Lord Shinkwin

Conservative - Life peer

Financial Exclusion Committee
25th May 2016 - 25th Mar 2017


There are no upcoming events identified
Division Votes
Thursday 21st October 2021
Skills and Post-16 Education Bill [HL]
voted No - in line with the party majority
One of 125 Conservative No votes vs 3 Conservative Aye votes
Tally: Ayes - 180 Noes - 130
Speeches
Friday 22nd October 2021
Assisted Dying Bill [HL]

My Lords, I have listened with care and respect to the passionate arguments expressed on both sides. My contribution to …

Written Answers
Friday 2nd July 2021
Electric Scooters: Road Traffic Offences
To ask Her Majesty's Government how many (1) penalties, and (2) suspension of drivers' licences, have been given to e-scooter …
Early Day Motions
None available
Bills
Monday 3rd February 2020
Workforce Information Bill [HL] 2019-21
A bill to make provision for certain employers to be required to publish information about differences in pay relative to …
Tweets
None available
MP Financial Interests
None available

Division Voting information

During the current Parliamentary Session, Lord Shinkwin has voted in 153 divisions, and 13 times against the majority of their Party.

8 Mar 2021 - Domestic Abuse Bill - View Vote Context
Lord Shinkwin voted Aye - against a party majority and in line with the House
One of 4 Conservative Aye votes vs 213 Conservative No votes
Tally: Ayes - 318 Noes - 234
23 Feb 2021 - Trade Bill - View Vote Context
Lord Shinkwin voted Aye - against a party majority and in line with the House
One of 33 Conservative Aye votes vs 188 Conservative No votes
Tally: Ayes - 367 Noes - 214
2 Feb 2021 - Trade Bill - View Vote Context
Lord Shinkwin voted Aye - against a party majority and in line with the House
One of 9 Conservative Aye votes vs 215 Conservative No votes
Tally: Ayes - 304 Noes - 260
2 Feb 2021 - Trade Bill - View Vote Context
Lord Shinkwin voted Aye - against a party majority and in line with the House
One of 40 Conservative Aye votes vs 165 Conservative No votes
Tally: Ayes - 359 Noes - 188
7 Dec 2020 - Trade Bill - View Vote Context
Lord Shinkwin voted Aye - against a party majority and in line with the House
One of 6 Conservative Aye votes vs 188 Conservative No votes
Tally: Ayes - 297 Noes - 221
7 Dec 2020 - Trade Bill - View Vote Context
Lord Shinkwin voted Aye - against a party majority and in line with the House
One of 16 Conservative Aye votes vs 143 Conservative No votes
Tally: Ayes - 287 Noes - 161
1 Dec 2020 - Health Protection (Coronavirus, Restrictions) (All Tiers) (England) Regulations 2020 - View Vote Context
Lord Shinkwin voted Aye - against a party majority and against the House
One of 27 Conservative Aye votes vs 178 Conservative No votes
Tally: Ayes - 64 Noes - 246
6 Oct 2020 - Immigration and Social Security Co-ordination (EU Withdrawal) Bill - View Vote Context
Lord Shinkwin voted Aye - against a party majority and in line with the House
One of 6 Conservative Aye votes vs 196 Conservative No votes
Tally: Ayes - 312 Noes - 211
15 Jun 2020 - Abortion (Northern Ireland) (No. 2) Regulations 2020 - View Vote Context
Lord Shinkwin voted Aye - against a party majority and against the House
One of 43 Conservative Aye votes vs 125 Conservative No votes
Tally: Ayes - 112 Noes - 388
15 Jun 2020 - Abortion (Northern Ireland) (No. 2) Regulations 2020 - View Vote Context
Lord Shinkwin voted No - against a party majority and against the House
One of 24 Conservative No votes vs 127 Conservative Aye votes
Tally: Ayes - 355 Noes - 77
28 Apr 2021 - Abortion (Northern Ireland) Regulations 2021 - View Vote Context
Lord Shinkwin voted Aye - against a party majority and against the House
One of 36 Conservative Aye votes vs 156 Conservative No votes
Tally: Ayes - 93 Noes - 418
28 Apr 2021 - Abortion (Northern Ireland) Regulations 2021 - View Vote Context
Lord Shinkwin voted Aye - against a party majority and against the House
One of 26 Conservative Aye votes vs 151 Conservative No votes
Tally: Ayes - 63 Noes - 401
28 Apr 2021 - Abortion (Northern Ireland) Regulations 2021 - View Vote Context
Lord Shinkwin voted Aye - against a party majority and against the House
One of 34 Conservative Aye votes vs 144 Conservative No votes
Tally: Ayes - 70 Noes - 409
View All Lord Shinkwin Division Votes

Debates during the 2019 Parliament

Speeches made during Parliamentary debates are recorded in Hansard. For ease of browsing we have grouped debates into individual, departmental and legislative categories.

Sparring Partners
Lord Bethell (Conservative)
(4 debate interactions)
Baroness Williams of Trafford (Conservative)
Minister of State (Home Office)
(4 debate interactions)
Lord Sikka (Labour)
(3 debate interactions)
View All Sparring Partners
Department Debates
Home Office
(8 debate contributions)
Department of Health and Social Care
(6 debate contributions)
Leader of the House
(4 debate contributions)
View All Department Debates
View all Lord Shinkwin's debates

Commons initiatives

These initiatives were driven by Lord Shinkwin, and are more likely to reflect personal policy preferences.

MPs who are act as Ministers or Shadow Ministers are generally restricted from performing Commons initiatives other than Urgent Questions.


Lord Shinkwin has not been granted any Urgent Questions

Lord Shinkwin has not been granted any Adjournment Debates

2 Bills introduced by Lord Shinkwin


A Bill to make provision for disability equality in respect of abortions.


Last Event - Report Stage : House Of Lords
Friday 24th February 2017

A bill to make provision for certain employers to be required to publish information about differences in pay relative to protected characteristics


Last Event - 1st Reading (Lords)
Monday 3rd February 2020
(Read Debate)

Lord Shinkwin has not co-sponsored any Bills in the current parliamentary sitting


61 Written Questions in the current parliament

(View all written questions)
Written Questions can be tabled by MPs and Lords to request specific information information on the work, policy and activities of a Government Department
1 Other Department Questions
7th Jan 2020
To ask Her Majesty's Government what evaluation has been made of the decision to implement mandatory gender pay gap reporting.

We have had two successful years of gender pay gap reporting so far, with over 10,000 employers publishing their data both years. Reporting provides an unprecedented level of transparency whilst driving board level discussions and pushing employers to take real action to close the gap.

We are keeping a close eye on progress to ensure that the legislation delivers on its aims, but it is important that we give the new regulations sufficient time to embed, to see how employers are responding and what actions they are taking, before considering any changes.

Baroness Williams of Trafford
Minister of State (Home Office)
24th Mar 2021
To ask Her Majesty's Government what is the average cost of literature reviews commissioned by the Cabinet Office.

This information is not held centrally.

Lord True
Minister of State (Cabinet Office)
23rd Feb 2021
To ask Her Majesty's Government what measures are in place to monitor the public sector’s compliance with the Public Sector Bodies (Websites and Mobile Applications) (No. 2) Accessibility Regulations 2018; and what have been the findings of any compliance monitoring exercises so far.

The Public Sector Bodies (Websites and Mobile Applications) Accessibility Regulations, came into force in September 2018. They aim to ensure public sector websites and mobile apps are accessible to all users.

In May 2020, Government Digital Service (GDS) began monitoring a sample of public sector websites using a combination of automated and manual audits. GDS also monitors websites where complaints have been sent to the Equality Advisory and Support Service and the Equalities Commission for Northern Ireland.

More information on how GDS monitors the accessibility of public sector organisations websites can be found here: https://www.gov.uk/guidance/public-sector-website-and-mobile-application-accessibility-monitoring

GDS is creating an independent group of stakeholders consisting of organisations who represent the interests of users with a wide range of access needs to help aid GDS’s accessibility monitoring duty as well as ensuring that website users and the wider accessibility community’s views are heard.

Lord True
Minister of State (Cabinet Office)
12th Oct 2020
To ask Her Majesty's Government what assessment they have made of public sector bodies’ compliance with the Public Sector (Websites and Mobile Applications) (No. 2) Accessibility Regulations 2018, now that the 23 September 2020 deadline has passed.

The Government Digital Service (GDS) is testing websites in accordance with the Accessibility Regulations.

GDS will periodically publish information about their monitoring. GDS will also, on behalf of the Minister for the Cabinet Office, publish a list of websites with non-compliant accessibility statements.

GDS encourages organisations to engage with them to increase the accessibility of their websites for users.

Lord True
Minister of State (Cabinet Office)
16th Jul 2020
To ask Her Majesty's Government when they plan to publish their response to the consultation Social Value in Government Procurement, which ended on 10 June 2019.

The Government's response was unfortunately delayed due to Covid-19. We will announce further details of our revised timings in the usual way.

Lord True
Minister of State (Cabinet Office)
7th Jan 2020
To ask Her Majesty's Government when they intend to publish their response to the Ethnicity Pay Gap Reporting Consultation, first published on 18 October 2018.

The Government ran a consultation from October 2018 to January 2019 on Ethnicity Pay Reporting. The Government met with businesses and representative organisations to understand the barriers towards reporting. A response will be published in due course.

3rd Mar 2021
To ask Her Majesty's Government which sectors and roles were identified in the most recent Employers’ Skills Survey as being hard to fill; what assessment they have made of the extent to which those gaps could be filled by those coming to the UK from Hong Kong under (1) the British National (Overseas) visa, and (2) any other schemes; and what plans they have (a) to identify, and (b) to recruit, suitably qualified people from Hong Kong for such roles.

On 31 January, the UK launched the new Hong Kong British National (Overseas) (BN(O)) route for those with BN(O) status and their eligible family members to come to the UK to live, study and work in virtually any capacity, on a pathway to citizenship.

There is no cap on numbers on the BN(O) route, nor are there any requirements for BN(O) status holders to have a job offer in order to apply. As such, those on the BN(O) route will be able to work in virtually any capacity (with the exception of working as a professional sportsperson or sports coach) whilst in the UK, including in the sectors and occupations highlighted in the most recent Employer Skills Survey.

The Employer Skills Survey collects data on how many vacancies are proving hard to fill due to a lack of applicants with the right skills, experience, or qualifications – these are called skill-shortage vacancies (SSVs). The most recent survey conducted in 2019 found that 24% of all vacancies were SSVs. By sector, the rates of SSVs were highest in the Construction and Manufacturing industries, with both sectors reporting that 36% of their vacancies were SSVs. By occupation group, the Skilled Trades had the highest rates of SSVs (48% of vacancies were classed as SSVs). The three specific occupations with the highest rates of SSVs were Carpenters and Joiners, Welding trades, and Metal machining setters.

These findings from the Employer Skills Survey can be found at the following link: https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/936489/ESS_2019_Skills_Needs_Report_Nov20.pdf.

Departments across Government are working together closely to ensure that necessary support and guidance is provided for BN(O) status holders who take advantage of the new visa route.

We want the UK to be the first choice for the highly skilled both from Hong Kong and around the world. This can be seen in the focus on high skilled migration in the Budget, including plans to modernise the immigration system and make it easier to use, as well as new routes for high skilled talent. We also want to ensure the UK is seen as open and welcoming to talent by those who are thinking of moving. At this stage we are considering those coming to the UK from Hong Kong as part of the wider picture of high skilled migration.

21st Jul 2020
To ask Her Majesty's Government how they assess the quality assurance of providers of supported internships in relation to (1) the programme structure, (2) the programme content, and (3)  the cohort outcomes. [T]

Supported Internships are an educational study programme and, as such, are inspected by Ofsted.

This is a matter for Her Majesty's Chief Inspector, Amanda Spielman. I have asked her to write to the noble Lord and a copy of her reply will be placed in the Libraries of both Houses.

21st Jun 2021
To ask Her Majesty's Government how many (1) penalties, and (2) suspension of drivers' licences, have been given to e-scooter riders for misuse in (a) designated trial zones, and (b) all other areas.

The Home Office collects and publishes data on the number of motoring offences in the ‘Police Powers and Procedures, England and Wales’ statistical bulletin. However, information on the type of vehicle issued with a motoring offence is not collected.

Baroness Vere of Norbiton
Parliamentary Under-Secretary (Department for Transport)
17th Jun 2021
To ask Her Majesty's Government what discussions have been had with (1) Local Authorities, (2) disability charities, and (3) Disabled People’s Organisations, to ensure (a) the effective monitoring of e-scooter pilots, (b) the enforcement of the law regarding e-scooter pilots, and (c) the effective protection of disabled and visually impaired pedestrians.

The Department has in place a national monitoring and evaluation programme for the e-scooter trials. We will be publishing reports in Autumn 2021 and Spring 2022, with a summary of the evidence collected and reviewed so far by our evaluation contractor, Arup.

This will include high level information on the number of trips; average distance and duration; scooter availability; and demographic information about users, from across the trials.

The evaluation is collecting data on accidents and injuries through surveys with e-scooter users and residents living within trial areas, along with an estimation of e-scooter casualties using free text in the STATS19 database. STATS19 is a collection of all road traffic accidents that resulted in a personal injury and were reported to the police within 30 days of the accident.

Outside the trial areas e-scooters are not currently one of the designated vehicle types collected in STATS19, and as such they would be classed as ‘other’ and can only be identified using a free text field in the STATS19 database.

Data for 2020 are currently being collated and validated. Subject to the data recorded in the free text field being of sufficient quality, the Department intends to publish data on e-scooters and other vehicle types, which can be reliably identified from the free text field alongside the publication of the annual publication of the Reported Road Casualties Great Britain in September 2021.

The Department is not collecting data on the number of e-scooters sold.

It is not illegal to sell an e-scooter, however under the Consumer Protection from Unfair Trading Regulations 2008 there is a general obligation for traders to give consumers sufficient information about goods and services at the point of sale, so consumers are not misled. The regulations ban commercial practices through which omissions and actions cause, or are likely to cause, the average consumer to make a decision they would otherwise not make, for example, to purchase goods or a service that they would otherwise not have purchased. The CPRs carry criminal penalties and are enforced by local authority trading standards officers.

The Department for Business, Energy and Industrial Strategy (BEIS) leads on ensuring responsible business practices. However, in December 2018 Ministers from this Department wrote to micromobility retailers to remind them of the law regarding the sale of e-scooters and we are planning to do so again shortly. It is in everyone’s interest that consumers can make properly informed decisions when buying these products.

The vehicle special orders (VSOs) issued to allow the trials to take place, contain the maximum number of e-scooters that are allowed in a trial area. This number is set by the local authority and the e-scooter operator, taking into account local circumstances, and is authorised by the Department. We collect monthly sit-rep reports from the local authorities in the trial areas and these include the size of the current fleet. We do not hold, nor are we collecting, any data on the number of e-scooters in use outside trial areas.

Since July 2020 we have held four e-scooter roundtable meetings with groups representing the interests of disabled people, including those with sight loss. The most recent roundtable was held on 7 June 2021, where three local areas involved in the trials, gave presentations on what they are doing to address the concerns of disabled people in trial areas.

We have instructed all local authorities participating in trials to engage throughout the trial period with these groups in their local areas to ensure their concerns are being heard and, where possible, mitigated. Following our consultation last year, and feedback from subsequent stakeholder activities, we have required all e-scooters used in trials to have a horn or bell so that users can make others aware of their presence. The Department’s guidance for trial areas is also clear that there needs to be sufficient parking provision in trial areas; where a dockless operating model is being used, local authorities should ensure that e-scooters do not become obstructive to other road users and pedestrians, particularly those with disabilities.

The Department has in place a comprehensive monitoring and evaluation programme and we have also made additional commitments such as allowing vulnerable road user groups to take part in the evaluation process.

There are offences and penalties for using an e-scooter illegally. Users can be fined up to £300, have 6 points put on their driving licence, and the e-scooter can be impounded. We are speaking with the police about enforcement during trials, and local authorities are speaking to police forces in their areas.

Baroness Vere of Norbiton
Parliamentary Under-Secretary (Department for Transport)
17th Jun 2021
To ask Her Majesty's Government what data they (1) hold, and (2) are collecting, on the number of e-scooters that are in use in (a) designated pilot areas, and (b) other areas.

The Department has in place a national monitoring and evaluation programme for the e-scooter trials. We will be publishing reports in Autumn 2021 and Spring 2022, with a summary of the evidence collected and reviewed so far by our evaluation contractor, Arup.

This will include high level information on the number of trips; average distance and duration; scooter availability; and demographic information about users, from across the trials.

The evaluation is collecting data on accidents and injuries through surveys with e-scooter users and residents living within trial areas, along with an estimation of e-scooter casualties using free text in the STATS19 database. STATS19 is a collection of all road traffic accidents that resulted in a personal injury and were reported to the police within 30 days of the accident.

Outside the trial areas e-scooters are not currently one of the designated vehicle types collected in STATS19, and as such they would be classed as ‘other’ and can only be identified using a free text field in the STATS19 database.

Data for 2020 are currently being collated and validated. Subject to the data recorded in the free text field being of sufficient quality, the Department intends to publish data on e-scooters and other vehicle types, which can be reliably identified from the free text field alongside the publication of the annual publication of the Reported Road Casualties Great Britain in September 2021.

The Department is not collecting data on the number of e-scooters sold.

It is not illegal to sell an e-scooter, however under the Consumer Protection from Unfair Trading Regulations 2008 there is a general obligation for traders to give consumers sufficient information about goods and services at the point of sale, so consumers are not misled. The regulations ban commercial practices through which omissions and actions cause, or are likely to cause, the average consumer to make a decision they would otherwise not make, for example, to purchase goods or a service that they would otherwise not have purchased. The CPRs carry criminal penalties and are enforced by local authority trading standards officers.

The Department for Business, Energy and Industrial Strategy (BEIS) leads on ensuring responsible business practices. However, in December 2018 Ministers from this Department wrote to micromobility retailers to remind them of the law regarding the sale of e-scooters and we are planning to do so again shortly. It is in everyone’s interest that consumers can make properly informed decisions when buying these products.

The vehicle special orders (VSOs) issued to allow the trials to take place, contain the maximum number of e-scooters that are allowed in a trial area. This number is set by the local authority and the e-scooter operator, taking into account local circumstances, and is authorised by the Department. We collect monthly sit-rep reports from the local authorities in the trial areas and these include the size of the current fleet. We do not hold, nor are we collecting, any data on the number of e-scooters in use outside trial areas.

Since July 2020 we have held four e-scooter roundtable meetings with groups representing the interests of disabled people, including those with sight loss. The most recent roundtable was held on 7 June 2021, where three local areas involved in the trials, gave presentations on what they are doing to address the concerns of disabled people in trial areas.

We have instructed all local authorities participating in trials to engage throughout the trial period with these groups in their local areas to ensure their concerns are being heard and, where possible, mitigated. Following our consultation last year, and feedback from subsequent stakeholder activities, we have required all e-scooters used in trials to have a horn or bell so that users can make others aware of their presence. The Department’s guidance for trial areas is also clear that there needs to be sufficient parking provision in trial areas; where a dockless operating model is being used, local authorities should ensure that e-scooters do not become obstructive to other road users and pedestrians, particularly those with disabilities.

The Department has in place a comprehensive monitoring and evaluation programme and we have also made additional commitments such as allowing vulnerable road user groups to take part in the evaluation process.

There are offences and penalties for using an e-scooter illegally. Users can be fined up to £300, have 6 points put on their driving licence, and the e-scooter can be impounded. We are speaking with the police about enforcement during trials, and local authorities are speaking to police forces in their areas.

Baroness Vere of Norbiton
Parliamentary Under-Secretary (Department for Transport)
17th Jun 2021
To ask Her Majesty's Government what data they (1) hold, and (2) are collecting, on the number of e-scooters that have been (a) sold, and (b) rented, in the UK in (i) designated pilot areas, and (ii) other areas.

The Department has in place a national monitoring and evaluation programme for the e-scooter trials. We will be publishing reports in Autumn 2021 and Spring 2022, with a summary of the evidence collected and reviewed so far by our evaluation contractor, Arup.

This will include high level information on the number of trips; average distance and duration; scooter availability; and demographic information about users, from across the trials.

The evaluation is collecting data on accidents and injuries through surveys with e-scooter users and residents living within trial areas, along with an estimation of e-scooter casualties using free text in the STATS19 database. STATS19 is a collection of all road traffic accidents that resulted in a personal injury and were reported to the police within 30 days of the accident.

Outside the trial areas e-scooters are not currently one of the designated vehicle types collected in STATS19, and as such they would be classed as ‘other’ and can only be identified using a free text field in the STATS19 database.

Data for 2020 are currently being collated and validated. Subject to the data recorded in the free text field being of sufficient quality, the Department intends to publish data on e-scooters and other vehicle types, which can be reliably identified from the free text field alongside the publication of the annual publication of the Reported Road Casualties Great Britain in September 2021.

The Department is not collecting data on the number of e-scooters sold.

It is not illegal to sell an e-scooter, however under the Consumer Protection from Unfair Trading Regulations 2008 there is a general obligation for traders to give consumers sufficient information about goods and services at the point of sale, so consumers are not misled. The regulations ban commercial practices through which omissions and actions cause, or are likely to cause, the average consumer to make a decision they would otherwise not make, for example, to purchase goods or a service that they would otherwise not have purchased. The CPRs carry criminal penalties and are enforced by local authority trading standards officers.

The Department for Business, Energy and Industrial Strategy (BEIS) leads on ensuring responsible business practices. However, in December 2018 Ministers from this Department wrote to micromobility retailers to remind them of the law regarding the sale of e-scooters and we are planning to do so again shortly. It is in everyone’s interest that consumers can make properly informed decisions when buying these products.

The vehicle special orders (VSOs) issued to allow the trials to take place, contain the maximum number of e-scooters that are allowed in a trial area. This number is set by the local authority and the e-scooter operator, taking into account local circumstances, and is authorised by the Department. We collect monthly sit-rep reports from the local authorities in the trial areas and these include the size of the current fleet. We do not hold, nor are we collecting, any data on the number of e-scooters in use outside trial areas.

Since July 2020 we have held four e-scooter roundtable meetings with groups representing the interests of disabled people, including those with sight loss. The most recent roundtable was held on 7 June 2021, where three local areas involved in the trials, gave presentations on what they are doing to address the concerns of disabled people in trial areas.

We have instructed all local authorities participating in trials to engage throughout the trial period with these groups in their local areas to ensure their concerns are being heard and, where possible, mitigated. Following our consultation last year, and feedback from subsequent stakeholder activities, we have required all e-scooters used in trials to have a horn or bell so that users can make others aware of their presence. The Department’s guidance for trial areas is also clear that there needs to be sufficient parking provision in trial areas; where a dockless operating model is being used, local authorities should ensure that e-scooters do not become obstructive to other road users and pedestrians, particularly those with disabilities.

The Department has in place a comprehensive monitoring and evaluation programme and we have also made additional commitments such as allowing vulnerable road user groups to take part in the evaluation process.

There are offences and penalties for using an e-scooter illegally. Users can be fined up to £300, have 6 points put on their driving licence, and the e-scooter can be impounded. We are speaking with the police about enforcement during trials, and local authorities are speaking to police forces in their areas.

Baroness Vere of Norbiton
Parliamentary Under-Secretary (Department for Transport)
17th Jun 2021
To ask Her Majesty's Government what data they (1) hold, and (2) are collecting, on the number of pedestrian injuries as a result of e-scooter use in (a) designated trial zones, and (b) other areas.

The Department has in place a national monitoring and evaluation programme for the e-scooter trials. We will be publishing reports in Autumn 2021 and Spring 2022, with a summary of the evidence collected and reviewed so far by our evaluation contractor, Arup.

This will include high level information on the number of trips; average distance and duration; scooter availability; and demographic information about users, from across the trials.

The evaluation is collecting data on accidents and injuries through surveys with e-scooter users and residents living within trial areas, along with an estimation of e-scooter casualties using free text in the STATS19 database. STATS19 is a collection of all road traffic accidents that resulted in a personal injury and were reported to the police within 30 days of the accident.

Outside the trial areas e-scooters are not currently one of the designated vehicle types collected in STATS19, and as such they would be classed as ‘other’ and can only be identified using a free text field in the STATS19 database.

Data for 2020 are currently being collated and validated. Subject to the data recorded in the free text field being of sufficient quality, the Department intends to publish data on e-scooters and other vehicle types, which can be reliably identified from the free text field alongside the publication of the annual publication of the Reported Road Casualties Great Britain in September 2021.

The Department is not collecting data on the number of e-scooters sold.

It is not illegal to sell an e-scooter, however under the Consumer Protection from Unfair Trading Regulations 2008 there is a general obligation for traders to give consumers sufficient information about goods and services at the point of sale, so consumers are not misled. The regulations ban commercial practices through which omissions and actions cause, or are likely to cause, the average consumer to make a decision they would otherwise not make, for example, to purchase goods or a service that they would otherwise not have purchased. The CPRs carry criminal penalties and are enforced by local authority trading standards officers.

The Department for Business, Energy and Industrial Strategy (BEIS) leads on ensuring responsible business practices. However, in December 2018 Ministers from this Department wrote to micromobility retailers to remind them of the law regarding the sale of e-scooters and we are planning to do so again shortly. It is in everyone’s interest that consumers can make properly informed decisions when buying these products.

The vehicle special orders (VSOs) issued to allow the trials to take place, contain the maximum number of e-scooters that are allowed in a trial area. This number is set by the local authority and the e-scooter operator, taking into account local circumstances, and is authorised by the Department. We collect monthly sit-rep reports from the local authorities in the trial areas and these include the size of the current fleet. We do not hold, nor are we collecting, any data on the number of e-scooters in use outside trial areas.

Since July 2020 we have held four e-scooter roundtable meetings with groups representing the interests of disabled people, including those with sight loss. The most recent roundtable was held on 7 June 2021, where three local areas involved in the trials, gave presentations on what they are doing to address the concerns of disabled people in trial areas.

We have instructed all local authorities participating in trials to engage throughout the trial period with these groups in their local areas to ensure their concerns are being heard and, where possible, mitigated. Following our consultation last year, and feedback from subsequent stakeholder activities, we have required all e-scooters used in trials to have a horn or bell so that users can make others aware of their presence. The Department’s guidance for trial areas is also clear that there needs to be sufficient parking provision in trial areas; where a dockless operating model is being used, local authorities should ensure that e-scooters do not become obstructive to other road users and pedestrians, particularly those with disabilities.

The Department has in place a comprehensive monitoring and evaluation programme and we have also made additional commitments such as allowing vulnerable road user groups to take part in the evaluation process.

There are offences and penalties for using an e-scooter illegally. Users can be fined up to £300, have 6 points put on their driving licence, and the e-scooter can be impounded. We are speaking with the police about enforcement during trials, and local authorities are speaking to police forces in their areas.

Baroness Vere of Norbiton
Parliamentary Under-Secretary (Department for Transport)
12th Oct 2020
To ask Her Majesty's Government whether social value requirements were (1) considered, and (2) taken into account, when awarding contracts for the Access for All programme; and if so, (a) what weighting was given to social value in each stage of the procurement process, and (b) what are the details of the social value that successful bidding organisations reported that they could add.

The Access for All Programme prioritised the busiest stations first and took into account factors such as the incidence of disability in the area, proximity to a hospital, and stations that have high numbers of interchange passengers. A proportion of the funding was also set aside for smaller projects such as customer information systems which promote confidence to travel. This is how we recognise that improved accessibility has benefits that are hard to quantify and are therefore not explicitly reported in terms of social value.

Baroness Vere of Norbiton
Parliamentary Under-Secretary (Department for Transport)
18th Jun 2020
To ask Her Majesty's Government, since the additional £300 million funding for Access for All was provided in April 2019, what progress has there been in each of the 73 stations ear-marked to benefit from the fund.

Network Rail have continued to successfully deliver the Access for All programme which is due to deliver a total of 110 accessible routes at stations between April 2019 and 2024. 11 of these projects have been completed and the remainder are at various stages of development and design. The Department and the Office of Rail and Roads are working closely with Network Rail to ensure the continued successful delivery of the programme and all projects remain on track to be completed by on schedule.

Baroness Vere of Norbiton
Parliamentary Under-Secretary (Department for Transport)
12th Apr 2021
To ask Her Majesty's Government why they commenced the National Strategy for Disabled People survey before the Cabinet Office's systematic review of the lived experience of disabled people (CCZZ21A07) was completed.

The systematic review of the evidence on the lived experience of disabled people in the UK is expected to conclude in autumn 2021. It is one strand of the Disability Unit's analytical work. It is part of a long-term programme of analytical work to improve and systematise the evidence base and ensure that government departments make decisions that are driven by robust evidence. It will inform the Disability Unit’s post-strategy work, including evaluation.

Any publication of the review would not be before Autumn 2021 at the earliest, due to the time it takes to conduct and write-up the review. Ministers will decide whether the final output of the review - or a condensed version of it - will be published, nearer the time.

The UK Disability Survey and the systematic review of the evidence on the lived experience of disabled people are two distinct but complementary strands of our evidence and insight and engagement work

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
12th Apr 2021
To ask Her Majesty's Government (1) whether their National Strategy for Disabled People will be published after the Cabinet Office’s systematic review of the lived experience of disabled people (CCZZ21A07) is completed, and (2) how it will take into account the findings of that review.

The systematic review of the evidence on the lived experience of disabled people in the UK is expected to conclude in autumn 2021. It is one strand of the Disability Unit's analytical work. It is part of a long-term programme of analytical work to improve and systematise the evidence base and ensure that government departments make decisions that are driven by robust evidence. It will inform the Disability Unit’s post-strategy work, including evaluation.

Any publication of the review would not be before Autumn 2021 at the earliest, due to the time it takes to conduct and write-up the review. Ministers will decide whether the final output of the review - or a condensed version of it - will be published, nearer the time.

The UK Disability Survey and the systematic review of the evidence on the lived experience of disabled people are two distinct but complementary strands of our evidence and insight and engagement work

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
24th Mar 2021
To ask Her Majesty's Government when the Cabinet Office’s systematic review of the lived experience of disabled people (CCZZ12A07) will be made publicly available.

The systematic review is part of Disability Unit’s ongoing work to improve and systematise the evidence base on the lived experience of disabled people in the UK.

The tendering process has been overseen by Disability Unit (DU) staff as well as procurement specialists from Crown Commercial Service (CCS). We do not know about those from the CCS side, but some DU staff involved do have lived experience of disability.

The scope and criteria were drawn up by Disability Unit, informed by knowledge of the existing evidence base and its gaps, and also incorporating the focus areas of the National Strategy for Disabled People. Since the tender was conducted as an open competition, all of the criteria (e.g. the requirements and the evaluation criteria) for the tendering process were available on Contracts Finder.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
24th Mar 2021
To ask Her Majesty's Government whether they will publish the criteria for the tendering process of the Cabinet Office’s systematic review of the lived experience of disabled people (CCZZ21A07).

The systematic review is part of Disability Unit’s ongoing work to improve and systematise the evidence base on the lived experience of disabled people in the UK.

The tendering process has been overseen by Disability Unit (DU) staff as well as procurement specialists from Crown Commercial Service (CCS). We do not know about those from the CCS side, but some DU staff involved do have lived experience of disability.

The scope and criteria were drawn up by Disability Unit, informed by knowledge of the existing evidence base and its gaps, and also incorporating the focus areas of the National Strategy for Disabled People. Since the tender was conducted as an open competition, all of the criteria (e.g. the requirements and the evaluation criteria) for the tendering process were available on Contracts Finder.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
24th Mar 2021
To ask Her Majesty's Government which disabled peoples' organisations were involved in (1) developing the criteria for the tendering process of the Cabinet Office’s systematic review of the lived experience of disabled people (CCZZ21A07), and (2) appointing the body responsible for the review.

The systematic review is part of Disability Unit’s ongoing work to improve and systematise the evidence base on the lived experience of disabled people in the UK.

The tendering process has been overseen by Disability Unit (DU) staff as well as procurement specialists from Crown Commercial Service (CCS). We do not know about those from the CCS side, but some DU staff involved do have lived experience of disability.

The scope and criteria were drawn up by Disability Unit, informed by knowledge of the existing evidence base and its gaps, and also incorporating the focus areas of the National Strategy for Disabled People. Since the tender was conducted as an open competition, all of the criteria (e.g. the requirements and the evaluation criteria) for the tendering process were available on Contracts Finder.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
23rd Feb 2021
To ask Her Majesty's Government when they will publish in one document all the questions in the Cabinet Office’s National Strategy for Disabled People Citizen Space Survey.

The Government is committed to transforming the lives of disabled people, and will publish the National Strategy for Disabled People this year. It will be informed by insights from the lived experience of disabled people, and will focus on the issues that disabled people say are most important across all aspects of life.

On Friday 15th January, we launched the online UK Disability Survey, which complements the range of engagement already undertaken and ongoing, including lived experience research with disabled people, discussions with the Disabled Charities Consortium, the Regional Stakeholder Networks and others. Contributions to the survey will feed not only into the development of the strategy but also its delivery.

The survey questions were also included in the Easy Read document published online on the survey page (link: https://www.gov.uk/government/publications/disability-in-the-uk-survey). The key findings and analysis of the survey will be published in due course.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
23rd Feb 2021
To ask Her Majesty's Government what internal meetings they held between the Cabinet Office and other government departments to draft the National Strategy for Disabled People; and on what date each meeting took place.

The National Strategy will be subject to the usual processes for collective agreement by ministers which are outlined in the Cabinet Manual. It is a long-established precedent that information about the discussions that have taken place through Cabinet and its Committees is not normally shared publicly.

We’re working hard to deliver the National Strategy for Disabled People to support our ambition to level up opportunity and inclusivity, and will publish the strategy this year. It will be informed by insights from the lived experience of disabled people, focusing on the issues that disabled people say affect them the most in all aspects and phases of life, including employment, housing, education and transport.

The Cabinet Office Disability Unit, established in November 2019, is leading and coordinating this work at official level within Government, and also with external stakeholders. The unit has engaged widely across government departments to support the development of the National Strategy. No meetings have taken place with other government departments specifically to draft the National Strategy, but regular meetings have taken place to develop the Strategy. We are also working closely with the 13 Ministerial Disability Champions on the development of the National Strategy.

The Disability Unit has also engaged with a diverse range of external stakeholders through our Disability Charities Consortium, Regional Stakeholder Networks and UK Disability online survey. By 4th March, the survey had generated more than 14,800 responses from disabled people, carers and the wider public. Other engagement has included businesses and business organisations, regulators, academia, professional bodies and the Devolved Administrations.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
22nd Feb 2021
To ask Her Majesty's Government what reasonable adjustments they have made to ensure that the timeline for disabled people to respond to the Cabinet Office Disability Unit’s National Strategy for Disabled People survey takes into account the extra time that it will take some respondents to complete the survey on account of their disability.

The Government is committed to transforming the lives of disabled people, and will publish the National Strategy for Disabled People this year. It will be informed by insights from the lived experience of disabled people, and will focus on the issues that disabled people say are most important across all aspects of life.

On Friday 15th January, we launched the online UK Disability Survey, which complements the range of engagement already undertaken and ongoing, including lived experience research with disabled people, discussions with the Disabled Charities Consortium, the Regional Stakeholder Networks and others. Contributions to the survey will feed not only into the development of the strategy but also its delivery.

The survey questions were also included in the Easy Read document published online on the survey page (link: https://www.gov.uk/government/publications/disability-in-the-uk-survey). The key findings and analysis of the survey will be published in due course.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
22nd Feb 2021
To ask Her Majesty's Government what plans they have to publish (1) the arrangements, and (2) the methodology, for analysing responses to the Cabinet Office Disability Unit’s National Strategy for Disabled People survey; and what assessment they have made of the time required for this analysis per thousand responses.

The Government is committed to transforming the lives of disabled people, and will publish the National Strategy for Disabled People this year. It will be informed by insights from the lived experience of disabled people, and will focus on the issues that disabled people say are most important across all aspects of life.

On Friday 15th January, we launched the online UK Disability Survey, which complements the range of engagement already undertaken and ongoing, including lived experience research with disabled people, discussions with the Disabled Charities Consortium, the Regional Stakeholder Networks and others. Contributions to the survey will feed not only into the development of the strategy but also its delivery.

The survey questions were also included in the Easy Read document published online on the survey page (link: https://www.gov.uk/government/publications/disability-in-the-uk-survey). The key findings and analysis of the survey will be published in due course.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
22nd Feb 2021
To ask Her Majesty's Government how many responses to the Cabinet Office Disability Unit’s National Strategy for Disabled People survey they received within (1) the first, (2) the second, and (3) the third, week of the survey’s launch; and when they plan to publish the key findings of this survey.

The Government is committed to transforming the lives of disabled people, and will publish the National Strategy for Disabled People this year. It will be informed by insights from the lived experience of disabled people, and will focus on the issues that disabled people say are most important across all aspects of life.

On Friday 15th January, we launched the online UK Disability Survey, which complements the range of engagement already undertaken and ongoing, including lived experience research with disabled people, discussions with the Disabled Charities Consortium, the Regional Stakeholder Networks and others. Contributions to the survey will feed not only into the development of the strategy but also its delivery.

The survey questions were also included in the Easy Read document published online on the survey page (link: https://www.gov.uk/government/publications/disability-in-the-uk-survey). The key findings and analysis of the survey will be published in due course.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
22nd Feb 2021
To ask Her Majesty's Government what plans they have to publish (1) the procedure, and (2) the timeline, for the sign-off of the draft National Strategy for Disabled People by (a) relevant lead officials in (i) the Cabinet Office, and (ii) the Department for Work and Pensions, (b) the relevant Cabinet Office Minister, (c) the Minister for Disabled People, Health and Work, (d) the Secretary of State for Work and Pensions, (e) Secretaries of State whose departments are affected by the strategy, and (f) the Prime Minister.

The National Strategy will be subject to the usual processes for collective agreement by ministers which are outlined in the Cabinet Manual. It is a long-established precedent that information about the discussions that have taken place through Cabinet and its Committees is not normally shared publicly.

We’re working hard to deliver the National Strategy for Disabled People to support our ambition to level up opportunity and inclusivity, and will publish the strategy this year. It will be informed by insights from the lived experience of disabled people, focusing on the issues that disabled people say affect them the most in all aspects and phases of life, including employment, housing, education and transport.

The Cabinet Office Disability Unit, established in November 2019, is leading and coordinating this work at official level within Government, and also with external stakeholders. The unit has engaged widely across government departments to support the development of the National Strategy. No meetings have taken place with other government departments specifically to draft the National Strategy, but regular meetings have taken place to develop the Strategy. We are also working closely with the 13 Ministerial Disability Champions on the development of the National Strategy.

The Disability Unit has also engaged with a diverse range of external stakeholders through our Disability Charities Consortium, Regional Stakeholder Networks and UK Disability online survey. By 4th March, the survey had generated more than 14,800 responses from disabled people, carers and the wider public. Other engagement has included businesses and business organisations, regulators, academia, professional bodies and the Devolved Administrations.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
22nd Feb 2021
To ask Her Majesty's Government on which dates the draft National Strategy for Disabled People was given (1) to the relevant Cabinet Office Minister, (2) to the Minister for Disabled People, Health and Work, and (3) to the Secretary of State for Work and Pensions.

The National Strategy will be subject to the usual processes for collective agreement by ministers which are outlined in the Cabinet Manual. It is a long-established precedent that information about the discussions that have taken place through Cabinet and its Committees is not normally shared publicly.

We’re working hard to deliver the National Strategy for Disabled People to support our ambition to level up opportunity and inclusivity, and will publish the strategy this year. It will be informed by insights from the lived experience of disabled people, focusing on the issues that disabled people say affect them the most in all aspects and phases of life, including employment, housing, education and transport.

The Cabinet Office Disability Unit, established in November 2019, is leading and coordinating this work at official level within Government, and also with external stakeholders. The unit has engaged widely across government departments to support the development of the National Strategy. No meetings have taken place with other government departments specifically to draft the National Strategy, but regular meetings have taken place to develop the Strategy. We are also working closely with the 13 Ministerial Disability Champions on the development of the National Strategy.

The Disability Unit has also engaged with a diverse range of external stakeholders through our Disability Charities Consortium, Regional Stakeholder Networks and UK Disability online survey. By 4th March, the survey had generated more than 14,800 responses from disabled people, carers and the wider public. Other engagement has included businesses and business organisations, regulators, academia, professional bodies and the Devolved Administrations.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
18th Jun 2020
To ask Her Majesty's Government what improvements have been made to measuring the outcomes since 2017 of nationally contracted programmes that support disabled people to work.

The new nationally contracted employment programmes for disabled people since 2017 are the Work and Health Programme (WHP), which began in November 2017, and Intensive Personalised Employment Support (IPES), which began in November 2019. Both of these programmes are being delivered as Randomised Control Trials to enable us to measure the average impacts they have on participants’ employment. Both include full evaluations which will also capture the impact on wider health and wellbeing outcomes.

Separately, both of these programmes also have defined job outcomes which are used for the provider payment models and for performance management purposes.

In the Work and Health Programme, a participant is classed as achieving a job outcome when they have reached a specified level of earnings once in employment, or reach six months of being in self-employment. The specified level of earnings varies across the different regions. The national WHP and the majority of Local Government Partners have an earning threshold as 16 hours per week for 26 weeks at the National living wage. However, for the West London Alliance this is at the London Living Wage and for Greater Manchester Combined Authority at the Real Living Wage. Job outcome rates are published in the Work and Health Programme statistical publication attached.

For IPES, there are two job outcome measures used; a lower threshold income measure, which is defined as earnings equivalent to eight hours per week for 26 weeks; and a higher threshold, which is the equivalent to 16 hours per week for 26 weeks. There is not currently a statistical publication for IPES as the programme has not been running for long enough.

WHP was the first programme to utilise HM Revenue & Customs Real Time Information data in its identification, payment and validation of employment programme outcomes. This use of earnings has ensured that only sustained outcomes are paid for with participants having to acquire a pre-defined level of earnings synonymous with six months in employment, rather than a durational outcome. This has had significant advantages in terms of speed and reducing the resource required by the Department for Work and Pensions and contracted providers in tracking and evidencing outcomes.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
18th Jun 2020
To ask Her Majesty's Government what measures have been put in place since the publication of the National Audit Office report, Supporting Disabled People to Work, to better measure the outcomes of their job centre offer, specifically around measuring (1) progress towards work; (2) time spent with customers; (3) customer satisfaction; and (4) data on satisfaction or quality of referrals to third party provision.

Since the National Audit Office’s report on Supporting was published in March 2019, we have been working to fulfil all of its recommendations. For example, as part of the evaluations of Work and Health Programme and Intensive Personalised Employment Support, we will measure the impact of the programmes on participant employment outcomes.

We have invested in 60 minutes additional work coach time per claimant per year to offer ‘supportive steps’. For some claimants, this extra support may include activities and tailored support around work options, journey towards work and work preparation activity.

In September 2019, the Department created a Customer Experience Directorate to further our commitment to improve customer service.

We have strong oversight of DWP contracted employment provision. Since the publication of the report we have reviewed and revised our commercial processes.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
21st Apr 2020
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.

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.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
21st Apr 2020
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.

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).

The information requested on private and public sector employers is not readily available and to provide it would incur disproportionate cost.

In the current climate it is not possible to estimate the number of DC employers at the end of 2020.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
21st Apr 2020
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.

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).

The information requested on private and public sector employers is not readily available and to provide it would incur disproportionate cost.

In the current climate it is not possible to estimate the number of DC employers at the end of 2020.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
7th Jan 2020
To ask Her Majesty's Government what assessment they have made of the briefing by Kim Hoque and Nick Bacon Response to the UK Government's reforms of Disability Confident level 3, published in November 2019.

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.

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.

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.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
7th Jan 2020
To ask Her Majesty's Government what evidence there is that organisations signed up to the Disability Confident Scheme (1) are more inclusive of disabled employees and jobseekers, and (2) employ disabled people in larger numbers, than employers who have not signed up to that scheme.

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.

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.

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.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
7th Jan 2020
To ask Her Majesty's Government what estimate they have made of the number of (1) total employers, and (2) the total workforce, in the UK who fall within the Disability Confident Scheme.

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.

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.

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.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
7th Jan 2020
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.

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.

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.

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.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
19th Dec 2019
To ask Her Majesty's Government what evaluation, if any, they are undertaking into the Disability Confident scheme, including how the scheme is viewed by disabled people.

The Department for Work and Pensions commissioned Ipsos MORI to conduct research with Disability Confident employers to understand the effect that signing up to the Disability Confident scheme has had on their attitudes and practices with regards to disabled people. We published the results of this research on 13 November 2018. The survey suggested the scheme has had a significant impact on disability employment practices, with half of those employers surveyed saying it had led to them taking on at least one disabled member of staff.

The Disability Confident Business Leaders Group is constantly reviewing the scheme to ensure it remains effective in helping employers recruit, retain and develop disabled people. We also receive regular representations from the Disability Charities Consortium and other disabled people’s organisations. These reviews and representations have led to recently announced improvements, including requiring Disability Confident Leader (Level 3) employers to use the Voluntary Reporting Framework to publicly report on their disability employment.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
19th Dec 2019
To ask Her Majesty's Government what plans they have, if any, to introduce targets for closing the disability employment gap; and if so, what dates they plan to set to meet those targets.

We announced on 2 November that new Disability Confident (DC) Leaders (Level 3) and Disability Confident Leaders applying for re-accreditation will need to use the voluntary reporting framework (VRF) to publicly report on disability employment. A copy of which is attached. Although there is flexibility in how employers can use the VRF, we expect that most DC Leaders would choose to combine it with their annual report and accounts.

We developed the voluntary reporting framework with a group of employers and disability stakeholders. It is deliberately designed to be flexible, recognising that different employers start in different places. It does not require reporting on pay and we have no current plans to require pay reporting.

Disability Confident leaders are now required to publicly report using the voluntary reporting framework and one of the measures the framework encourages is the number of disabled people employed.

The definition of disability in the voluntary reporting framework is self-declared, asking employees if they ‘consider’ themselves to have a disability. The framework is both voluntary and flexible, designed based on feedback from employers and other stakeholders. If we choose to go further in future, we will look at the case for alignment with the definition of disability in the Equality Act 2010.

We are committed to reducing the disability employment gap, and will report on progress regularly. We will consider the case for a target as part of our work on the new National Disability Strategy which we have committed to publish by the end of 2020.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
19th Dec 2019
To ask Her Majesty's Government what plans they have, if any, to amend the wording in the framework for voluntary reporting on disability, mental health and wellbeing so that it matches the definition of disability in the Equality Act 2010 and the Government Statistical Service's disability disclosure question.

We announced on 2 November that new Disability Confident (DC) Leaders (Level 3) and Disability Confident Leaders applying for re-accreditation will need to use the voluntary reporting framework (VRF) to publicly report on disability employment. A copy of which is attached. Although there is flexibility in how employers can use the VRF, we expect that most DC Leaders would choose to combine it with their annual report and accounts.

We developed the voluntary reporting framework with a group of employers and disability stakeholders. It is deliberately designed to be flexible, recognising that different employers start in different places. It does not require reporting on pay and we have no current plans to require pay reporting.

Disability Confident leaders are now required to publicly report using the voluntary reporting framework and one of the measures the framework encourages is the number of disabled people employed.

The definition of disability in the voluntary reporting framework is self-declared, asking employees if they ‘consider’ themselves to have a disability. The framework is both voluntary and flexible, designed based on feedback from employers and other stakeholders. If we choose to go further in future, we will look at the case for alignment with the definition of disability in the Equality Act 2010.

We are committed to reducing the disability employment gap, and will report on progress regularly. We will consider the case for a target as part of our work on the new National Disability Strategy which we have committed to publish by the end of 2020.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
19th Dec 2019
To ask Her Majesty's Government what plans they have, if any, to require large employers to publish data on the (1) number, and (2) pay, of disabled employees.

We announced on 2 November that new Disability Confident (DC) Leaders (Level 3) and Disability Confident Leaders applying for re-accreditation will need to use the voluntary reporting framework (VRF) to publicly report on disability employment. A copy of which is attached. Although there is flexibility in how employers can use the VRF, we expect that most DC Leaders would choose to combine it with their annual report and accounts.

We developed the voluntary reporting framework with a group of employers and disability stakeholders. It is deliberately designed to be flexible, recognising that different employers start in different places. It does not require reporting on pay and we have no current plans to require pay reporting.

Disability Confident leaders are now required to publicly report using the voluntary reporting framework and one of the measures the framework encourages is the number of disabled people employed.

The definition of disability in the voluntary reporting framework is self-declared, asking employees if they ‘consider’ themselves to have a disability. The framework is both voluntary and flexible, designed based on feedback from employers and other stakeholders. If we choose to go further in future, we will look at the case for alignment with the definition of disability in the Equality Act 2010.

We are committed to reducing the disability employment gap, and will report on progress regularly. We will consider the case for a target as part of our work on the new National Disability Strategy which we have committed to publish by the end of 2020.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
19th Dec 2019
To ask Her Majesty's Government what plans they have, if any, to extend the voluntary reporting on disability, mental health and wellbeing framework to include the number or proportion of disabled employees in each pay quartile.

We announced on 2 November that new Disability Confident (DC) Leaders (Level 3) and Disability Confident Leaders applying for re-accreditation will need to use the voluntary reporting framework (VRF) to publicly report on disability employment. A copy of which is attached. Although there is flexibility in how employers can use the VRF, we expect that most DC Leaders would choose to combine it with their annual report and accounts.

We developed the voluntary reporting framework with a group of employers and disability stakeholders. It is deliberately designed to be flexible, recognising that different employers start in different places. It does not require reporting on pay and we have no current plans to require pay reporting.

Disability Confident leaders are now required to publicly report using the voluntary reporting framework and one of the measures the framework encourages is the number of disabled people employed.

The definition of disability in the voluntary reporting framework is self-declared, asking employees if they ‘consider’ themselves to have a disability. The framework is both voluntary and flexible, designed based on feedback from employers and other stakeholders. If we choose to go further in future, we will look at the case for alignment with the definition of disability in the Equality Act 2010.

We are committed to reducing the disability employment gap, and will report on progress regularly. We will consider the case for a target as part of our work on the new National Disability Strategy which we have committed to publish by the end of 2020.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
19th Dec 2019
To ask Her Majesty's Government what plans they have, if any, to make the framework for voluntary reporting on disability, mental health and wellbeing a mandatory requirement for Disability Confident Leaders.

We announced on 2 November that new Disability Confident (DC) Leaders (Level 3) and Disability Confident Leaders applying for re-accreditation will need to use the voluntary reporting framework (VRF) to publicly report on disability employment. A copy of which is attached. Although there is flexibility in how employers can use the VRF, we expect that most DC Leaders would choose to combine it with their annual report and accounts.

We developed the voluntary reporting framework with a group of employers and disability stakeholders. It is deliberately designed to be flexible, recognising that different employers start in different places. It does not require reporting on pay and we have no current plans to require pay reporting.

Disability Confident leaders are now required to publicly report using the voluntary reporting framework and one of the measures the framework encourages is the number of disabled people employed.

The definition of disability in the voluntary reporting framework is self-declared, asking employees if they ‘consider’ themselves to have a disability. The framework is both voluntary and flexible, designed based on feedback from employers and other stakeholders. If we choose to go further in future, we will look at the case for alignment with the definition of disability in the Equality Act 2010.

We are committed to reducing the disability employment gap, and will report on progress regularly. We will consider the case for a target as part of our work on the new National Disability Strategy which we have committed to publish by the end of 2020.

Baroness Stedman-Scott
Parliamentary Under-Secretary (Department for Work and Pensions)
3rd Mar 2021
To ask Her Majesty's Government what assessment they have made of the extent to which NHS shortages of (1) nurses, (2) medical practitioners, and (3) other staff, could be filled by those coming to the UK from Hong Kong under (a) the British National (Overseas) visa, and (b) any other schemes; and what plans they have (i) to identify, and (ii) to recruit, suitably qualified people from Hong Kong for such roles.

Hong Kong is not on the World Health Organization’s Workforce Support and Safeguard List, 2020. Therefore, the Department considers Hong Kong a suitable country for supplying the National Health Service with qualified health workers. Agencies are working in Hong Kong and some nurses have already joined the NHS.

21st Apr 2020
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.

Pay gaps are caused by a range of factors. To address them, we must ensure that everybody has equal access to opportunities.

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.

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.

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.

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.

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.

20th May 2021
To ask Her Majesty's Government what plans they have to make a statement regarding the Durban IV event commemorating the 2001 World Conference Against Racism in Durban.

The United Kingdom is committed to combatting all forms of racism, including anti-Semitism, both at home and abroad. We believe that one of the most effective ways to tackle injustices and advocate respect among different religious and racial groups is to encourage all states to uphold their human rights obligations. Some of the anti-Semitic actions and speeches in and around the 2001 Durban conference and its various follow-up events gave rise to serious concerns. We will consider UK attendance in the light of developments between now and the commemoration event, including the likelihood of any recurrence of anti-Semitism.

Lord Ahmad of Wimbledon
Minister of State (Foreign, Commonwealth and Development Office)
20th May 2021
To ask Her Majesty's Government what assessment they have made of reports about the possibility of (1) antisemitism, and (2) anti-Israel sentiment, at events marking the anniversary of the 2001 World Conference Against Racism in Durban

The United Kingdom is committed to combatting all forms of racism, including anti-Semitism, both at home and abroad. We believe that one of the most effective ways to tackle injustices and advocate respect among different religious and racial groups is to encourage all states to uphold their human rights obligations. Some of the anti-Semitic actions and speeches in and around the 2001 Durban conference and its various follow-up events gave rise to serious concerns. We will consider UK attendance in the light of developments between now and the commemoration event, including the likelihood of any recurrence of anti-Semitism.

Lord Ahmad of Wimbledon
Minister of State (Foreign, Commonwealth and Development Office)
25th Feb 2021
To ask Her Majesty's Government what assessment they have made of reports that the Palestinian Authority contributed to the salaries of prisoners convicted of terrorists offences in 2020.

We are clear that the prisoner payments system should be reformed. The UK has raised the need for reform at the highest levels of the Palestinian Authority (PA), including when the Foreign Secretary visited the Occupied Palestinian Territories in August 2020.
Lord Ahmad of Wimbledon
Minister of State (Foreign, Commonwealth and Development Office)
25th Feb 2021
To ask Her Majesty's Government what assessment they have made of reports that material inciting violence against (1) Israel, and (2) Jews, has been included in the Palestinian Authority's school curriculum.

The UK is concerned about allegations of incitement in Palestinian Authority (PA) textbooks and lobbied European partners to conduct a thorough, independent review of the textbooks. To ensure the final report is representative, the study has been extended to include a sample of textbooks introduced for school year 2020-21. Consequently, the study will be completed in early 2021. We have regular discussions with the EU to encourage them to finalise the report as soon as possible.
Lord Ahmad of Wimbledon
Minister of State (Foreign, Commonwealth and Development Office)
22nd Feb 2021
To ask Her Majesty's Government what representations they have made to the President of the United States to support the resumption of direct talks between the government of Israel and the Palestinian Authority.

The UK works closely with the US on matters relating to the Middle East Peace Process and we will continue to work closely with the US Administration, as we would normally do, on a variety of issues.

Only the leaders of Israel and the Palestinian Authority can determine the needs and aspirations of their people. However, we have encouraged them to resume cooperation and work towards further dialogue. Peace will only come through negotiations between the parties, but international action has a role in facilitating progress. Meanwhile, the parties should do all they can to reverse the negative trends - including systematic settlement expansion and demolitions in the West Bank, violence and incitement, and the dire situation in Gaza.

Lord Ahmad of Wimbledon
Minister of State (Foreign, Commonwealth and Development Office)
20th May 2021
To ask Her Majesty's Government what assessment they have made of Executive Order 13959 from the President of the United States on Addressing the Threat from Securities Investments that Finance Communist Chinese Military Companies; and whether they plan to enact a similar policy.

The Government has put in place a framework to ensure that the UK has clean, transparent and safe markets, overseen by high quality independent regulators. The UK is well known as a global financial centre with high standards.

The Government has powers in place to ensure it can tackle financial threats to UK national security, for example under the Sanctions and Anti-Money Laundering Act, and the National Security and Investment Act.

It would not be appropriate for the Government to comment on financial services policy or regulation in other jurisdictions.

Lord Agnew of Oulton
Minister of State (HM Treasury)
18th Jun 2020
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]

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.

Lord Agnew of Oulton
Minister of State (HM Treasury)
21st Apr 2020
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.

Pay gaps are caused by a range of factors. To address them, we must ensure that everybody has equal access to opportunities.

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.

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.

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.

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.

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.

17th May 2021
To ask Her Majesty's Government, further to the Written Answer by Baroness Williams of Trafford on 29 April (HL15262), whether they will now answer the question put, namely, how many British National (Overseas) passports were issued in each of the last 12 months for which figures are available; and how many people have used the new British National (Overseas) visa scheme to come to the UK since it was introduced in January.

The table below provides data up to the end of March on BN(O) passports issued in the last 12 months.

Volume of BN(O)s

Apr-20

363

May-20

2,270

Jun-20

7,719

Jul-20

24,972

Aug-20

33,249

Sep-20

48,081

Oct-20

60,907

Nov-20

56,563

Dec-20

39,689

Jan-21

13,315

Feb-21

8,217

Mar-21

7,032


* These figures have been taken from a live operational database. As such, numbers may change as information on that system is updated.

Information on how many visas for the Hong Kong BN(O) route have been granted between 31 January and 31 March was published in the quarterly migration statistics release on 27 May and can be found at:

www.gov.uk/government/collections/migration-statistics

Lord Greenhalgh
Minister of State (Home Office)
26th Apr 2021
To ask Her Majesty's Government how many British National (Overseas) passports were issued in each of the last 12 months for which figures are available; and how many people have used the new British National (Overseas) visa scheme to come to the UK since it was introduced in January.

It has not proved possible to respond to this question in the time available before Dissolution. Ministers will correspond directly with the Member.

Baroness Williams of Trafford
Minister of State (Home Office)
24th May 2021
To ask Her Majesty's Government what policy priority they place on (1) defence of the Realm, (2) defending UK citizens from terrorist rocket attacks, and (3) neutralising the threat of terrorist rocket attacks on UK citizens.

The Defence, security and resilience of the UK and its overseas territories is the primary task of the MOD. Defence works with partners across government to ensure that the UK continues to protect its citizens from terrorism within its borders and overseas.

The Home Office are the lead department for domestic terrorist threats. Should their assessment be that the risk from a particular terrorist methodology such as rockets has increased, consideration will be given to what additional policies, if any, are required to mitigate them. The UK has well-developed systems and capabilities to mitigate the threat from terrorism, including a range of response capabilities that can be deployed to mitigate the effects of the aftermath of any such attack and pursue those responsible.

The NATO ballistic missile defence system, of which the UK is a part, protects European NATO nations from ballistic missile threats from outside the Euro-Atlantic area.

Baroness Goldie
Minister of State (Ministry of Defence)
21st Apr 2020
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.

Pay gaps are caused by a range of factors. To address them, we must ensure that everybody has equal access to opportunities.

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.

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.

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.

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.

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.

10th Jun 2020
To ask 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]

The public consultation, A new legal framework for abortion services in Northern Ireland, 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.

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.

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.

Viscount Younger of Leckie
Lord in Waiting (HM Household) (Whip)
10th Jun 2020
To ask 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.

The public consultation, A new legal framework for abortion services in Northern Ireland, 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.

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.

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.

Viscount Younger of Leckie
Lord in Waiting (HM Household) (Whip)