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To ask Her Majesty’s Government, further to the Written Answer by Lord Ashton of Hyde on 20 April (HL6668) concerning the female candidate who was not approved for appointment by the Secretary of State to the Board of Channel 4, whether they intend to ask the Equalities and Human Rights...
To ask Her Majesty’s Government, further to the Written Answer by Lord Ashton of Hyde on 20 April (HL6668) concerning the female candidate who was not approved for appointment by the Secretary of State to the Board of Channel 4, whether they intend to ask the Equalities and Human Rights...
As an independent statutory body responsible for enforcing the Equality Act 2010, the EHRC is able to make its own decisions to intervene if it suspects that an unlawful act has been committed. It has the power to take enforcement action in relation to a breach of the Act’s provisions, including the provisions that cover appointment to public office.
To ask Her Majesty’s Government, further to the Written Answers by Lord Ashton of Hyde on 4 April (HL6217 and HL6218), whether the female candidate who was not approved for appointment by the Secretary of State failed to meet the skills and experience set out in the advertised job descriptions.
To ask Her Majesty’s Government, further to the Written Answers by Lord Ashton of Hyde on 4 April (HL6217 and HL6218), whether the female candidate who was not approved for appointment by the Secretary of State failed to meet the skills and experience set out in the advertised job descriptions.
Non-executive members of the Channel 4 Corporation board are appointed by Ofcom with the approval of the Secretary of State. The selection panel are responsible for interviewing candidates and identifying those who are appointable. Ofcom advertised for four vacancies for candidates with specific sector skills and experience and the Secretary of State approved the four candidates on the basis that they best met the skills and experience set out in the advertised job descriptions.
To ask Her Majesty’s Government, further to the Written Answer by Lord Ashton of Hyde on 21 March (HL5834), whether the female candidate who was not approved for appointment by the Secretary of State failed to meet the skills and experience set out in the advertised job descriptions; and if...
To ask Her Majesty’s Government, further to the Written Answer by Lord Ashton of Hyde on 21 March (HL5834), whether the female candidate who was not approved for appointment by the Secretary of State failed to meet the skills and experience set out in the advertised job descriptions; and if...
Non-executive members of the Channel 4 Corporation board are appointed by Ofcom with the approval of the Secretary of State. Ofcom advertised for four vacancies for candidates with specific sector skills and experience. The Secretary of State approved the four candidates on the basis that they met the skills and experience set out in the advertised job descriptions.
To ask Her Majesty’s Government, further to the Written Answer by Lord Ashton of Hyde on 21 March (HL5834), whether the reason why the female candidate who was not approved for appointment by the Secretary of State was that the Department for Culture, Media and Sport targets of 50 per...
To ask Her Majesty’s Government, further to the Written Answer by Lord Ashton of Hyde on 21 March (HL5834), whether the reason why the female candidate who was not approved for appointment by the Secretary of State was that the Department for Culture, Media and Sport targets of 50 per...
Non-executive members of the Channel 4 Corporation board are appointed by Ofcom with the approval of the Secretary of State. Ofcom advertised for four vacancies for candidates with specific sector skills and experience. The Secretary of State approved the four candidates on the basis that they met the skills and experience set out in the advertised job descriptions.
To ask Her Majesty’s Government, further to the Written Answer by Lord Ashton of Hyde on 2 March (HL5545), whether the female candidate did not meet the skills and experience set out in the advertised job descriptions; and what account the Secretary of State took of her gender and ethnic...
To ask Her Majesty’s Government, further to the Written Answer by Lord Ashton of Hyde on 2 March (HL5545), whether the female candidate did not meet the skills and experience set out in the advertised job descriptions; and what account the Secretary of State took of her gender and ethnic...
Ofcom advertised for four vacancies for candidates with specific sector skills and experience. The Secretary of State approved the four candidates on the basis that they met the skills and experience set out the advertised job descriptions. The government is committed to ensuring diversity within public appointments. The Cabinet Office aspiration is for 50% of new appointments made by each Government Department to go to female candidates, and 10% to candidates from a BAME background. This target is also contained within the DCMS Departmental Plan, and, in the first three quarters of 2016/17, 56% of new DCMS appointments went to women and 16% to BAME candidates.
To ask Her Majesty’s Government, further to the Written Answer by Lord Ashton of Hyde on 2 March (HL5547), how many (1) female candidates, and (2) candidates from a BAME background, were appointed to the Department for Culture, Media and Sport in the first three quarters of 2016–17; and what...
To ask Her Majesty’s Government, further to the Written Answer by Lord Ashton of Hyde on 2 March (HL5547), how many (1) female candidates, and (2) candidates from a BAME background, were appointed to the Department for Culture, Media and Sport in the first three quarters of 2016–17; and what...
From 1st April 2016 to 31st December 2016, there were 131 new starters in the department. Of these:
- 65 were female
- 13 were from a BAME background*
On 1st February 2017, the proportion of people actively declaring as each of the following protected characteristics was:
a) Female: 51%
b) BAME: 13%
c) Disabled: 5%
The figures above include permanent and fixed term employees as well as loans/secondments in to the department and employees on paid maternity leave.
* It should be noted that among the 131 new starters there is an ethnicity declaration rate of 47%. That is, of the 61 DCMS starters who have actively declared their ethnicity, 13 were from a BAME background.
To ask Her Majesty’s Government what evidence they have to determine progress on the implementation of policies and practices to achieve diversity of representation on the boards of organisations supported by the Department for Culture, Media and Sport, with particular reference to black and minority ethnic women and disabled people's...
To ask Her Majesty’s Government what evidence they have to determine progress on the implementation of policies and practices to achieve diversity of representation on the boards of organisations supported by the Department for Culture, Media and Sport, with particular reference to black and minority ethnic women and disabled people's...
The government is committed to ensuring diversity within public appointments. The Cabinet Office aspiration is for 50% of new appointments made by each Government Department to go to female candidates, and 10% to candidates from a BAME background. This target is also contained within the DCMS Departmental Plan, and, in the first three quarters of 2016/17, 56% of new DCMS appointments went to women and 16% to BAME candidates.
To ask Her Majesty’s Government how many judges have been appointed in each of the past six years; and how many of those were (1) from black and minority ethnic backgrounds, (2) women, and (3) disabled.
To ask Her Majesty’s Government how many judges have been appointed in each of the past six years; and how many of those were (1) from black and minority ethnic backgrounds, (2) women, and (3) disabled.
The Government is committed to improving judicial diversity and co-ordinates this effort through the Judicial Diversity Forum, a cross-stakeholder group with representatives from the Ministry of Justice, Judicial Appointments Commission (JAC), the judiciary and legal profession.
The Judicial Diversity Forum replaced the Judicial Diversity Taskforce in 2014 as the body responsible for encouraging judicial diversity; it has implemented a number of schemes to help improve judicial diversity. Recent examples include the 100 plus Diversity and Community Relations Judges doing invaluable work with the community to expel myths about working for the judiciary and interact with schools, universities and the legal professions. There is also a Judicial Mentoring Scheme where judges volunteer to be mentors; providing invaluable advice and guidance to those from under-represented groups seeking a judicial appointment or those wishing to progress in their judicial career.
Data on judicial appointments are published regularly on gov.uk. The below figures show how many candidates were recommended by the JAC for judicial appointment in each of the past six years and how many of those were (1) from black and minority ethnic (BAME) backgrounds, (2) women and (3) disabled. As these figures are JAC recommendations, they may include a small number of candidates that do not go on to be appointed.
- 2010- 759 candidates were recommended out of which 75 (10%) were from BAME, 309 (41%) were women and 41 (5%) were disabled.
- 2011- 894 candidates were recommended out of which 91 (10%) were from BAME backgrounds, 406 (45%) were women and 34 (4%) were disabled.
- 2012- 371 candidates were recommended out of which 48 (13%) were from BAME backgrounds, 152 (41%) were women and 22 (6%) were disabled.
- 2013- 572 candidates were recommended out of which 38 (7%) were from BAME backgrounds, 303 (53%) were women and 81 (14%) were disabled.
- 2014- 312 candidates were recommended out of which 40 (13%) were from BAME backgrounds, 134 (43%) were women and 11 (4%) were disabled.
- 2015- 319 candidates were recommended out of which 28 (9%) were from BAME backgrounds, 143 (45%) were women and 10 (3%) were disabled.
The Government acknowledges that within the judiciary there is an under-representation of women, those who are disabled and those from a BAME background. However, recent statistics show some improvement which suggests ongoing diversity initiatives, co-ordinated by the Forum, are beginning to have an impact:
1) 12% of judges across Courts and Tribunals under 50 years of age are from a BAME background (around 14% of the UK population are from BAME groups).
2) JAC Official Statistics from April 2015 to March 2016 showed women made up 45% of those recommended for appointment overall (140 of 308 recommendations).
To ask Her Majesty’s Government what progress has been made with achieving diversity on corporate boards; and what percentages of (1) women, (2) disabled people, and (3) black and minority ethnic people there are on the boards of FTSE 100 companies.
To ask Her Majesty’s Government what progress has been made with achieving diversity on corporate boards; and what percentages of (1) women, (2) disabled people, and (3) black and minority ethnic people there are on the boards of FTSE 100 companies.
Government has been supporting Lord Davies’ voluntary business-led strategy for the advancement of all women, irrespective of ethnicity or disability. These measures are working. Women now account for 22.8% of board members in FTSE100 companies, up from 12.5% in February 2011.And there are no all-male boards in the FTSE 100 down from 21 in 2011.
We do not collect statistics for, and FTSE 100 companies do not have to report on, the number of disabled or ethnic minorities on their boards.
In September 2014 The Financial Reporting Council published an updated UK Corporate Governance Code, including changes to the preface highlighting the importance of diversity on the board. This includes gender, race and a wide range of other factors including difference of approach and experience.
On 30 September the Secretary fo Business Innovation and Skills also announced his support for a business led initiative to support wider ethnic diversity on boards.
To ask Her Majesty’s Government how many (1) women, and (2) black and minority ethnic people, have been appointed to advertised posts for direct entry to senior ranks of the police service.
To ask Her Majesty’s Government how many (1) women, and (2) black and minority ethnic people, have been appointed to advertised posts for direct entry to senior ranks of the police service.
Of the 10 superintendents who are expected to begin their superintendent training next month four (40%) will be women and two (20%) will be from an ethnic minority background. This is significantly more representative than the current make up of the superintendent rank of which 24% are women and 4% are from an ethnic minority background.
To ask Her Majesty's Government what proposals they have to increase the number of candidates at future local government elections from among young people, women and black and ethnic minorities, following the figures for the 2009 local elections.
To ask Her Majesty's Government what proposals they have to increase the number of candidates at future local government elections from among young people, women and black and ethnic minorities, following the figures for the 2009 local elections.
To ask Her Majesty's Government how many businesses owned or run by women, black and ethnic minorities, and disabled people have been awarded work among the 1,036 businesses which have won work worth over £5 billion supplying the Olympic Delivery Authority.
To ask Her Majesty's Government how many businesses owned or run by women, black and ethnic minorities, and disabled people have been awarded work among the 1,036 businesses which have won work worth over £5 billion supplying the Olympic Delivery Authority.
| Business Ownership | ||
|---|---|---|
| Ownership Gender | Equal male and female ownership | 45 |
| Female majority ownership | 52 | |
| Male majority ownership | 298 | |
| Not known/undisclosed | 668 | |
| Disabled Ownership | Equal disabled and non-disabled | 3 |
| Non-disabled majority ownership | 384 | |
| Disabled majority ownership | 12 | |
| Not known/undisclosed | 664 | |
| Ownership Ethnicity | White majority ownership | 379 |
| Black, Asian or Minority Ethnicity | 23 | |
| Equal white majority ownership and black, Asian and minority ethnic | 8 | |
| Not known/undisclosed | 653 | |
| Totals | 1063 |
To ask Her Majesty's Government what assessment they have made of how apprenticeships have benefited ethnic minorities, disabled people and women over the past two years.
To ask Her Majesty's Government what assessment they have made of how apprenticeships have benefited ethnic minorities, disabled people and women over the past two years.
To ask Her Majesty's Government what evidence is available to demonstrate that their public procurement policies and practices lead to benefits for businesses run by women, black minority ethnic and disabled people.
To ask Her Majesty's Government what evidence is available to demonstrate that their public procurement policies and practices lead to benefits for businesses run by women, black minority ethnic and disabled people.
Whether posts identified for workforce reductions in the Civil Service are disproportionately held by women, black and ethnic minority employees. [HL 4761].
Whether posts identified for workforce reductions in the Civil Service are disproportionately held by women, black and ethnic minority employees. [HL 4761].
Whether they will take any action to introduce legislative measures or any other initiatives to encourage the appointment of more women as non-executive directors to the boards of FTSE 100 top companies. [HL 688].
Whether they will take any action to introduce legislative measures or any other initiatives to encourage the appointment of more women as non-executive directors to the boards of FTSE 100 top companies. [HL 688].
Which departments of state have failed to reach their employment targets for minority ethnic staff and women at senior levels of the civil service; and what new measures are proposed to remedy any failings. [HL 2870]. - Inc figures.
Which departments of state have failed to reach their employment targets for minority ethnic staff and women at senior levels of the civil service; and what new measures are proposed to remedy any failings. [HL 2870]. - Inc figures.