Asked by: Ellie Reeves (Labour - Lewisham West and Penge)
Question to the Ministry of Justice:
To ask the Secretary of State for Justice, what steps he is taking to increase the availability of grants for charities that are participating in the Transforming Rehabilitation partnership programme.
Answered by Alex Chalk - Lord Chancellor and Secretary of State for Justice
Voluntary sector organisations are a key partner for the Probation Service. We are committed to increasing their role in rehabilitating offenders as part of the new unified model for probation. In doing so, we have sought to learn lessons from the approach taken under the previous Transforming Rehabilitation model for probation (which ceased on 25 June). The procurement process for the new Dynamic Framework for commissioning rehabilitative services has been designed to make it easier for charities and other third-sector organisations to access funding from Government.
An initial £195 million has been awarded to 26 organisations across England and Wales over the next three to four years, to provide vital support services that help reduce reoffending, such as employment and housing advice; and this includes over £45m awarded to organisations providing services tailored to female offenders to address their specific needs and the underlying causes of their crimes as part of the Government’s pledge to see fewer women go to prison.
Around two-thirds of the funding for the 110 contracts awarded so far has been awarded to registered charities or voluntary, community and social enterprise (VCSE) organisations. These are fixed price contracts with a volume cap (with volume bands applying only in larger contracts) to mitigate financial risk to suppliers as a result of volume movement. In addition, many lead organisations are using the specialist skills of smaller organisations to help deliver services, with another 50 organisations, mostly in the voluntary sector, named in their supply chains.
In addition, we commissioned Richard Oldfield to carry out an independent review of the Dynamic Framework. His report recognised the enormous effort that has gone into establishing the Dynamic Framework to enable the unified service to deliver Commissioned Rehabilitative Services and the success of awarding all 110 contracts for day one of our new unified Probation Service with around two-thirds of contracts going to charities and VCSEs. The report made various recommendations to further simplify the process for potential providers and to facilitate the participation of smaller charities in particular, including wider use of grants.
We accept this recommendation and want to promote greater use of grants. We have committed to provide the Probation Service’s regional commissioning teams with clear guidance to help make grants the presumptive choice for funding commissioning intentions that meet specified criteria. We are currently developing the criteria but anticipate it will be a combination of award value, as recommended in the report, and type of requirement / service.
We will continuously review our processes to identify ways to improve future commissioning and procurement.
Asked by: Ellie Reeves (Labour - Lewisham West and Penge)
Question to the Ministry of Justice:
To ask the Secretary of State for Justice, what steps he is taking to tackle the challenges faced by charities when participating in the Transforming Rehabilitation procurement process.
Answered by Alex Chalk - Lord Chancellor and Secretary of State for Justice
Voluntary sector organisations are a key partner for the Probation Service. We are committed to increasing their role in rehabilitating offenders as part of the new unified model for probation. In doing so, we have sought to learn lessons from the approach taken under the previous Transforming Rehabilitation model for probation (which ceased on 25 June). The procurement process for the new Dynamic Framework for commissioning rehabilitative services has been designed to make it easier for charities and other third-sector organisations to access funding from Government.
An initial £195 million has been awarded to 26 organisations across England and Wales over the next three to four years, to provide vital support services that help reduce reoffending, such as employment and housing advice; and this includes over £45m awarded to organisations providing services tailored to female offenders to address their specific needs and the underlying causes of their crimes as part of the Government’s pledge to see fewer women go to prison.
Around two-thirds of the funding for the 110 contracts awarded so far has been awarded to registered charities or voluntary, community and social enterprise (VCSE) organisations. These are fixed price contracts with a volume cap (with volume bands applying only in larger contracts) to mitigate financial risk to suppliers as a result of volume movement. In addition, many lead organisations are using the specialist skills of smaller organisations to help deliver services, with another 50 organisations, mostly in the voluntary sector, named in their supply chains.
In addition, we commissioned Richard Oldfield to carry out an independent review of the Dynamic Framework. His report recognised the enormous effort that has gone into establishing the Dynamic Framework to enable the unified service to deliver Commissioned Rehabilitative Services and the success of awarding all 110 contracts for day one of our new unified Probation Service with around two-thirds of contracts going to charities and VCSEs. The report made various recommendations to further simplify the process for potential providers and to facilitate the participation of smaller charities in particular, including wider use of grants.
We accept this recommendation and want to promote greater use of grants. We have committed to provide the Probation Service’s regional commissioning teams with clear guidance to help make grants the presumptive choice for funding commissioning intentions that meet specified criteria. We are currently developing the criteria but anticipate it will be a combination of award value, as recommended in the report, and type of requirement / service.
We will continuously review our processes to identify ways to improve future commissioning and procurement.
Asked by: Fleur Anderson (Labour - Putney)
Question
To ask the Minister for Women and Equalities, what steps she is taking to tackle ageism in society.
Answered by Kemi Badenoch - President of the Board of Trade
The Equality Act prohibits age discrimination in a variety of fields, including employment, the provision of services and the exercise of public functions. Differential treatment based on a person’s age is permitted, but only where this can be objectively justified.
Other legislation in recent years has also helped to tackle ageism – for example the abolition of the default retirement age in 2011 – but our approach goes beyond basic legal protections. For example, to support older workers to remain in work, the Department for Work and Pensions and the Government’s Business Champion for Older Workers are working with employer organisations – including CIPD, British Chambers of Commerce, ACAS and Local Enterprise Partnerships – to encourage employers to support their older workers, retain them in the workforce and benefit from their skills and experience.
For those who become unemployed, the Government’s Plan for Jobs provides new funding to ensure more people, including those aged 50 and over, get tailored Jobcentre Plus support to help them find work and to build the skills they need to get into work. As part of the Jobcentre Plus offer for people aged 50 and over, we are also providing dedicated support through 50 PLUS Champions, to ensure they fully benefit from the Plan for Jobs package and existing Jobcentre Plus support.
Asked by: Chi Onwurah (Labour - Newcastle upon Tyne Central)
Question
To ask the Minister for Women and Equalities, pursuant to the Answer of 25 May 2021 to Question 3857 on Racial Discrimination: Technology, whether the research referred to in that Answer is limited to the research cited in footnotes 101-105 of The Commission on Race and Ethnic Disparities' report dated 31 March 2021.
Answered by Kemi Badenoch - President of the Board of Trade
The independent Commission on Race and Ethnic Disparities published its findings on 31 March 2021. The report took an evidence-led approach drawing on academic research, expert views and over 2,300 submissions to the call for evidence. The Employment and Enterprise chapter of the report summarises the Commission’s research about Artificial Intelligence systems and bias in technology.
The Commission recommended that the government issue guidance that clarifies how to apply the Equality Act to algorithmic decision-making and require transparency for public sector bodies when this is applied to decisions concerning individuals. The government is still carefully considering the report’s findings and recommendations and will respond in full this summer.
Asked by: Chi Onwurah (Labour - Newcastle upon Tyne Central)
Question
To ask the Minister for Women and Equalities, pursuant to the Answer of 25 May 2021 to Question 3857 on Racial Discrimination: Technology and with reference to the conclusions report of the Commission on Race and Ethnic Disparities report, published on 31 March 2021, whether it is her policy (a) that before dismissing any system, it should be compared with the alternative, (b) that an automated system may be imperfect, but a human system may be worse, and (c) to make a comparative assessment of the potential merits of using (i) automated and (ii) human systems.
Answered by Kemi Badenoch - President of the Board of Trade
The independent Commission on Race and Ethnic Disparities published its findings on 31 March 2021. The report took an evidence-led approach drawing on academic research, expert views and over 2,300 submissions to the call for evidence. The Employment and Enterprise chapter of the report summarises the Commission’s research about Artificial Intelligence systems and bias in technology.
The Commission recommended that the government issue guidance that clarifies how to apply the Equality Act to algorithmic decision-making and require transparency for public sector bodies when this is applied to decisions concerning individuals. The government is still carefully considering the report’s findings and recommendations and will respond in full this summer.
Asked by: Chi Onwurah (Labour - Newcastle upon Tyne Central)
Question
To ask the Minister for Women and Equalities, pursuant to the Answer of 25 May 2021 to Question 3857 on Racial Discrimination: Technology, whether she has made a further assessment of the feasibility of defining fairness mathematically as referred to in the The report of the Commission on Race and Ethnic Disparities published on 31 March 2021, other than in the research cited in footnotes 101-105 of that report.
Answered by Kemi Badenoch - President of the Board of Trade
The independent Commission on Race and Ethnic Disparities published its findings on 31 March 2021. The report took an evidence-led approach drawing on academic research, expert views and over 2,300 submissions to the call for evidence. The Employment and Enterprise chapter of the report summarises the Commission’s research about Artificial Intelligence systems and bias in technology.
The Commission recommended that the government issue guidance that clarifies how to apply the Equality Act to algorithmic decision-making and require transparency for public sector bodies when this is applied to decisions concerning individuals. The government is still carefully considering the report’s findings and recommendations and will respond in full this summer.
Asked by: Chi Onwurah (Labour - Newcastle upon Tyne Central)
Question
To ask the Minister for Women and Equalities, with reference to her oral contribution of 24 March 2021, Official Report, column 907, if she will publish the research conducted by the Commission on Race and Ethnic Disparities referred to in that answer; and what steps she is taking to prevent structural racism from being further entrenched by new technologies.
Answered by Kemi Badenoch - President of the Board of Trade
The Commission on Race and Ethnic Disparities published its findings on 31 March 2021 and its report is available on GOV.UK. The Employment and Enterprise chapter of the report includes the Commission’s research about Artificial Intelligence systems and bias in technology.
The Commission has recommended that Government issue guidance that clarifies how to apply the Equality Act to algorithmic decision-making and require transparency for public sector bodies when such is applied to decision making concerning individuals. The Government is now considering the Commission’s recommendations in detail and will respond in full this summer.
Asked by: Imran Ahmad Khan (Independent - Wakefield)
Question to the Department for Education:
To ask the Secretary of State for Education, what steps his Department is taking to encourage pupils to study STEM subjects in (a) further and (b) higher education in (i) Wakefield and (ii) West Yorkshire.
Answered by Gillian Keegan - Secretary of State for Education
The government is encouraging more students, including those in Wakefield and West Yorkshire, into science, technology, engineering and mathematics (STEM) education and training at all stages from primary school to higher education. Improving take-up of STEM subjects is vital for the UK’s future economic needs and to drive up productivity.
To ensure a strong pipeline of qualified students into higher education and careers in STEM areas, the department has committed substantial spending on mathematics, digital and technical education to increase take-up and better teaching of STEM subjects in schools.
We have also introduced T Levels as a high-quality technical alternative to A levels. T Levels in Digital and Construction were launched last year, Health and Science will be taught for the first time from this September, and courses in Engineering and Manufacturing will launch in 2022. In the West Yorkshire area, Notre Dame Catholic Sixth Form College and Shipley College began teaching the Digital T Level last year. Wakefield College, Calderdale College and Leeds City College plan to deliver T Levels (including Digital, Construction, Health & Science and Education & Childcare) from September this year. A further 3 providers - Kirklees College, Leeds College of Building and Garforth Academy - will start delivering T Levels (including Digital, Construction, Health & Science, Education & Childcare, Business Administration and Engineering & Manufacturing) in 2022.
The government is also funding the creation of up to 20 Institutes of Technology, which will be centres of excellence for technical training. These unique collaborations between further education colleges, universities and businesses offer higher technical education and training (mainly at levels 4 and 5) in key sectors such as digital, construction, advanced manufacturing and engineering.
The government also funds programmes to support STEM and the creation of a more diverse STEM workforce now and in the future, such as the STEM Ambassador programme and the CREST Awards, which focus on increasing engagement in STEM through informal and extra-curricular activities, to support young people’s learning, skills and decision-making in pursuing STEM qualifications and careers.
The STEM Ambassadors programme is a nationwide network of over 30,000 volunteers representing over 7,000 employers, who engage with young people to support their interest and knowledge in STEM subjects and to illuminate the broad range of STEM careers through their own experiences. STEM Ambassadors delivered over half a million volunteering hours per year, acting as relatable role models to illustrate to young people that science, research, engineering and innovation is for ‘people like me’ (57% of STEM Ambassadors are under 35, 45% are women and 15% are from an ethnic minority background).
Careers information, advice and guidance opens young people’s eyes to a range of different career possibilities, such as careers in STEM, and challenge stereotypes as well as helping to prepare young people for the workplace.
We know that supporting schools to deliver STEM-related careers education is important. Secondary schools are expected to provide pupils with at least one meaningful interaction with employers per pupil per year, with a particular focus on STEM employers.
The Careers & Enterprise Company (CEC) launched a STEM toolkit to support Careers Leaders, helping them to build STEM-specific content into their careers strategy. The toolkit can be found here: https://www.stem.org.uk/resources/elibrary/resource/467467/stem-careers-toolkit-secondary-schools-and-colleges. The CEC has funded encounters between young people and STEM employers since it was established, investing in organisations like Engineering UK, Greenpower Trust and Manufacturing UK.
The CEC is also working with Local Enterprise Partnerships to help Enterprise Coordinators in those areas with the lowest uptake of STEM qualifications to make sure that STEM encounters are built into careers and enterprise plans.
Asked by: Ruth Jones (Labour - Newport West)
Question to the Department of Health and Social Care:
To ask the Minister for Women and Equalities, what recent assessment she has made of the effectiveness of unconscious bias training.
Answered by Kemi Badenoch - President of the Board of Trade
The Government recognises that it is important to tackle bias in workplaces and in wider society. The Government Equalities Office commissioned a review of the evidence on unconscious bias and diversity training. The review showed that there is currently no evidence that this training changes behaviour in the long term or improves workplace equality. In 2018 GEO published evidence-based advice for employers on actions they could take to reduce bias within their organisations. The issue has not recently been discussed with the Devolved Administrations.
An internal review decided in January 2020 that unconscious bias training would be phased out in Civil Service departments. The Civil Service will instead integrate principles for inclusion and diversity into mainstream core training and leadership modules in a manner which facilitates positive behaviour change.
The government is making progress in understanding what works to support diversity and inclusion in the workplace. The Commission for Race and Ethnic Disparities demonstrates this government’s commitment to level up opportunity for everyone, to better understand disparities and their causes, and will be making evidence-based recommendations to address them. Employment and Enterprise is one of the four priority areas for the Commission. Further, our recent work with the large insurer, Zurich, demonstrated a 16% rise in female applicants for all jobs when advertising all jobs available as flexible. This is one of many trials in our Gender and Behavioural Insights Programme that is at the heart of our commitment to build workplace equality through insights and evidence.
Asked by: Ruth Jones (Labour - Newport West)
Question to the Department for Business, Energy and Industrial Strategy:
To ask the Minister for Women and Equalities, what discussions she has had with the devolved Administrations on the effectiveness of unconscious bias training.
Answered by Kemi Badenoch - President of the Board of Trade
The Government recognises that it is important to tackle bias in workplaces and in wider society. The Government Equalities Office commissioned a review of the evidence on unconscious bias and diversity training. The review showed that there is currently no evidence that this training changes behaviour in the long term or improves workplace equality. In 2018 GEO published evidence-based advice for employers on actions they could take to reduce bias within their organisations. The issue has not recently been discussed with the Devolved Administrations.
An internal review decided in January 2020 that unconscious bias training would be phased out in Civil Service departments. The Civil Service will instead integrate principles for inclusion and diversity into mainstream core training and leadership modules in a manner which facilitates positive behaviour change.
The government is making progress in understanding what works to support diversity and inclusion in the workplace. The Commission for Race and Ethnic Disparities demonstrates this government’s commitment to level up opportunity for everyone, to better understand disparities and their causes, and will be making evidence-based recommendations to address them. Employment and Enterprise is one of the four priority areas for the Commission. Further, our recent work with the large insurer, Zurich, demonstrated a 16% rise in female applicants for all jobs when advertising all jobs available as flexible. This is one of many trials in our Gender and Behavioural Insights Programme that is at the heart of our commitment to build workplace equality through insights and evidence.