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1205405

registered interest
date	18/06/2020
answering body	Treasury
answering dept id	14
answering dept short name	Treasury
answering dept sort name	Treasury
hansard heading	Coronavirus Job Retention Scheme: Disability
house id	2
legislature	25277 pref label House of Lords
question text	To ask Her Majesty's Government how many disabled people have been furloughed as part of the Coronavirus Job Retention Scheme, as (1) a number and, and (2) a proportion, of all employees furloughed under that Scheme. [T]
tabling member printed	Lord Shinkwin
uin	HL5942
answer	answer is ministerial correction date of answer 24/06/2020 answer text <p>It is not possible to provide an answer to this question as HMRC do not require employers to inform HMRC if employees included in their RTI returns or a Coronavirus Job Retention Scheme claim are disabled.</p> answering member printed Lord Agnew of Oulton question first answered 24/06/2020 10:55:48 answering member 4689 label Biography information for Lord Agnew of Oulton
tabling member	4557 label Biography information for Lord Shinkwin

1202635

registered interest
date	10/06/2020
answering body	Northern Ireland Office
answering dept id	21
answering dept short name	Northern Ireland
answering dept sort name	Northern Ireland
hansard heading	Abortion: Northern Ireland
house id	2
legislature	25277 pref label House of Lords
question text	Her Majesty's Government (1) how many, and (2) what proportion of, submissions to the consultation A new legal framework for abortion services in Northern Ireland, which closed on 19 December 2019, came from (a) individuals who identified themselves as a person with a disability, (b) disability charities, (c) organisations led and managed by disabled people, and (d) parents of disabled people. [T]
tabling member printed	Lord Shinkwin
uin	HL5551
answer	answer is ministerial correction date of answer 17/06/2020 answer text <p>The public consultation, <em>A new legal framework for abortion services in Northern Ireland</em>, provided an opportunity for people and organisations in Northern Ireland to contribute their views on how the Government could best deliver on its statutory duty under section 9 of the Northern Ireland (Executive Formation etc.) Act 2019 in implementing the CEDAW Report recommendations. <br> <br> The Government engaged with a wide range of stakeholders who reached out seeking further discussions during the consultation process. However, the consultation process did not collect personal data that would identify a respondent as a person with a disability. We carefully analysed all of the views expressed in the submissions received.</p><p> </p><p>It is the Government’s firm view that the Regulations properly comply with the statutory duty under section 9 of the NIEF Act, and are also compliant with the UK’s obligations under the United Nations Convention on the Rights of Persons with Disabilities.</p> answering member printed Viscount Younger of Leckie grouped question UIN HL5552 question first answered 17/06/2020 15:40:17 answering member 4169 label Biography information for Viscount Younger of Leckie
tabling member	4557 label Biography information for Lord Shinkwin

1202636

registered interest
date	10/06/2020
answering body	Northern Ireland Office
answering dept id	21
answering dept short name	Northern Ireland
answering dept sort name	Northern Ireland
hansard heading	Abortion: Northern Ireland
house id	2
legislature	25277 pref label House of Lords
question text	Her Majesty's Government how many meetings (1) the Northern Ireland Office, or (2) any other Government body, had with representatives of (a) abortion providers, (b) disability charities and organisations, (c) organisations led and managed by disabled people, and (d) parents of disabled people, on the Abortion (Northern Ireland) (No. 2) Regulations 2020.
tabling member printed	Lord Shinkwin
uin	HL5552
answer	answer is ministerial correction date of answer 17/06/2020 answer text <p>The public consultation, <em>A new legal framework for abortion services in Northern Ireland</em>, provided an opportunity for people and organisations in Northern Ireland to contribute their views on how the Government could best deliver on its statutory duty under section 9 of the Northern Ireland (Executive Formation etc.) Act 2019 in implementing the CEDAW Report recommendations. <br> <br> The Government engaged with a wide range of stakeholders who reached out seeking further discussions during the consultation process. However, the consultation process did not collect personal data that would identify a respondent as a person with a disability. We carefully analysed all of the views expressed in the submissions received.</p><p> </p><p>It is the Government’s firm view that the Regulations properly comply with the statutory duty under section 9 of the NIEF Act, and are also compliant with the UK’s obligations under the United Nations Convention on the Rights of Persons with Disabilities.</p> answering member printed Viscount Younger of Leckie grouped question UIN HL5551 question first answered 17/06/2020 15:40:17 answering member 4169 label Biography information for Viscount Younger of Leckie
tabling member	4557 label Biography information for Lord Shinkwin

1189701

registered interest
date	21/04/2020
answering body	Department for Work and Pensions
answering dept id	29
answering dept short name	Work and Pensions
answering dept sort name	Work and Pensions
hansard heading	Employment: Disability
house id	2
legislature	25277 pref label House of Lords
question text	To ask Her Majesty's Government when they plan to review the Voluntary Reporting Framework on Disability, Mental Health and Wellbeing, published in November 2018; and how many (1) employers have reported data, and (2) employees have had their data reported, via that Framework.
tabling member printed	Lord Shinkwin
uin	HL3219
answer	answer is ministerial correction date of answer 05/05/2020 answer text <p>There is no requirement for employers to notify the Government if they are using the Voluntary Reporting Framework on Disability, Mental Health and Wellbeing. As such, no data is held on the total number of businesses and related employees that are currently reporting on this. From November 2019 however those employers signing up to or renewing Disability Confident Level 3 Leader status have been required to use the Voluntary Reporting Framework, and other Disability Confident employers are being encouraged to use it.</p> answering member printed Baroness Stedman-Scott question first answered 05/05/2020 13:35:47 answering member 4174 label Biography information for Baroness Stedman-Scott
tabling member	4557 label Biography information for Lord Shinkwin

1189702

registered interest
date	21/04/2020
answering body	Department for Work and Pensions
answering dept id	29
answering dept short name	Work and Pensions
answering dept sort name	Work and Pensions
hansard heading	Employment: Disability
house id	2
legislature	25277 pref label House of Lords
question text	To ask Her Majesty's Government what percentage of UK employers are currently signed up to Disability Confident; and what percentage of employers they estimate will be signed up by the end of 2020.
tabling member printed	Lord Shinkwin
uin	HL3220
answer	answer is ministerial correction date of answer 05/05/2020 answer text <p>As at 31 March 2020, 17,869 employers had signed up to Disability Confident (DC). This represents 1 per cent of UK employers in 2019, of which there are estimated to be 1.329 million (Business population estimates 2019).</p><p> </p><p>The information requested on private and public sector employers is not readily available and to provide it would incur disproportionate cost.</p><p>In the current climate it is not possible to estimate the number of DC employers at the end of 2020.</p> answering member printed Baroness Stedman-Scott grouped question UIN HL3221 question first answered 05/05/2020 15:01:12 answering member 4174 label Biography information for Baroness Stedman-Scott
tabling member	4557 label Biography information for Lord Shinkwin

1189703

registered interest
date	21/04/2020
answering body	Department for Work and Pensions
answering dept id	29
answering dept short name	Work and Pensions
answering dept sort name	Work and Pensions
hansard heading	Employment: Disability
house id	2
legislature	25277 pref label House of Lords
question text	To ask Her Majesty's Government what percentage of UK (1) private, and (2) public, sector employers are currently signed up to Disability Confident; and what percentage of (a) private, and (b) public, sector employers they estimate will be signed up by the end of 2020.
tabling member printed	Lord Shinkwin
uin	HL3221
answer	answer is ministerial correction date of answer 05/05/2020 answer text <p>As at 31 March 2020, 17,869 employers had signed up to Disability Confident (DC). This represents 1 per cent of UK employers in 2019, of which there are estimated to be 1.329 million (Business population estimates 2019).</p><p> </p><p>The information requested on private and public sector employers is not readily available and to provide it would incur disproportionate cost.</p><p>In the current climate it is not possible to estimate the number of DC employers at the end of 2020.</p> answering member printed Baroness Stedman-Scott grouped question UIN HL3220 question first answered 05/05/2020 15:01:12 answering member 4174 label Biography information for Baroness Stedman-Scott
tabling member	4557 label Biography information for Lord Shinkwin

1189704

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	Equal Pay
house id	2
legislature	25277 pref label House of Lords
question text	To ask Her Majesty's Government what steps, if any, they are taking to (1) measure, (2) monitor, and (3) reduce, the (a) gender, (b) ethnicity, (c) disability, and (d) LGBTQ+, pay gap.
tabling member printed	Lord Shinkwin
uin	HL3222
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 HL3223 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

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

1189706

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	Equal Pay: Disclosure of Information
house id	2
legislature	25277 pref label House of Lords
question text	To ask Her Majesty's Government what plans they have to incentivise and reward those businesses that report on the (1) gender, (2) ethnicity, (3) disability, and (4) LGBTQ+, pay gap.
tabling member printed	Lord Shinkwin
uin	HL3224
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 HL3223 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

1169309

registered interest
date	07/01/2020
answering body	Department for Work and Pensions
answering dept id	29
answering dept short name	Work and Pensions
answering dept sort name	Work and Pensions
hansard heading	Employment: Disability
house id	2
legislature	25277 pref label House of Lords
question text	To ask Her Majesty's Government what estimate they have made of the number of job outcomes for disabled people that can be definitively attributed to the Disability Confident Scheme; and what methodology they used to support that estimate.
tabling member printed	Lord Shinkwin
uin	HL165
answer	answer is ministerial correction date of answer 14/01/2020 answer text <p>The analysis and recommendations in ‘A Response to the UK Government's reforms of Disability Confident level 3’ are a useful contribution to the debate about the future policy development of Disability Confident. On 6 January 2020, Department for Work and Pensions officials met with the authors, Kim Hoque and Nick Bacon, and Philip Connolly of the Leonard Cheshire organisation, to discuss the report.</p><p> </p><p>In November 2018, we published the results of survey research commissioned from Ipsos MORI, which explored the effect that signing up to the Disability Confident scheme had on recruitment and retention attitudes towards disabled people. Half of all employers interviewed for the study said they had recruited at least one person with a disability, long-term health or mental health condition as a result of joining the scheme. Among larger employers, nearly two thirds reported the same. It was not technically possible to compare employers who are signed up to Disability Confident with other employers not signed up to the scheme but otherwise similar in every way.</p><p> </p><p>As at 31 December 2019, over 15,000 employers had signed up to Disability Confident. We are not able to accurately estimate the total workforce currently working for Disability Confident organisations.</p> answering member printed Baroness Stedman-Scott grouped question UIN HL166 HL167 HL170 question first answered 14/01/2020 15:04:06 answering member 4174 label Biography information for Baroness Stedman-Scott
tabling member	4557 label Biography information for Lord Shinkwin