Written questions by Bedford.

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 Measures18. 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.

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.Civil Service Equality, Diversity & Inclusion Expenditure guidance, published under the previous Government in May 2024, states:Internal Efficiency Measures18. 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.

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 Department for Business and Trade (DBT) does not have any roles which focus solely on diversity, equity and inclusion (DEI).

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 Department has no current roles which focus exclusively on diversity, equity, and inclusion (DEI). The roles to support the Department's legal and policy obligations under this remit are integrated into its wider human resources and policy functions. Therefore, the Department has not made such an estimate.

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 Civil Service Equality Diversity and Inclusion Expenditure Guidance was issued on the 14th May 2024. The Cabinet Office complies with the guidance. The Cabinet Office has not undertaken an estimate of the impact of abolishing diversity, equity and inclusion roles in the department on annual staff costs.

Commonwealth and Development Affairs, whether they have made an estimate of the potential impact of abolishing diversity, equity and inclusion roles in their Department on annual staffing costs.

Equality, diversity, and Inclusion (EDI) in the Civil Service is an important lever to support the delivery of the Government's Plan for Change and wider Civil Service reform. The Foreign, Commonwealth and Development Office's (FCDO) total staff headcount is approximately 17,500 employees and the full time equivalent (FTE) of staff hired in EDI roles is currently 2.9 (reflected as FTE as these staff also have other responsibilities). These roles sit within HR as required by the Civil Service Equality, Diversity & Inclusion Expenditure guidance published in May 2024. There are no plans to abolish these roles as they are crucial to ensuring the FCDO meets Public Sector Equality Duty obligations.

Whether she has made an assessment of the potential merits of leaving the European Convention on Human Rights, in the context of average times taken to extradite foreign national offenders.

This Government is deporting eligible Foreign National Offenders as fast as possible. We have removed 21% more foreign national offenders during the period July 2024 to January 2025 compared with the equivalent period in 2023-24, under the previous Government.

Media and Sport, 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 Civil Service Equality, Diversity and Inclusion Expenditure Guidance was issued on the 14th May 2024. DCMS complies with the guidance, and therefore ensures that any D&I activity provides value for money and benefits both DCMS employees and enhances sound policy making.DCMS has not undertaken an estimate of the impact of abolishing diversity, equity and inclusion roles in the department on annual staff costs. DCMS remains committed to ensuring we have the right skills in place to deliver our services effectively, efficiently and at value for money across the Civil Service.

Food and Rural Affairs, whether they have made an estimate of the potential impact of abolishing diversity, equity and inclusion roles in their Department on annual staffing costs.

Defra group is committed to enabling an inclusive and respectful culture with thriving workplaces where all colleagues are valued and treated fairly. This maximises our potential to innovate, collaborate and deliver first-class outcomes for our citizens. We work hard to ensure EDI is mainstreamed in the way we develop and deliver our work and in making sure Defra group has a diverse workforce that is fully enabled to deliver. The delivery of EDI activity and staffing requirements is decided by Departments as the employer. To support mainstreaming EDI, we continue to have a small number of dedicated EDI roles and have no plans to abolish those and therefore there is no estimate to provide on abolition of these roles. The department's EDI roles continue the Civil Service Equality, Diversity & Inclusion Expenditure guidance, published in May 2024, including that all EDI roles are appropriately situated within HR functions.

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 department has not made an estimate on the potential impact of abolishing diversity, equity and inclusion roles on our annual staffing costs.More information on the Civil Service Equality, Diversity & Inclusion Expenditure guidance, published in May 2024, can be found here: https://www.gov.uk/government/publications/civil-service-equality-diversity-and-inclusion-expenditure-guidance.

Whether her Department has made an assessment of the potential merits of introducing tax relief for companies that employ young people who are not in (a) education, (b) employment or (c) training.

There are existing reliefs available to support and encourage youth employment. This includes the employer National Insurance contribution (NICs) relief for employers who provide apprenticeships to young people under 25 and employers who employ individuals under the age of 21. These reliefs remove the requirement for employers to pay secondary Class 1 NICs on earnings up to the Upper Earnings Limit for eligible employees.

What plans she has to reduce (a) headcount and (a) payroll costs in her Department, in the context of Cabinet Office guidance on this matter.

Spending Review 2025 Phase 2 will set the future budgets for HM Treasury. The Spending Review has not yet concluded, so it is not possible to say what the specific headcount and payroll plans are for the department.

Whether her Department has made an assessment of the potential impact of reducing the ISA allowance on pensioner savings.

The Government is committed to incentivising saving and investment, helping people to save for their future goals and build greater financial resilience. Individual Savings Accounts (ISAs) support people of all incomes and at all stages of life to save, and the flexibility of the existing ISA framework allows older individuals to save for future life events such as retirement or care needs.The Government keeps all aspects of the tax system under review.

Whether she has considered merging employee National Insurance Contributions and Income Tax.

Merging income tax and National Insurance contributions would be a major upheaval in the tax system with consequences for the labour market and impacts for a large number of individuals and businesses. As such, the Government has no plans to combine income tax and NICs.

What estimate he has made of the (a) total number of employees and (b) full-time equivalent headcount will be in the civil service by the end of this Parliament; and what the total employment costs for civil servants will be in the same period.

The Prime Minister has set out his ambition to deliver long-term, impactful changes to reshape the British state and the Government is taking forward a number of measures to deliver greater efficiency and transformation in the Civil Service. Each department will take a decision on its individual size and shape as per the financial settlement it agrees with HMT in the Spending Review, due for conclusion in June 2025.

What assessment she has made of the potential merits of earmarking 10% of the transport budget for encouraging (a) walking, (b) cycling and (c) other healthier transport choices.

The Government recognises that investment in high quality active travel infrastructure supports its economic growth, health and net zero missions by helping to revitalise high streets; enabling people to live longer, healthier lives; and helping to reduce transport emissions. The Department announced the details of almost £300 million of funding for active travel in 2024/5 and 2025/6 on 12 February. Decisions on Government funding for active travel and other transport priorities for the years 2026/27 and beyond will be a matter for the Spending Review.

Food and Rural Affairs, what progress his Department has made of the potential merits of strengthening protections for cruelty against (a) dogs, (b) cats and (c) ferrets.

Causing unnecessary suffering to an animal is an offence under Section 4 of the Animal Welfare Act 2006, subject to a maximum sentence of five years imprisonment and/or an unlimited fine. This Government was elected on a mandate to introduce the most ambitious plans to improve animal welfare in a generation. The Department has initiated a series of meetings with key animal welfare stakeholders as part of the development of an overarching approach to animal welfare. We will be outlining more detail of plans in due course.

What discussions his Department has had to ensure that Rosebank and Jackdaw Oil Fields continue in production.

Details of Ministers' and Permanent Secretaries' meetings with external individuals and organisations are published quarterly in arrears on GOV.UK.

What was the total (a) apprenticeship levy revenue received from eligible employers, (b) sum and proportion of levy revenue spent on Level 4, 5, 6 and 7 apprenticeship qualifications and (c) the sum and proportion of unspent levy revenue returned to HM Treasury in each of the last five years.

All UK employers with an annual pay bill above £3 million pay 0.5 per cent of their pay bill to invest in apprenticeship training. HM Revenue and Customs (HMRC) is responsible for collecting the levy on behalf of the government. Annual apprenticeship levy receipts are published at: https://assets.publishing.service.gov.uk/media/67b5fd2c9ae06ef4a71cf2e0/NS_Table_final.ods. The department is responsible for apprenticeships in England only and receives an annual protected apprenticeships budget, which is agreed at spending reviews. Although closely linked, this is distinct from the total levy income collected and the funds in employer accounts. In total, this apprenticeship budget covers the spend drawn down by all levy-paying employers, as well as apprenticeships for those who do not pay the levy, the costs of English and mathematics tuition for apprentices, and additional payments to employers, training providers and apprentices. It also covers the administrative costs of running the apprenticeships programme. The table below provides details of the ring-fenced apprenticeships budget, and the total and proportion of the budget that was unspent in each of the last five years. £ (million) Financial year2019/202020/212021/222022/232023/24Department ring-fenced apprenticeships budget2,4692,4672,4662,5542,525*Underspend against Department ring-fenced apprenticeships budget550604119616*Proportion of underspend against the apprenticeship budget 22%24%1%4%1%* *The 2023/24 annual apprenticeship budget was revised in-year from £2,585 million to £2,525 million, as £60 million was surrendered in-year. Where the department’s apprenticeships budget is underspent by the end of the financial year, funds are returned to HM Treasury in line with standard practice set out in the Consolidated Budgeting Guidance, a copy of which is available at: https://www.gov.uk/government/publications/consolidated-budgeting-guidance-2024-to-2025. The table below provides a breakdown of spend against the apprenticeship budget by apprenticeship level 4 to level 7, and the proportion of the budget spent at level 4 to level 7 for each of the five past years. Budget spend by apprenticeships level (£ million & %) Financial yearLevel 4Level 5Level 6Level 72019/20156 (8%)128 (7%)114 (6%)103 (5%)2020/21181 (10%)146 (8%)172 (9%)165 (9%)2021/22241 (10%)181 (7%)296 (12%)236 (10%)2022/23249 (10%)166 (7%)349 (14%)234 (10%)2023/24268 (11%)171 (7%)387 (15%)238 (9%)

Whether his Department is using AI software in responding to written parliamentary questions.

Artificial intelligence does not form part of the established process within the Department for answering written parliamentary questions.