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1124136

	registered interest
	date	01/05/2019
	answering body	Women and Equalities
	answering dept id	31
	answering dept short name	Women and Equalities
	answering dept sort name	Women and Equalities
	hansard heading	Employment: Equality
	house id	1
	legislature	25259 pref label House of Commons
	question text	To ask the Minister for Women and Equalities, whether she has plans to introduce further auditing and fines for employers who cannot prove their gender equality practices.
	tabling member constituency	Slough
	tabling member printed	Mr Tanmanjeet Singh Dhesi
	uin	249918
	answer	answer is ministerial correction date of answer 11/06/2019 answer text <p>Organisations with 250 or more employees are now required to publish specific gender pay gap data on an annual basis. We believe that this transparency is motivating employers to take action, but these regulations are new and we will be monitoring them closely.</p><p> </p><p>We continue to urge employers to go beyond the reporting requirements by publishing an action plan, setting out the steps they are taking to improve gender equality, just under half of employers did this in the first year. I intend to write to all public sector employers urging them to develop a plan, and will meet influential business leaders to press them to take action in their sectors.</p> answering member constituency Louth and Horncastle answering member printed Victoria Atkins question first answered 11/06/2019 14:56:14 answering member 4399 label Biography information for Victoria Atkins
	tabling member	4638 label Biography information for Mr Tanmanjeet Singh Dhesi

1175221

	registered interest
	date	22/01/2020
	answering body	Women and Equalities
	answering dept id	31
	answering dept short name	Women and Equalities
	answering dept sort name	Women and Equalities
	hansard heading	Employment: Equality
	house id	2
	legislature	25277 pref label House of Lords
	question text	Her Majesty's Government what assessment they have made of the report by the Fawcett Society Sex and Power 2020, published on 13 January; and what steps they are taking to address the reported inequality in senior jobs held in the UK by women and minority groups.
	tabling member printed	Baroness McGregor-Smith
	uin	HL699
	answer	answer is ministerial correction date of answer 05/02/2020 answer text <p>We have noted this report and will take its findings into consideration. It is vital that women and all ethnicities are able to fully contribute across politics, public life and all business sectors. Progress is being made, but there is more to do. Companies with diverse workforces perform better and an inclusive economic policy is vital to the success of our Industrial Strategy.</p><p>We urge our largest companies to lead from the front on this issue, to reap the economic and social benefits, by taking up the recommendations of the Government commissioned and supported Hampton-Alexander and Parker Reviews, championing greater leadership diversity.</p><p>Women now hold a higher percentage of senior leadership positions than ever before, with over 30% female board members across the FTSE350 for the first time and no all-male boards in the FTSE100. We surveyed FTSE350 companies last year to take stock of the ethnic diversity of their boards and will be publishing the results early this year.</p><p> </p> answering member printed Baroness Williams of Trafford question first answered 05/02/2020 11:35:16 answering member 4311 label Biography information for Baroness Williams of Trafford
	tabling member	4554 label Biography information for Baroness McGregor-Smith

1189705

	registered interest
	date	21/04/2020
	answering body	Women and Equalities
	answering dept id	31
	answering dept short name	Women and Equalities
	answering dept sort name	Women and Equalities
	hansard heading	Employment: Equality
	house id	2
	legislature	25277 pref label House of Lords
	question text	To ask Her Majesty's Government what plans they have to ensure transparent and consistent workforce data reporting to support (1) women, (2) BAME, (3) disabled, and (4) LGBTQ+, graduates to realise their potential and, on merit, reach the top of their professions.
	tabling member printed	Lord Shinkwin
	uin	HL3223
	answer	answer is ministerial correction date of answer 05/05/2020 answer text <p>Pay gaps are caused by a range of factors. To address them, we must ensure that everybody has equal access to opportunities.</p><p>In 2017, we introduced mandatory gender pay gap reporting for large employers, providing an unprecedented level of transparency. The gender pay gap is currently at a record low of 17.3%. However, the gap for full-time employees increased slightly to 8.9%. To address the drivers of the gap, we’ve set out a package of commitments aiming to empower women from school right through to retirement.</p><p>The Government ran a consultation from October 2018 to January 2019 on Ethnicity Pay Reporting and received over 300 detailed responses. The Government met with businesses and representative organisations to understand the barriers towards reporting and what information could be published to allow for meaningful action to be taken. We have also run voluntary methodology testing with a broad range of businesses to better understand the complexities outlined in the consultation using real payroll data and will share next steps in due course.</p><p>Calculation and monitoring of disability and LGBT pay gaps raises significant issues of self-reporting and data accuracy and this data is not widely collected by employers. Although we have no plans for data collection of pay for these characteristics, we want to achieve practical changes for disabled people, which remove barriers and increase opportunity. The Government will publish an ambitious ‘National Strategy for Disabled People’. We will ensure that the lived experience of disabled people is at the heart of the new National Strategy and focus on the issues that disabled people say affect them the most.</p><p>The 108,000 respondents to the National LGBT Survey told us that their priority in the workplace is to tackle discrimination. So the Government Equalities Office is exploring the creation of a package of measures to tackle LGBT workplace discrimination. LGBT people should be able to be themselves in the workplace, so that they can do their best work and achieve their full potential.</p><p>Diverse workforces make good business sense. For example, organisations in the top 25% for gender diversity on their executive teams are 21% more likely to have profits above their industry average, and organisations where over 20% of managers are women have been associated with higher performance than organisations with less than 15% representation of women.</p> answering member printed Baroness Berridge grouped question UIN HL3222 HL3224 question first answered 05/05/2020 12:58:03 answering member 4218 label Biography information for Baroness Berridge
	tabling member	4557 label Biography information for Lord Shinkwin

1229344

	registered interest
	date	28/08/2020
	answering body	Women and Equalities
	answering dept id	31
	answering dept short name	Women and Equalities
	answering dept sort name	Women and Equalities
	hansard heading	Employment: Equality
	house id	1
	legislature	25259 pref label House of Commons
	question text	To ask the Minister for Women and Equalities, what steps she is taking to encourage diversity in senior professions in relation to (a) age, (b) class, (c) ethnicity, (d) gender and (e) sexuality.
	tabling member constituency	Wolverhampton South West
	tabling member printed	Stuart Anderson
	uin	82408
	answer	answer is ministerial correction date of answer 08/09/2020 answer text <p>This Government is actively working on these issues. To encourage greater age diversity in workplaces, we have published a strategy 'Fuller Working Lives: A Partnership Approach', which aims to increase the retention, retraining and recruitment of older workers by bringing about a change in the perceptions and attitudes of employers.</p><p>On levelling up opportunity regardless of social class, the Social Mobility Commission’s latest report (published on 10 June 2020) recognises progress in improving life chances for poorer groups and keeping disadvantaged pupils in education for longer. In line with that, we have launched a £1 billion package to directly tackle the impact of lost teaching time due to COVID-19, including a £350 million National Tutoring Programme targeted at those children and young people who need the most help.</p><p>On gender and ethnicity in senior professions, we support the business-led voluntary Hampton-Alexander and Parker Reviews respectively. The FTSE 100 and 350 have achieved their 33% women on boards targets and there are now only two all male boards, against 152 in 2011. We also support the Financial Reporting Council’s efforts to improve the quality of company diversity reporting, including by ethnicity.</p><p>Finally, in relation to sexuality, in Autumn 2019, we brought together participants from over 150 businesses to share experiences and best practice in making workplaces genuinely LGBT-inclusive and we are exploring what more can be done to tackle LGBT workplace discrimination.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch question first answered 08/09/2020 08:24:21 answering member 4597 label Biography information for Kemi Badenoch
	tabling member	4742 label Biography information for Stuart Anderson

1238677

	registered interest
	date	29/09/2020
	answering body	Women and Equalities
	answering dept id	31
	answering dept short name	Women and Equalities
	answering dept sort name	Women and Equalities
	hansard heading	Employment: Equality
	house id	2
	legislature	25277 pref label House of Lords
	question text	To ask Her Majesty's Government what steps they are taking to tackle race inequality in the workplace.
	tabling member printed	Baroness Ritchie of Downpatrick
	uin	HL8601
	answer	answer is ministerial correction date of answer 03/11/2020 answer text <p>The Government’s Race Disparity Audit (RDA) and its website, Ethnicity Facts and Figures, was launched in October 2017. The website is world first and has been welcomed internationally for its open and data-driven approach to highlighting inequalities of outcomes.</p><p>In response to its findings, Government has taken action to increase diversity in employment.</p><p>This includes launching the Race at Work Charter which aims to increase ethnic minority representation in all sectors, and providing targeted employment support in twenty areas around the country with high rates of ethnic minority unemployment to boost earning potential.</p><p>In 2018/19, the Government consulted on options for exploring possibilities for employer- level ethnicity pay reporting. Following the consultation, Government met with businesses and representative organisations to understand the barriers to reporting. The Government is continuing to analyse this data and is committed to responding to the consultation by the end of the year.</p><p>In addition, this year the Commission on Race and Ethnic Disparities was established and is examining all aspects of continuing racial and ethnic disparities in Britain. It is building on the work of the Race Disparity Unit. The Commission is carrying out a deeper examination of what the causes of these disparities are, and is seeking to establish what works to address them effectively, including in employment and enterprise.</p> answering member printed Baroness Berridge question first answered 03/11/2020 18:00:48 answering member 4218 label Biography information for Baroness Berridge
	tabling member	4130 label Biography information for Baroness Ritchie of Downpatrick

1342636

	registered interest
	date	30/06/2021
	answering body	Cabinet Office
	answering dept id	53
	answering dept short name	Cabinet Office
	answering dept sort name	Cabinet Office
	hansard heading	Employment: Equality
	house id	2
	legislature	25277 pref label House of Lords
	question text	To ask Her Majesty's Government, further to recent statements by the Equality and Human Rights Commission about its withdrawal from the Stonewall Diversity Champion scheme, what steps they are taking to ensure their expenditure on workplace diversity and inclusion initiatives (1) offers value for money, (2) is fairly balanced, and (3) is reasonable and proportionate, taking into account the rights of all persons with any of the protected characteristics set out in the Equality Act 2010.
	tabling member printed	Lord Hunt of Kings Heath
	uin	HL1605
	answer	answer is ministerial correction date of answer 14/07/2021 answer text <p>The Government has committed to a new standard for diversity and inclusion in the Civil Service which will promote a diversity of backgrounds and opinions. We are committed to fair, inclusive workplaces which draw on the talents of the widest possible range of backgrounds, especially people from non-traditional educational routes and from outside London and the South East.</p><p> </p><p>It is fundamental that everyone is able to seize opportunities in the workplace without fear of discrimination or harassment.</p><p> </p><p>Memberships of external schemes are kept under review, to ensure value for taxpayers’ money. A number of public bodies have resolved to best champion inclusion through internal programmes.</p><p> </p> answering member printed Lord True grouped question UIN HL1604 question first answered 14/07/2021 16:34:35 answering member 4200 label Biography information for Lord True
	tabling member	2024 label Biography information for Lord Hunt of Kings Heath

1468350

	registered interest
	date	08/06/2022
	answering body	Women and Equalities
	answering dept id	31
	answering dept short name	Women and Equalities
	answering dept sort name	Women and Equalities
	hansard heading	Employment: Equality
	house id	1
	legislature	25259 pref label House of Commons
	question text	To ask the Minister for Women and Equalities, what steps the Government is taking to improve workplace fairness and inclusivity.
	tabling member constituency	West Worcestershire
	tabling member printed	Harriett Baldwin
	uin	900380
	answer	answer is ministerial correction date of answer 08/06/2022 answer text <p>Advancing fairness in the world of work is a key priority for this government. To tackle bias and ensure fairness in the workplace, the Cabinet Office Equality Hub will develop a new scheme for employers, drawing on the expertise of stakeholders in business, civil society and academia, to provide an evidenced framework for improving race equality and progression in the workplace, as set out in Action 71 of the Inclusive Britain response. It will use evidence provided by the Government’s Inclusion at Work Panel, also announced in Inclusive Britain, and employers will be able to sign-up to the scheme voluntarily once it is launched in autumn 2023.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch question first answered 08/06/2022 16:51:25 answering member 4597 label Biography information for Kemi Badenoch
	tabling member	4107 label Biography information for Dame Harriett Baldwin

1522436

	registered interest
	date	14/10/2022
	answering body	Department for Business, Energy and Industrial Strategy
	answering dept id	201
	answering dept short name	Business, Energy and Industrial Strategy
	answering dept sort name	Business, Energy and Industrial Strategy
	hansard heading	Employment: Equality
	house id	1
	legislature	25259 pref label House of Commons
	question text	To ask the Secretary of State for Business, Energy and Industrial Strategy, if he will make an assessment of the potential impact of technology on levels of inequality in the workplace.
	tabling member constituency	Ellesmere Port and Neston
	tabling member printed	Justin Madders
	uin	63248
	answer	answer is ministerial correction date of answer 27/10/2022 answer text <p>The overall net effect of automation and AI on employment is unclear, but a plausible assumption based on historical trends and economic research for the UK would see a broadly neutral effect overall. Research published by BEIS in 2021 estimated that around 7% of existing UK jobs could face a high (over 70%) probability of automation over the next 5 years, rising to 18% after 10 years and just under 30% after 20 years. However, AI will also create many jobs through the boost it gives to productivity and economic growth.</p><p> </p><p>The Government also welcomes research from academics and experts in the field including the ongoing work of the Pissarides Review into the Future of Work and Wellbeing, which is exploring the impacts of automation on work and wellbeing, and analysing how these are differently distributed between socio-demographic groups and geographical communities in the UK.</p> answering member constituency Wealden answering member printed Ms Nusrat Ghani question first answered 27/10/2022 16:06:05 answering member 4460 label Biography information for Ms Nusrat Ghani
	tabling member	4418 label Biography information for Justin Madders

1548896

	registered interest
	date	06/12/2022
	answering body	Department for Levelling Up, Housing and Communities
	answering dept id	211
	answering dept short name	Levelling Up, Housing and Communities
	answering dept sort name	Levelling Up, Housing and Communities
	hansard heading	Employment: Equality
	house id	1
	legislature	25259 pref label House of Commons
	question text	To ask the Secretary of State for Levelling Up, Housing and Communities, what assessment he has made of the potential merits of measuring progress in reducing inequalities in relation to job quality metrics.
	tabling member constituency	Warwick and Leamington
	tabling member printed	Matt Western
	uin	104386
	answer	answer is ministerial correction date of answer 14/12/2022 answer text <p>Levelling Up means giving everyone the opportunity to flourish.</p><p>Job quality is a central element of this vision and is why we asked the ONS to develop new estimates of job quality, which will be published later this week.</p> answering member constituency Bishop Auckland answering member printed Dehenna Davison question first answered 14/12/2022 15:02:55 answering member 4737 label Biography information for Dehenna Davison
	tabling member	4617 label Biography information for Matt Western

1641966

	registered interest
	date	05/06/2023
	answering body	Women and Equalities
	answering dept id	31
	answering dept short name	Women and Equalities
	answering dept sort name	Women and Equalities
	hansard heading	Employment: Equality
	house id	1
	legislature	25259 pref label House of Commons
	question text	To ask the Minister for Women and Equalities, what recent progress she has made in establishing an Inclusion at Work panel.
	tabling member constituency	Newcastle upon Tyne Central
	tabling member printed	Chi Onwurah
	uin	187648
	answer	answer is ministerial correction date of answer 13/06/2023 answer text <p>Work is well underway to establish the Inclusion at Work panel. Pamela Dow, who founded and formerly led the Government Skills Campus, was appointed as Chair in March 2023. Invitations to officially join the panel have now been issued to experts from a range of backgrounds, including academia, business, and human resources. More information about Panel members will be made available in due course.</p><p><strong> </strong></p><p>We look forward to the Panel’s first meeting in due course and seeing their work in improving fairness in the workplace develop.</p><p> </p> answering member constituency Lewes answering member printed Maria Caulfield question first answered 13/06/2023 14:19:58 answering member 4492 label Biography information for Maria Caulfield
	tabling member	4124 label Biography information for Chi Onwurah