Lord Young of Cookham (Con)
My Lords, I congratulate my noble friend Lord Holmes on securing this debate on an issue he has championed both before and after the publication of his report last year on opening up public appointments to disabled people. I commend the speech he made today, and those of all noble Lords who have spoken—who had to cope for the first time with flashing lights to limit the times of our speeches.
Recommendation 2.1 of my noble friend’s report states that the Government should,
“showcase role models on a rolling basis”.
He has done exactly that for many years. As my noble friend reminded us, he is chair of the Global Disability Innovation Hub, diversity adviser to the Civil Service and co-chair of the All-Party Parliamentary Group for Assistive Technology, as well as sitting on the All-Party Parliamentary Group on FinTech, the All-Party Parliamentary Group on Blockchain and the All-Party Parliamentary Group on the Fourth Industrial Revolution. He is deputy chairman of Channel 4; he is chair of Ignite, an innovation and change consultancy; and he sits on the future talent steering group. So, it is not just this House that benefits from my noble friend’s wide range of skills, experience and energy.
The question that has run through our debate this evening is basically this: are there more people like him out there, whose energy and talents we can harness? To answer that question, as noble Lords will recall, we asked my noble friend, alongside his already significant responsibilities, to review how we can open up public appointments to disabled people.
Public bodies sit at the heart of our society. They deliver vital and essential services to our communities, such as the NHS, policing, justice and educational services, to name a few. It is vital that these public bodies have strong leadership at their core to help them to make the right decisions to deliver the services that the public need and expect.
The Government make more than 1,000 appointments a year to the boards of around 550 public bodies, spending more than £200 billion between them. It is these appointees who provide direction and leadership in public bodies. By holding senior staff to account, they also provide expert and independent advice. As other noble Lords have done, I thank the many hard-working individuals in public bodies, both within the executive and non-executive teams, who make these public services a reality—many of them also serve in your Lordships’ House.
The Government are committed to improving diversity in public appointments. Given the diverse communities that these bodies serve, it is important that the public appointments we make are as representative as possible of those communities. Indeed, the Prime Minister herself has made it clear that public services like these must represent the people they serve. Not only is this morally the right thing to do, but it also brings genuine value to decision-making. Public bodies regularly face challenging decisions so we need the best minds from our communities to help guide them. As my noble friend said in his report,
“talent is everywhere, but opportunity is not”.
We have made good progress in increasing diversity in appointments. New appointments made of women, candidates from BAME backgrounds and those with a declared disability have all increased since 2013-14. However, I am sure that noble Lords will agree—I know that the noble Baroness, Lady Hayter, will—that there is still more to do to meet the Government’s ambitions of 50% of public appointments being held by women and 14% of appointments being made from ethnic minority backgrounds by 2022. In the words of the noble Lord, Lord Scriven, we want to “unlock” talent. Both he and the noble Baroness, Lady Hayter, made a valid point about having a broader cultural base and broadening a board’s outlook so that it has the breadth of vision that is needed.
So what are we doing? In 2017, we published our Public Appointments Diversity Action Plan, which makes the moral and business case for more diverse public appointments. It sets out our goals and a 10-point action plan to help meet the Government’s ambition of achieving 50% of all public appointees being female and 14% of all public appointments being from ethnic minorities by 2022. My noble friend Lord Holmes’s review of the barriers preventing disabled people taking up public appointments was part of delivering this plan. My noble friend reported back in December 2018; again, I thank him for his excellent review, with its moving case studies. The Government remain committed to improving diversity in public appointments and have carefully considered the recommendations put forward in my noble friend’s review.
The review sets out a range of recommendations covering data collection and transparency, attracting and nurturing talent, application packs and job descriptions, interviews and the other issues that were mentioned in the debate; for example, the noble Lord, Lord Scriven, mentioned retention and both he and my noble friend Lord Holmes mentioned having a central application portal. The noble Lord, Lord Scriven, also mentioned making the interview panel more diverse, which is another recommendation in the report. Many of my noble friend’s recommendations will benefit all those from underrepresented communities wishing to apply for public appointments. I read my noble friend’s report last night. He said:
“I believe that they”—
the recommendations—
“could have general applicability and benefits in many situations, across public appointments and to all talent acquisition and recruitment practices”.
Therefore, it makes sense that, in parallel to responding to my noble friend, we refresh the 2017 Public Appointments Diversity Action Plan.
As I recently set out in my response to my noble friend’s Question in May, we will respond to the review imminently—around the end of this month—and at the same time we will publish a refreshed public appointments diversity action plan. I am only sorry that those were not available in time for our debate this evening. Appointments are made individually by departments, so officials in the Cabinet Office have been working across those departments and thoroughly considering how to take forward the review’s aims on a broad front.
In response to a question raised by the noble Lord, Lord Scriven, I can say that our revised diversity action plan will set out measures that will help to open up public appointments not only to disabled people but to diverse groups in the broadest sense. That includes women, those from ethnic minorities, those of different faith perspectives and those who identify as LGBT+, as well as individuals from different social backgrounds and indeed from all regions across the UK.
I know that officials from the Cabinet Office have been keeping my noble friend Lord Holmes informed of the progress of the Government’s response to his review and the refreshed diversity action plan, and I hope that he has found these updates helpful. I would welcome his views on them when they are published, as would the House as a whole. He will be pleased to know that, in the meantime, we have continued to take forward actions in the Public Appointments Diversity Action Plan published in 2017. We have been working to increase the visibility of appointees from underrepresented groups and have encouraged applications from people with diverse skills and experiences through a series of events.
Since last summer, my honourable friend the Minister for Implementation has been hosting and has spoken at events, including one held in Downing Street with the kind permission of the Prime Minister, to encourage talented individuals from ethnic minority backgrounds to consider public appointments. Events have also been held to encourage the brightest and best in business and those with faith perspectives to consider these opportunities. The Minister went to Birmingham and Newcastle to encourage talented individuals from outside London to apply for public appointments—we want more talented individuals from outside London and the south-east to consider these opportunities—and we will continue to hold further events throughout 2019. We have involved networks in these outreach events to help raise awareness of public appointments and have encouraged them to distribute communications about public appointment opportunities to their members. We have also improved how we collect and monitor data on the diversity of appointments and reappointments made each year through the launch of a new data collection tool.
I shall try to address some of the specific issues raised during our debate. My noble friend Lord Inglewood asked what we were doing to encourage more younger people to take up public appointments. Our public appointees have been getting younger. In 2017-18, 20% of new appointments were of people under 45, compared with 18% in the previous year, and some bodies have created specific roles—
Lord Inglewood
Does the Minister think that people under 45 are young people?
Lord Young of Cookham
Certainly as far as I am concerned, anyone under 45 is young. I will see whether we can collect statistics on a more granular basis than simply “under 45”.
I was asked what other tools the Government use to achieve inclusivity. Public appointees go through a fair, open and transparent selection process, set out in the Government’s code and regulated by the independent Commissioner for Public Appointments.
What are we doing to attract talent in public appointments? That question was posed by the noble Lord, Lord Judd. The measures that we will set out in our refreshed public appointments diversity action plan arrive at precisely the objective referred to by the noble Lord.
My noble friend Lord Inglewood made the point that we should not make the best the enemy of the good. On his point about building a team, that is a matter for the chair, but what is happening at the moment is that the specific methods of choosing people preclude people from applying who may indeed be the best—those who may have the best qualities and unusual life stories. At the moment those people may be excluded.
I do not want to run into injury time. I will write to noble Lords on those points that I have not replied to.
In conclusion, I believe that many of my noble friend’s considered and practical recommendations will help to increase diversity in public appointments from all underrepresented groups and drive up the quality of public services. We are both determined to put that right; I know that he and the House will ensure that we deliver real, positive improvements in the diversity of public appointments in the future.