.

DWP has not made an estimate of the potential impact of abolishing diversity, equity and inclusion roles on annual staffing costs. The Civil Service Diversity and Inclusion Strategy 2022-2025 (as well as the 2025-2030 strategy under development) underscores the importance of EDI in supporting the delivery of the Government’s Plan for Change. The strategy highlights the need for a diverse workforce to drive performance and innovation.

The Civil Service Equality, Diversity & Inclusion Expenditure guidance, published in May 2024 under the previous government, states:

Internal Efficiency Measures

18. Internal measures are important to promote efficient and effective EDI practice, which aligns to Government priorities. To ensure EDI spend in the Civil Service is commensurate with agreed organisational priorities the following measures must be considered:

c. Incorporate standalone EDI staffing roles into broader HR: The responsibility for EDI delivery should be embedded into HR professionals’ broader accountabilities. The CS D&I Strategy frames an approach where diversity and inclusion is not an end in itself, but an integral means of delivering better outcomes for our citizens. To deliver this, and move away from tokenistic, albeit well-intentioned actions, to produce truly transformative delivery our HR professionals are required to take ownership of EDI and focus the approach against the key areas of an employee lifecycle that make the biggest impact for all our people: recruitment, talent management, learning & development, leadership, culture and tackling bullying harassment and discrimination when it occurs.