Asked by: Philippa Whitford (Scottish National Party - Central Ayrshire)
Question to the Home Office:
To ask the Secretary of State for the Home Department, if he will make an assessment of the potential impact of the removal of the ability of taught masters students to bring dependents on trends in the number of overseas female applicants for graduate visas.
Answered by Tom Pursglove - Minister of State (Minister for Legal Migration and Delivery)
The Home Office considers its Public Sector Equality Duty in the development of all policy. An Impact Assessment (IA) was also produced for the student dependant reforms.
In addition, the Migration Advisory Committee are currently undertaking a review of the Graduate route. We will consider any evidence put forward by the MAC very closely.
Asked by: Marsha De Cordova (Labour - Battersea)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what steps his Department it taking to help ensure that disabled people have access to reasonable adjustments in the workplace.
Answered by Mims Davies - Minister of State (Department for Work and Pensions)
All employers have a duty under the Equality Act 2010 to make ‘reasonable adjustments’ in the workplace where a disabled person would otherwise be put at a substantial disadvantage compared with their colleagues. The Equality and Human Rights Commission (EHRC) is responsible for enforcing the Equality Act and providing guidance on reasonable adjustments.
For disabled people who require adjustments which are beyond reasonable adjustments, Access to Work (AtW) can provide a grant for the disability related extra costs of working a disabled employee may face. To support employers an AtW case manager will contact the customer’s employer ahead of making an AtW award to offer advice on reasonable adjustments an employer can provide and the support available under the AtW scheme.
DWP has worked with stakeholders to develop a series of Adjustments Passports and Planners to support disabled people, and those with a health condition, with the transitions into employment and between jobs. The Adjustments Passport and Planners provide individuals with an up to date document of their adjustments and working requirements and empower the holder to have more structured conversations about their disability with their employer. They also raise awareness of Access to Work, and where an application is made, help to reduce the need for another assessment, enabling support to be put in place more quickly.
The Disability Confident scheme provides employers with the knowledge, skills, and confidence they need to attract, recruit, retain and develop disabled people in the workplace. When an employer signs-up to the Disability Confident scheme, they agree to commitments which include anticipating and providing reasonable adjustments as required. They also agree to support any existing employee who acquires a disability or long-term health condition, enabling them to stay in work. The scheme provides resources for members including the recently published Disability Confident Manager’s Guide which explains how managers can make and review reasonable adjustments, consider flexible working, and includes examples of other types of adjustments.
As part of the government's response to the Health is Everyone’s Business Consultation, DWP has developed a digital service for employers, offering tailored guidance on health and disability. The service is called Support with Employee Health and Disability and is live across GB, testing very well with employers. Developed with small and medium enterprise (SME) employers, using user centred design principles, the service offers a simple, interactive and highly usable resource which helps employers to feel more confident having conversations about health and disability, as well as understanding and fulfilling their legal obligations on topics such as reasonable adjustments, and signposting to sources of expert support.
The fit note includes an option to allow a healthcare professional to indicate that a patient ‘may be fit for work subject to the following advice’ and provide general details of the functional effect of the individual’s condition and recommend common types of workplace adjustments. However, over 10 million fit notes each year are issued in England without any such advice, resulting in a missed opportunity to help people get the appropriate support they may need to remain in work.
That is why we announced funding in the 2023 Autumn Statement to test new ways of providing individuals receiving a fit note with tailored support, including referral to support through their local WorkWell service pilot. To support this, we launched a Call for Evidence to seek views on how the current fit note process works and the support required to facilitate meaningful work and health conversations and help people start, stay and succeed in work.
Asked by: Lord Hunt of Kings Heath (Labour - Life peer)
Question to the Department of Health and Social Care:
To ask His Majesty's Government, with reference to research by Christine Camacho and Luke Munford at the University of Manchester, what steps they are taking to reduce regional inequalities in what those researchers refer to as "Deaths of Despair".
Answered by Lord Markham - Parliamentary Under-Secretary (Department of Health and Social Care)
The Levelling Up the United Kingdom white paper sets out the Government’s ambition to improve living standards and wellbeing across the UK, invest in communities, and improve public services. It sets mutually reinforcing levelling up missions to focus Government action, including a health mission to narrow the gap in healthy life expectancy by 2030, and increase healthy life expectancy by five years by 2035.
The Government has published a 10-year drug strategy and is investing an extra £532 million between 2022/23 to 2024/25 to improve drug and alcohol treatment and recovery services. This funding is being used by local authorities to create places for an additional 54,500 people in drug and alcohol treatment services and bolster the workforce, seeking to prevent nearly 1,000 deaths. This funding is being targeted to areas of highest need first.
The Department is increasingly focusing on supporting local areas, including better meeting the needs of vulnerable groups. Current work includes: providing targeted support to local areas; enhancing data tools to better inform local needs assessments; supporting workforce development; implementation of the commissioning quality standard; and sharing good practice. Implementation support will adapt over the course of the 10-year strategy in response to need, to ensure we reach the drug strategy goals.
We also published our new Suicide Prevention Strategy for England in September 2023, setting out the actions we will take to save lives and reduce suicides within the next few years, and have set out our intention in the strategy to write guidance for local areas to support them in aligning their own strategies with the national strategy. We have also established a £10 million Suicide Prevention Grant Fund to run from 2023 to March 2025, and on 4 March 2024 we announced the 79 organisations across the country that have been allocated funding. We have also launched a new nationwide, near real-time suspected suicide surveillance system, that will improve the early detection of, and timely action to, address changes in suicide rates or trends.
Asked by: Munira Wilson (Liberal Democrat - Twickenham)
Question to the Department for Education:
To ask the Secretary of State for Education, what assessment her Department has made of the potential impact of the shortage of ADHD medication on students during the upcoming exam season; and whether her Department has had discussions with (a) examination boards and (b) schools on mitigation measures.
Answered by Damian Hinds - Minister of State (Education)
The department is aware of the current difficulties some students are facing in obtaining medication for attention deficit hyperactivity disorder (ADHD). The department has not held discussions with examination boards specific to this.
There are established arrangements in place that schools and colleges will be familiar with, which should be used to arrange any reasonable adjustments or access arrangements for students with disabilities.
The Equality Act 2010 requires examination boards to make reasonable adjustments where a disabled person would be at a substantial disadvantage in undertaking an assessment. Reasonable adjustments are changes made to exams or assessments, or to the way they are conducted, to mitigate the risk that a disabled person would be at a substantial disadvantage in undertaking an assessment. They are needed because some disabilities can make it harder for students to show what they know, understand and can do in an assessment, than it would be had the student not been disabled. The exam or assessment must still test the same knowledge, skills and understanding for that qualification.
If a student’s need has changed or they need a reasonable adjustment that has not been applied for, the school or college should contact the relevant awarding organisation as soon as possible.
Asked by: Marsha De Cordova (Labour - Battersea)
Question to the Foreign, Commonwealth & Development Office:
To ask the Deputy Foreign Secretary, what recent steps his Department has taken to implement the FCDO disability inclusion and rights strategy 2022 to 2030, published on 16 February 2022.
Answered by Andrew Mitchell - Minister of State (Foreign, Commonwealth and Development Office) (Minister for Development)
Our commitment to the Disability Inclusion and Rights Strategy was recently reaffirmed in the International Development White Paper that I [Minister Mitchell] presented to the House. To deliver on our strategy the FCDO seeks to embed disability inclusion across the full range of FCDO's diplomacy, policy, and programming, working with local partners around the world. For example, the Girl's Education Department has recently developed a new internal policy paper drawing on what works to get children with disabilities into quality and inclusive education. Our progress against the strategy is regularly reviewed by a board of independent experts from civil society and academia.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, whether he is taking steps to encourage (a) flexible working and (b) other practices to support gender-inclusivity in police forces.
Answered by Chris Philp - Minister of State (Home Office)
The 20,000-officer uplift provided a once in a generation opportunity to support forces to become more representative of the communities they serve, and to create a foundation from which forces can continue to make further improvements in future.
As a result of the police uplift, the police officer workforce is now more representative than it has ever been. As at 31 March 2023, there are 53,080 female police officers (headcount) which represents the highest number on record, accounting for 35.5% of officers.
The learning generated during the Uplift has been captured and shared with forces via the online Uplift Hub. This is now being used by forces to support ongoing recruitment activity and strong evidence-led retention strategies to support officers in their careers. Dedicated learning is also available on the Uplift Hub on improving representation.
In order to support forces to recruit and retain officers from diverse backgrounds and promote inclusivity, the College of Policing has also created a toolkit for forces to support the development of flexible and/or part-time working pathways as well as a Workplace Adjustment Toolkit for forces.
Through the Police Covenant, we have also appointed the first Chief Medical Officer for policing who is developing a national health strategy for all staff and officers.
Whilst progress has been made, there remains more work to be done by forces to increase representation in policing. The Government also continues to work with forces to ensure that they put the right support in place to enable officers and staff with additional needs, disabilities or other health conditions to enable them to thrive in their careers and continue to serve the public.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, whether he is taking steps to encourage (a) alternative working and (b) other arrangements to support people in police forces with (i) additional needs, (ii) disabilities and (iii) other health conditions.
Answered by Chris Philp - Minister of State (Home Office)
The 20,000-officer uplift provided a once in a generation opportunity to support forces to become more representative of the communities they serve, and to create a foundation from which forces can continue to make further improvements in future.
As a result of the police uplift, the police officer workforce is now more representative than it has ever been. As at 31 March 2023, there are 53,080 female police officers (headcount) which represents the highest number on record, accounting for 35.5% of officers.
The learning generated during the Uplift has been captured and shared with forces via the online Uplift Hub. This is now being used by forces to support ongoing recruitment activity and strong evidence-led retention strategies to support officers in their careers. Dedicated learning is also available on the Uplift Hub on improving representation.
In order to support forces to recruit and retain officers from diverse backgrounds and promote inclusivity, the College of Policing has also created a toolkit for forces to support the development of flexible and/or part-time working pathways as well as a Workplace Adjustment Toolkit for forces.
Through the Police Covenant, we have also appointed the first Chief Medical Officer for policing who is developing a national health strategy for all staff and officers.
Whilst progress has been made, there remains more work to be done by forces to increase representation in policing. The Government also continues to work with forces to ensure that they put the right support in place to enable officers and staff with additional needs, disabilities or other health conditions to enable them to thrive in their careers and continue to serve the public.
Asked by: Tanmanjeet Singh Dhesi (Labour - Slough)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, what assessment she has made of the potential impact of the 4% increase in NHS dental charges on access to dental care for low-income (a) people and (b) families.
Answered by Andrea Leadsom - Parliamentary Under-Secretary (Department of Health and Social Care)
National Health Service dental charges provide an important contribution to pressurised NHS budgets. It is particularly important to maintain this contribution at sustainable levels, whilst we work to improve NHS dentistry. In setting the charges, we strive to strike a balance between the contribution the charges represent to the overall NHS budget, and the cost to charge-paying patients, recognising the primary policy objectives of improving oral health and guarding against creating financial barriers in accessing NHS dentistry.
We consider that the latest 4% uplift is proportionate, as it remains below the Consumer Prices Index, and represents a £1 increase to a Band 1 course of treatment. To ensure everyone has access to dentistry when needed, there are a range of exemptions to NHS dental patient charges for those who need the most financial support.
The Department has produced an Impact Assessment with respect to the 4% uplift of NHS dental charges for patients in England from April 2024, which is available from the following link:
https://www.legislation.gov.uk/ukia/2024/48/pdfs/ukia_20240048_en.pdf
In line with our Public Sector Equality duty, the Department has also considered the impact of the change on equality, and on those from disadvantaged groups.
Asked by: Mark Hendrick (Labour (Co-op) - Preston)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, what steps her Department is taking to ensure (a) blind, (b) partially sighted, (c) deaf and (d) hearing impaired patients receive (i) care and (ii) communications related to their heath in an accessible format; and if she will make an estimate of the cost to the public purse of missed appointments due to (A) inaccessible and (B) missed communications.
Answered by Maria Caulfield - Parliamentary Under Secretary of State (Department for Business and Trade) (Minister for Women)
Under the Equality Act (2010), health and social care organisations must make reasonable adjustments to ensure that disabled people, including blind, partially sighted, deaf, and hearing impaired patients, are not disadvantaged. Since 2016, all National Health Service organisations and publicly funded social care providers in England are required to comply with the Accessible Information Standard (AIS).
NHS England is responsible for the AIS, and have completed a review of the AIS to help ensure that the communication needs of people with a disability, impairment, or sensory loss are met in health and care provision. The AIS review included input from individuals with lived experience and voluntary sector organisations for blind, partially sighted, deaf, and hearing impaired patients.
One of the aims of the review was to strengthen assurance of implementation of the AIS, and a self-assessment framework has been developed to support providers of NHS and social care services, to measure their performance against the AIS and develop improvement action plans to address gaps in implementation. The AIS self-assessment framework is designed to enable enhancements around assurance and allows organisations, commissioners, and the Care Quality Commission (CQC) to judge performance and compliance.
NHS England will publish a revised AIS in due course. Following publication, NHS England will continue work to support its implementation with awareness raising, communication and engagement, and updated e-learning modules on the AIS to ensure NHS staff are better aware of the standard, and their roles and responsibilities in implementing it.
NHS England collects data on the total costs of missed appointments, but that data is not broken down sufficiently to enable us to make an estimate of appointments missed due to inaccessible or missed communications.
Asked by: Carol Monaghan (Scottish National Party - Glasgow North West)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, if he will make an assessment of the potential impact of the Data Protection and Digital Information Bill on the (a) physical and (b) mental wellbeing of people with (i) M.E. and (ii) other chronic diseases.
Answered by Paul Maynard - Parliamentary Under-Secretary (Department for Work and Pensions)
The department has assessed the impact of the third-party data measure in the regulatory impact assessment scrutinised and green-rated by the Regulatory Policy Committee. This was published on the 27th November 2023 as part of the supporting documentation for the Data Protection and Information Bill and is available here: Data Protection and Digital Information Bill: supporting documents - GOV.UK (www.gov.uk).
The department has fulfilled all the requirements of the Public Sector Equality Duty (PSED) as set out in section 149 of the Equality Act 2010 and in line with our statutory duty keeps the impact of this measure on groups with protected characteristics under continuous review.
In 22/23, DWP overpaid over £8bn due to fraud and error. This is unacceptable and we are taking robust steps to tackle this.
The third party data legislation we are seeking is one such approach. The focus of this power will be about finding signals of potential benefit fraud and error.
The measure does not target a particular group of benefit claimant and we have tried and tested safeguarding procedures to protect vulnerable groups and will follow business as usual processes.