Family Reunion Visas: Gaza
Debate between Baroness Bennett of Manor Castle and Baroness Meacher(1 month ago)
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Baroness Meacher (CB)
My Lords, I hope the House will forgive me if I follow the comments of the noble Baroness, Lady Bottomley, about Lord Field. I worked with Frank Field for more than 50 years; he fought more than anybody else I know for people in this country who are poor and disadvantaged, and they have lost a treasure with his death yesterday.
Baroness Bennett of Manor Castle (GP)
My Lords, in responding to the noble Lord, Lord Dubs, the Minister referred to the Government making decisions about special visa schemes on a crisis-by-crisis basis. What criteria do the Government apply in making those judgments? Perhaps the Minister can point me to where it is written down, so that we can all see how the Government are making them.
Domestic Abuse Bill
Debate between Baroness Bennett of Manor Castle and Baroness Meacher
Baroness Bennett of Manor Castle (GP) [V]
My Lords, it is a pleasure to follow the noble Baroness, Lady Hamwee, and to build on her points. In the hugely powerful debate on the previous amendment, the noble Baroness, Lady Royall of Blaisdon, said that the system has to change. That is what this amendment is all about. Employers are very much part of the system that has to help the victims and potential victims of domestic abuse. I rise briefly to offer the support of the Green group for the amendment and I thank the noble Baroness, Lady Burt of Solihull, for tabling it. I am pleased to join the noble Baroness, Lady Meacher, in supporting it because that expands the cross-party nature of its backing. I thank in particular Hestia, the London-based domestic abuse service, for its useful briefing, and the charity Surviving Economic Abuse.
As I said in Committee, the statutory need for paid leave to deal with the impact of domestic abuse is urgently needed and a code of practice for employers, including a provision for reasonable adjustments, would be a good start. An economic case can easily be made for allowing employees to sort out their issues to end any drag on their productivity, but there is also the humanitarian case and indeed simple responsibility and duty of care, as well as the basic principles of health and safety in the workplace. For everyone to be safe at work, both the survivors of domestic abuse and those around them need to know that the framework is in place. A 2017 study found that 86% of employers agreed that they had a duty of care to support employees experiencing domestic abuse.
The will is there but the knowledge can often be lacking. I have been thinking back over my professional life as a journalist and a manager of journalists. That management started in my mid-20s when I frequently had a pastoral duty of care to staff, which, in retrospect, as a young and untrained manager, I was not well equipped to handle. I have never knowingly had a staff member who was the subject of domestic abuse, but I had a much older male boss, who I suspect was rather at a loss, who asked me to do what I could to support a colleague, which I did, although I fear not terribly well. That was a long time ago and there was certainly no guidance then, although there should be now: a binding code of practice with the resources to back it up, along with a step-by-step guide to action, would be a great relief to the many businesses and managers facing the complicated pressures that they are today.
The noble Earl, Lord Lytton, expressed concern about the extra pressure on very small businesses. I think that they would be among those most relieved to have a code to follow—a map that should, I suggest, recognise the different capacities of different sizes of business, and provide appropriate support routes where businesses do not have the resources themselves. The vast majority of businesses want to do the right thing, but they need government support, help and guidance to do so. It also makes economic sense for individual businesses and for the whole community to do so.
A broader point can be made here, not only in terms of this amendment but on something that has arisen across our debates, but perhaps it has not often been set out explicitly. Domestic abuse is a problem for the whole community, not only for victims, law enforcement and social workers; every part of the community needs to be involved in tackling it, and that includes employers in particular.
Baroness Meacher (CB) [V]
My Lords, I support Amendment 75 tabled by the noble Baroness, Lady Burt, to which I have added my name. Surely one of the attractions of this amendment for the Government is that it will not cost any taxpayer money, but it would, as the noble Baroness, Lady Burt, has indicated, make a big difference to the lives of an awful lot of people and, indeed, improve their productivity at work.
Many employers are already extending their duty of care responsibilities to employees who are the victims of domestic abuse. The aim of the amendment is to extend this good practice to all employers through the use of a code of practice. There are strong reasons for the Government to accept this amendment. According to research carried out by the Home Office in 2016-17, police handling of domestic abuse in England and Wales cost £1.3 billion—10.2% of the policing budget. The same research showed that the lost output and reduced productivity resulting from domestic abuse cost the country £14 billion, although presumably a lot of that will have been borne by employers in lost output. It is therefore not surprising that BEIS has made it clear in a recent report that it supports employers acting on domestic abuse. The department pointed to three challenges, including the need to raise employer awareness and to spot the signs of abuse. What better way to do that than with a code of practice for employers issued by the Government? The BEIS report committed to establishing a working group made up of the Government, employers, representatives of domestic abuse victims, and trade unions to convene regularly to find practical solutions, drive culture change and establish best practice. Of course, such a working group could usefully contribute to a code of practice.
As has been widely publicised, Covid has greatly exacerbated the problem. Calls to the Refuge national domestic abuse helpline have increased by 66% and visits to the website increased by an extraordinary 957% in the two weeks prior to 27 May 2020. These are extraordinary figures, and this is therefore a peculiarly appropriate moment for the Government to support this proposal. We know that domestic abuse remains shrouded in shame and secrecy, so that too often victims do not seek the help that they need. As one victim, a police officer, said: “There is no way that I would have even framed what I was going through as abuse. It had just gradually become my normal. The chances of me reaching out for help or support would be zero.” Hence the importance of employers taking the initiative to make it clear that they understand the issues and are there to provide support in relation to work.
Thanks to the tireless efforts on this issue of Elizabeth Filkin, chair of the Employers’ Initiative on Domestic Abuse, and her colleagues, many well-known employers are already offering support to employees who are domestic abuse victims. I quote from a report by Elizabeth Filkin, Theresa May and others, to illustrate the examples of employer support which could and should be followed by others, and which would be stimulated by a code of practice as proposed here by the noble Baroness, Lady Burt. The report says that
“Lloyds Banking Group has informed staff that if they need to leave home, it will arrange hotel accommodation and help them move”,
which is pretty impressive, and
“Chelsea Football Club are supporting Refuge. Boots, Morrisons and pharmacies are providing safe spaces in their shops for customers facing domestic abuse to gain access to domestic abuse services. … Thames Valley Police created a Vulnerability Task Force during lockdown which focussed on historic victims of domestic abuse who may have been unable to report due to COVID-19 restrictions. From the beginning of lockdown to 5 June they had over 1500 contacts with victims … The feedback from these contacts has been extremely positive”.
Following on from the contribution by the noble Earl, Lord Lytton, clearly the code would need to take account of the very different circumstances of many small businesses. One government department, BEIS, is already committed to the employer domestic abuse agenda represented by this amendment. I hope that the Minister can assure the House today that the Government accept the proposal for a code of practice on this issue. I look forward to the Minister’s response.