To ask the Secretary of State for Business, Enterprise and Regulatory Reform what assessment his Department has made of the effect of staff redundancies on the promotion of race equality; and if he will make a statement. (151874)

A full diversity impact assessment covering race, disability, gender, sexual orientation, age and religion and belief is being completed. This contains considerable detailed analysis on the diversity and race profile of staff in the Department and those whose posts may be reduced as part of the restructuring of the Department. It is my intention that the diversity impact assessment will be published in December 2007.

The Department is committed to the promotion of diversity and to the achievement of the targets set out in the Diversity Strategy, including improvements in targets and culture change and to ensuring that relocation and restructuring proposals follow best practice in relation to diversity. During the current restructuring process, the Department has established a good and productive relationship with the trade unions through regular formal and informal consultations. The trade unions have acknowledged the high level of support offered to staff.

To ask the Secretary of State for Business, Enterprise and Regulatory Reform how his Department monitors staff and ethnicity data to identify any patterns of inequality or discrimination; and if he will make a statement. (151875)

The Department's Diversity Statement includes the aim to have a workforce that reflects the diverse community we serve, and the commitment to value and make the best use of the diversity of talent in the Department so that our people fulfil their potential and create the conditions for business success.

Staff and ethnicity data are monitored in various different ways. These include:

monitoring and reporting to the Department's Diversity Steering Group,

review by the Cabinet Office and Peer Review as part of the monitoring of progress towards the targets in the Cabinet Office 10 point plan on diversity,

Diversity Impact Assessments of major internal policies,

monitoring and review of specific areas such as staff appraisal, recruitment and promotion rates and complaints in line with our commitments under the various Employment Duties,

consultation with staff network groups and the Departmental Trade Union Side.

The Department annually reviews progress against action plans detailed in the race equality scheme as part of the annual Departmental Report and legislation requires that the Secretary of State reviews and reports on the equality schemes every three years, the first of which is due in 2008. No departmental policies to date have been assessed as having adverse implications or demonstrating inequality or discrimination.