Ethnic Minority Employees (Hansard, 7 May 1998)

§ Mrs. Vaz
To ask the Secretary of State for Foreign and Commonwealth Affairs what targets he has set for an increase in ethnic minority employees in the Foreign Office. [41010]

§ Mr. Tony Lloyd
The FCO aims to increase the number of ethnic minority applicants to the Diplomatic Service in 1998 by 100 per cent. over the 1996/97 figure of 480. Recruitment will continue to be on the basis of merit.
My right hon. Friend the Foreign Secretary's aim is that at least 10 per cent. of all recruits to the Diplomatic Service in 1998/99 should be from minority ethnic communities.

§ Mrs. Vaz
To ask the Secretary of State for Foreign and Commonwealth Affairs what strategy has been devised by Linbert Spencer in respect of increasing the number of ethnic minority employees within his Department. [40922]

§ Mr. Tony Lloyd
The FCO is working to a strategy entitled "Bridges into the Future", devised by Linbert Spencer and endorsed by my right hon. Friend the Foreign Secretary, to increase the number of ethnic minority employees. The aim is to create an environment within, and an image of, the FCO which is more attractive to488W ethnic minority communities and supportive of ethnic minority staff. The strategy covers various areas of activity: recruitment, media, staff communication, learning and development, community outreach, and specific high profile events.
The main elements of the recruitment plan are:
Community Forums: the aim of these is to inform minority ethnic communities and prospective applicants about the role and activities of the FCO. The events are organised in conjunction with minority ethnic groups.Advertorials: A series of targeted advertorials about the FCO in minority ethnic media titles. Advertorials are also being distributed through selected universities and organisations addressing race issues.Recruitment Fair: To be held in FCO on Wednesday 17 June, mainly for graduate level applicants. Minority ethnic applicants are one of the target groups.Other activities include ongoing training for all staff under the headings of Equal Opportunities and Management of Inclusion, a mentoring scheme launched in April 1998, and career auditing which is being prepared.