Saqib Bhatti, the Conservative MP for Meriden, warned that “adopting a quota-filling box ticking approach only exacerbates division, causes resentment and creates an ‘us and them’ culture.”

He added: “This kind of ‘woke’ bureaucracy is not what the public want to see their taxes spent on. While I don’t doubt the civil service want to be more inclusive perhaps they ought to remember that the road to hell is paved with good intentions.”

A Whitehall source said that parts of the presentation appeared “patronising” and “absurd”, adding: “Civil servants of all races would surely find this counter-productive and divisive.”

A separate slide in the course, which aims to help officials “understand of the issues faced minority ethnic employees and customers” states that the phrase “the country is full, we can’t take any more immigrants” is “as offensive as it is inaccurate”.

Another slide is devoted to “benefits of immigration”. The source said: “This is straight forwardly political advocacy from the civil service”.

Last week The Telegraph disclosed that mandatory “unconscious bias” training was still taking place in some parts of Whitehall despite the Government moving to scrap the training last year for being ineffective.

The racial awareness course disclosed today sets out a fictitious scenario in which a team of civil servants go to a pub for drinks every Wednesday, but are not joined by two members, Amir and Nita. Amir is quoted as saying: “I was brought up not to drink, so I don’t go to pubs, and nor does Nita.”

Because the others go to the pub and discuss work matters, the presentation states: “The views of the majority cultural group have prevailed; some people are being excluded from the decision making process; it could be said some people are being discriminated against on cultural grounds.”

It adds: “The choice of space, for team building and socialising has excluded some staff. The choice has been made to ensure the views and ideas of the majority cultural group prevail, excluding the input of others in the team. The entire organisation is likely to suffer as a result.

Direct discrimination, indirect discrimination and harassment are all also potentially taking place in the scenario.”

Separately, the presentation describes a scenario in which a black woman called Phumzile is invited to an interview for a middle management role in the civil service.

It states: “She arrives to find that the entire interviewing panel is made up of middle-aged white men. The panel members find it difficult to build a rapport with Phumzile, who in turn feels uncomfortable and struggles to answer their questions.”

The slide states: “This is an example of unconscious bias. The lack of diversity … within the interview makes it difficult for them to relate to Phumzile. This in turn makes her more nervous and affects how she performs.”