Ethnic Minorities (Hansard, 14 October 1996)

Mr. John M. Taylor

On 19 July 1996 the DTI, excluding its executive agencies, employed 454 female staff of ethnic minority origin in the following grade levels:

Grade level	Number
Senior Civil Service	0
SEO-G6 level	8
HEO level	19
EO level	64
AO level	223
AA level	140

Recruitment levels are very low at the moment. However, where we run recruitment campaigns, vacancies are usually advertised in the ethnic minority press. We also, where appropriate, use positive action statements to encourage applications from the ethnic minority community.

Since September 1994, line managers have been responsible for selecting staff for internal transfers and promotions to posts up to and including G7 level.

All staff involved in recruitment and promotion decisions are trained in selection techniques and in avoiding discrimination. Equal opportunities awareness training also forms an integral part of the Department's induction and managerial courses. Ethnic minority women may also apply to undertake positive action training.

I have asked the chief executives of the DTI's executive agencies to respond direct to the hon. Member.

Letter from Jim Norton to Ms Diane Abbott, dated 14 October 1996: The President of the Board of Trade has asked me to reply on behalf of the Radiocommunications Agency to your Parliamentary Question. 669W The Radiocommunications Agency employs 16 women from ethnic minorities. All are in the Administration and Secretarial Groups which cover typists and secretaries, administration and executive staff. The Radiocommunications Agency's Equal Opportunities Policy Statement and Programme of Action underpin our commitment as an Equal Opportunities employer. As such, all advertised posts are open to applicants from the ethnic minorities. The managers involved in the selection and promotion procedures are fully trained in equal opportunities to ensure fairness and impartiality. Indeed, at present, all of our staff are receiving training in equal opportunities. As part of the Agency's Training and Development Strategy, appropriate training is provided to help staff develop and prepare for career opportunities. Such training is available to all staff in the Agency.

Letter from John S. Holden to Ms Dianne Abbott, dated 14 October 1996: You recently tabled a Parliamentary Question for the President of the Board of Trade on ethnic minority women employed within DTI and its agencies. I am responding as Chief Executive of Companies House. 30 women members of staff have identified themselves as being of ethnic minority origin. Their grades are as follows:

Grade	Number
HEO level	1
EO	1
AO	8
AA	9
SGB2	11
Total	30

Companies House is fully committed to the principles of equal opportunity and to recruiting and promoting on merit. We are training all staff, including managers, on the anti-discrimination legislation and Companies House policy in this area. The Agency monitors the recruitment, development and promotion of ethnic minority staff, men and women, to enhance awareness and equality of treatment.

Letter from Peter Joyce to Ms Diane Abbott, dated 14 October 1996: The President of the Board of Trade has asked me to reply to your question about the employment of women from ethnic minorities in The Insolvency Service. At 19 July 1996, The Insolvency Service employed on a permanent basis 86 female staff recorded as of ethnic minority origin in the following grade levels:

Senior Civil Service: 0
SEO-Grade 6 level: 2
HEO level: 6
EO level: 12
AO level: 23
AA level: 43

Staff within The Service responsible for recruitment exercises are trained and certificated in selection procedures and techniques. Equal opportunities awareness, including best practice in the avoidance of unfair discrimination, forms an integral part of staff recruitment and promotion panel training. The Service is also responsible for internal promotions of staff up to Grade 6 level and each panel includes a member of staff from The Service's Personnel Section. To encourage the employment and career development of women of all ethnic origins, The Service offers a career break scheme, part-time working, flexible working hours and job-sharing where it is possible to do so.

670W

Letter from J. C. Octon to Ms Diane Abbott, dated 14 October 1996: In the absence of the Chief Executive I am replying for the Patent Office to your Parliamentary Question to the President of the Board of Trade about the employment of women from ethnic minorities. The Patent Office currently employs fewer than five women of ethnic minorities. I therefore regret that I cannot disclose the precise number or their grades for to do so would risk identification of the individuals concerned and thereby contravene the Code of Practice governing the use of data on ethnic origin. The Patent Office has been reducing in numbers for some years and in consequence has carried out very little recruitment. However, we take our responsibilities in this field seriously. Our recruitment advertisements all state that we are an equal opportunities employer and that we welcome applications from men and women of all backgrounds and ethnic groups, including those with disabilities. Promotion opportunities have also been rather limited in recent years but our aim is to ensure that the best candidate is selected. Our training procedures for promotion boards reflect the need to keep bias out of the selection and promotion processes and to ensure that equal opportunities legislation is respected.

Letter from Seton Bennett to Ms Diane Abbott, dated 14 October 1996: The President of the Board of Trade has asked me to reply on behalf of the National Weights and Measures Laboratory to your question about the employment of women from ethnic minorities. This Agency employs less than five people in the group specified in your question. I am therefore not able to provide a detailed response as to do so would contravene the Code of Practice on the use of ethnic origin data. The Code prescribes that data should not be disclosed in a form that would allow individuals to be identified. With regard to the second part of your question, NWML follows the guidance given by the "Positive Action" initiative. In this respect, we advertise vacant posts to ensure that all those eligible to apply have the opportunity to do so, including ethnic minority women. The same policy applies to promotion opportunities.