We must have an equality agenda that is driven by the evidence. That is why we have launched an equality data programme, looking at the life paths of individuals across the country and ensuring that we have hard data about the barriers that people face, whether in education, employment or accessing capital for business.
I thank the Minister for her answer. Like her, I welcome the importance of data in all this. I also welcome the fact that last year the Government Equalities Office commissioned the Behavioural Insights Team to produce a summary of the evidence on unconscious bias training. As she will know, the report highlighted that there was no evidence that this training changed behaviour in the long term, nor did it improve workplace equality. It also stated that there is emerging evidence of unintended negative consequences. So I am glad that the Government are phasing it out in the civil service and that this House is doing the same, but can she assure me and the House that any suggested replacement for this training must be supported by the evidence of what works?
My hon. Friend is right that unconscious bias training has been shown not to work and in fact can be counterproductive. The best way to improve equality is to make the system fairer by increasing choice and openness. For example, making systems around pay and promotion more transparent and open has been shown by the evidence to improve equality for everybody.
I was very pleased to hear my right hon. Friend’s commitment to robust evidence. Does she agree that there is hard data that, when there is enforcement of reporting, more companies publish their gender pay gap? With no enforcement in place, so far this year, just one third of last year’s total has reported. Is that robust enough evidence for her that without enforcement there is a danger that equal pay will slide backwards?
I am pleased to say that we saw the gender pay gap fall to a record low last year, but we need to continue making progress on that issue, which includes making sure that we are tackling the cause of the gender pay gap, and 35% of the cause is the fact that women and men are in different occupations. So we need to make it easier for women to get into high-paid jobs in areas such as technology, science, and engineering.
We have rolled out unprecedented levels of economic support to those who need it most, regardless of gender. That includes sectors that employ large numbers of women, such as retail and hospitality. The Government are continually reviewing the effectiveness of their support and Departments carefully consider the impact of their decisions on those sharing protected characteristics. That is in line with both their legal obligations, and the Government’s strong commitment to promoting fairness. Of course, men are impacted too. Indeed, the latest figures show a higher redundancy rate for men. That is why we are committed to ensuring a fair recovery for all.
A recent High Court ruling found the universal credit childcare payment system to be unlawful and discriminatory against women, after a single mother was forced to pay childcare costs upfront and then claim back, forcing her into debt and causing psychological harm. Does the Minister agree that the universal credit childcare offer is inadequate for parents who rely on it, 80% of whom are women? Will she urge the Department of Work and Pensions to improve it?
I will speak to my colleagues in the DWP, but I know that the Government have been offering unprecedented levels of support to provide for all those people who require support in childcare. That includes the recent £20 uplift, which the Chancellor agreed to last year.
A recent TUC survey found that 71% of mothers asking to be furloughed as they could not juggle work with childcare have been refused by their employers. What steps will the Minister take to ensure that affordable childcare is available for all parents who need it, so that they are not forced out of work by this pandemic?
I thank the hon. Lady for her question. The Government have provided significant support for those people who have been furloughed, and there is a childcare provision within universal credit. We recognise that parents across the country are having difficulties during the pandemic, and we have put several measures in place to ensure they have the support required.
The pandemic has made flexible working a necessity for many women, who have a disproportionate share of caring responsibilities, but under the Flexible Working Regulations 2014 an employee is eligible to request flexible working arrangements only after 26 consecutive weeks of work for their employer. What consideration has the Minister given to the recommendation in the new Women and Equalities Committee report to remove that 26-week threshold?
We have a manifesto commitment to further encourage flexible working, and we are going to be consulting on making it the default unless employers have good reasons not to. We know that the Women and Equalities Committee has released a report, and we are carefully considering it and will provide our conclusions in due course. We appreciate the work of the Committee on these important issues and the contributions of those who gave evidence.
Henry Smith (Crawley) (Con)
ConservativeCrawley
What steps she is taking to ensure that children throughout the UK have equality of opportunity.