This information is not collected centrally. I refer the hon. Member to the reply he received from my hon. Friend the Member for Crewe and Nantwich (Mr Timpson) on 30 January 2013, Official Report, column 813W.

DWP have recently completed the gradual roll-out of a new DWP complaints process. Complaints are recorded against various standard DWP categories and related sub-categories. A sub-category regarding ‘Alternative formats not provided’ was introduced in May 2011 to those offices operating the new process, under the category ‘You haven't given me the information that suits my needs’, therefore we do not have the information requested prior to May 2011. Data relating to this category are available for the dates shown, but only cover areas of DWP which had rolled out the new process at that time.

The UK contributes to the EU's Policing Mission in Afghanistan, which provides support to the Office of the Police Ombudsman.

DFID's assistance to the Afghan Interior Ministry supports the development of policy on promoting human rights and protecting women from violence.

The Independent Monitoring Board for HMP Oakwood has recorded applications made by prisoners raising concerns via a member of the board during the reporting period from 24 April 2012 to 31 March 2013. A breakdown of the subjects of the applications can be found in the board's report, covering the first year of the establishment's operation, published on 1 August 2013.

www.justice.gov.uk/downloads/publications/corporate-reports/imb/annual-reports-2013/oakwood-2012-2013.pdf

1: In every prison, a designated manager has lead responsibility for co-ordination of equality work and issues. This would be undertaken at a minimum of pay band 7 but may be a more senior role dependent

on the size and complexity of the prison. This appointment is instructed through Prison Service Instruction 32/2011 Ensuring Equality. This applies to all prison establishments and includes Young Offender Institutions. Secure Training Centres do not have a nominated ‘equality manager’, instead the Director maintains overall responsibility for these important areas

2: There is an expectation that Equality Managers will complete the available training (e.g. Civil Service Learning Equality Modules) but we do not hold records centrally of those who have completed the training. This information can only be collated at a disproportionate cost. This would involve contacting every establishment to find out what training each staff member has completed.

3: Equality training is not mandatory for all prison staff. However, all new entrant Prison Officers will receive an eight hour equality specific module on their new entrant training and non-uniformed staff will receive an equality element within their induction into the prison. Prison Service Instruction 32/2011 - Ensuring Equality states “Governors must ensure that staff are aware of their equalities responsibilities.” A range of Equality Training is available and publicised, including those on Civil Service Learning (CSL) which is accessible online. The courses available for Equalities are: Introduction to Diversity and Equality, Equality and Diversity Essentials, Disability Awareness, Lesbian, Gay, Bisexual and Transgender Awareness and Unconscious Bias.

4: NOMS does not mandate that all staff investigating complaints or diversity incidents/complaints attend specific training. DIRFs are investigated in line with the processes for regular complaints where all managers conduct the investigations.

5 & 6: With regards to how many DIRFs relating to the Prison Service were received in October 2013 and how many RIRFs relating to the Prison Service were received in October 2009; this information is not held centrally. It cannot be provided other than at a disproportionate cost. It would mean contacting every establishment and ask them to look through their DIRF paperwork to extract which, if any, were related to the Prison Service. The results would then need to be collated at the centre. A similar situation exists for RIRFs except that many prisons have archived this information, therefore this would take even longer.

1: In every prison, a designated manager has lead responsibility for co-ordination of equality work and issues. This would be undertaken at a minimum of pay band 7 but may be a more senior role dependent

on the size and complexity of the prison. This appointment is instructed through Prison Service Instruction 32/2011 Ensuring Equality. This applies to all prison establishments and includes Young Offender Institutions. Secure Training Centres do not have a nominated ‘equality manager’, instead the Director maintains overall responsibility for these important areas

2: There is an expectation that Equality Managers will complete the available training (e.g. Civil Service Learning Equality Modules) but we do not hold records centrally of those who have completed the training. This information can only be collated at a disproportionate cost. This would involve contacting every establishment to find out what training each staff member has completed.

3: Equality training is not mandatory for all prison staff. However, all new entrant Prison Officers will receive an eight hour equality specific module on their new entrant training and non-uniformed staff will receive an equality element within their induction into the prison. Prison Service Instruction 32/2011 - Ensuring Equality states “Governors must ensure that staff are aware of their equalities responsibilities.” A range of Equality Training is available and publicised, including those on Civil Service Learning (CSL) which is accessible online. The courses available for Equalities are: Introduction to Diversity and Equality, Equality and Diversity Essentials, Disability Awareness, Lesbian, Gay, Bisexual and Transgender Awareness and Unconscious Bias.

4: NOMS does not mandate that all staff investigating complaints or diversity incidents/complaints attend specific training. DIRFs are investigated in line with the processes for regular complaints where all managers conduct the investigations.

5 & 6: With regards to how many DIRFs relating to the Prison Service were received in October 2013 and how many RIRFs relating to the Prison Service were received in October 2009; this information is not held centrally. It cannot be provided other than at a disproportionate cost. It would mean contacting every establishment and ask them to look through their DIRF paperwork to extract which, if any, were related to the Prison Service. The results would then need to be collated at the centre. A similar situation exists for RIRFs except that many prisons have archived this information, therefore this would take even longer.

1: In every prison, a designated manager has lead responsibility for co-ordination of equality work and issues. This would be undertaken at a minimum of pay band 7 but may be a more senior role dependent

on the size and complexity of the prison. This appointment is instructed through Prison Service Instruction 32/2011 Ensuring Equality. This applies to all prison establishments and includes Young Offender Institutions. Secure Training Centres do not have a nominated ‘equality manager’, instead the Director maintains overall responsibility for these important areas

2: There is an expectation that Equality Managers will complete the available training (e.g. Civil Service Learning Equality Modules) but we do not hold records centrally of those who have completed the training. This information can only be collated at a disproportionate cost. This would involve contacting every establishment to find out what training each staff member has completed.

3: Equality training is not mandatory for all prison staff. However, all new entrant Prison Officers will receive an eight hour equality specific module on their new entrant training and non-uniformed staff will receive an equality element within their induction into the prison. Prison Service Instruction 32/2011 - Ensuring Equality states “Governors must ensure that staff are aware of their equalities responsibilities.” A range of Equality Training is available and publicised, including those on Civil Service Learning (CSL) which is accessible online. The courses available for Equalities are: Introduction to Diversity and Equality, Equality and Diversity Essentials, Disability Awareness, Lesbian, Gay, Bisexual and Transgender Awareness and Unconscious Bias.

4: NOMS does not mandate that all staff investigating complaints or diversity incidents/complaints attend specific training. DIRFs are investigated in line with the processes for regular complaints where all managers conduct the investigations.

5 & 6: With regards to how many DIRFs relating to the Prison Service were received in October 2013 and how many RIRFs relating to the Prison Service were received in October 2009; this information is not held centrally. It cannot be provided other than at a disproportionate cost. It would mean contacting every establishment and ask them to look through their DIRF paperwork to extract which, if any, were related to the Prison Service. The results would then need to be collated at the centre. A similar situation exists for RIRFs except that many prisons have archived this information, therefore this would take even longer.

Each year, DWP serves around 22 million people through a network of about 870 delivery units.

Information is only available for the last two complete years following changes made in 2011 to the way DWP collects and categorises complaints. Information is as follows:

There has been no assessment of any potential link across DWP.

The number of complaints has increased since the introduction of the new DWP complaints process which was completed in December 2012. However, this was expected as the correct recording of complaints has been encouraged with the use of new/consistent processes across all businesses.

The number of complaints resolved at first tier has increased dramatically.