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1697346

	registered interest
	date	14/03/2024
	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	Maternal Mortality
	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 with the Secretary of State for Health and Social Care to help reduce maternal mortality.
	tabling member constituency	Canterbury
	tabling member printed	Rosie Duffield
	uin	902133
	answer	answer is ministerial correction date of answer 20/03/2024 answer text <p>At the Spring Budget, the Government announced £35m over the next three years to improve maternity safety across England.</p><p>This is in addition to our three-year maternity plan, backed by £186m per year from April. Through this, we have introduced 14 maternal medicine networks to provide specialist advice to pregnant women, and we expect all CSs to have a Maternal Mental Health Service by the end of the month.</p> answering member constituency Lewes answering member printed Maria Caulfield question first answered 20/03/2024 15:22:08 answering member 4492 label Biography information for Maria Caulfield
	tabling member	4616 label Biography information for Rosie Duffield

1650063

	registered interest
	date	04/07/2023
	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	Older People: Discrimination
	house id	1
	legislature	25259 pref label House of Commons
	question text	To ask the Minister for Women and Equalities, what steps her Department is taking to reduce age discrimination against older people.
	tabling member constituency	Canterbury
	tabling member printed	Rosie Duffield
	uin	192401
	answer	answer is ministerial correction date of answer 12/07/2023 answer text <p>Age discrimination against older people that cannot be objectively justified is unacceptable and unlawful across a range of fields under the Equality Act 2010. It is the strong protections in the 2010 Act that enable older people and their representatives to challenge such unlawful behaviour and ultimately seek redress in the courts or, in the case of older workers, an employment tribunal.</p><p><strong> </strong></p><p>In addition, as regards to the public sector, the Public Sector Equality Duty places a duty on Government Departments, local authorities, the NHS and other bodies to have due regard to meeting equality requirements, including to eliminate unlawful age discrimination, where this is relevant to their policies and activities.</p><p> </p> answering member constituency Pudsey answering member printed Stuart Andrew question first answered 12/07/2023 09:26:57 answering member 4032 label Biography information for Stuart Andrew
	tabling member	4616 label Biography information for Rosie Duffield

1628526

	registered interest
	date	17/05/2023
	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	Assistance Animals: Public Buildings
	house id	1
	legislature	25259 pref label House of Commons
	question text	To ask the Minister for Women and Equalities, what steps her Department is taking to ensure that people with assistance dogs are not discriminated against when entering public buildings.
	tabling member constituency	Canterbury
	tabling member printed	Rosie Duffield
	uin	185645
	answer	answer is ministerial correction date of answer 26/05/2023 answer text <p>No one should be refused access to businesses or services because they use a guide or other assistance dog.</p><p> </p><p>Under the Equality Act 2010 (the Act), businesses and public bodies that provide goods and services to the public must not unlawfully discriminate against disabled people, including those with assistance dogs. The Act places a duty on service providers to make reasonable adjustments to improve access to premises, buildings and services. This could include allowing the use of assistance dogs so that disabled customers have the same access to goods and services and are not placed at a substantial disadvantage compared to non-disabled customers.</p><p> </p><p>The Equality and Human Rights Commission (EHRC) has published guidance for all businesses, including service providers, on this subject. The guidance explains that assistance dogs should be treated as auxiliary aids and not as pets. The guidance is available at: <a href="https://www.equalityhumanrights.com/sites/default/files/assistance-dogs-a-guide-for-all-businesses.pdf" target="_blank">https://www.equalityhumanrights.com/sites/default/files/assistance-dogs-a-guide-for-all-businesses.pdf</a> and makes clear that businesses and service providers should allow assistance dogs access to buildings where dogs would normally not be permitted whenever this is reasonable.</p><p> </p><p>Anybody who thinks that they have been discriminated against in the services offered to them - including where access to an assistance dog has been refused - can take legal action to resolve the issue. Before doing so, they might first find it useful to contact the Equality Advisory and Support Service (EASS) which provides free bespoke advice and in-depth support to individuals with discrimination concerns via their website - <a href="http://www.equalityadvisoryservice.com/" target="_blank">http://www.equalityadvisoryservice.com/</a> , or by telephone on 0808 800 0082 or by text phone on 0808 800 0084.</p> answering member constituency Pudsey answering member printed Stuart Andrew question first answered 26/05/2023 13:56:07 answering member 4032 label Biography information for Stuart Andrew
	tabling member	4616 label Biography information for Rosie Duffield

1623329

	registered interest
	date	24/04/2023
	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: Disability
	house id	1
	legislature	25259 pref label House of Commons
	question text	To ask the Minister for Women and Equalities, what recent assessment she has made of the adequacy of legal protection for disabled people when (a) applying for work and (b) having their employment terminated.
	tabling member constituency	Canterbury
	tabling member printed	Rosie Duffield
	uin	182395
	answer	answer is ministerial correction date of answer 03/05/2023 answer text <p>There is long-standing legal protection for disabled people under the Equality Act 2010 (the Act). The Act makes it unlawful for an employer to discriminate against a disabled job applicant or employee because of their disability, provided the Act’s definition of disability is met.</p><p><strong> </strong></p><p>Specifically, the Act requires employers to make reasonable adjustments in relation to the disabled job applicant’s assessment and interview process and, once employed, the disabled employee’s job and decisions made in relation to it. These adjustments ensure that disabled applicants or employees are not placed at a substantial disadvantage compared to their non-disabled colleagues. The failure of an employer to make reasonable adjustments for a disabled employee or job seeker, or discounting a job application simply because the applicant is disabled could amount to direct disability discrimination under the Act. Similarly, where an employer is looking to reduce their staff, choosing someone for redundancy simply because they are disabled, may amount to unlawful discrimination.</p><p><strong> </strong></p><p>However, the Act also recognises the need to strike a balance between the needs of disabled employees and the circumstances of their employers. What is ‘reasonable’ will therefore vary from one employer to another because of factors such as the practicality of making the adjustment, the cost of the adjustment to the employer and the resources available to different employers. In the event of a claim of alleged disability discrimination, it will ultimately be for the courts to decide on a case-by-case basis, what reasonable adjustments should be made for a particular disabled service-user, taking into account all relevant circumstances of the case.</p><p><strong> </strong></p><p>In terms of employment law, should a person be unfairly dismissed because they have a disability, they can seek redress under the Act for being discriminated against by their employer. Where an employer treats a worker with a disability or life-limiting illness so badly that the worker is forced to resign from their job, the constructive dismissal provisions in employment law may apply.</p><p> </p> answering member constituency Pudsey answering member printed Stuart Andrew question first answered 03/05/2023 16:07:42 answering member 4032 label Biography information for Stuart Andrew
	tabling member	4616 label Biography information for Rosie Duffield