Show Search Form

Search Results

registered interest	true false
date	exactly: or between: and
answering body
answering dept id
answering dept short name
answering dept sort name
hansard heading
house id
legislature	pref label
question text
tabling member constituency
tabling member printed
uin
answer	is ministerial correction true false date of answer exactly: or between: and answer text answering member constituency answering member printed grouped question UIN question first answered answering member label
tabling member	label

Search

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

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

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

1642698

	registered interest
	date	07/06/2023
	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, when the inclusion at work panel will be established.
	tabling member constituency	Oxford East
	tabling member printed	Anneliese Dodds
	uin	188362
	answer	answer is ministerial correction date of answer 13/06/2023 answer text <p>Membership of the Inclusion at Work Panel is currently being determined by the Minister for Women and Equalities and the Chair of the Panel, Pamela Dow. The broad criteria was set out in Action 69 of Inclusive Britain, specifically that the Panel should be ‘made up of academics and practitioners in business’. Panel members will be appointed on a voluntary basis - these will be unpaid roles. The Equality Hub, based in the Cabinet Office, will provide the Secretariat to the Panel.</p><p> </p><p>The Panel’s remit will be to develop and disseminate resources that can help employers achieve fairness and inclusion in the workplace more effectively. They will also develop a new, voluntary, Inclusion Confident Scheme for employers who want to demonstrate their commitment to implementing the most efficacious diversity and inclusion practices.</p><p> </p><p>The Panel will also consider how best to take forward the work on pay transparency. This includes whether a pilot is the best way to progress this work and if so, what the timetable for this work would be.</p><p> </p> answering member constituency Lewes answering member printed Maria Caulfield grouped question UIN 188363 188364 188365 188366 188367 188368 question first answered 13/06/2023 11:15:22 answering member 4492 label Biography information for Maria Caulfield
	tabling member	4657 label Biography information for Anneliese Dodds

1642701

	registered interest
	date	07/06/2023
	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, how the membership of the inclusion at work panel will be decided.
	tabling member constituency	Oxford East
	tabling member printed	Anneliese Dodds
	uin	188363
	answer	answer is ministerial correction date of answer 13/06/2023 answer text <p>Membership of the Inclusion at Work Panel is currently being determined by the Minister for Women and Equalities and the Chair of the Panel, Pamela Dow. The broad criteria was set out in Action 69 of Inclusive Britain, specifically that the Panel should be ‘made up of academics and practitioners in business’. Panel members will be appointed on a voluntary basis - these will be unpaid roles. The Equality Hub, based in the Cabinet Office, will provide the Secretariat to the Panel.</p><p> </p><p>The Panel’s remit will be to develop and disseminate resources that can help employers achieve fairness and inclusion in the workplace more effectively. They will also develop a new, voluntary, Inclusion Confident Scheme for employers who want to demonstrate their commitment to implementing the most efficacious diversity and inclusion practices.</p><p> </p><p>The Panel will also consider how best to take forward the work on pay transparency. This includes whether a pilot is the best way to progress this work and if so, what the timetable for this work would be.</p><p> </p> answering member constituency Lewes answering member printed Maria Caulfield grouped question UIN 188362 188364 188365 188366 188367 188368 question first answered 13/06/2023 11:15:23 answering member 4492 label Biography information for Maria Caulfield
	tabling member	4657 label Biography information for Anneliese Dodds

1642702

	registered interest
	date	07/06/2023
	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 steps she is taking to ensure the inclusion at work panel is representative of workers across the UK.
	tabling member constituency	Oxford East
	tabling member printed	Anneliese Dodds
	uin	188364
	answer	answer is ministerial correction date of answer 13/06/2023 answer text <p>Membership of the Inclusion at Work Panel is currently being determined by the Minister for Women and Equalities and the Chair of the Panel, Pamela Dow. The broad criteria was set out in Action 69 of Inclusive Britain, specifically that the Panel should be ‘made up of academics and practitioners in business’. Panel members will be appointed on a voluntary basis - these will be unpaid roles. The Equality Hub, based in the Cabinet Office, will provide the Secretariat to the Panel.</p><p> </p><p>The Panel’s remit will be to develop and disseminate resources that can help employers achieve fairness and inclusion in the workplace more effectively. They will also develop a new, voluntary, Inclusion Confident Scheme for employers who want to demonstrate their commitment to implementing the most efficacious diversity and inclusion practices.</p><p> </p><p>The Panel will also consider how best to take forward the work on pay transparency. This includes whether a pilot is the best way to progress this work and if so, what the timetable for this work would be.</p><p> </p> answering member constituency Lewes answering member printed Maria Caulfield grouped question UIN 188362 188363 188365 188366 188367 188368 question first answered 13/06/2023 11:15:23 answering member 4492 label Biography information for Maria Caulfield
	tabling member	4657 label Biography information for Anneliese Dodds

1642704

	registered interest
	date	07/06/2023
	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 the budget of the inclusion at work panel will be.
	tabling member constituency	Oxford East
	tabling member printed	Anneliese Dodds
	uin	188365
	answer	answer is ministerial correction date of answer 13/06/2023 answer text <p>Membership of the Inclusion at Work Panel is currently being determined by the Minister for Women and Equalities and the Chair of the Panel, Pamela Dow. The broad criteria was set out in Action 69 of Inclusive Britain, specifically that the Panel should be ‘made up of academics and practitioners in business’. Panel members will be appointed on a voluntary basis - these will be unpaid roles. The Equality Hub, based in the Cabinet Office, will provide the Secretariat to the Panel.</p><p> </p><p>The Panel’s remit will be to develop and disseminate resources that can help employers achieve fairness and inclusion in the workplace more effectively. They will also develop a new, voluntary, Inclusion Confident Scheme for employers who want to demonstrate their commitment to implementing the most efficacious diversity and inclusion practices.</p><p> </p><p>The Panel will also consider how best to take forward the work on pay transparency. This includes whether a pilot is the best way to progress this work and if so, what the timetable for this work would be.</p><p> </p> answering member constituency Lewes answering member printed Maria Caulfield grouped question UIN 188362 188363 188364 188366 188367 188368 question first answered 13/06/2023 11:15:23 answering member 4492 label Biography information for Maria Caulfield
	tabling member	4657 label Biography information for Anneliese Dodds