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.

Clubs will be required to report on what action they are taking with regard to equality, diversity and inclusion (EDI) as part of the corporate governance code included within the Football Governance Bill.

EDI is a key part of good corporate governance. Good EDI on boards and in clubs promotes better governance, decision-making and transparency, all of which links to improved financial sustainability.

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.

Employers are responsible for choosing a workplace pension scheme for their qualifying employees under the automatic enrolment framework.

The Pensions Regulator provides guidance for employers about how to comply with their automatic enrolment duties, including the information they must share with eligible employees.

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.

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.

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)

We remain committed to rolling out Fracture Liaison Services (FLS) across every part of the country by 2030. That is what my Rt Hon. Friend, the Secretary of State for Health and Social Care promised before the election, and what he is delivering.

In the meantime, we are investing in 14 high-tech bone density DEXA scanners, which are expected to provide an extra 29,000 scans, to ensure that people with bone conditions get diagnosed earlier

FLS are a globally recognised care model and can reduce the risk of refracture for people at risk of osteoporosis by up to 40%. They can play a vital role in improving quality of life and increasing the number of years that can be lived in good health.

The Government and NHS England support the clinical case for services which help to prevent fragility fractures and support the patients who sustain them. Officials continue to work closely with NHS England to explore a range of options to provide better quality and access to these important preventative services. Impacts will be assessed, as these options are considered, taking into consideration the evidence gathered from the 60 services already in operation in England.

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.

The FCDO's flag flying policy is that all our buildings should fly the Union flag, as appropriate, throughout the year on working days during office hours. In addition, the FCDO continues to fly the Ukrainian flag from the secondary flagpole at King Charles Street. Any other flags flown on the estate are considered on a case-by-case basis and must have a compelling reason for inclusion. The FCDO does not advertise in advance which additional flags it will be flying and when.

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.

Non-taxpayers who save in relief at source pension arrangements are better off than those using net pay schemes. Legislation introduced in 2023 requires HMRC to make a top-up payment to affected individuals.

The government remains committed to this policy which will see approximately one million individuals in net pay schemes offered an annual payment of around £70. This means that individuals should receive similar outcomes regardless of whether they are members of a relief at source or a net pay pension scheme.

HMRC are developing the IT solution to identify eligible individuals and make these payments. Top-up payments will be made for tax-year 2024-25 and subsequent years. The first payment for 2024-25 will be offered to eligible individuals in 2026.

The Government wants to see more consumers benefit from the long-term financial security and returns that investing can provide and recognises that platforms will be crucial to achieving this objective.

Retail investment platforms are regulated by the Financial Conduct Authority (FCA), which has the necessary powers to intervene should they find retail investment platforms to be in breach of their regulatory obligations.

The Government legislated to enable the FCA to reform the UK’s retail disclosure regime to ensure consumers have access to the most useful information – including on risks, costs and performance – to support their investment decisions. The FCA consultation is currently open for views.

The issue of shareholder rights, including where shares are held by an intermediary, is being considered by the Digitisation Taskforce. The government is fully committed to ensuring the UK’s shareholding framework is fit for purpose and looks forward to receiving the taskforce’s final report.

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.

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.

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.