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1189945

registered interest
date	24/04/2020
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	Equality Act 2010
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, when the Government plans to commence section 36 of the Equalities Act 2010.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	39526
answer	answer is ministerial correction date of answer 05/05/2020 answer text <p>Section 36 of the Equality Act 2010 was commenced in part following Royal Assent to that Act. An announcement will be made in due course on commencement of the remaining parts of this Section.</p> answering member constituency South West Norfolk answering member printed Elizabeth Truss question first answered 05/05/2020 11:51:35 answering member 4097 label Biography information for Elizabeth Truss
tabling member	4433 label Biography information for Thangam Debbonaire

1194521

registered interest
date	11/05/2020
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	Gender Recognition
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, when she plans to publish the Government's response to its consultation on reform of the Gender Recognition Act 2004.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	45296
answer	answer is ministerial correction date of answer 18/05/2020 answer text <p>We have listened closely to all those who engaged with our consultation and we plan to publish our response this summer, subject to the Government's COVID-19 response.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch question first answered 18/05/2020 14:43:15 answering member 4597 label Biography information for Kemi Badenoch
tabling member	4433 label Biography information for Thangam Debbonaire

1194953

registered interest
date	12/05/2020
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	Equality Act 2010
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, pursuant to the Answer of 5 May to Question 39526 on Equality Act 2010, what criteria her Department used to decide on the timeframe for the commencement of the provisions of the Equalities Act 2010.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	46100
answer	answer is ministerial correction date of answer 03/06/2020 answer text <p>My Department and others involved are working to quantify the additional costs that a commencement of the remainder of Section 36 of the Equality Act 2010 may require local authorities to meet. Agreement on this figure, and whether and how best such costs can be met, will be a key factor in determining the timescale for commencement.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch question first answered 03/06/2020 10:33:40 answering member 4597 label Biography information for Kemi Badenoch
tabling member	4433 label Biography information for Thangam Debbonaire

1216768

registered interest
date	23/06/2020
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	Equality Act 2010
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, pursuant to Answer of 3 June 2020 to Question 46100, what the timescale is for her Department to quantify the additional costs that may be incurred by local authorities.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	63372
answer	answer is ministerial correction date of answer 09/07/2020 answer text <p>Section 36 of the Equality Act cannot commence for private companies before an assessment of local authority costs is made. This is because Section 36 applies to all types of landlords; commencement of Section 36 may require local authorities to meet additional costs regardless of the type of landlord. Departments continue to engage on quantifying additional costs.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch grouped question UIN 63378 69601 question first answered 09/07/2020 16:46:54 answering member 4597 label Biography information for Kemi Badenoch
tabling member	4433 label Biography information for Thangam Debbonaire

1216870

registered interest
date	23/06/2020
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	Equality Act 2010
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, pursuant to the Answer of 3 June 2020 to Question 46100, whether section 36 of the Equalities Act 2010 can commence for private companies before any assessment of local authority costs is made.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	63378
answer	answer is ministerial correction date of answer 09/07/2020 answer text <p>Section 36 of the Equality Act cannot commence for private companies before an assessment of local authority costs is made. This is because Section 36 applies to all types of landlords; commencement of Section 36 may require local authorities to meet additional costs regardless of the type of landlord. Departments continue to engage on quantifying additional costs.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch grouped question UIN 63372 69601 question first answered 09/07/2020 16:46:54 answering member 4597 label Biography information for Kemi Badenoch
tabling member	4433 label Biography information for Thangam Debbonaire

1220908

registered interest
date	06/07/2020
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	Equality Act 2010
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, pursuant to the Answer of 3 June 2020 to Question 46100 on Equality Act 2010, what the timeframe is for identifying the additional costs that local authorities may incur.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	69601
answer	answer is ministerial correction date of answer 09/07/2020 answer text <p>Section 36 of the Equality Act cannot commence for private companies before an assessment of local authority costs is made. This is because Section 36 applies to all types of landlords; commencement of Section 36 may require local authorities to meet additional costs regardless of the type of landlord. Departments continue to engage on quantifying additional costs.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch grouped question UIN 63372 63378 question first answered 09/07/2020 16:46:54 answering member 4597 label Biography information for Kemi Badenoch
tabling member	4433 label Biography information for Thangam Debbonaire

1333977

registered interest
date	14/06/2021
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	Children: Discrimination
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 bringing forward legislative proposals to tackle discrimination against people with children.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	15285
answer	answer is ministerial correction date of answer 22/06/2021 answer text <p>The Equality Act 2010 makes it unlawful for employers, public authorities or service providers to discriminate or harass a person because of or for reasons related to the protected characteristic of ‘sex’, or victimise them for bringing a complaint, in any of the areas covered by the Act. The prohibition on indirect discrimination may provide protection for parents – for example, it is unlawful discrimination for an employer to apply a provision, criterion or practice which puts women, who are more likely to have childcare responsibilities, at a particular disadvantage unless it can be justified.</p><p>However, as far as providing specific protection for parents under the Act - for example by making parenthood a protected characteristic – is concerned, my assessment is that a change of this sort to equality law would risk providing additional rights for some groups at the expense of others and should therefore be treated with caution as having a potentially divisive effect. We have no plans to do this.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch question first answered 22/06/2021 13:27:04 answering member 4597 label Biography information for Kemi Badenoch
tabling member	4433 label Biography information for Thangam Debbonaire

1457740

registered interest
date	14/04/2022
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	Equal Pay: Gender
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 help encourage businesses to complete horizontal pay audits requiring companies to identify whether there are patterns of unequal pay between men and women at different levels in their organisations.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	154106
answer	answer is ministerial correction date of answer 25/04/2022 answer text <p>The Equality Act 2010 contains strong equal pay protections – it is unlawful for employers to pay men and women differently for doing the same work, similar work, or work of an equal value.</p><p>Many employers already conduct regular equal pay audits, in order to ensure that they are not acting unlawfully, and the Equality and Human Rights Commission provides detailed guidance to assist them in completing these. In 2014, the Government strengthened equal pay protections by introducing mandatory equal pay audits for organisations that lose an equal pay claim.</p><p>Since 2017 all large employers have been required to publish specific gender pay gap (GPG) information on an annual basis; and many employers choose to take the additional step of producing an action plan. Not all causes of the GPG are within employers’ control but we want employers to tackle those that are. For example, there is evidence to show greater pay transparency helps women negotiate a better deal when they apply for a job.</p><p>On International Women’s Day this year, we called on all employers to provide salary information in all of their job adverts, and to stop asking about previous salary during recruitment. We also announced that we would be working with employers to develop a methodology to enable them to take these steps. This methodology is likely to cover how employers should go about introducing a fair and transparent pay and grading system, and so will also be encouraging organisations to exhibit best practice within their pay and reward structures which is a crucial part of ensuring equal pay as well as pay transparency.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch grouped question UIN 154109 154113 154114 question first answered 25/04/2022 15:49:03 answering member 4597 label Biography information for Kemi Badenoch
tabling member	4433 label Biography information for Thangam Debbonaire

1457741

registered interest
date	14/04/2022
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	Equal Pay: Gender
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, what steps she plans to take to help strengthen the application of the principle of (a) equal pay for equal work and (b) equal pay for work of equal value between men and women.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	154109
answer	answer is ministerial correction date of answer 25/04/2022 answer text <p>The Equality Act 2010 contains strong equal pay protections – it is unlawful for employers to pay men and women differently for doing the same work, similar work, or work of an equal value.</p><p>Many employers already conduct regular equal pay audits, in order to ensure that they are not acting unlawfully, and the Equality and Human Rights Commission provides detailed guidance to assist them in completing these. In 2014, the Government strengthened equal pay protections by introducing mandatory equal pay audits for organisations that lose an equal pay claim.</p><p>Since 2017 all large employers have been required to publish specific gender pay gap (GPG) information on an annual basis; and many employers choose to take the additional step of producing an action plan. Not all causes of the GPG are within employers’ control but we want employers to tackle those that are. For example, there is evidence to show greater pay transparency helps women negotiate a better deal when they apply for a job.</p><p>On International Women’s Day this year, we called on all employers to provide salary information in all of their job adverts, and to stop asking about previous salary during recruitment. We also announced that we would be working with employers to develop a methodology to enable them to take these steps. This methodology is likely to cover how employers should go about introducing a fair and transparent pay and grading system, and so will also be encouraging organisations to exhibit best practice within their pay and reward structures which is a crucial part of ensuring equal pay as well as pay transparency.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch grouped question UIN 154106 154113 154114 question first answered 25/04/2022 15:49:03 answering member 4597 label Biography information for Kemi Badenoch
tabling member	4433 label Biography information for Thangam Debbonaire

1457742

registered interest
date	14/04/2022
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	Equal Pay: Gender
house id	1
legislature	25259 pref label House of Commons
question text	To ask the Minister for Women and Equalities, if she will take steps to ensure that companies with a gender pay gap above the national average must publish an evidence-based action plan to set out how to recruit and retain women in high-value roles.
tabling member constituency	Bristol West
tabling member printed	Thangam Debbonaire
uin	154113
answer	answer is ministerial correction date of answer 25/04/2022 answer text <p>The Equality Act 2010 contains strong equal pay protections – it is unlawful for employers to pay men and women differently for doing the same work, similar work, or work of an equal value.</p><p>Many employers already conduct regular equal pay audits, in order to ensure that they are not acting unlawfully, and the Equality and Human Rights Commission provides detailed guidance to assist them in completing these. In 2014, the Government strengthened equal pay protections by introducing mandatory equal pay audits for organisations that lose an equal pay claim.</p><p>Since 2017 all large employers have been required to publish specific gender pay gap (GPG) information on an annual basis; and many employers choose to take the additional step of producing an action plan. Not all causes of the GPG are within employers’ control but we want employers to tackle those that are. For example, there is evidence to show greater pay transparency helps women negotiate a better deal when they apply for a job.</p><p>On International Women’s Day this year, we called on all employers to provide salary information in all of their job adverts, and to stop asking about previous salary during recruitment. We also announced that we would be working with employers to develop a methodology to enable them to take these steps. This methodology is likely to cover how employers should go about introducing a fair and transparent pay and grading system, and so will also be encouraging organisations to exhibit best practice within their pay and reward structures which is a crucial part of ensuring equal pay as well as pay transparency.</p> answering member constituency Saffron Walden answering member printed Kemi Badenoch grouped question UIN 154106 154109 154114 question first answered 25/04/2022 15:49:03 answering member 4597 label Biography information for Kemi Badenoch
tabling member	4433 label Biography information for Thangam Debbonaire