§ Mr. HopkinsTo ask the Secretary of State for Transport if he will report progress on each of the bullet points on page 20 of the Department's Race Equality Scheme 2003–05. [176820]
§ Mr. McNulty[holding answer 7 June 2004]: In complying with the specific duties of Race Relations (Amendment) Act 2000 relating to employment, the Department has some monitoring systems in place, and where they are not, we are setting them up for any areas where monitoring has lapsed. We are monitoring by ethnic group applicants seeking employment by:
the number of applications for employment;the numbers dropping out at different stages of the recruitment process;the numbers selected;the numbers successful and unsuccessful at different stages of selection; andthe numbers accepting job offers.We also ask applicants to let us know where they found out about our vacancies.
As regards staff working within the Department, we monitor by ethnic group, and gender:
286Wthe numbers of staff in post;applicants for training;numbers receiving training;applicants for promotion, numbers selected, and numbers successful and unsuccessful at different stages of the process;appraisal mark distributions;distribution of performance-related pay or bonuses;harassment and discrimination complaints;those involved in grievances and disciplinary procedures; and ceased employment.Where analysis of this monitoring reveals any disparities, we will take appropriate action to address concerns. The results of monitoring, and impact of action taken to address issues identified will be reported to the Departmental Management Board.
The Department reviewed its recruitment processes between November 2003 to January 2004. The findings are yet to be analysed, however, once analysis has taken place we will carry out implementation as appropriate.
We have delivered training events on race awareness for staff involved interviewing and chairing for recruitment and promotions. In addition to this, we have held race equality impact assessment training for key staff, and race equality is featured in our Valuing Diversity programme of events being run throughout 2004.
In 2003, we delivered diversity awareness workshops for untrained staff. The workshops were designed to challenge some of the stereotypes and misconceptions some managers might have about the ability of minority ethnic staff. We set up a Steering Group, with representation from the trade unions and our minority ethnic staff support network, to develop a career development programme for minority ethnic staff. It is hoped that the programme, to be launched early in 2005, might have some impact in helping to address their under-representation in more senior grades.
The Department conducted a staff survey in November 2003. Among the outcomes were that 64 per cent. of black staff felt that they were treated with dignity and respect, compared to 76 per cent. of white employees although these differences are not statistically significant. Compared to benchmarking data on race, the Department for Transport performs well against other public sector organisations in those who claimed to have been unfairly treated on account of their race. The departmental figure is 3 per cent. below the benchmark.
The survey also showed that black and Asian staff seem to be more likely to agree that they like working in the Department, but would prefer an alternative job within it (40 per cent. black staff and 47 per cent. Asian staff compared to 23 per cent. of white staff).