Humanitarian Crisis in the Mediterranean and Europe

Debate between Helen Whately and Martin Docherty-Hughes

Wednesday 9th September 2015 Commons Chamber

[Helen Whately]

Indeed, the other neighbouring countries, not just Lebanon and Turkey, should be taking refugees. I understand that in fact Saudi Arabia is taking some refugees and that families have invited other families to come and live with them. There may be more happening than we are aware. However, the hon. Gentleman makes an important point.

I want to talk about how our aid could be used in the refugee camps. It is important that it is used not only to provide shelter and food but to make life in those camps bearable. As we have heard, it is far from that now; in fact, many refugees do not even feel safe in them. My hon. Friend the Member for Oxford West and Abingdon (Nicola Blackwood) described this from the experience of her own visits to refugee camps. We must try to ensure that refugees have some quality of life. I recognise that the Government are doing what they can. A quarter of a million children are benefiting from having support for their education, thanks to our aid. I have read of a figure of £10 million being used specifically for building local capacity and longer-term stability in the region, but that sounds like a rather small share of £1 billion. More must be done to give refugees in the camps a chance to work, to learn and to develop their skills so that they will be able to contribute as and when Syria is safe to return to, and to give them purpose and a sense of hope.

[Martin John Docherty]

The hon. Lady mentions £10 million. Perhaps the Government would take up the point that rather than replacing Trident on the Clyde with £500 million, they should send that money to deal with some of the refugee crisis issues that we are facing.

[Helen Whately]

That is a completely separate debate and it is not appropriate to have it as part of this debate.

The battle against ISIL is ideological as much as military. We absolutely must win hearts and minds. As this is Britain’s largest ever humanitarian effort, it must not just be about providing sanctuary but must also count towards future peace and stability across the region.

Equal Pay and the Gender Pay Gap

Debate between Helen Whately and Martin Docherty-Hughes

Wednesday 1st July 2015 Commons Chamber

[Helen Whately]

My hon. and learned Friend makes an important point. While many of us here and outside this place are fighting for more opportunities and support for women, we must not forget how difficult life can be for young men, who have much higher rates of mental health problems and suicide, and for young boys who are not doing so well in school. We need to think about both genders when considering how people can achieve their potential in life. As he suggests, there is no longer a pay gap for women under 40, so we must take care not to try to solve a problem that no longer exists. We must now ensure that that achievement is extended to women over 40 so that there is no gender pay gap at all, because there certainly is today.

When looking at the progress made in recent years, we should look beyond pay and consider the success of women on boards. The work of the 30% Club has been very influential in that area. In 2010 only 12.5% of FTSE 100 board members were women, but now the figure is up to 24.7%. The UK leads many countries around the world in that regard, including America, Canada and Australia. We should also appreciate the increasing number of women in leadership positions in both the private and public sectors.

It might be helpful to reflect on what has worked so far and how we have achieved that progress. Legislation has certainly played a role, going all the way back to the Equal Pay Act 1970, which the motion refers to, and the Equality Act 2010, which, beyond the pay problem, ended the gap in contractual terms so that other terms do not favour men over women. That also put a stop to confidentiality clauses getting in the way of fair pay. There is huge support for childcare, with the introduction of breakfast clubs and after-school clubs making a big difference for working parents. Hon. Members have also mentioned flexibility for women in the workplace, and for men.

Corporate organisations such as the 30% Club have worked to make data available on the pay gap. One thing that has made a difference in the decisions of big businesses is the fact that the data show that companies that have women on their boards do better. Companies have then said, “Okay, in order to do better we need to ensure that we have women coming through the organisation and on our board.”

As many case studies show, private and public sector organisations often do well through informal methods, such as supporting women with mentoring, networking and coaching, recognising the challenges they face—often they relate to mindset—and helping them overcome them. The Department for Business, Innovation and Skills, which has focused on supporting women in the workplace over the past couple of years, makes a very good case study: unlike the civil service as a whole, in which women fill only 38% of leadership positions, more than 50% of its senior leaders are now women. Progress really is being made.

[Martin John Docherty (West Dunbartonshire) (SNP)]

The hon. Lady is raising many important points for the House to take on board. Does she agree that it is not just the private and public sectors, but the charitable bodies that work with the Charity Commission for England and Wales, the new Charity Commission for Northern Ireland and those under the regulation of the Office of the Scottish Charity Regulator—I am sorry about the long names—that should take cognisance of this debate, because they are substantial employers and should also be setting an example in their charitable works and management?

[Helen Whately]

I support that; I do not know the data for the charitable sector, but it makes sense. I wonder whether the charitable sector might be like the healthcare sector and the NHS, where women make up a greater proportion of the workforce as a whole but the top tier of leadership is still male-dominated. Any organisation in which that is the case cannot simply say, “We have more women across our workforce. Aren’t we doing well?” There should be an equal proportion of women at the top as across the whole organisation.

Things are happening and more needs to happen. On the increase in transparency, the Government will rightly make the reporting of gender pay information for companies with more than 250 employees mandatory and give employment tribunals the power to require employers to conduct a pay audit. Those things are really important. I am a huge advocate of transparency in healthcare, which was my area of expertise before coming here. I also want to see more voluntary transparency. Companies that are competing for top women graduates and school leavers should surely publicise their effectiveness and success in supporting women in work. They should be transparent about their pay and the progress they are making for women in the workplace.

Making the workplace more supportive of women and family life, for women and men, is incredibly important. I am proud that my Government are moving forward on the equal right to request flexible working and the opportunity to have shared parental leave, tax-free childcare, and state-funded early education. I know the difference that having state-funded early education makes in enabling women to go back to work earlier, as they are more often the primary child carer. I have heard women say that they would like to be able to go back to work sooner and ask that that support therefore be provided earlier. It is incredibly important that we encourage men to take up the opportunity to have shared parental leave so that there is genuine equality in the workplace. Children need their father figures just as much as they need mothers in their lives.

I am getting an indication from the Speaker that I should move towards the conclusion of my comments, so I shall do so. We are rightly supporting women and girls to make choices that enable them to make the most of their potential. The Your Life campaign aims to increase the number of girls and young women taking up careers in science and technology. Beyond that, we need to encourage girls to study STEM subjects and to aim higher.

On the confidence gap, 69% of women executives surveyed expected to reach board level compared with 81% of men. There is a persistent gap in women’s confidence in their ability to succeed. Fabulous research is being done on centred leadership and what works for women. We should encourage companies and organisations to draw on that, and schools could also use it to ensure that girls are supported in taking the approach to their life that they need to take to be successful. Being a woman leader is different from being a male leader—we now understand that.

We all have a part to play in our constituencies and in our work with our colleagues to ensure that the improvement seen for the under-40s continues for people who are over 40. Pay is important, but let us recognise that this debate is broader than that and look at all the ways to improve opportunities and achievements for women.