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1688081

registered interest
date	01/02/2024
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	Menopause: Employment
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 Cabinet colleagues to help support women experiencing menopause at work.
tabling member constituency	Mid Bedfordshire
tabling member printed	Alistair Strathern
uin	901453
answer	answer is ministerial correction date of answer 07/02/2024 answer text <p>In March 2023, we appointed Helen Tomlinson as the Government’s first Menopause Employment Champion.</p><p>We are working across Government and with employers to increase awareness and develop policies to support women experiencing the impact of menopause at work.</p><p>We recently launched new guidance on the Help to Grow portal, empowering businesses to educate their organisation about menopause.</p> answering member constituency Mid Sussex answering member printed Mims Davies question first answered 07/02/2024 15:56:53 answering member 4513 label Biography information for Mims Davies
tabling member	5000 label Biography information for Alistair Strathern

1688082

registered interest
date	01/02/2024
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	Women: Unemployment
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 Cabinet colleagues to help reduce economic inactivity among women between the ages of 45 and 64.
tabling member constituency	Luton South
tabling member printed	Rachel Hopkins
uin	901454
answer	answer is ministerial correction date of answer 07/02/2024 answer text <p>DWP supports people up and down the country to start, stay and succeed in work.</p><p>At Autumn Statement, we announced DWP’s Back to Work Plan alongside a suite of other measures to reduce economic inactivity. These included;</p><p>· Doubling the number of places on the Universal Support employment programme, to provide support for 100,000 people per year when fully rolled out;</p><p>· Formally launching WorkWell, which will bring together the NHS, local authorities and other partners, in collaboration with jobcentres, to provide light touch work and health support in approximately 15 pilot areas;</p><p>· Building on the extension of the certification of the fit notes to a wider range of healthcare professions, exploring new ways of providing individuals receiving a fit note with timely access to work and health support; and</p><p>· Establishing an expert group to support the development of the voluntary national baseline for Occupational Health provision.</p><p>This is alongside pre-existing support such as the Midlife MOT which was rolled out in Jobcentres from January 2023 to encourage individuals to optimise re-skilling prospects and improve health and longer-term financial resilience. The Mid-life MOT acts as a vital prompt to engage more people in planning more actively for later life – both for work and retirement. It provides individuals in their 40s, 50s and 60s with signposting to information and guidance on wealth, work and wellbeing, providing a holistic assessment to ensure that individuals can plan for the later life that they want. We continue to work with organisations, and with employers, on how they can offer the Mid-life MOT.</p><p>The DWP 50PLUS Champions network also provides dedicated support to Work Coaches to enable them to effectively direct suitable support to claimants who are aged 50 and over.</p> answering member constituency Mid Sussex answering member printed Mims Davies question first answered 07/02/2024 15:56:06 answering member 4513 label Biography information for Mims Davies
tabling member	4873 label Biography information for Rachel Hopkins

1685249

registered interest
date	26/01/2024
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	Veganism and Vegetarianism: Care Homes
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, if she will make an assessment of the adequacy of (a) legal and (b) other protections for the right of vegans and vegetarians to manifest their beliefs in care settings.
tabling member constituency	Crawley
tabling member printed	Henry Smith
uin	11598
answer	answer is ministerial correction date of answer 05/02/2024 answer text <p>Ethical veganism has previously been found to be a philosophical belief under the Equality Act 2010 by an employment tribunal, in an employment context. While this is not binding in other cases, all employers and service providers, including those who administer care homes and hospitals, should have regard to the differing dietary needs of people who they provide meals to, whether these are determined by health considerations, religious or philosophical belief. Providers should also recognise that food is not the only aspect of how ethical vegans conduct their lives and where possible should ensure that these other aspects are catered for.</p><p> </p><p>Care providers should be aware that service users such as care home residents and ward patients may bring claims under the Act, where they consider they have been treated less favourably because of their belief in ethical veganism. In addition, public sector providers are subject to the Public Sector Equality Duty which requires them, in carrying out their functions, to have due regard to the need to achieve the objectives set out under s149 of the Equality Act 2010 to:</p><p>(a) eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under the Equality Act 2010; (b) advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it and (c) foster good relations between persons who share a relevant protected characteristic and persons who do not share it. Specific duties, set out in regulations, ensure transparency, and assist in the performance of this duty.</p><p>The Care Quality Commission (CQC) regulate care homes as well as other health and care providers. One of the fundamental standards is on nutritional and hydration needs. Please see the link below.</p><p> </p><p><a href="https://www.cqc.org.uk/guidance-providers/regulations/regulation-14-meeting-nutritional-hydration-needs" target="_blank">https://www.cqc.org.uk/guidance-providers/regulations/regulation-14-meeting-nutritional-hydration-needs</a></p><p> </p><p> </p> answering member constituency Pudsey answering member printed Stuart Andrew question first answered 05/02/2024 17:13:47 answering member 4032 label Biography information for Stuart Andrew
tabling member	3960 label Biography information for Henry Smith

1684609

registered interest
date	23/01/2024
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	Equality and Human Rights Commission: Disclosure of Information
house id	2
legislature	25277 pref label House of Lords
question text	To ask His Majesty's Government whether any former Chief Executive Officers of the Equality and Human Rights Commission are restricted by non-disclosure agreements from providing evidence about their tenure or on other equalities issues to statutory inquiries or investigations by international bodies, for example the Global Alliance of National Human Rights Institutions; and if so, for how long any such restrictions would be binding.
tabling member printed	Baroness Barker
uin	HL1836
answer	answer is ministerial correction date of answer 06/02/2024 answer text <p>As an executive non-departmental public body that is operationally independent, this is for the Equality and Human Rights Commission to respond. I have attached the response from the Interim Chief Executive below.</p><p> </p> answering member printed Baroness Barran grouped question UIN HL1837 HL1838 question first answered 06/02/2024 12:24:51 answering member 4703 label Biography information for Baroness Barran attachment 1 file name 020224Barker.pdf title EHRC letter
tabling member	2501 label Biography information for Baroness Barker

1684654

registered interest
date	23/01/2024
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	Equality and Human Rights Commission: Public Appointments
house id	2
legislature	25277 pref label House of Lords
question text	To ask His Majesty's Government what are (1) the process, (2) the criteria, and (3) the timeframe, for recruiting a permanent chief executive to the Equality and Human Rights Commission, and how the process and criteria will differ from previous recruitment rounds for this position.
tabling member printed	Baroness Barker
uin	HL1837
answer	answer is ministerial correction date of answer 06/02/2024 answer text <p>As an executive non-departmental public body that is operationally independent, this is for the Equality and Human Rights Commission to respond. I have attached the response from the Interim Chief Executive below.</p><p> </p> answering member printed Baroness Barran grouped question UIN HL1836 HL1838 question first answered 06/02/2024 12:24:51 answering member 4703 label Biography information for Baroness Barran attachment 1 file name 020224Barker.pdf title EHRC letter
tabling member	2501 label Biography information for Baroness Barker

1684655

registered interest
date	23/01/2024
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	Equality and Human Rights Commission: Termination of Employment
house id	2
legislature	25277 pref label House of Lords
question text	To ask His Majesty's Government how many individuals have left the leadership team of the Equality and Human Rights Commission since 1 December 2016, what roles these individuals had upon leaving, on what dates they left, for how long they had occupied the role, how long they had been employed by the Commission, and whether they (1) retired, or (2) resigned.
tabling member printed	Baroness Barker
uin	HL1838
answer	answer is ministerial correction date of answer 06/02/2024 answer text <p>As an executive non-departmental public body that is operationally independent, this is for the Equality and Human Rights Commission to respond. I have attached the response from the Interim Chief Executive below.</p><p> </p> answering member printed Baroness Barran grouped question UIN HL1836 HL1837 question first answered 06/02/2024 12:24:51 answering member 4703 label Biography information for Baroness Barran attachment 1 file name 020224Barker.pdf title EHRC letter
tabling member	2501 label Biography information for Baroness Barker

1684046

registered interest
date	22/01/2024
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	Recruitment: Advertising
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, if she will make an assessment of the potential merits of requiring employers to publish salary information when advertising job opportunities.
tabling member constituency	Enfield, Southgate
tabling member printed	Bambos Charalambous
uin	10863
answer	answer is ministerial correction date of answer 01/02/2024 answer text <p>There is growing evidence to show that when salary information is not transparent, it has an impact on how people, particularly women and those from ethnic minorities, negotiate pay. This can ultimately result in lower starting salaries and smaller pay rises. In light of this, we have considered the merits of making this a requirement.</p><p> </p><p>However, we appreciate that some employers may find it challenging to be fully transparent about pay, and for many organisations, moving immediately to a system of full pay transparency would require a period of adjustment. We therefore do not believe that introducing a legal requirement to disclose this information is the right course of action.</p><p> </p><p>However, in order to encourage and assist employers in voluntarily adopting this, we are considering what further support employers may need. In addition, our pay transparency pilot will provide insights on the impact it can have.</p><p> </p> answering member constituency Lewes answering member printed Maria Caulfield question first answered 01/02/2024 14:42:00 answering member 4492 label Biography information for Maria Caulfield
tabling member	4610 label Biography information for Bambos Charalambous

1684115

registered interest
date	22/01/2024
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	Employment: Fertility
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, what assessment she has made of the potential impact of fertility treatment on workplace rights for LGBT families.
tabling member constituency	Lanark and Hamilton East
tabling member printed	Angela Crawley
uin	10849
answer	answer is ministerial correction date of answer 25/01/2024 answer text <p>It is crucial that we ensure everyone is treated fairly in the workplace, so that they can thrive and reach their full potential, including LGBT people undergoing - or seeking to undergo - fertility treatment.</p><p>While no specific assessment has been made, the Government has set out in the Women’s Health Strategy our commitment to remove the additional financial burdens of self-funding artificial insemination on female same-sex couples, so that they are able to access NHS-funded fertility services in a more equitable way. It is for Integrated Care Boards to implement the commitment to improve access to NHS-funded fertility treatment for female same sex couples, taking account of the relevant equality legislation. Media coverage of, and stakeholder interest in, these developments should help raise awareness, including amongst employers, about the importance of fertility treatment for LGBT family formation.</p><p>As part of our Inclusive Britain strategy, published in March 2022, we launched an Inclusion at Work Panel last year aimed at helping employers achieve fairness and inclusion in the workplace.</p><p>If an individual feels that they have been unlawfully discriminated against in the workplace, they may wish to contact the Advisory, Conciliation and Arbitration Service (Acas). They may also wish to contact the Equality Advisory and Support Service which provides free bespoke advice and in-depth support to individuals with discrimination or equality concerns.</p><p> </p> answering member constituency Pudsey answering member printed Stuart Andrew grouped question UIN 10850 question first answered 25/01/2024 17:36:34 answering member 4032 label Biography information for Stuart Andrew
tabling member	4469 label Biography information for Angela Crawley

1684116

registered interest
date	22/01/2024
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	Employment: Fertility
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, whether her Department has made an assessment of the effectiveness of the Equality Act 2010 at supporting working LGBT families accessing fertility treatment.
tabling member constituency	Lanark and Hamilton East
tabling member printed	Angela Crawley
uin	10850
answer	answer is ministerial correction date of answer 25/01/2024 answer text <p>It is crucial that we ensure everyone is treated fairly in the workplace, so that they can thrive and reach their full potential, including LGBT people undergoing - or seeking to undergo - fertility treatment.</p><p>While no specific assessment has been made, the Government has set out in the Women’s Health Strategy our commitment to remove the additional financial burdens of self-funding artificial insemination on female same-sex couples, so that they are able to access NHS-funded fertility services in a more equitable way. It is for Integrated Care Boards to implement the commitment to improve access to NHS-funded fertility treatment for female same sex couples, taking account of the relevant equality legislation. Media coverage of, and stakeholder interest in, these developments should help raise awareness, including amongst employers, about the importance of fertility treatment for LGBT family formation.</p><p>As part of our Inclusive Britain strategy, published in March 2022, we launched an Inclusion at Work Panel last year aimed at helping employers achieve fairness and inclusion in the workplace.</p><p>If an individual feels that they have been unlawfully discriminated against in the workplace, they may wish to contact the Advisory, Conciliation and Arbitration Service (Acas). They may also wish to contact the Equality Advisory and Support Service which provides free bespoke advice and in-depth support to individuals with discrimination or equality concerns.</p><p> </p> answering member constituency Pudsey answering member printed Stuart Andrew grouped question UIN 10849 question first answered 25/01/2024 17:36:34 answering member 4032 label Biography information for Stuart Andrew
tabling member	4469 label Biography information for Angela Crawley

1684117

registered interest
date	22/01/2024
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	Employment: Discrimination
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, what assessment her Department has made of the implications for her policies of LGBT discrimination in the workplace; and what steps her Department is taking to mitigate such discrimination.
tabling member constituency	Lanark and Hamilton East
tabling member printed	Angela Crawley
uin	10851
answer	answer is ministerial correction date of answer 30/01/2024 answer text <p>It is crucial that we ensure people are treated fairly in the workplace, so that everyone can thrive and reach their full potential, whatever their background or characteristics, including LGBT people.</p><p><strong> </strong></p><p>The Equality Act 2010 provides one of the world’s strongest legislative frameworks to prevent and tackle discrimination and harassment in employment against those with particular protected characteristics, including sexual orientation and gender reassignment.</p><p><strong> </strong></p><p>As part of our Inclusive Britain strategy, published in March 2022, we launched an Inclusion at Work Panel last year aimed at helping employers achieve fairness and inclusion in the workplace.</p><p> </p> answering member constituency Pudsey answering member printed Stuart Andrew question first answered 30/01/2024 11:48:13 answering member 4032 label Biography information for Stuart Andrew
tabling member	4469 label Biography information for Angela Crawley