Written questions by Lowe.

How many and what proportion of officials in her Department were hired via positive action schemes in the last financial year.

All Civil Service departments work within the Recruitment Principles, as regulated by the Civil Service Commission, to recruit using a fair and open process and appoint on merit.Departments will only limit a campaign to a specific group as a form of positive action as a proportionate response to achieve a legitimate aim as defined in section 159 of the Equality Act 2010.The Civil Service is committed to a diverse workforce and culture of openness and inclusivity - not as ends in themselves but as means of delivering better outcomes to the citizens we serve.The Diversity and Inclusion Strategy 2022-25 Promoting Fairness and Performance, published in February 2022, is positioned as an essential lever to deliver a Modern Civil Service, where our values are to serve with integrity, honesty, objectivity, and impartiality; driving our vision to be a skilled, innovative, and ambitious Civil Service equipped for the future. This strategy sets out a broader definition of diversity, to include geographical, social and career backgrounds alongside the protected groups.As set out in the Civil Service People Plan 2024 - 2027, we are committed to ensuring we attract, develop, and retain talented people from a diverse range of backgrounds, to create a modern Civil Service, now and for the future.

How many and what proportion of officials in her Department were hired via positive action schemes in the last financial year.

All Civil Service departments work within the Recruitment Principles, as regulated by the Civil Service Commission, to recruit using a fair and open process and appoint on merit. ● Departments will only limit a campaign to a specific group as a form of positive action as a proportionate response to achieve a legitimate aim as defined in section 159 of the Equality Act 2010. ● The Civil Service is committed to a diverse workforce and culture of openness and inclusivity - not as ends in themselves but as means of delivering better outcomes to the citizens we serve. ● The Diversity and Inclusion Strategy 2022-25 Promoting Fairness and Performance, published in February 2022, is positioned as an essential lever to deliver a Modern Civil Service, where our values are to serve with integrity, honesty, objectivity and impartiality; driving our vision to be a skilled, innovative and ambitious Civil Service equipped for the future. This strategy sets out a broader definition of diversity, to include geographical, social and career backgrounds alongside the protected groups. ● As set out in the Civil Service People Plan 2024 - 2027, we are committed to ensuring we attract, develop and retain talented people from a diverse range of backgrounds, to create a modern Civil Service, now and for the future.

How many and what proportion of officials in his Department were hired via positive action schemes in the last financial year.

All Civil Service departments work within the Recruitment Principles, as regulated by the Civil Service Commission, to recruit using a fair and open process and appoint on merit.Departments will only limit a campaign to a specific group as a form of positive action as a proportionate response to achieve a legitimate aim as defined in section 159 of the Equality Act 2010.The Civil Service is committed to a diverse workforce and culture of openness and inclusivity - not as ends in themselves but as means of delivering better outcomes to the citizens we serve.The Diversity and Inclusion Strategy 2022-25 Promoting Fairness and Performance, published in February 2022, is positioned as an essential lever to deliver a Modern Civil Service, where our values are to serve with integrity, honesty, objectivity and impartiality; driving our vision to be a skilled, innovative and ambitious Civil Service equipped for the future. This strategy sets out a broader definition of diversity, to include geographical, social and career backgrounds alongside the protected groups.As set out in the Civil Service People Plan 2024 - 2027, we are committed to ensuring we attract, develop and retain talented people from a diverse range of backgrounds, to create a modern Civil Service, now and for the future.

How many and what proportion of officials in her Department were hired via positive action schemes in the last financial year.

The Ministry of Justice works within the Civil Service Recruitment Principles, as regulated by the Civil Service Commission, to recruit using a fair and open process and appoint on merit. The Department will only limit a campaign to a specific group as a form of positive action as a proportionate response to achieve a legitimate aim as defined in section 159 of the Equality Act 2010.The Ministry of Justice does not currently utilise any positive action schemes, as defined by the Equality Act, to support the hiring of those with protected characteristics.The Civil Service is committed to a diverse workforce and culture of openness and inclusivity - not as ends in themselves but as means of delivering better outcomes to the citizens we serve.The Diversity and Inclusion Strategy 2022-25 Promoting Fairness and Performance, published in February 2022, is positioned as an essential lever to deliver a Modern Civil Service, where our values are to serve with integrity, honesty, objectivity and impartiality; driving our vision to be a skilled, innovative and ambitious Civil Service equipped for the future. This strategy sets out a broader definition of diversity, to include geographical, social and career backgrounds alongside the protected groups.As set out in the Civil Service People Plan 2024 - 2027, we are committed to ensuring we attract, develop and retain talented people from a diverse range of backgrounds, to create a modern Civil Service, now and for the future.

How many and what proportion of officials in his Department were hired via positive action schemes in the last financial year.

All Civil Service departments work within the Recruitment Principles, as regulated by the Civil Service Commission, to recruit using a fair and open process and appoint on merit. Departments will only limit a campaign to a specific group as a form of positive action as a proportionate response to achieve a legitimate aim as defined in section 159 of the Equality Act 2010. The Civil Service is committed to a diverse workforce and culture of openness and inclusivity - not as ends in themselves but as means of delivering better outcomes to the citizens we serve. The Diversity and Inclusion Strategy 2022-25 Promoting Fairness and Performance, published in February 2022, is positioned as an essential lever to deliver a Modern Civil Service, where our values are to serve with integrity, honesty, objectivity and impartiality; driving our vision to be a skilled, innovative and ambitious Civil Service equipped for the future. This strategy sets out a broader definition of diversity, to include geographical, social and career backgrounds alongside the protected groups. As set out in the Civil Service People Plan 2024 - 2027, we are committed to ensuring we attract, develop and retain talented people from a diverse range of backgrounds, to create a modern Civil Service, now and for the future.

How many and what proportion of officials in her Department were hired via positive action schemes in the last financial year.

All Civil Service departments work within the Recruitment Principles, as regulated by the Civil Service Commission, to recruit using a fair and open process and appoint on merit.

Media and Sport, how many and what proportion of officials in her Department were hired via positive action schemes in the last financial year.

All Civil Service departments work within the Recruitment Principles, as regulated by the Civil Service Commission, to recruit using a fair and open process and appoint on merit.Departments will only limit a campaign to a specific group as a form of positive action as a proportionate response to achieve a legitimate aim as defined in section 159 of the Equality Act 2010.The Civil Service is committed to a diverse workforce and culture of openness and inclusivity - not as ends in themselves but as means of delivering better outcomes to the citizens we serve.The Diversity and Inclusion Strategy 2022-25 Promoting Fairness and Performance, published in February 2022, is positioned as an essential lever to deliver a Modern Civil Service, where our values are to serve with integrity, honesty, objectivity and impartiality; driving our vision to be a skilled, innovative and ambitious Civil Service equipped for the future. This strategy sets out a broader definition of diversity, to include geographical, social and career backgrounds alongside the protected groups.As set out in the Civil Service People Plan 2024 - 2027, we are committed to ensuring we attract, develop and retain talented people from a diverse range of backgrounds, to create a modern Civil Service, now and for the future.

How many and what proportion of officials in her Department were hired via positive action schemes in the last financial year.

Seven officials have been hired by the Department at AO and EO grades via the Civil Service ‘Going Forward into Employment’ schemes in the last financial year.

Commonwealth and Development Affairs, how many and what proportion of officials in his Department were hired via positive action schemes in the last financial year.

All Civil Service departments work within the Recruitment Principles, as regulated by the Civil Service Commission, to recruit using a fair and open process and appoint on merit.Departments will only limit a campaign to a specific group as a form of positive action as a proportionate response to achieve a legitimate aim as defined in section 159 of the Equality Act 2010.As set out in the Civil Service People Plan 2024 - 2027, we are committed to ensuring we attract, develop and retain talented people from a diverse range of backgrounds, to create a modern Civil Service, now and for the future.

How many and what proportion of officials in his Department were hired via positive action schemes in the last financial year.

The Ministry of Defence has not hired any permanent civil servants using a positive action scheme in the last financial year.

Communities and Local Government, how many and what proportion of officials in her Department were hired via positive action schemes in the last financial year.

All Civil Service departments work within the Recruitment Principles, as regulated by the Civil Service Commission, to recruit using a fair and open process and appoint on merit.Departments will only limit a campaign to a specific group as a form of positive action as a proportionate response to achieve a legitimate aim as defined in section 159 of the Equality Act 2010.The Civil Service is committed to a diverse workforce and culture of openness and inclusivity - not as ends in themselves but as means of delivering better outcomes to the citizens we serve.The Diversity and Inclusion Strategy 2022-25 Promoting Fairness and Performance, published in February 2022, is positioned as an essential lever to deliver a Modern Civil Service, where our values are to serve with integrity, honesty, objectivity and impartiality; driving our vision to be a skilled, innovative and ambitious Civil Service equipped for the future. This strategy sets out a broader definition of diversity, to include geographical, social and career backgrounds alongside the protected groups.As set out in the Civil Service People Plan 2024-2027, we are committed to ensuring we attract, develop and retain talented people from a diverse range of backgrounds, to create a modern Civil Service, now and for the future.

How many and what proportion of officials in her Department were hired via positive action schemes in the last financial year.

All Civil Service departments work within the Recruitment Principles, as regulated by the Civil Service Commission, to recruit using a fair and open process and appoint on merit.Departments will only limit a campaign to a specific group as a form of positive action as a proportionate response to achieve a legitimate aim as defined in section 159 of the Equality Act 2010.The Civil Service is committed to a diverse workforce and culture of openness and inclusivity, not as ends in themselves but as means of delivering better outcomes to the citizens we serve.The Diversity and Inclusion Strategy 2022 to 2025 promoting fairness and performance, published in February 2022, is positioned as an essential lever to deliver a modern Civil Service, where our values are to serve with integrity, honesty, objectivity and impartiality; driving our vision to be a skilled, innovative and ambitious Civil Service equipped for the future. This strategy sets out a broader definition of diversity, to include geographical, social and career backgrounds alongside the protected groups. This strategy can be found here: https://www.gov.uk/government/publications/civil-service-diversity-and-inclusion-strategy-2022-to-2025.As set out in the Civil Service People Plan 2024 to 2027, we are committed to ensuring we attract, develop and retain talented people from a diverse range of backgrounds, to create a modern Civil Service, now and for the future. This plan can be found here: https://www.gov.uk/government/publications/civil-service-people-plan-2024-2027/civil-service-people-plan-2024-2027-html#recruitment-retention--talent.

Innovation and Technology, how many and what proportion of officials in his Department were hired via positive action schemes in the last financial year.

All Civil Service departments work within the Recruitment Principles, as regulated by the Civil Service Commission, to recruit using a fair and open process and appoint on merit.Departments will only limit a campaign to a specific group as a form of positive action as a proportionate response to achieve a legitimate aim as defined in section 159 of the Equality Act 2010.The Civil Service is committed to a diverse workforce and culture of openness and inclusivity - not as ends in themselves but as means of delivering better outcomes to the citizens we serve.The Diversity and Inclusion Strategy 2022-25 Promoting Fairness and Performance, published in February 2022, is positioned as an essential lever to deliver a Modern Civil Service, where our values are to serve with integrity, honesty, objectivity and impartiality; driving our vision to be a skilled, innovative and ambitious Civil Service equipped for the future. This strategy sets out a broader definition of diversity, to include geographical, social and career backgrounds alongside the protected groups.As set out in the Civil Service People Plan 2024 - 2027, we are committed to ensuring we attract, develop and retain talented people from a diverse range of backgrounds, to create a modern Civil Service, now and for the future.

How many and what proportion of officials in his Department were hired via positive action schemes in the last financial year.

All Civil Service departments work within the Recruitment Principles, as regulated by the Civil Service Commission, to recruit using a fair and open process and appoint on merit. Departments will only limit a campaign to a specific group as a form of positive action as a proportionate response to achieve a legitimate aim, as defined in section 159 of the Equality Act 2010.The Civil Service is committed to a diverse workforce and a culture of openness and inclusivity, not as ends in themselves, but as means of delivering better outcomes to the citizens we serve.The Civil Service Diversity and Inclusion Strategy: 2022 to 2025, published in February 2022, is positioned as an essential lever to deliver a modern Civil Service, where our values are to serve with integrity, honesty, objectivity, and impartiality, driving our vision to be a skilled, innovative, and ambitious Civil Service equipped for the future. This strategy sets out a broader definition of diversity, to include geographical, social, and career backgrounds alongside the protected groups. This strategy is available at the following link:https://www.gov.uk/government/publications/civil-service-diversity-and-inclusion-strategy-2022-to-2025As set out in the Civil Service People Plan 2024-2027, we are committed to ensuring we attract, develop, and retain talented people from a diverse range of backgrounds, to create a modern Civil Service, now and for the future. Further information on this plan is available at the following link:https://www.gov.uk/government/publications/civil-service-people-plan-2024-2027/civil-service-people-plan-2024-2027-html#recruitment-retention--talentThe Department has made hires from wider Civil Service schemes. The schemes supported by the Department for external hires in the last financial year 2023/2024 were the Civil Service Care Leaver Internship Scheme and Going Forward into Employment. Details on these schemes are available at the following link:https://www.civil-service-careers.gov.uk/gfie-schemes/Six such appointments were made from these schemes, representing 2% of the total new hires to the Department made in that financial year.

Food and Rural Affairs, how many and what proportion of officials in his Department were hired via positive action schemes in the last financial year.

The core department complies with the Civil Service Recruitment Principles, as regulated by the Civil Service Commission, to recruit using a fair and open process and appoint on merit. The Government and Civil Service is committed to a diverse workforce and culture of openness and inclusivity as a way of reflecting the experiences of the citizens we serve and delivering better outcomes for them in turn.

How many and what proportion of officials in his Department were hired via positive action schemes in the last financial year.

The Northern Ireland Office works within the Civil Service Recruitment Principles, as regulated by the Civil Service Commission, to recruit using a fair and open process and appoint on merit.The Department will only limit a campaign to a specific group as a form of positive action as a proportionate response to achieve a legitimate aim as defined in section 159 of the Equality Act 2010.The Northern Ireland Office has not used any positive action schemes, as defined by the Equality Act, to support the hiring of those with protected characteristics in the last financial year.The Civil Service is committed to a diverse workforce and culture of openness and inclusivity - not as ends in themselves but as means of delivering better outcomes to the citizens we serve.The Diversity and Inclusion Strategy 2022-25 Promoting Fairness and Performance, published in February 2022, is positioned as an essential lever to deliver a Modern Civil Service, where our values are to serve with integrity, honesty, objectivity and impartiality; driving our vision to be a skilled, innovative and ambitious Civil Service equipped for the future. This strategy sets out a broader definition of diversity, to include geographical, social and career backgrounds alongside the protected groups.As set out in the Civil Service People Plan 2024 - 2027, we are committed to ensuring we attract, develop and retain talented people from a diverse range of backgrounds, to create a modern Civil Service, now and for the future.

How much the Forward Trust received from contracts in HMP (a) Maidstone, (b) Huntercombe and (c) Morton Hall in the last financial year.

In the last financial year (FY 23/24) Forward Trust has received £7,401,140 from the Department for prison contracts. Forward Trust has received £0 for contracts relating to HMP Maidstone, HMPS Huntercombe and HMP Morton Hall in the last financial year.

How much the Prison Phoenix Trust has received from her Department for (a) prison contracts and (b) contracts relating (i) HMP Maidstone, (ii) HMP Huntercombe and (iii) HMP Morton Hall in the last financial year.

In the last financial year (FY 23/24) Prison Phoenix Trust has received £54,663 from the Department for prison contracts. The Prison Phoenix Trust has received £0 for contracts relating to HMP Maidstone, HMPS Huntercombe and HMP Morton Hall in the last financial year.

How many and what proportion of foreign national offenders serving prison sentences have been transferred to prison in their country of origin in each of the last five years.

The table below shows the number of foreign national offenders removed under prisoner transfer agreements in each year since 2020, including 2024 to date:202081202173202250202333202474As the number of foreign national prisoners is constantly changing, it is not possible to represent the above figures as a proportion of the total.

How many and what proportion of prisoners in HMP (a) Maidstone, (b) Huntercombe and (c) Morton Hall have access to mobile phones.

Prisoners are not permitted to have mobile telephones, and stringent measures are in place to prevent the entry of mobile telephones into establishments.