Oral Answers to Questions

Debate between Dawn Butler and Victoria Atkins

Thursday 11th July 2019 Commons Chamber

[Dawn Butler (Brent Central) (Lab)]

The Government said that it would take two weeks to resolve the Windrush cases; it has been over 64 weeks thus far. I have a live petition, which garnered more than 800 signatures a day, which I plan to present to the Prime Minister next week. Will the Minister join me in fighting for justice and fairness for the Windrush generation, and support the call to get all cases resolved before we break for recess?

[Victoria Atkins]

I thank the hon. Lady for her question. As she knows from the work she has done, every case is complex. We want to ensure that they are being thoroughly considered. We will continue to update the Select Committee with work and progress on this, but I refer her back to the fact that more than 6,400 people have been given some form of documentation and more than 4,200 people have successfully applied to become British nationals through the scheme.

Oral Answers to Questions

Debate between Dawn Butler and Victoria Atkins

Wednesday 12th June 2019 Commons Chamber

[The Minister for Women (Victoria Atkins)]

I thank my hon. Friend for her unrelenting campaign to ensure that this issue is brought before the House. Forced marriage is a terrible form of abuse, and this Government and this Prime Minister have made protecting women and girls from violence and supporting victims of forced marriage a key priority. We have introduced a range of measures to tackle this crime, including creating a specific forced marriage offence and criminalising the breach of forced marriage protection orders.

[Dawn Butler (Brent Central) (Lab)]

Earlier, one of the Ministers said that they were unfamiliar with some of the comments made by the Conservative candidates for the leadership, so I would like to do my public duty. The right hon. Member for Esher and Walton (Dominic Raab) has refused to lift non-disclosure agreements that he has entered into with some women, and he wants to abolish the Government Equalities Office. The right hon. Member for Uxbridge and South Ruislip (Boris Johnson) referred to black people as “piccaninnies” and Muslim women who wear the niqab as “letter boxes” or “bank robbers”. The right hon. Member for Tatton (Ms McVey) says that there is a problem with kids learning about LGBT+ issues. The right hon. Member for South Northamptonshire (Andrea Leadsom) said that having children would make her a better Prime Minister. The right hon. Member for Bromsgrove (Sajid Javid) said that he did not condemn all paedophiles. Finally, the Minister for Women and Equalities’ preferred candidate, the right hon. Member for South West Surrey (Mr Hunt), is going to halve the abortion limit to 12 weeks. In the light of all that, will the Minister confirm whether equalities will progress or regress under the new Prime Minister?

Gender Pay Gap

Debate between Dawn Butler and Victoria Atkins

Thursday 4th April 2019 Commons Chamber

[Dawn Butler (Brent Central) (Lab) (Urgent Question)]

To ask the Minister for Women if she will make a statement on Government action to close the gender pay gap.

[The Minister for Women (Victoria Atkins)]

I am delighted that this urgent question has been called today because we are only a few hours away from the deadline landing for private sector employers to publish their gender pay gap results.

Last year, the Government introduced groundbreaking regulations that required large employers to publish, for the first time, the difference between what they pay their male and female staff in average salaries and bonuses. For the first time in this country’s history, the boards of large employers have had to have conversations about how they treat their female staff. By making this information publicly available, we have empowered employees to see the scale of the pay gap where they work, and hold their bosses to account. The vast majority of companies are eager to tackle the gender pay gap themselves. That is why the Government have provided guidance to help employers to develop action plans to close their pay gap.

Reporting is just the start. It is crucial that all employers use this data to identify the barriers that women face and take action to break down those barriers. We are supporting business in doing that by publishing evidence-based guidance on how employers can diagnose the cause of their gap, and the practical actions that they can take to close it. We recognise, though, that overturning structural inequalities in women’s pay cannot be done overnight. Most companies will not see a dramatic reduction this year, but what matters is that they are taking the right action to drive change in the right direction, and progress is being made.

Beyond reporting, this Government are actively working to support women in the workplace and to close the gender pay gap. We are supporting both women and men who have caring responsibilities, through increased childcare entitlements, promoting flexible working and shared parental leave. We are working with business to support and increase women’s progression to senior positions. We are leading by example, and aiming to make the civil service the country’s most equal and inclusive employer by 2020. We are helping women to access every profession, by working to increase the number of women taking qualifications in science, technology, engineering and maths.

Change will not be easy, but we have only to compare where we are now with even 10 years ago to see that a future of fair and equal pay is now within reach. That should be a source of pride for us all.

[Dawn Butler]

I am not sure whether the Minister has been reading the same statistics as me, but analysis so far has shown that the median pay gap has actually got bigger than it was last year. The companies that have been reporting this morning show that, on average, 78% reported a pay gap that favours men.

The Government and public sector should lead by example. As we know, the public sector deadline was 31 March, and initial analysis of this year’s public sector report shows that the pay gap has not narrowed. Shockingly, the Department for Digital, Culture, Media and Sport reported a 22.9% pay gap, compared with just 8.2% in 2017. The gender pay gap in the Department for Exiting the European Union increased from 8.9% to 14.5% in 2018—I could go on to mention the Department for International Development and the health service. Basically, the pay gap is getting worse, and I am sure that once we start looking at the race pay gap, we will find that even more distressing.

The Minister must stand at the Dispatch Box and say not only that improvements must be made, but that we must take the next steps to ensure that companies have action plans as part of their reporting procedures, and that if they do not try to close their gender pay gap, they will face additional fines. That is what a Labour Government would commit to do, because at the moment this is unfortunately just a tick-box exercise. I hope that the Equality and Human Rights Commission will be given more funding to issue sanctions.

[Victoria Atkins]

I am pleased that the hon. Lady asked this urgent question, but she has fallen into the trap of citing figures before the deadline has passed. That deadline passes at midnight, and as she will know—we had the same conversation last year—the last day of reporting is the day on which everybody suddenly realises that the deadline has arrived, and they send in their reports. Overnight we have already seen a 2% increase in private sector employers reporting, so we must not, and I will not, speak about the figures for private sector employers until the deadline has passed.

I am delighted that the hon. Lady mentioned the public sector gender pay gap, and I join her in admonishing those who have not yet reported. It is disgraceful that public sector bodies have not complied with the law in meeting the deadline on Saturday last week, and I am sure that after this urgent question, she will be straight on the phone to the chief executive of Brent Council which, as of this morning, had not reported. The deadline was Saturday and it has had some time to realise that it has passed, but it has not yet reported, so I hope the hon. Lady will communicate to her council the strong message that she communicated at the Dispatch Box.

Let me reassure the hon. Lady that after the deadline has passed I will write to every public sector employer to remind them not only that they must comply with the law, but that I expect them to issue action plans. If we are to tackle the gender pay gap, we must lead by example in the public sector. Once Brent Council has realised that it is acting outside the law, I am sure it will publish its gender pay gap figures and ensure that its action plan is as detailed as the hon. Lady would expect.

In other news, more than 10,500 businesses are having a conversation about the gender pay gap and how they treat their female staff, and it is a delight to see so many hon. Members present today, keen to ensure that women are paid fairly and properly in their employment.

--- Later in debate ---

[Dawn Butler]

On a point of order, Mr Speaker. I have just contacted the chief executive of Brent Council, Carolyn Downs, and she has informed me that Brent Council submitted the gender pay gap report on Friday 29 March via the Government’s own portal. I wonder whether the Minister would like to stand and make an apology to Brent Council.

[Victoria Atkins]

Further to that point of order, Mr Speaker. That was not the information I had just before I walked into the Chamber. I am advised that it was not on the gender pay gap portal. Of course if Carolyn Downs has done what she should have done and followed the law I am not sure I will congratulate her; I am just pleased that she is following the law.

Oral Answers to Questions

Debate between Dawn Butler and Victoria Atkins

Thursday 7th February 2019 Commons Chamber

[Dawn Butler (Brent Central) (Lab)]

This week I had a phone call with regard to a young man who tried to commit suicide and a mother who felt that she did not want to burden her children any more, all because of the Windrush scandal. They say that to educate a woman is to educate a nation; therefore, to humiliate a woman is to humiliate a nation. Will the Minister assure the House that the Government will provide urgent and necessary help, support and assistance to women and vulnerable people affected by the Windrush scandal?

[The Minister for Women (Victoria Atkins)]

May I again set out the Government’s apology to those who have suffered through this terrible incident and reflect on the fact that this was not just one Government who got it wrong, but many Governments of all political colours? I welcome the fact that colleagues across the House are bringing individual constituency cases to our attention. We can then feed them into the system that has been set up so that we can provide help and support. The hon. Lady must, of course, let us know of any cases she wishes to raise, but the Government must learn from mistakes, which was why we set up the review. We are pleased that more than 4,000 people have been helped through the scheme—not just Windrush victims, but people from other countries. It is very much a work in progress, but we welcome Members across the House continuing to raise these issues in the Chamber.

Gender Pay Gap

Debate between Dawn Butler and Victoria Atkins

Wednesday 5th December 2018 Westminster Hall

[Victoria Atkins]

The hon. Lady raises a very important point. This is about changing conversations and attitudes in the wider society as much as it is about what we do in this place, which of course is important. Frankly, it is about ensuring that society modernises the way it treats men and women in the workplace. We know that some employers are better than others. I hope that employers who are not doing such a great job will recognise the business reality: given the choice, good people will not want to work for bad employers. This is very much part of us all contributing to the conversation to ensure that employers know how they should treat their workforce.

There is more to supporting people in the workforce. In addition to shared parental leave, we are extending the right to request flexible working. We are creating a £5 million fund to support returners and spending about £6 billion on childcare support by 2019-20. We know that closing the gap will require a collaborative effort from Government and businesses, but I am convinced that, to truly solve this, employers must be the driving force. Every single employer who was supposed to have reported has done so, which means that 10,500 businesses are having conversations—sometimes for the first time—about how they treat women in their workforce.

I absolutely accept what the shadow Minister and others said about the need for action plans. As she knows, we take a slightly different approach to this. I want businesses to come up with their own action plans—indeed, we understand that about 40% of eligible employers have done so. I want to bring businesses with us, but if in due course that does not happen, that option remains open. At this stage, we want the transparency created by reporting figures to be met and addressed further by businesses doing that for themselves through their action plans.

[Dawn Butler]

Will the Minister consider fining companies that refuse to make action plans or change their way of working, as is the case in Iceland?

[Victoria Atkins]

That is an interesting idea. As I said, I want to work with businesses on this. The figures suggest that they are getting the message, but we are all impatient for action and for pay gaps to be closed, so that is a very interesting thought.

I am drawing towards the end of my speech. I am conscious of the time and want to give the hon. Member for Walthamstow a minute, so if I may, I will canter through some of the other points raised. Hon. Members have rightly raised the issue of extending the regulations. We have had only one year of reporting, and I urge them to allow us a little more time to assess the impact of the regulations. We need to consider any changes fully, given the impact on the comparability of the data year on year. We want a foundation of data before considering whether or how to change the current requirements. I am conscious of the wish to lower the threshold at which employers have to report. Again, let us have a couple of years of reporting at the higher level and with big companies, which have human resources departments that can deal with this, with the hope that it trickles down—which I know it is—to smaller employers as well.

In order to give the hon. Lady time to respond, I will end by saying that we know that pay gaps are not restricted to gender. That is why the Prime Minister announced a consultation on ethnicity pay reporting in October, setting out a number of questions that need to be resolved to allow meaningful action to take place. We are mindful of those aspects of fairness in the workplace.

I am grateful to the hon. Member for Walthamstow for this fantastic chance to reflect on a truly momentous year on this agenda, and I am extremely grateful to her for her continued interest in this issue.

Self-identification of Gender

Debate between Dawn Butler and Victoria Atkins

Wednesday 21st November 2018 Westminster Hall

[Victoria Atkins]

I take the view that we have the principle of freedom of speech. We should have a debate as long as it does not go beyond the legal markers delineating hate crime and so on. People are sometimes almost too scared to talk about things, which is not right. We do not want a climate of fear in the debate. We want people to be able to express their views respectfully and in a caring and careful manner, so that we ensure that questions are flushed out and answered.

The people whom my officials have met represent what I call the “rainbow full of views”—the spectrum of views on the topic. My officials have met women’s groups, those who run and administer refuges, domestic abuse charities, local government, LGBT groups, unions, service providers, transgender charities, Government Departments, European Governments, and organisations who campaign against reform of the Gender Recognition Act, including Fair Play For Women, Woman’s Place UK and Transgender Trend. They have also met feminist organisations that support reform of the GRA, because our priority with the consultation has been openness and listening.

As the Government consider the options, there are a couple of points I will make clear. Since the Gender Recognition Act came into force, transgender people have been able to acquire a new birth certificate matching the gender they live in. Experience has shown, however, that some do not use the process because they find it to be difficult and intrusive. They are therefore left with a birth certificate that does not reflect the gender in which they live their lives. Without a new birth certificate, transgender people are unable to marry in the gender in which they live their lives, and cannot claim their pensions at the age appropriate to that gender. Those who are a little older live with the worry that their death certificate might carry a name and a gender that have not applied to them for decades. That is one of many reasons for the consultation.

For a transgender person, changing their birth certificate requires them to obtain a medical diagnosis of gender dysphoria; to obtain a second report from a medical professional detailing any medical treatment that they have had, such as hormone treatment or surgery; to sign a statutory declaration that they intend to live in their acquired gender until death; to provide proof of having lived for at least two years in their acquired gender; to pay a fee of £140; and, if they are married, to obtain the consent of their spouse. That documentation is sent to the Gender Recognition Panel, which is made up of legal and medical experts, and which makes a decision as to whether the person has fulfilled the requirements. If satisfied, the panel will issue a gender recognition certificate, which is used to obtain a new birth certificate. The transgender person never meets the panel that makes that decision about them.

When the UK Government introduced the 2004 Act, it was world leading, as the hon. Member for Brent Central mentioned. We feel that the time is right to ask whether it is still appropriate and whether it needs improving. We have head from 100,000 people and from colleagues across the House.

[Dawn Butler]

Does the Minister agree that it is cruel not only that a transgender person does not meet the Gender Recognition Panel, but that they have no right of appeal?

[Victoria Atkins]

That point was raised in the consultation.

Oral Answers to Questions

Debate between Dawn Butler and Victoria Atkins

Thursday 17th May 2018 Commons Chamber

[Victoria Atkins]

The hon. Gentleman does the Government a disservice, if I may say so. This is world-leading legislation, and I have always been careful to ensure that we share the credit for it with the right hon. and learned Member for Camberwell and Peckham (Ms Harman), who brought the Act into being. We are ambitious about this, but we want to bring business with us. This is about cultural change, and there are really good signs that businesses are now listening to the public’s will that women must be paid fairly and properly.

[Dawn Butler (Brent Central) (Lab)]

The new Minister for Women and Equalities made an announcement that was welcomed by the Labour party when she said that sectors under the Government’s remit would lay out plans for organisations to publish their gender pay gap audits. It is good to see that that is one of her first actions, but does it go far enough? Can we be a little bit more ambitious? Will the Government commit to taking the next step, just as the Labour party is proposing, and introduce mandatory regulation so that next year all companies will have to report action plans alongside their gender pay gap figures or face fines and further auditing?

Gender Pay Gap

Debate between Dawn Butler and Victoria Atkins

Wednesday 18th April 2018 Commons Chamber

[Victoria Atkins]

I am extremely grateful to my right hon. Friend for that question; I am always grateful for her thoughts and suggestions on this issue and the other subjects that her Select Committee examines. I completely endorse what she said about pregnancy discrimination: discrimination on the grounds of pregnancy is unlawful and wrong. Anyone who suffers from that form of discrimination has the support of the law. My right hon. Friend and other colleagues have raised the issue of the three-month time limit. Tribunals have the power to extend that time limit if they feel it is just and equitable to do so, but I am very conscious of the issues that colleagues have raised in relation to the time limit and am looking into it.

[Dawn Butler (Brent Central) (Lab)]

I thank my right hon. and learned Friend the Member for Camberwell and Peckham (Ms Harman) for tabling the urgent question and I thank you, Mr Speaker, for granting it. I also thank my right hon. and learned Friend for her work on section 78 of the Equality Act 2010.

We need actions, not audits. More than 10,000 companies have reported their gender pay gap, which shows that the Government underestimated the number of organisations that should report. The Government might therefore like to review the figure. It is great that more than 10,000 organisations have reported. Labour’s Equality Act—the legislation—was just step 1 of a five-step programme to narrow and close the gender pay gap. In the sisterly way in which these exchanges are being conducted, I wish to tell the Minister the other four steps. She is very welcome to steal them.

Step 1 is the focus on mandatory auditing. Step 2 is companies’ and organisations’ action plans to close the pay gap. Step 3 is Government certification for fair equality practices, which would ensure that those organisations that are doing well are given certification to show their progress. Step 4 is to follow in the footsteps of Iceland with further auditing and fines for those organisations that fail to get certification of their equality practices, taking into consideration their action plans and reporting. Step 5, which is extremely important, is to shift the responsibility to unequal pay from the employee to the employer, so that instead of the employee having to go through court cases to prove unequal pay, it would be the employer’s responsibility.

In addition, the Equality and Human Rights Commission, which I am sure has been mentioned a number of times today, needs more resources. Seventy per cent. cuts to its resources will jeopardise its ability to enforce sanctions, so the Government will need to review the cuts that they have levied on the organisation. Labour wants to follow in the footsteps of Iceland, which consistently ranks as the No. 1 country for gender equality. I hope that the Government will see Labour’s five-step plan as a way to accomplish that. The deep-rooted social and economic inequality facing women runs deeper than the pay gap. Women have borne the brunt of 86% of Conservative cuts. More than 60% of those currently earning less than the living wage are women. We need to tackle all the issues.

[Victoria Atkins]

I am actually more ambitious than the hon. Lady. I do not just want to impose regulations on business; I want a change in the culture of business, a change in the culture of the public sector where we know there are gender pay gaps and a change in the culture of schools and universities. This cannot be imposed from the top down; it must be driven with enthusiasm by the organisations themselves. I hope that this will empower women to begin asking very difficult questions of their employers. I would like women to begin thinking about this when they apply for jobs. They should look at the gender pay gap and make decisions about how that shows how that employer treats their female workforce.

The hon. Lady mentioned the number of companies in the Government’s first estimate. This is just the first year. This was always going to be a bit of a learning exercise not just for the Government, but for businesses and the way they manage the system. We are delighted that there are more companies than we initially estimated that meet the criteria. As she knows, the criteria cover businesses that employ 250 or more people, which means big, successful businesses. We are delighted that there are more of those than our initial estimates suggested.

I am very pleased that we have the support of the shadow Front-Bench team in our common ambition to help women in the workplace to get a fairer deal. Of course we must always seek to do better—and we must use the data to improve the way in which women are treated—but I am pleased to note that we have more women in employment than ever before and, what is more, the full-time gender pay gap is at a record low of 9.1%—that is 9.1% too high, but it is at a record low, and it is on a downward trajectory. I am sure that we all support that in this House.

Oral Answers to Questions

Debate between Dawn Butler and Victoria Atkins

Thursday 22nd February 2018 Commons Chamber

[Victoria Atkins]

I very much pay tribute to the hon. Lady for the work that she did as a Minister and that she continues to do now in the House. We of course keep this matter under review, but on the point I made about the section 40 amendments, general protection exists under the Act. However, we will continue to look at the evidence, and we are very, very clear: discrimination and harassment in the workplace is simply not on and is against the law.

[Dawn Butler (Brent Central) (Lab)]

We have to be very clear about this. Because the Government repealed section 40 of the Equality Act 2010, there is now no statutory protection over third party harassment. If the Government are committed to protecting women and girls, will they show this by either reinstating section 40 or, at the very least, introducing stronger legislation to ensure protection against third party harassment?

[Victoria Atkins]

I hesitate to correct the hon. Lady, but that is simply not true: there is a general protection against harassment in the workplace; it is in the 2010 statue—it is a general protection against harassment. Of course, if there are any instances that Members on both sides of the House have of particular types of harassment or discrimination, I and the Home Secretary will always be willing to listen. However, the Equality Act protects workers, the general protection is there and, what is more, it is better than the section 40 protections, because it does not require three occasions of harassment; it requires just one.

--- Later in debate ---

[Victoria Atkins]

I would be delighted to meet the hon. Lady to discuss this issue, because it is important. We know that we do not have a substantial basis of evidence on period poverty, but we are trying to gather that evidence, particularly with schools. We do want to address the issue of the VAT charged on tampons and other sanitary products, and the moment that we leave the European Union we can do so. In the meantime, we are using the money raised by that low rate of VAT to help women and girls, particularly using those funds that deal with violence against women and girls. We have a general programme with 12 sub-themes, including period poverty. I very much hope that that money will be of good use.

[Dawn Butler (Brent Central) (Lab)]

Last week, the Minister asked us to remember the suffragettes chained to the grilles. I ask the Minister today to remember those women chained to the house because of period poverty, those women chained to poor housing because of universal credit, and those women chained to an abusive partner because of the closure of refuges. Will the Minister work with me to develop and implement policies to help tackle those issues?

[Victoria Atkins]

The Government are led, if I may say, by a female Prime Minister—I just mention that as a small detail because Labour members have never managed to entrust the leadership of their party to a woman. We are proud of our record of helping women, which is precisely why we are bringing forward a ground-breaking piece of legislation this year to tackle domestic abuse, which will help both the victims of domestic abuse and their children. It is one measure in a long programme that we are carrying out to try to help women—not just women who are victims of crime, but women in the economy. We have more women in the workplace than ever before, and we all know that financial independence is a key indicator when it comes to ensuring that women are not stuck in those terrible relationships that the hon. Lady has described.

Parliamentary Candidates: Barriers for Women

Debate between Dawn Butler and Victoria Atkins

Wednesday 13th September 2017 Westminster Hall

[Dawn Butler]

I agree. I am sorry to disappoint the right hon. Lady in breaking the consensus, but it is my job to talk about the uncomfortable truths on the barriers to women entering Parliament.

[Victoria Atkins]

Will the hon. Lady give way?

[Kelly Tolhurst]

Will the hon. Lady Give way?

--- Later in debate ---

[Dawn Butler]

Absolutely. It can be difficult and uncomfortable, but we do have to challenge our colleagues. The other day, I challenged a Member who used a racist slur while speaking on a panel at the East India Club a few weeks ago. I found that deeply offensive—and there were other Members of Parliament on that panel who did not challenge that language. That kind of attitude is a barrier to women entering politics. It shows that certain people think they can get away with it.

[Victoria Atkins]

Will the hon. Lady give way?

[Dawn Butler]

I have been very generous. Would the hon. Lady mind if I continued a little longer?

We can come to some of the solutions; I hope that when the Minister responds she will tackle some of them. In February 2016, the Law Commission published its interim report, which urged the Government to redraft electoral offences in a more modern and simple way so that they can be more readily understood and enforced by campaigners, the public and the police. It would be good to know when the Government will respond to that interim report, because I think that will go some way towards projecting what is acceptable and not acceptable and how political campaigns should be run, which would make for a friendlier environment for women entering this arena.

The hon. Member for Eastleigh asked a question about the Government’s internet strategy. I wonder when the Green Paper for that strategy will be published. According to the records of the House of Commons Library, it was due to be published in September but, as we have only a day to go before the conference recess, it is probably not going to be published this month.

The other thing that would be really good and help women, other Members of Parliament and others who are subject to internet abuse that stops them from taking public office is the creation of an internet ombudsman. When will the Minister create that? The Government have been talking about it for quite a while. Again, I am looking at the House of Commons Library paper and I cannot find any official announcements regarding the creation of such a position, but that would be extremely important in ensuring that we tackle some of the bullying that goes on, especially of female MPs and of those who, because of intersectionality, suffer horrendous additional abuse on top of that suffered by others because they are a woman, a black woman, disabled or gay.

As a woman of colour, a black woman, and as a working-class trade unionist, a career in politics was not an obvious choice for me. It was not something people encouraged by saying, “You must do that—you’ll be a great politician.” In fact, they often thought that I was just too mouthy to do anything. It has been an extremely hard journey, and I want to ensure that, when I leave this place, the journey for other Members of Parliament coming through is smoother. The Government are in a position to do an awful lot to tackle the barriers for women entering Parliament and to ensure that we have a 50:50 Parliament. If I might be so bold, the Labour party still has a long way to go, but the all-women shortlist has done a lot in terms of ensuring that this House is more representative than it ever has been.

[Victoria Atkins]

Will the hon. Lady please ask her Whips Office to pair mums of newborn babies so that they can be slipped from this place? I understand that Labour Whips are refusing to pair mums who should be on maternity leave; they are being dragged back to the Chamber. Please can she encourage her Whips Office to do that?

[Dawn Butler]

That is an important point. We have already spoken about pairing and having people subbing for others, but it does not help when the Government act in such an irresponsible manner when conducting the business of the House—threatening to keep MPs here until three o’clock in the morning, with mothers and fathers having to bring their babies through the Lobby. When the Government do not say when we can have Opposition day debates or when they are going to have certain discussions, that does not help with the pairing of Members of Parliament. However, I will try to adopt a consensual tone by saying that anything that can be introduced to ensure that Parliament is fairer and more family-friendly should be supported by all parts of the House.