Asked by: Anneliese Dodds (Labour (Co-op) - Oxford East)
Question
To ask the Minister for Women and Equalities, how many full-time staff are permanently employed by the Government Equalities Office.
Answered by Maria Caulfield - Parliamentary Under Secretary of State (Department for Business and Trade) (Minister for Women)
The Equality Hub was formed by bringing together four units: the Disability Unit, Government Equalities Office, Race Disparity Unit, and the Social Mobility Commission secretariat. It is part of the Cabinet Office, and as such its annual accounts and priorities are published through their annual reporting. These are set out below:
The Cabinet Office Annual Report and Accounts:
The Cabinet Office Outcome Delivery Plan:
The work of the Equality Hub is also scrutinised by the Women and Equalities Select Committee. The Hub provides financial and staffing information when requested, most recently here: https://committees.parliament.uk/publications/34198/documents/188113/default/
Asked by: Anneliese Dodds (Labour (Co-op) - Oxford East)
Question
To ask the Minister for Women and Equalities, if she will make an assessment of the potential impact of the decrease in annual budget of the Government Equalities Office from £47 million in 2014-15 to £18 million in 2019-20 on the outcomes of that Office.
Answered by Maria Caulfield - Parliamentary Under Secretary of State (Department for Business and Trade) (Minister for Women)
The Equality Hub was formed by bringing together four units: the Disability Unit, Government Equalities Office, Race Disparity Unit, and the Social Mobility Commission secretariat. It is part of the Cabinet Office, and as such its annual accounts and priorities are published through their annual reporting. These are set out below:
The Cabinet Office Annual Report and Accounts:
The Cabinet Office Outcome Delivery Plan:
The work of the Equality Hub is also scrutinised by the Women and Equalities Select Committee. The Hub provides financial and staffing information when requested, most recently here: https://committees.parliament.uk/publications/34198/documents/188113/default/
Asked by: Anneliese Dodds (Labour (Co-op) - Oxford East)
Question
To ask the Minister for Women and Equalities, if she will make an estimate of the number of ministerial hours spent on Government Equalities Office business in 2022.
Answered by Maria Caulfield - Parliamentary Under Secretary of State (Department for Business and Trade) (Minister for Women)
The Equality Hub was formed by bringing together four units: the Disability Unit, Government Equalities Office, Race Disparity Unit, and the Social Mobility Commission secretariat. It is part of the Cabinet Office, and as such its annual accounts and priorities are published through their annual reporting. These are set out below:
The Cabinet Office Annual Report and Accounts:
The Cabinet Office Outcome Delivery Plan:
The work of the Equality Hub is also scrutinised by the Women and Equalities Select Committee. The Hub provides financial and staffing information when requested, most recently here: https://committees.parliament.uk/publications/34198/documents/188113/default/
Asked by: Lord Bishop of Durham (Bishops - Bishops)
Question to the Home Office:
To ask His Majesty's Government what guidance they provide concerning the supervision of women by male officers at immigration removal centres; and whether they will review the use of male officers for supervision of women at Derwentside Immigration Removal Centre.
Answered by Lord Murray of Blidworth
We remain focused on the specific needs for women in our care and Derwentside Immigration Removal Centre (IRC) is operated in line with the Detention Centre Rules 2001, published operating standards for IRCs and Detention Services Orders.
It is routine for best practice to be shared across the Detention Engagement Teams and we have robust mechanisms in place for staff to raise issues or concerns with senior leaders. Derwentside, as the sole female only IRC, presents both unique challenges and opportunities.
Published guidance, and the training received by detainee custody officers makes it clear that physical force, and the use of waist restraint belts or handcuffs, should only be used after a thorough assessment of risk, and in consideration of each individual’s personal circumstances. Restraints should be removed at the earliest opportunity.
The Home Office reviews all reports resulting from a use of force to ensure that techniques are used proportionately, that they are justified, and are used for the minimum period required. Since the inspection took place Control and Restraint instructors have attended the centre to provide additional coaching and incident management support to staff. A bespoke package of training commenced in November 2022 and monthly use of force review meetings commenced in September 2022. In addition, the supplier centre manager reviews all incidents involving use of force, following a review undertaken by the supplier duty director. All use of force incidents are additionally peer reviewed by the supplier’s use of force committees from two other IRCs (Heathrow and Dungavel) to provide an additional layer of governance and independent scrutiny.
All staff working with women receive appropriate gender specific training (such as the protocol for entry to bedrooms), in addition to any generic training they receive when they undergo initial training, and undertake appropriate refresher training, this includes equality and diversity, human trafficking and modern slavery. Detention Service Order 06/2016 Women in the Detention Estate sets out the minimum provision of services for women and can be found on gov.uk here: https://www.gov.uk/government/publications/women-in-detention.
Asked by: Lord Bishop of Durham (Bishops - Bishops)
Question to the Home Office:
To ask His Majesty's Government what steps they are taking to improve the governance and practice of the use of force at Derwentside Immigration Removal Centre, identified as an issue of concern in the Chief Inspector of Prisons' first inspection report of the centre.
Answered by Lord Murray of Blidworth
We remain focused on the specific needs for women in our care and Derwentside Immigration Removal Centre (IRC) is operated in line with the Detention Centre Rules 2001, published operating standards for IRCs and Detention Services Orders.
It is routine for best practice to be shared across the Detention Engagement Teams and we have robust mechanisms in place for staff to raise issues or concerns with senior leaders. Derwentside, as the sole female only IRC, presents both unique challenges and opportunities.
Published guidance, and the training received by detainee custody officers makes it clear that physical force, and the use of waist restraint belts or handcuffs, should only be used after a thorough assessment of risk, and in consideration of each individual’s personal circumstances. Restraints should be removed at the earliest opportunity.
The Home Office reviews all reports resulting from a use of force to ensure that techniques are used proportionately, that they are justified, and are used for the minimum period required. Since the inspection took place Control and Restraint instructors have attended the centre to provide additional coaching and incident management support to staff. A bespoke package of training commenced in November 2022 and monthly use of force review meetings commenced in September 2022. In addition, the supplier centre manager reviews all incidents involving use of force, following a review undertaken by the supplier duty director. All use of force incidents are additionally peer reviewed by the supplier’s use of force committees from two other IRCs (Heathrow and Dungavel) to provide an additional layer of governance and independent scrutiny.
All staff working with women receive appropriate gender specific training (such as the protocol for entry to bedrooms), in addition to any generic training they receive when they undergo initial training, and undertake appropriate refresher training, this includes equality and diversity, human trafficking and modern slavery. Detention Service Order 06/2016 Women in the Detention Estate sets out the minimum provision of services for women and can be found on gov.uk here: https://www.gov.uk/government/publications/women-in-detention.
Asked by: Lord Bishop of Durham (Bishops - Bishops)
Question to the Home Office:
To ask His Majesty's Government how any lessons from the Home Office Detention engagement team at the Derwentside Immigration Removal Centre will be shared across the detention estate.
Answered by Lord Murray of Blidworth
We remain focused on the specific needs for women in our care and Derwentside Immigration Removal Centre (IRC) is operated in line with the Detention Centre Rules 2001, published operating standards for IRCs and Detention Services Orders.
It is routine for best practice to be shared across the Detention Engagement Teams and we have robust mechanisms in place for staff to raise issues or concerns with senior leaders. Derwentside, as the sole female only IRC, presents both unique challenges and opportunities.
Published guidance, and the training received by detainee custody officers makes it clear that physical force, and the use of waist restraint belts or handcuffs, should only be used after a thorough assessment of risk, and in consideration of each individual’s personal circumstances. Restraints should be removed at the earliest opportunity.
The Home Office reviews all reports resulting from a use of force to ensure that techniques are used proportionately, that they are justified, and are used for the minimum period required. Since the inspection took place Control and Restraint instructors have attended the centre to provide additional coaching and incident management support to staff. A bespoke package of training commenced in November 2022 and monthly use of force review meetings commenced in September 2022. In addition, the supplier centre manager reviews all incidents involving use of force, following a review undertaken by the supplier duty director. All use of force incidents are additionally peer reviewed by the supplier’s use of force committees from two other IRCs (Heathrow and Dungavel) to provide an additional layer of governance and independent scrutiny.
All staff working with women receive appropriate gender specific training (such as the protocol for entry to bedrooms), in addition to any generic training they receive when they undergo initial training, and undertake appropriate refresher training, this includes equality and diversity, human trafficking and modern slavery. Detention Service Order 06/2016 Women in the Detention Estate sets out the minimum provision of services for women and can be found on gov.uk here: https://www.gov.uk/government/publications/women-in-detention.
Asked by: Anneliese Dodds (Labour (Co-op) - Oxford East)
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 merits of exempting people impacted by domestic abuse from (a) the benefit cap and (b) repaying benefit advances.
Answered by Guy Opperman - Parliamentary Under-Secretary (Department for Transport)
There are no current plans to introduce new exemptions into the benefit cap policy.
Households receiving disability benefits and/or entitled to carer benefits are exempt together with households that earn at least £658 a month. Households may also be exempt for a period of nine months where the claimant, their partner or ex-partner has a sustained work history.
DWP recognises the pressures and challenges that this group face, which is why we have made Discretionary Housing Payments available to allow LAs to provide financial help with rental costs. In order to facilitate that, DWP has made it clear to LAs that we consider this group to be among those for whom DHPs should be a priority.
Universal Credit advances are a claimant’s entitlement paid early, repaid through future payments being automatically reduced. Making Universal Credit advances non-repayable for victims of domestic abuse would mean this cohort of claimants receiving greater entitlement than others, raising equality concerns from other groups of claimants. The Government has taken steps to support all new Universal Credit claimants receiving a new claim advance. In April 2021, the repayment period for new claim advances was doubled to give more flexibility.
Asked by: Fleur Anderson (Labour - Putney)
Question to the Department for Work and Pensions:
To ask the Secretary of State for Work and Pensions, what assessment he has made of the potential impact of the retirement age of 66 years old on the (a) financial situation, (b) mental health and (c) overall wellbeing of people aged 60-66.
Answered by Laura Trott - Chief Secretary to the Treasury
Successive government have given due consideration to the impact of the proposals made in the Pensions Acts of 1995, 2007 and 2011 that made changes to the State Pension age.
The Pensions Act 1995 legislated to equalise men and women’s SPa at 65, over a 10 year period between 2010 and 2020. Standardised impact assessments had not been introduced at the time, but an overview of the options and evidence considered when developing the policy is provided in the 1993 white paper ‘Equality in State Pension age’ - https://www.whatdotheyknow.com/request/283975/response/692460/attach/html/3/Equality%20in%20State%20Pension%20age%201993.pdf.html
The Pensions Act 2007 legislated to introduce a timetable for the increase of SPa to 66, 67 and 68, so that these rises took place by 2026, 2036 and 2046.
The impact assessment for the Pensions Act 2007 can be found here: http://webarchive.nationalarchives.gov.uk/20121204130650/http://www.dwp.gov.uk/docs/pensions-bill-ria.pdf
The Pensions Act 2011 brought forward the equalisation of the male and female State Pension age at 65 by 18 months, so that it takes place by November 2018 rather than April 2020. It also brought forward the increase from 65 to 66 by five and a half years, so that it takes place by October 2020 rather than March 2026.
The impact assessment for the Pensions Act 2011 can be found here: https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/181462/pensions-bill-2011-ia-annexa.pdf”
Asked by: Baroness Hussein-Ece (Liberal Democrat - Life peer)
Question to the Foreign, Commonwealth & Development Office:
To ask His Majesty's Government what their financial contributions were to (1) United Nations Population Fund (UNFPA), (2) UNICEF, (3) UNAIDS, (4) WHO, (5) UN Women, (6) The Global Fund, and (7) International Planned Parenthood Federation (IPPF) in (a) 2018-19, (b) 2019-20, and (c) 2020-21.
Answered by Lord Goldsmith of Richmond Park
Table 1 shows UK Official Development Assistance (ODA) in the form of core contributions to the United Nations Population Fund (UNFPA), United Nations Children's Fund (UNICEF), Joint United Nations Programme on HIV/AIDS (UNAIDS), World Health Organisation (WHO), United Nations Entity for Gender Equality and the Empowerment of Women (UN Women), and The Global Fund to Fight AIDS, Tuberculosis and Malaria, for the period 2018 to 2020. Additionally, the UK uses these multilateral organisations as a delivery partner for bilateral aid ("multi-bi" ODA), except for UNAIDS.
The International Planned Parenthood Federation is an international NGO to which the UK provided £5million of bilateral funding in 2018, £35million in 2019 and £49million in 2020, as set out in Table 2.
Table 1 - UK ODA: Core Contributions to Selected Multilateral Organisations (2018-2020, £million)
Organisation | 2018 | 2019 | 2020 |
United Nations Population Fund | 20 | 20 | 20 |
United Nations Children's Fund | 48 | 48 | 48 |
Joint United Nations Programme on HIV/AIDS | 15 | 15 | 15 |
World Health Organisation: voluntary contribution | 30 | 35 | 5 |
World Health Organisation: assessed contribution | 13 | 13 | 13 |
United Nations Entity for Gender Equality and the Empowerment of Women | 13 | 13 | 13 |
Global Fund to Fight AIDS, Tuberculosis and Malaria | 360 | 370 | 476 |
Table 2 - UK ODA: Bilateral ODA to International Planned Parenthood Federation (2018-2020, £million)
Programme Title | 2018 | 2019 | 2020 |
Women's Integrated Sexual Health Programme | 5 | 33 | 47 |
Approaches in complex and challenging environments for sustainable sexual and reproductive health and rights (ACCESS) | 1 | 1 | |
Preventing Recourse to Unsafe Abortion - supporting locally led initiatives (SAAF) | 1 | 1 |
Source: Statistics on International Development 2020
Asked by: Anneliese Dodds (Labour (Co-op) - Oxford East)
Question
To ask the Minister for Women and Equalities, what assessment the Government has made of the operation of the Gender Pay Gap Regulations in each of the last five years; which Department has been responsible for that assessment; and what budget the Government has allocated to that assessment in that period.
Answered by Katherine Fletcher
This Government is committed to the empowerment of women in the workplace. Over the last decade our work has seen the gender pay gap fall considerably with the reporting regulations helping to motivate employers to improve equality in the workplace and strong growth in the number of women in full-time work.
To drive forward this progress we have recently announced a groundbreaking pay transparency pilot, a new STEM returners programme and a Taskforce on Women-Led High-Growth Enterprises.
We are required to carry out a review of the regulations after they’ve been in force for five years; as is the case for many other business regulations. This is being prepared by the Equality Hub. It is important that we take time to properly consider the evidence we have from the last five years, especially factoring in the effects of the pandemic, so that the review accurately reflects the implementation and impact of reporting. It will be published in due course.