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HM Treasury is committed to being an organisation that provides equal opportunities for all and welcomes the opportunity to continue its focus on reducing the gender pay gap further.
This statement summarises the Cabinet Office’s activities in support of research integrity over the financial year 2024-2025.
Summary of advice given under the business appointment rules to applicants at SCS2 and SCS1 level and equivalents.
Data on the difference in employees’ average earnings from April 2024 to March 2025.
Summaries of advice given under the business appointment rules to applicants at SCS2 and SCS1 level and equivalents.
Sickness absence data for the Civil Service for the year ending 31 March 2025
How the Department for Energy Security and Net Zero (DESNZ) considers equality in their work.
It is a legal requirement for public authorities to publish their Gender Pay Gap (GPG) every year.
Report prepared by Department for Science, Innovation and Technology (DSIT) as part of the legal requirement for public authorities to publish their Gender Pay Gap (GPG) on an annual basis.
Gender pay gap information for Department for Transport employees from April 2024 to March 2025.
Statutory national curriculum assessments are regulated by Ofqual. This report details the regulatory activity and findings relating to the national assessments in 2025.
Quarterly statistics and information about Ministry of Defence Police (MDP) use of force.
This annual report reviews the impact of Commonwealth Scholarships for the year ending 30 September 2025.
DfT appointment letters for Government Major Projects Portfolio (GMPP) Senior Responsible Owners.
Summary of the Business Case for the DRIVE35 (Driving Research and Investment in Vehicle Electrification) Funding Programme.
Keep up to date with the latest news and views from the LLW Repository site with our quarterly newsletter, On the Level.
Terms of reference for the technical working group on copyright and artificial intelligence (AI).
This report outlines the work we have been doing to help make the IPO a truly inclusive employer.
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