Written questions by Wood.

If she will list the organisations that have (a) had departmental civil servants seconded to and (b) seconded organisational staff to the Women and Equalities Unit since July 2024.

Awaiting answer.

How many civil service jobs in the Women and Equalities Unit has been advertised on the (a) public site and (b) internal site of the Civil Service website since July 2024.

Awaiting answer.

With reference to the transparency data entitled Expenditure Over £25,000 - February 2026 (Cabinet Office Core), published on 26 March 2026, what activities will be funded through the LGBT programme to the Council of Europe; and whether his Department plans to make further payments to that programme.

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.

Whether she plans to publish a (a) summary of responses and (b) response to the Equality law call for evidence, published on 7 April 2025, for the measures not covered by the Consultation on mandatory ethnicity and disability pay gap reporting: government response, of 25 March 2026; and what the status is of the socio-economic duty proposal.

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.

With reference to Contractfinder, Provision of socio-legal research into equal pay and combined discrimination - Lot 2, Ref: CCZZ24A18 - Lot 2, whether the research has been completed.

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.​​

Pursuant to the answer of 2 March 2026, to Question 112642, on Business: Codes of Practice, whether she will produce a (a) full and (b) partial impact assessment.

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.

Pursuant to the answer of 27 January 2026 to Question 106522, on Business: Codes of Practice, whether the correct process she outlined in the answer will require a Regulatory Impact Assessment to be produced under the Better Regulation Framework; and whether she has had discussions with the Regulatory Policy Committee on a potential Regulatory Impact Assessment.

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.

Pursuant to the Answer of 18 November 2025 to Question 89471 on Common Purpose: Finance, if he will place a copy of the (a) presentation and (b) handouts from the leadership training in the Library.

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.

Pursuant to the answer of 26 November 2025, to Question HL11873, on Equality and Human Rights Commission, whether she has consulted Civil Service (a) trade unions and (b) diversity networks on the proposed response and draft Code.

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.

Whether she has had recent discussions with the Local Government Association on the interim guidance being given to councils on the Supreme Court ruling on For Women Scotland v The Scottish Ministers.

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.

When she plans to respond to the consultation on Equity law, which closed on 30 June 2025.

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.

Pursuant to the answer of 18 November 2025 to Question 89471 on Common Purpose: Finance, whether the expenditure was approved by a Minister.

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.

Pursuant to the answer of 10 November 2025 to Question 85184 on Office for Equality and Opportunity: Finance, whether the office plans to make efficiency savings; and what the change in staff headcount was from 2024-25 to 2025-26.

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.

Pursuant to the Answer of 10 November 2025 to Question 86238 on Business: Codes of Practice, whether the appropriate process will require an Impact Assessment to be undertaken by (a) her Department and (b) the Commission.

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.

What her planned timetable is for the consultation and implementation of ethnicity and disability pay reporting; and whether she has produced an Impact Assessment.

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 .

If she will make it his policy not to refer to working class people as having a lower socio-economic status.

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.

Pursuant to the answer of 10 October 2025, to Question 73484, on Health Services: Equality, whether she has a definition of (a) “working class communities” and (b) “working class jobs”.

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.

Pursuant to the Answer of 10 October 2025 to Question 70488 on Common Purpose: Finance, what the (a) cost and (b) topic of that training was.

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.

Pursuant to the Answer of 24 October 2025 to Question 82677 on Civil Service: Equality, whether the Office for Equality and Opportunity will provide guidance on staff diversity networks to the wider public sector.

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

With reference to Annex 1 of the Better Regulation Framework Guidance, September 2023, whether the court judgment exemption will be applied in relation to the requirement for a Regulatory Impact Assessment for the Equality and Human Rights Commission's updated statutory Code of Practice for Services, Public Functions and Association.

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.