Baroness Altmann

The Minister for Women and Equalities and the Minister of State for Women and Equalities both have responsibility for ensuring that older people are protected from unlawful ageism (age discrimination) by maintaining the existing strong protections in the Equality Act 2010. These protections make it unlawful for an employer, service provider or someone exercising public functions to treat a person less favourably because of age, unless this can be objectively justified.

Unlawful age discrimination is unacceptable, whether occurring in employment, the provision of services or any other context covered by the Equality Act 2010. Any differential treatment based on age must be objectively justifiable, otherwise it will rightly be unlawful.

In a workplace context the abolition of the default retirement age has helped older workers and where unlawful treatment is alleged, the employee may take their case to an employment tribunal. As a first step in any dispute, the parties may consult Acas which operates a Government-funded helpline for people with employment disputes and early conciliation by Acas is required before a claim reaches a tribunal hearing.

The Government keeps all aspects of the Equality Act 2010 under review, to ensure they remain fit for purpose.

Overall staff figures for the Office for Equality and Opportunity total 133.8 Full Time Equivalents, of which the Race Equality Unit total 6 FTE, the Disability Unit total 19.8 FTE and the Women and Equalities Unit total 36.5 FTE. This excludes any temporary time limited resource from wider Cabinet Office.

The Government Equalities Office is part of the Cabinet Office for management and staffing purposes. The EDI Expenditure Guidance published in May 2024 remains in place.

Data on the specific number of working hours used for network activity is not held centrally. The majority of staff time spent on diversity staff networks is voluntary and unpaid.

The Government Equalities Office is part of the Cabinet Office for management and staffing purposes. The EDI Expenditure Guidance published in May 2024 remains in place.

Data on the specific number of working hours used for network activity is not held centrally. The majority of staff time spent on diversity staff networks is voluntary and unpaid.

The Department for Science, Innovation and Technology has 19 colleague-run networks, 11 of which are diversity-related. Time taken on network activities is agreed between individuals and line managers- no formal facility time is allocated. No network holds a delegated budget, and there are currently no plans to revise this approach.

UKRI has 12 network co-chairs across 8 formally supported staff networks. Co-chairs are allocated 1 day per month to carry out network related activities which includes work on organisation-led EDI priorities and reporting on network activities to governance. All 8 networks receive funding for their activities (in financial year 2023/24 this was less than £5,000). There are no plans to alter these funding arrangements.

The delivery of Equality, Diversity and Inclusion Staff Network activity is agreed between networks and departments as the employer. This includes permitted time allocation and any funding arrangements. The majority of staff time spent on diversity staff networks is voluntary and unpaid.

Defra does not afford any protected time to network leads or co-chairs or anyone involved in network activity.

Time allocation

The Department for Transport Core (DfTc) and the Driver and Vehicle Licencing Agency (DVLA) do not allocate a specified amount of time for staff to spend on diversity-related network activities. Civil Service guidance for diversity-related networks requires that time being spent on EDI activities by volunteers, where it is not part of an individual’s core role, is appropriate, reasonable and proportionate.

Funding

At present none of the networks within Department for Transport Core (DfTc) and the Driver and Vehicle Licencing Agency (DVLA) are funded. We are currently reviewing our staff networks and any future funding will align with the guidance on EDI Expenditure published on 14th May 2024.

From October 2022, new requirements were introduced for schemes used for automatic enrolment to provide a simpler annual benefit statement. The Department continues to work with the Financial Conduct Authority and The Pensions Regulator to ensure compliance. Additionally, the Department plans to monitor/review the regulations within 5 years of being introduced as per the regulations (Occupational and Personal Pension Schemes (Disclosure of Information) (Statements of Benefits: Money Purchase Benefits) (Amendment) Regulations 2021)).

The Department publishes annual official statistics on workplace pension participation and saving trends. This provides estimates on the total amount saved into workplace pensions for those eligible for Automatic Enrolment, which was over £131bn in 2023. The table below holds the estimates of the total amount saved over the last 5 years, in 2023 earnings terms, which are also found in the official statistics noted above. As requested, the breakdowns by DB and DC schemes and other/unknown are also shown.

Notes: Estimates of amounts saved into workplace pensions are derived from ONS Annual Survey of Hours and Earnings (ASHE) data. The saving attributed to ‘other/unknown’ is a result of respondents answering ‘unknown’ or failing to answer when asking what their workplace pension scheme type was, despite reporting a positive value of pension saving.

From October 2022, new requirements were introduced for schemes used for automatic enrolment to provide a simpler annual benefit statement. The Department continues to work with the Financial Conduct Authority and The Pensions Regulator to ensure compliance. Additionally, the Department plans to monitor/review the regulations within 5 years of being introduced as per the regulations (Occupational and Personal Pension Schemes (Disclosure of Information) (Statements of Benefits: Money Purchase Benefits) (Amendment) Regulations 2021)).

The Department publishes annual official statistics on workplace pension participation and saving trends. This provides estimates on the total amount saved into workplace pensions for those eligible for Automatic Enrolment, which was over £131bn in 2023. The table below holds the estimates of the total amount saved over the last 5 years, in 2023 earnings terms, which are also found in the official statistics noted above. As requested, the breakdowns by DB and DC schemes and other/unknown are also shown.

Notes: Estimates of amounts saved into workplace pensions are derived from ONS Annual Survey of Hours and Earnings (ASHE) data. The saving attributed to ‘other/unknown’ is a result of respondents answering ‘unknown’ or failing to answer when asking what their workplace pension scheme type was, despite reporting a positive value of pension saving.

The Pensions Regulator’s (TPR’s) strategy is wide-ranging, to ensure that it is fully inclusive and includes groups beyond the nine protected characteristics under the Equality Act 2010, that encompass sex and gender reassignment. TPR uses ‘gender’ as was defined by the Office of National Statistics at the time the strategy was published, and will review their EDI Policy at the point of strategy refresh or when ONS issue new guidance, if earlier.

No estimate has been made.

Estimates for pensioner households who are eligible for but not receiving Pension Credit in 2022/23 are available on Gov.uk.

Income-related benefits: estimates of take-up: financial year ending 2023 - GOV.UK (www.gov.uk)

No estimate has been made as the requested information is not available.

The Pensioners' Incomes series provides figures on how much income pensioners get each week and where they get that income from, but does not include all passported benefits. More information on the Pensioners’ Incomes series can be found on Gov.uk.

Pensioners' Incomes: financial years ending 1995 to 2023 - GOV.UK (www.gov.uk)

More than 500,000 fragility fractures occur every year, and up to 40% of fracture patients will suffer another fracture.

This Government and NHS England support the clinical case for services which help to prevent fragility fractures and support the patients who sustain them. That is why this Government is committed to the expansion of Fracture Liaison Services and is working closely with NHS England to develop rollout plans to end the postcode lottery.

The Government is committed to expanding access to Fracture Liaison Services. The Department is working closely with NHS England to develop rollout plans to ensure better quality and access to these important preventative services, to fill the current gaps in coverage.

Following the independent review by Catherine Colonna the United Nations Relief and Works Agency for Palestine Refugees in the Near East (UNRWA) set out an action plan with detailed management reforms including stronger independent oversight, better detection systems, improved screening procedures, mandatory training for staff on humanitarian principles and more proactive donor engagement. As a result, we are assured that UNRWA is taking action to ensure it meets the highest standards of neutrality.

£1 million of the UK's £21 million support to UNRWA this financial year will support implementation of these reforms. The FCDO will also continue to conduct its own annual assessment of UK funding to UNRWA.

When the Foreign Secretary announced the resumption of funding on 19 July 2024, he said that UNRWA has taken serious action in response to the appalling allegations that UNRWA staff were involved in the 7 October attack against Israel. The government is confident that UNRWA is taking action to ensure it meets the highest standards of neutrality and is strengthening its procedures. £1 million of the £21 million of new UK funding will be earmarked to support UNRWA implement the management reforms recommended by the Colonna review. Together with other donors, we will continue to monitor UNRWA's progress on implementation of its action plan. The FCDO will also continue to conduct our own annual assessment of UK funding to UNRWA.

Legislation introduced in 2023 requires HMRC to make a top-up payment to those individuals contributing to a pension scheme using a net pay arrangement, whose total taxable income is below their personal allowance.

This means that low earning pension savers should receive similar outcomes regardless of whether they are members of a relief at source pension scheme or a net pay pension scheme.

HMRC are developing the IT solution to make these payments, in line with legislation, as soon as practicable in the tax year after the pension contributions were made. The first payments will be made in tax-year 2025-26 in respect of contributions made during 2024-25.

The investment company sector plays a key role in the UK’s economy, representing over 30% of the FTSE 250, and investing in illiquid assets – including infrastructure projects and renewables – to support the Government’s growth agenda.

The Government will carefully consider all options regarding cost disclosure to retail investors.

Information is not held concerning the number of staff, both civilian and military, who are permitted to undertake diversity related network time, nor the percentage of overall working time or total hours they are permitted to spend on such network activity.

We align with Government guidance in supporting Civil Service staff in engaging in Network duties. The Armed Forces who form the vast majority of the workforce do not receive any facilitated time and carry out Network duties in their own time, as do many of our Civil Servants.

All staff networks working in support of Equality, Diversity and Inclusion (ED&I) outcomes are eligible to apply for funding in accordance with Government Guidance on ED&I expenditure dated 14 May 2024.

Until the Government Guidance on ED&I expenditure dated is superseded, this policy will be applied to all applications for network funding.