Dawn Butler

Keeping transport workers and passengers safe is of paramount importance as we continue to scale up services across the transport network as part of the restart. The Department has held roundtables and meetings at all levels with operators across the transport sector in the response to COVID-19, including to support with the implementation of the Government’s PPE plan published in April.

Public Health England guidance has been clear that there is very little scientific evidence of widespread benefit from personal protective equipment outside of health and social care settings. Guidance on cleaning of non-healthcare settings and shipping and sea ports and how PPE may be used in these contexts has been published in February and March respectively. The Department has worked with and continues to work with operators to ensure they can meet the PPE needs as set out in this guidance.

Throughout the response, the Department has worked with the sector to support with effective implementation of key measures of social distancing and good hand and respiratory hygiene in transport settings.

GTR is currently trialling the use of visors. Before it can issue visors to employees, GTR must first of all ensure that the use of a visor will not affect or inhibit the ability of employees to complete their duties safely.

GTR is one of a small number of train operators with an in-house Occupational Health team, and the only operator with its own Chief Medical Officer. Under normal circumstances GTR would identify these through pre-employment medicals, statutory periodic medicals, any employee referrals to the team from line managers and more ad-hoc health surveillance.

Since the outbreak of the coronavirus pandemic, the Occupational Health team has offered a direct nurse telephone advisory service for employees and a dedicated ‘Covid referral system’ for managers to request specialist advice in regards to employees they manage.

There are 7,389 GTR employees, of these GTR has been notified of 18 cases where staff have received a positive test result for Covid 19. In addition, there are another 4 cases where employees have suspected Covid-19, however this has not yet been confirmed through testing.

As both the Prime Minister and Chancellor have made clear, the Government will do whatever it takes to support people affected by COVID 19 and we have been clear in our intention that everyone should be supported to do the right thing.

The Government is committed to ensuring deaf people can fully participate and play a full role in society. We support initiatives aimed at improving understanding of the needs of deaf people and how the barriers they face can be removed, as well as giving deaf people more say in how they access services.

We worked with the BBC to introduce a British Sign Language (BSL) interpreter on Monday 16 March to accompany the Prime Minister’s daily coronavirus press conference. The BSL interpreter is available on the BBC News Channel and BBC iPlayer. We intend to continue to work with the BBC to ensure there is a BSL interpreter in our daily updates on coronavirus and are prioritising the exploration of additional methods to ensure that all disabled people have access to pertinent communication in accessible formats.

The Government is committed to ensuring deaf people can fully participate and play a full role in society. We support initiatives aimed at improving understanding of the needs of deaf people and how the barriers they face can be removed, as well as giving deaf people more say in how they access services.

We are currently in discussions on the best way to ensure that any pertinent announcements are delivered in BSL to ensure that deaf people receive information at the same time as others.

Decisions to place countries on the ‘red list’ are taken by Ministers informed by evidence including the Joint Biosecurity Centre’s analysis as well as other relevant information about the risk of the spread of variants. The methodology for risk assessments that inform ministerial decisions is available at the following link:

https://www.gov.uk/government/publications/covid-19-risk-assessment-methodology-to-inform-international-travel-traffic-light-system.

For those facing significant financial hardship as a result of the managed quarantine charge, there is an opportunity to apply for a deferred repayment plan when booking.

The Department has introduced the General Practice COVID-19 vaccination programme 2020/21 Enhanced Service Specification, which enables practices to vaccinate unregistered patients within their eligible priority cohort, therefore increasing accessibility.

National Health Service regional teams, working with various partners, will contact those individuals not registered with a general practitioner to ensure that they are offered appropriate support to receive the vaccine and avoid inequalities in access.

The reference to names and addresses being shared with Amazon is now out of date. Royal Mail Group have held the contract for the delivery of COVID-19 home test kits since 14 December 2020.

We follow best practice to help protect personal information and comply with the law on the use of data, including the Data Protection Act 2018 and also require our suppliers to do so.

The delivery supplier of polymerase chain reaction tests for home testing is Royal Mail Group. This contract was put out to tender.

It has not proved possible to respond to the hon. Member in the time available before prorogation.

To address waiting times and support trans people, a new service specification has been developed to deliver services in local health settings. Three new clinics, operating under this specification, have been established in London, Manchester and Cheshire and Merseyside. These clinics are subject to ongoing evaluation with the ambition of further clinics being established.

The Government has embarked on the first Government-led Women’s Health Strategy for England. To ensure the strategy reflects what women identify as priorities, we launched a call for evidence on International Women’s Day which will run for twelve weeks.

The call for evidence seeks to examine women’s experiences of the whole health and care system, including conditions that affect women, female-specific issues such as pregnancy and postnatal support and gynaecological conditions such as endometriosis and fibroids.

As part of the one-year review of the Act, the Government has conducted a thorough review of the non-devolved provisions to check they are necessary and proportionate and has considered whether there is a robust justification for keeping those powers we propose to retain.

Section 52 and Schedule 22 confer powers to issue directions in relation to events, gatherings and premises. These will be important powers to maintain when the current lockdown regulations expire as they will continue to provide the mechanism for a targeted approach to potential local outbreaks.

We have provided over £1 million funding to learning disability and autism charities to support their COVID-19 response. We have advised people with specific health conditions, who are deemed to be clinically extremely vulnerable to COVID-19, to shield and providing direct support to the shielded population by enabling access to the NHS Volunteer Responders programme, which is available to anyone self-isolating.

We are implementing the national Adult Social Care Winter Plan to ensure that high-quality, safe and timely care is provided, whilst protecting people from COVID-19 and increasing access to testing in care homes, launching regular retesting in high risk supported living settings and publishing new guidance on regular testing for domiciliary care staff.  We published a range of tailored guidance to help protect people with a learning disability and autistic people during the pandemic.  We have also ensured that important health communications are available in alternative, accessible formats.

We have also ensured that support and guidance about getting a COVID-19 vaccine have been made available to disabled people, including people with a learning disability. We have prioritised people with a learning disability who are on a general practitioner learning disability register in priority group six for vaccination, in line with guidance from the Joint Committee on Vaccination and Immunisation and made available a wide range of accessible and easy read resources on the COVID-19 vaccine.

Priority group six includes all those who are defined as clinically vulnerable and at higher risk of serious illness from COVID-19. People with blood cancer and other blood disorders such as sickle cell and thalassemia are included in this definition. Many people with these disorders may be defined as clinically extremely vulnerable (CEV). Those who are CEV are included in priority group four. Those in priority group four should already have been offered the vaccine.

The hospital has advised that they are consulting with staff and parents to gather feedback and no decision has yet been taken. National Health Service trusts are subject to the Public Sector Equality Duty and any final decision must have regard to the need to eliminate discrimination, advance equal opportunities and foster good relations between groups.

General practice is offering more triage and remote consultations to see as many patients as possible while protecting staff and patients from avoidable risk of infection. Digital services do not replace face-to-face care but are an essential additional tool that primary care can use alongside other access routes to help ensure patients are receiving the right care as quickly and easily as possible. In addition, we have developed alternative ways for people to access digital services, such as booking appointments by proxy where a family member or carer has access to the internet.

Targeted deliveries are being made to areas where there are more people left to vaccinate in the priority cohorts, proportionate to the at-risk population they have registered.

Since 24 December 2020, we have published weekly data on the total number of vaccinations in the over 80 year olds and under in England. From 11 January 2021, daily data for England has been published showing the total number vaccinated to date, including first and second doses. Since 14 January and on a weekly basis, NHS England and NHS Improvement has published more detailed data on vaccinations in England, including by region. The latest data is available at the following links:

https://coronavirus.data.gov.uk/details/healthcare

https://www.england.nhs.uk/statistics/statistical-work-areas/covid-19-vaccinations/

We recognise just how important it is that parents are able to visit their children in children and young people’s mental health inpatient settings in a very careful and COVID-19-secure way. The National Health Service has taken precautions to ensure that patients and staff in inpatient settings are suitably protected from the outbreak and to reduce the risk of decreased capacity due to staff needing to self-isolate.

Recent guidance on ‘Visiting healthcare inpatient settings during the COVID-19 pandemic: principles’, updated on 13 October 2020, focuses on both ensuring infection control and making sure that patients can access the therapeutic support and visits they need during the pandemic across healthcare inpatient settings, including for children and young people’s mental health facilities. This also includes specific guidance on appropriate application of the legal frameworks around isolation and testing during the pandemic.

The guidance is available at the following link:

https://www.england.nhs.uk/coronavirus/wp-content/uploads/sites/52/2020/03/C0751-visiting-healthcare-inpatient-settings-principles-131020_.pdf

Data is not available in the format requested.

Guidance on how contracting authorities should respond to COVID-19 was published on 18 March at the following link:

https://www.gov.uk/government/publications/procurement-policy-note-0120-responding-to-covid-19

Authorities are allowed to procure goods, services and works with extreme urgency in exceptional circumstances, which includes supplies of personal protective equipment (PPE), using regulation 32(2)(c) under the Public Contract Regulations 2015. These include a direct contract award due to extreme urgency or the absence of competition.

A contract was awarded to Elite Creations for the supply of personal protective equipment (PPE). Information on the PPE contracted for will be published on Contracts Finder in due course and can be found at the following link:

https://www.gov.uk/contracts-finder

All the items of PPE have now been delivered.

The contract awarded to Trade Markets Direct on 5 April for the supply of personal protective equipment (PPE) was cancelled on 22 May. No PPE was delivered under this contract.

We have worked closely with Apple and Google and will continue to do so as we continue to develop an app which uses their exposure notification framework. Departmental officials have had meetings with Apple and Google from late March 2020. These discussions relate to the development of current Government policy and therefore we have no plans to publish the minutes.

We have worked closely with Apple and Google and will continue to do so as we focus our efforts on taking forward a solution that brings together our app, and their framework. The Secretary of State for Health and Social Care has had no meetings with Google or Apple to discuss the app. Departmental officials have met with Apple and Google to discuss the app, including but not limited to the following dates:

26 March;

10 April;

15 April;

19 April;

22 April;

27 April;

29 April;

4 May;

21 May;

4 June;

17 June;

22 June;

and 24 June.

The terms of reference for Public Health England’s review into disparities in the risk and outcomes of COVID-19 are attached.

The Government commissioned Public Health England (PHE) to analyse how different factors can impact on people’s health outcomes from COVID-19. The resulting report was published last week.

PHE has also been engaging with a significant number of individuals and organisations within black, Asian and minority ethnic communities over the past couple of months to hear their views, concerns and ideas about the impact of COVID-19 on their communities. The Parliamentary Under-Secretary of State for Equalities (Kemi Badenoch MP) will be building on and expanding that engagement as she takes work forward to better understand the drivers behind the ethnicity analyses in the PHE report.

The Government commissioned Public Health England (PHE) to analyse how different factors can impact on people’s health outcomes from COVID-19. The resulting report was published last week.

PHE has also been engaging with a significant number of individuals and organisations within black, Asian and minority ethnic communities over the past couple of months to hear their views, concerns and ideas about the impact of COVID-19 on their communities. The Parliamentary Under-Secretary of State for Equalities (Kemi Badenoch MP) will be building on and expanding that engagement as she takes work forward to better understand the drivers behind the ethnicity analyses in the PHE report.

In order to support the evaluation of the Isle of Wight rollout of the Test and Trace programme, the Department commissioned the National Centre for Social Research (NatCen) to conduct a survey of Isle of Wight residents. The objective was to deliver a representative survey exploring experiences of using the National Health Service COVID-19 app, virology testing and public health contact tracing. The details and results of this survey will be published on the GOV.UK website in mid-June together with a report on the Isle of Wight phase evaluation.

This push-to-web survey of Isle of Wight residents aged 16+ included NatCen’s standard demographics questions including age, sex and ethnicity but not disability. In addition, many rounds of user research and testing have been conducted throughout the development of the app, with people of different ages, genders, ethnicities, socio-economic status, and digital skills, to ensure it meets the needs of different groups.

We will always comply with the Public Sector Equality Duty, which considers the impact of a policy or decision on groups with protected characteristics, and we have carried out an Equality and Health Impact Assessment.

The National Health Service COVID-19 app’s function and purpose have been developed in accordance with strong existing legislation. The Secretary of State wrote to the Chair of the Joint Committee on Human Rights, on 21 May, stating that he does not consider that new legislation is necessary for contact tracing.

The Government relies on modelling work undertaken by several academic groups, who report to the Scientific Advisory Group for Emergencies through its various subgroups. A collection of modelling information which has informed decision-making on COVID-19 has now been published on the GOV.UK website at the following link:

https://www.gov.uk/government/groups/scientific-advisory-group-for-emergencies-sage-coronavirus-covid-19-response

The modelling used to project COVID-19 death rates has been published by the Imperial College COVID-19 Response Team under the title ‘Report 9: Impact of non-pharmaceutical interventions (NPIs) to reduce COVID-19 mortality and healthcare demand’. A copy is attached.

As of 14 April, since the start of the COVID-19 outbreak we have delivered over 923 million pieces of personal protective equipment (PPE) to 58,000 different health and care settings including National Health Service trusts, general practitioners, pharmacies and community providers. We have provided PPE equipment to over 26,000 care homes including home care and hospices across the country. Over the Easter Bank Holiday weekend, over 48 million PPE items have been delivered.

We are working around the clock to give the NHS and the wider social care sector the equipment and support they need to tackle this outbreak. We have brought together the NHS, industry and the Armed Forces to create a new nationwide PPE distribution network, delivering critical PPE supplies to those who need it.

We have a 24 hours a day, seven days a week helpline for those experiencing supply disruption with business as usual ordering channels. Where there may be any shortages, we act on this immediately. Local Resilience Forums are also supporting care homes, hospices, home care and primary care in getting hold of PPE equipment.

The COVID-19 outbreak is the biggest public health emergency in a generation. We are doing everything we can to tackle the pandemic and mitigate its impact on everyone, including women, black, Asian and minority ethnic people and disabled people.

On Wednesday 25 March, the Coronavirus Act 2020 was given Royal Assent. An impact assessment and Public Sector Equality Duty (PSED) assessment was conducted in relation to the provisions contained in the Coronavirus Bill. The PSED requires public bodies to have due regard to the need to eliminate discrimination, advance equality of opportunity and foster good relations between different people when carrying out their activities, including those with protected characteristics such as sex, ethnicity and disabilities. We will continue to consider the impacts on people with protected characteristics when considering how to implement policies using powers contained in the Act.

Those with sickle cell disease have been identified as being at increased risk of severe illness from COVID-19, and we are strongly advising them to rigorously follow shielding measures in order to keep themselves safe.

Shielding is a measure to protect people who are clinically extremely vulnerable by minimising all social interaction with others. Those who are extremely vulnerable are strongly advised to stay at home at all times and avoid any face-to-face contact for at least 12 weeks. Please note that this period of time could change.

NHS England will be in direct contact with those who are at very high risk of severe illness from coronavirus to provide further advice. More information on shielding is available at the following link:

https://www.gov.uk/government/publications/guidance-on-shielding-and-protecting-extremely-vulnerable-persons-from-covid-19/guidance-on-shielding-and-protecting-extremely-vulnerable-persons-from-covid-19#how-do-these-measures-differ-from-the-social-distancing-guidance-for-vulnerable-people-issued

All guidance, statements and public information released by the Government are readily available to read online.

In light of COVID-19, the Government has developed a national campaign to provide information, guidance and reassurance to the public. The campaign spans owned, earned and paid-for channels to maximise reach and engagement for people both with and without internet. For example, the press activity includes over 600 national, regional and local titles to reach communities throughout England, Scotland, Wales and Northern Ireland. People will be able to see and hear the campaign advice in newspapers and magazines, on drive-time radio, online and through social media and on billboards and large digital displays, including at bus stops.

Information on COVID-19 from Public Health England and the Department is translated into British Sign Language. Videos can be found at the following link:

https://www.signhealth.org.uk/

NHS England operates an Accessible information Standard which sets out a specific, consistent approach to identifying, recording, flagging, sharing and meeting the information and communication support needs of patients, service users, carers and parents with a disability, impairment or sensory loss. More information can be found at the following link:

https://www.england.nhs.uk/ourwork/accessibleinfo/

Those with sickle cell disease have been identified as being at increased risk of severe illness from COVID-19, and we are strongly advising them to rigorously follow shielding measures in order to keep themselves safe.

Shielding is a measure to protect people who are clinically extremely vulnerable by minimising all social interaction with others. Those who are extremely vulnerable are strongly advised to stay at home at all times and avoid any face-to-face contact for at least 12 weeks. Please note that this period of time could change.

NHS England will be in direct contact with those who are at very high risk of severe illness from coronavirus to provide further advice. More information on shielding is available at the following link:

https://www.gov.uk/government/publications/guidance-on-shielding-and-protecting-extremely-vulnerable-persons-from-covid-19/guidance-on-shielding-and-protecting-extremely-vulnerable-persons-from-covid-19#how-do-these-measures-differ-from-the-social-distancing-guidance-for-vulnerable-people-issued

The FCDO is committed to working in partnership with a diverse range of civil society organisations and recognises the unique role of in-country local organisations. A key aim of our funding for civil society is to support the capacity of local civil society organisations in developing countries so they can become strong, self-reliant and powerful development actors.

All FCDO's contracts are tendered in accordance with the Public Contract Regulations, which ensures open, transparent and fair competition between bidders. This means our contracts are competitively tendered following a set of standard processes. The Public Contracts Regulations provide a legal framework of procurement rules which ensure application of best practice including transparency, non-discrimination, equal treatment and proportionality and reasonableness.

The UK supports Human Rights Defenders (HRDs) through bilateral engagement via our global network of Embassies and High Commissions and through multilateral organisations. Colleagues in our diplomatic network monitor cases, observe trials, and raise issues with host governments relating to HRDs. In 2019, we launched the document 'UK support for Human Rights Defenders', drawn up with significant and important input from relevant stakeholders, including Amnesty International. It set out in detail how we would work and engage with HRDs to promote and protect human rights throughout the world. Just over a year ago, the Minister of State responsible for Human Rights, Lord (Tariq) Ahmad of Wimbledon, issued a statement at the Human Rights Council in Geneva, voicing concern about the harassment and all too often imprisonment of HRDs. On International Human Rights Defenders Day on 9 December 2020, he also issued a message to all HRDs thanking them for their courageous work and their unwavering determination in fighting for human rights. When he visits countries in his capacity as Minister for Human Rights, he makes a point of talking directly to HRDs. Listening to them helps inform the decisions we make and inspires us to do more. In the context of the establishment of the new Foreign, Commonwealth and Development Office, and of the Integrated Review of Security, Defence, Development and Foreign Policy, we shall consider what more the UK can do to support HRDs.

The Government has committed to continuing the Tampon Tax Fund until the UK is legally able to apply a zero rate of VAT to women’s sanitary products. During the transition period, the UK’s VAT regime will continue to exist within a framework set by EU legislation.

Home Office department, the Clandestine Channel Threat Command are responsible for the provision of basic clothing to migrants who are disembarked at the Tug Haven (having been intercepted crossing the channel in small boats). Migrants often cross the channel in poor weather conditions and without adequate clothing. In such circumstances they are invariably very wet and cold and at risk of hypothermia if dry clothing is not provided. This provision of dry clothing forms part of our duty of care in these circumstances, wherever possible we use recycled clothing from charitable organisations rather than buying new.

The following items were purchased, 225 pairs of lace up canvas shoes, 26 pairs of flip flops, 440 T-shirts, 333 sweatshirts and 337 jogging bottoms.

This expenditure refers to articles purchased for immediate relief of asylum seekers arriving in small boats, by providing warm and dry clothing which reduces the risk of hypothermia.

Dangerous and unnecessary crossings of the Channel are made by migrants in small boats, which are often overloaded. Many of those arriving in this way are soaking wet and at significant risk of hypothermia if not changed into dry clothes quickly. The Home Office has a duty of care to those migrants and ordinarily has sufficient stocks of dry clothing on hand for arriving migrants. However, last September saw an unprecedented number of migrant arrivals in small boats and supplies ran low, requiring emergency replenishment from a local retail outlet. This is the basis of the expenditure at Primark quoted here. As the clothing was distributed directly to arriving migrants by HO officials, no third party company was employed in the distribution.

I can confirm the Home Office has not written to Mr Speaker since 1 September 2020 to explain legislation being brought into force before it is laid in both Houses.

We are grateful to the police for enforcing unprecedented restrictions, and in doing so saving lives.

Evidential reviews are carried out by the police before fixed penalty notices (FPNs) are issued on their behalf by the ACRO Criminal Records Office. Individuals can choose not to pay an FPN and defend any prosecution for a relevant offence in court. The Home Office will continue to work closely with policing colleagues on the fair and effective enforcement of Covid regulations.

The Home Office liaised with the police and others to understand the efficacy of existing public order legislation and to identify what more can be done to make a practical difference, and we will legislate shortly. This follows concerns raised by the police about current legislation in the context of non-violent protests that have a significant impact on the community.

As part of this, the Home Secretary asked the independent police inspectorate, HMICFRS, to carry out a thematic inspection of how police manage protests. My officials engaged with the inspectorate in the formulation of the new legislative proposals.

It remains our firm intention to bring forward legislation this session as we set out in the briefing which accompanied the Queen’s Speech in December 2019. We will publish our response to the consultation before that.

In October 2020, the Home Secretary commissioned HMICFRS to inspect how effectively the police manage protests. Home Office officials have been in touch with the inspectorate to understand their initial findings, these have supported our work to ensure that the police have the powers they need to manage highly disruptive protests.

The inspection is ongoing, and we look forward to receiving their final report.

The Home Office has been working with the Windrush Cross-Government Working Group to co-design and deliver the £500,000 Windrush Community Fund. Further details, including eligibility criteria and when the Fund will be open for bids will be released shortly.

The Community Fund will provide community and grassroots organisations with funding to run promotional and outreach activity to raise awareness of the Windrush Compensation Scheme and the Windrush Scheme.

There are currently no plans to extend the Codes of Practice that support the Police & Criminal Evidence Act 1984 to include road traffic stops.

For motoring offences, there are currently no plans to require police forces to collect data for vehicle stops under section 163 of the Road Traffic Act 1988. For non-motoring offences, the Home Office already collates data on vehicle stops as part of the stop and search data collection, available here: https://www.gov.uk/government/statistics/police-powers-and-procedures-england-and-wales-year-ending-31-march-2020

The statutory basis for data collection, the Annual Data Requirement (ADR) process, is set by the Police Act 1996. This process works closely with policy and operational colleagues, other government departments, National Policing Leads and other key police stakeholders to ensure that routine statistical data required on police forces remains proportionate and justified and eliminates unnecessary burdens. This ensures a proper balance between the accountability and efficiency of police operation and is reviewed on an annual basis.

There are currently no plans to extend the Codes of Practice that support the Police & Criminal Evidence Act 1984 to include road traffic stops.

For motoring offences, there are currently no plans to require police forces to collect data for vehicle stops under section 163 of the Road Traffic Act 1988. For non-motoring offences, the Home Office already collates data on vehicle stops as part of the stop and search data collection, available here: https://www.gov.uk/government/statistics/police-powers-and-procedures-england-and-wales-year-ending-31-march-2020

The statutory basis for data collection, the Annual Data Requirement (ADR) process, is set by the Police Act 1996. This process works closely with policy and operational colleagues, other government departments, National Policing Leads and other key police stakeholders to ensure that routine statistical data required on police forces remains proportionate and justified and eliminates unnecessary burdens. This ensures a proper balance between the accountability and efficiency of police operation and is reviewed on an annual basis.

Police forces that reflect the communities they serve are crucial to tackling crime and maintaining public trust and confidence in a modern diverse society. While the police workforce is more representative in terms of gender and ethnicity than it has ever been, there is still much more to be done.

We have been clear that the uplift in officers is a once in generation opportunity to improve diversity. The Equality Act 2010 includes positive action provisions to enable employers to address identified under-representation of protected groups in the workplace, such as black officers in the police, as well as Asian and other minority ethnic officers. There is much greater scope than has been used so far for the police to use the positive action provisions of equalities legislation to improve recruitment and progression of officers from under-represented groups.

Some forces have made significant improvements in the rate of black, Asian and minority ethnic joiners through successful positive action measures. The relative rates of representation vary from force to force. However, we are clear that every force should be striving to become representative of the communities it serves. Information is available on police.uk that shows the ethnicity and gender representation for each police force compared to local force area populations. This allows the public to hold forces to account.

There is already work in train across the sector to support forces in doing this. The College of Policing has delivered a major programme of work to support forces in their efforts to address under-representation in the recruitment, retention and progression of officers and has published advice on the lawful use of positive action to address under-representation in policing at all levels. The National Police Chiefs’ Council has also published a workforce representation toolkit which includes practical actions forces can take to increase the recruitment, retention and progression of officers from under-represented groups in policing

The Government has also supported innovative schemes, such as Police Now, which are making the police workforce more diverse than ever before; showing that we can attract the brightest and best into policing, whilst introducing new perspectives from some of the country’s most challenging neighbourhoods.

We are aware that criminals are attempting to exploit opportunities around the coronavirus. The Government and law enforcement colleagues are working tirelessly to identify and disrupt those seeking to commit these crimes.

We have worked closely with National Trading Standards, the Financial Conduct Authority and other key partners to raise public awareness. For example, we launched a gov.uk page on coronavirus related fraud and cybercrime, including easy-to-follow steps for people to better protect themselves, as well as signposting all relevant advice and tips.

This page can currently be found here:

https://www.gov.uk/government/publications/coronavirus-covid-19-fraud-and-cyber-crime

National Trading Standards, using their 500,000 strong network of “Friends Against Scams” launched a targeted campaign during lockdown to encourage people to protect their friends and neighbours from COVID doorsteps scams.

We are acutely aware of the need to put victims at the heart of our approach to tackling domestic abuse at this time. We are working closely with domestic abuse charities to monitor and assess impacts and needs.

The Government has posted advice regarding national helplines, including specialist helplines, on gov.uk to guide victims to the most appropriate support for their individual needs (https://www.gov.uk/guidance/domestic-abuse-how-to-get-help ). This has been extensively promoted through our awareness raising campaign #YouAreNotAlone.

The Home Office has announced £2m of funding to help bolster helplines at this time; £1.2m of this has already been allocated to provide Covid-19 support. This includes an additional £71,000 to Galop, which runs the National LGBT Domestic Abuse helpline, to ensure that the service continues to be available to LGBT+ victims during this period.

This is in addition to the £750 million funding package announced by the Chancellor, £76 million of which will support survivors of?domestic abuse, sexual violence and modern slavery?as well as ensure that vulnerable children and young people continue to get the help they need. From this funding the HO launched a £2m fund for national and regionally based domestic abuse organisations. £793,000 of this has already been allocated to 13 organisations and additional bids are currently being assessed.

As part of its ongoing support for victims of domestic abuse, the Home Office has, in addition, provided £120,000 of funding each year since 2016 for the LBGT Domestic Abuse helpline, which provides emotional and practical support for LGBT+ people who are experiencing or have experienced domestic abuse.

The safety and health of those in immigration removal centres is of the utmost importance but we remain committed to removing foreign national offenders or those who violate our immigration rules. Detention plays a key role in securing our borders and maintaining effective immigration control.

Decisions to detain an individual are made on a case by case basis and are based on all of the information known at the time of the review. As circumstances of the case change, detention is reviewed in light of these changes and release may then become appropriate.

The Home Office is following all Public Health England guidance and have robust contingency plans in place including measures such as protective isolation to minimise the risk of COVID-19 spreading in the immigration detention estate. Further measures including shielding, single occupancy rooms and the cessation of social visits have been introduced in line with the Government direction on social distancing.

There are currently no cases of Covid-19 in the immigration detention estate.

The Home Office is working closely with other government departments to support people, including migrants with no recourse to public funds, through this crisis. We are taking a compassionate and pragmatic approach and will continue to review the situation to consider if more can be done.

The Coronavirus Job Retention Scheme will help firms continue to keep people, including workers with no recourse to public funds, in employment with the government paying 80% of furloughed workers wages up to a cap of £2,500.

There are a number of measures in relation to rent and mortgage protections, food vouchers, and protections for the homeless, all of which are not considered public funds. Local Authorities may also provide basic safety net support if it is established that there is a genuine care need that does not arise solely from destitution, for example, where there are community care needs, migrants with serious health problems or family cases.

Covid-19 has been added to the list of infectious diseases so anyone experiencing symptoms, regardless of their immigration status, will be treated for free.

People granted leave under the family and human rights routes can apply to have a condition lifted or for access to benefits if their financial circumstances change.

The Home Office Diversity & Inclusion Strategy sets a target of 6% representation for Lesbian, Gay and Bi staff in senior positions by 2025. We will assess a target for Trans staff when we are able to capture this data soon.

We have a comprehensive programme of activity underway led by a senior LGBTI+ Champion including an inclusive language pack to improve understanding of the importance of appropriate language in the workplace, a new recruitment model for LGBTI+ apprentices and Career Watch pilots for LGBTI+ staff, focused on active sponsorship of staff to build the talent pipeline to senior levels.

Trust and legitimacy are vital elements of British policing by consent. The police have worked hard to improve equality and diversity in policing. The workforce is more representative than ever before and there is a Code of Ethics in place. While recognising these significant improvements, we are not complacent.

Our drive to recruit 20,000 officers over three years gives us a significant opportunity to attract a wide range of people into a career in policing and support the police to become even more representative of the communities they serve. Work is already underway by forces and key partners to ensure they can attract a more representative workforce as part of the uplift in officer numbers.

The College of Policing has delivered a major programme of work to support forces in their efforts to address under-representation in the recruitment, retention and progression of officers, including those from BAME backgrounds, and has published advice on the lawful use of positive action to address under-representation in policing. This work includes measures to improve diversity at the most senior levels in policing, where there is the greatest disparity.

The Government has also supported innovative schemes such as Police Now which are making the police workforce more diverse than ever before; showing that we can attract the brightest and best into policing, whilst introducing new perspectives into policing from some of the country’s most challenging neighbourhoods.

The National Police Chiefs’ Council published its first Diversity, Equality and Inclusion strategy in October 2018. This is complemented by a workforce representation toolkit which includes practical actions forces can take to increase the recruitment, retention and progression of officers from under-represented groups in policing. This is a welcome demonstration of policing taking the lead in implementing action to increase diversity and In addition, Her Majesty’s Inspectorate of Constabulary and Fire & Rescue Services (HMICFRS) has agreed to focus more closely on how forces are performing on diversity and inclusion as part of its next round of Integrated Peel Assessments this year.

The Equality Act 2010 includes positive action provisions to enable employers to address identified under-representation of protected groups in the workplace, as is the case for BAME officers in the police. There is much greater scope than has been the case so far for the police to use the positive action provisions of equalities legislation to improve BAME recruitment and progression.

Some forces (such as the Metropolitan Police Service, Bedfordshire Police, West Midlands Police and Greater Manchester Police) have made significant improvements in the rate of BAME joiners through successful positive action measures. Other forces should be learning the lessons of the successful measures being used in these forces.

Trust and legitimacy are vital elements of British policing by consent. The police have worked hard to improve equality and diversity in policing. The workforce is more representative than ever before and there is a Code of Ethics in place. While recognising these significant improvements, we are not complacent.

Our drive to recruit 20,000 officers over three years gives us a significant opportunity to attract a wide range of people into a career in policing and support the police to become even more representative of the communities they serve. Work is already underway by forces and key partners to ensure they can attract a more representative workforce as part of the uplift in officer numbers.

The College of Policing has delivered a major programme of work to support forces in their efforts to address under-representation in the recruitment, retention and progression of officers, including those from BAME backgrounds, and has published advice on the lawful use of positive action to address under-representation in policing. This work includes measures to improve diversity at the most senior levels in policing, where there is the greatest disparity.

The Government has also supported innovative schemes such as Police Now which are making the police workforce more diverse than ever before; showing that we can attract the brightest and best into policing, whilst introducing new perspectives into policing from some of the country’s most challenging neighbourhoods.

The National Police Chiefs’ Council published its first Diversity, Equality and Inclusion strategy in October 2018. This is complemented by a workforce representation toolkit which includes practical actions forces can take to increase the recruitment, retention and progression of officers from under-represented groups in policing. This is a welcome demonstration of policing taking the lead in implementing action to increase diversity and In addition, Her Majesty’s Inspectorate of Constabulary and Fire & Rescue Services (HMICFRS) has agreed to focus more closely on how forces are performing on diversity and inclusion as part of its next round of Integrated Peel Assessments this year.

The Equality Act 2010 includes positive action provisions to enable employers to address identified under-representation of protected groups in the workplace, as is the case for BAME officers in the police. There is much greater scope than has been the case so far for the police to use the positive action provisions of equalities legislation to improve BAME recruitment and progression.

Some forces (such as the Metropolitan Police Service, Bedfordshire Police, West Midlands Police and Greater Manchester Police) have made significant improvements in the rate of BAME joiners through successful positive action measures. Other forces should be learning the lessons of the successful measures being used in these forces.

Trust and legitimacy are vital elements of British policing by consent. The police have worked hard to improve equality and diversity in policing. The workforce is more representative than ever before and there is a Code of Ethics in place. While recognising these significant improvements, we are not complacent.

Our drive to recruit 20,000 officers over three years gives us a significant opportunity to attract a wide range of people into a career in policing and support the police to become even more representative of the communities they serve. Work is already underway by forces and key partners to ensure they can attract a more representative workforce as part of the uplift in officer numbers.

The College of Policing has delivered a major programme of work to support forces in their efforts to address under-representation in the recruitment, retention and progression of officers, including those from BAME backgrounds, and has published advice on the lawful use of positive action to address under-representation in policing. This work includes measures to improve diversity at the most senior levels in policing, where there is the greatest disparity.

The Government has also supported innovative schemes such as Police Now which are making the police workforce more diverse than ever before; showing that we can attract the brightest and best into policing, whilst introducing new perspectives into policing from some of the country’s most challenging neighbourhoods.

The National Police Chiefs’ Council published its first Diversity, Equality and Inclusion strategy in October 2018. This is complemented by a workforce representation toolkit which includes practical actions forces can take to increase the recruitment, retention and progression of officers from under-represented groups in policing. This is a welcome demonstration of policing taking the lead in implementing action to increase diversity and In addition, Her Majesty’s Inspectorate of Constabulary and Fire & Rescue Services (HMICFRS) has agreed to focus more closely on how forces are performing on diversity and inclusion as part of its next round of Integrated Peel Assessments this year.

The Equality Act 2010 includes positive action provisions to enable employers to address identified under-representation of protected groups in the workplace, as is the case for BAME officers in the police. There is much greater scope than has been the case so far for the police to use the positive action provisions of equalities legislation to improve BAME recruitment and progression.

Some forces (such as the Metropolitan Police Service, Bedfordshire Police, West Midlands Police and Greater Manchester Police) have made significant improvements in the rate of BAME joiners through successful positive action measures. Other forces should be learning the lessons of the successful measures being used in these forces.