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1697669

registered interest
date	20/03/2024
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 His Majesty's Government what steps they are taking to respond to the findings of the Inclusion at Work Panel report, published by the Cabinet Office, especially as it relates to diversity and inclusion interventions in Government departments.
tabling member printed	Lord Jackson of Peterborough
uin	HL3461
answer	answer is ministerial correction date of answer 05/04/2024 answer text <p>Following the publication of this report on 20th March, the Civil Service will consider the recommendations as part of our strategic focus as outlined in the Civil Service Diversity &amp; Inclusion Strategy, Civil Service People Plan and commitments to Government Reform.</p><p> </p><p>The Civil Service Diversity &amp; Inclusion Strategy, published in February 2022, places a focus on being data-driven, evidence-led and delivery focussed emphasising the need to take an evaluative approach.</p><p> </p> answering member printed Baroness Neville-Rolfe question first answered 05/04/2024 13:06:59 answering member 4284 label Biography information for Baroness Neville-Rolfe
tabling member	1551 label Biography information for Lord Jackson of Peterborough

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

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

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

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

1087544

registered interest
date	12/03/2019
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	2
legislature	25277 pref label House of Lords
question text	To ask Her Majesty's Government what consideration they have given to the introduction of quotas for executive women in the workplace and for all BAME employees.
tabling member printed	Baroness McGregor-Smith
uin	HL14465
answer	answer is ministerial correction date of answer 25/03/2019 answer text <p>The Government is committed to working with the business community to create more inclusive workplaces from the shop floor to the boardroom. The Government commissioned and supports several business-led independent reviews, such as the Hampton-Alexander Review to increase the representation of women on boards and senior leadership positions in FTSE 350 companies to 33% by 2020 and the Parker Review to increase the ethnic diversity of FTSE 350 boards by 2024.</p><p>These reviews form part of the Government’s modern Industrial Strategy which aims to build an economy that works for all.</p><p>This business-led approach is working, with, for example, the representation of women on FTSE 100 boards rising to 30.9% from 12.5% in 2011.</p><p>Government agreed with my Noble friend’s recommendation that companies should set and publish aspirational diversity targets; and committed to lead from the front in the public sector. In June 2018 we published targets for the Civil Service to tackle the under-representation of ethnic minority staff in our most senior roles. If successful, we will approximately double the current proportion of new recruits from an ethnic minority to 13.2% by 2025.</p> answering member printed Lord Henley question first answered 25/03/2019 11:55:14 answering member 2616 label Biography information for Lord Henley
tabling member	4554 label Biography information for Baroness McGregor-Smith

750567

registered interest
date	11/07/2017
answering body	Home Office
answering dept id	1
answering dept short name	Home Office
answering dept sort name	Home Office
hansard heading	Employment: Equality
house id	2
legislature	25277 pref label House of Lords
question text	Her Majesty's Government what financial or other assistance they have given to cultural organisations to support their activities aiming to encourage the successful integration of refugees.
tabling member printed	Lord Roberts of Llandudno
uin	HL699
answer	answer is ministerial correction date of answer 25/07/2017 answer text <p>The Government provides funding for a range of services that can be accessed by refugees as part of their successful integration. Language skills and employment skills are key, and the ability to speak English is a key enabler to successful integration. On this basis the Government provides funding for and supports English for Speakers of Other Languages (ESOL) as part of its wider strategy to improve adult literacy in England. ESOL funding is not ring-fenced and comes out of a provider’s Adult Education Budget (AEB). Colleges and training providers have the freedom and flexibility to determine how they use their AEB to meet the needs of their communities. There is no direct funding of cultural bodies for integration purposes although refugees are encouraged to participate in existing social and community groups.</p> answering member printed Baroness Williams of Trafford question first answered 25/07/2017 15:14:30 answering member 4311 label Biography information for Baroness Williams of Trafford
tabling member	3691 label Biography information for Lord Roberts of Llandudno

435710

registered interest
date	07/12/2015
answering body	Department for Education
answering dept id	60
answering dept short name	Education
answering dept sort name	Education
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 promote gender, orientation and ethnic diversity in the workplace, in particular in the architecture profession.
tabling member printed	Lord Taylor of Warwick
uin	HL4285
answer	answer is ministerial correction date of answer 21/12/2015 answer text <p>This government is committed to promoting equality in all professions, including architecture. The Equality Act 2010 provides a strong legislative framework to prevent and tackle discrimination, harassment, and victimisation in the workplace. The government also funds the Equality and Advisory Support Service, which provides an accessible and inclusive source of advice for people who may have been discriminated against.</p><br /><p>We have committed to closing the gender pay gap in a generation. We will soon require larger employers to publish the difference between the average pay and bonuses of their male and female employees. We are also tackling the root causes of gender pay gap with the introduction of Shared Parental Leave, the extension of flexible working and the offer of 30 hours free childcare.</p><br /><p>The government is proud of its record to support LGB&amp;T people and the UK continues to be recognised as a leader in this area. However, we know there is more to do which is why we have recently published guidance for employers on the recruitment and retention of trans employees in the workplace.</p><br /><p>Finally, the Prime Minister has underlined the government’s commitment to increasing racial diversity in the workplace in his 2020 Vision, in which he made a commitment to increase BME employment by 20% by 2020.</p> answering member printed Baroness Williams of Trafford question first answered 21/12/2015 14:11:47 answering member 4311 label Biography information for Baroness Williams of Trafford
tabling member	1796 label Biography information for Lord Taylor of Warwick