Oral Answers to Questions
Debate between Karen Buck and Ruth Cadbury(3 years, 11 months ago)
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Ms Karen Buck (Westminster North) (Lab)
Ruth Cadbury (Brentford and Isleworth) (Lab)
Free Travel for Under-18s: London
Debate between Karen Buck and Ruth Cadbury(4 years, 4 months ago)
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Ruth Cadbury (Brentford and Isleworth) (Lab)
It is good to see my hon. Friend the Member for Hackney South and Shoreditch (Meg Hillier) in her place, and it is a particular pleasure to see the Minister in her place and to be joined by colleagues who are concerned, like me, about the issue of children and young people’s travel in London.
I sought this debate to try to understand the Government’s decision to require Transport for London to suspend free travel for under-18s on London’s buses and trams. The removal of free travel for under-18s will impact hardest on London’s most disadvantaged young people. It is technically complex to implement and will lead to low levels of demand reduction, which is the proposal’s purported aim. I shall briefly summarise where I think we are with the issue and would then welcome clarification from the Minister on the latest position.
When the Government agreed in May to provide emergency funding to TfL—as they did to so many public services whose income streams have been decimated by the pandemic—they set a number of conditions, one of which was for TfL to suspend free travel for under-18s. The funding agreement states that the reason behind the condition was
“to optimise the use of the available safe transport capacity”—
in other words, to manage demand, especially during the morning peak.
I understand that despite many weeks of discussion between Government officials and TfL, the specific condition was raised directly with London’s deputy Mayor for transport, Heidi Alexander, only on the day the deal was agreed, 14 May. It came out of the blue without any prior assessment of its impact on London’s children or the cost and complexity of implementing it. It was the only deal that the Government offered; the Mayor of London had no choice but to accept it to keep the tubes and buses running, and if he did not, he would have been forced to issue a statutory section 114 notice—the declaration stating that TfL is no longer able to work to a balanced budget. Because the condition was imposed at the last minute, there was no time for TfL’s officers to assess the significant impact and the supposed benefit.
Ms Karen Buck (Westminster North) (Lab)
My local authority, Westminster, has told me that it estimates that between 5,000 and 9,000 children in our borough alone are affected by this issue. Importantly, it says that, given the categories of children who are eligible for assistance—children who are under eight years old, living more than two miles away, on free school meals, with disabilities and so forth—all the children who currently use public transport to get to school could be eligible. Does my hon. Friend think that the Government have thought this one through?
Ruth Cadbury
I believe that they have not. They certainly did not discuss the implications because it came, as I said, out of the blue. It is good to know that local authorities are assessing the impact.
London is the UK’s most congested city, with the lowest levels of car ownership and the greatest numbers of families living in poverty. Free travel for under-18s was introduced by a Labour Mayor, and since 2006 subsequent Mayors, including the current Prime Minister, have retained the policy.
Maternity Discrimination
Debate between Karen Buck and Ruth CadburyWestminster Hall is an alternative Chamber for MPs to hold debates, named after the adjoining Westminster Hall.
Each debate is chaired by an MP from the Panel of Chairs, rather than the Speaker or Deputy Speaker. A Government Minister will give the final speech, and no votes may be called on the debate topic.
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Ruth Cadbury (Brentford and Isleworth) (Lab)
It is a pleasure to serve under your chairmanship for the first time, Ms Buck. I congratulate my hon. Friend the Member for Harrow West (Mr Thomas) on securing this debate, and I thank the Backbench Business Committee for giving us this privilege. It is an honour to follow the hon. Members for Norwich North (Chloe Smith) and for Glasgow Central (Alison Thewliss), who made prescient remarks. I would particularly like to thank Maternity Action and the other organisations that have briefed us for this debate; the facts and the evidence are really important.
When I was expecting my first child 24 years ago and sought sympathy from my mother, she pointed out, “It’s not an illness. Just get on with it.” However, she went on to provide useful advice about what to expect during the different trimesters, how to look after myself, what to ask for and so on. I sought and found information about keeping myself and the growing baby healthy, and I was lucky to work for a sympathetic employer who allowed me paid time off for antenatal appointments, the ability to keep my feet raised, flexible hours to avoid the most crowded times on the tube and so on. I was lucky—I had some statutory rights, even then, and I had an understanding employer, but as we know, that is not true for many women. In fact, it is not true for a growing number of women.
Roll on to 2016. I am a member of the Women and Equalities Committee, and we have been carrying out an inquiry into maternity and pregnancy discrimination. We still have to report, but some of our evidence is available, so I am able to refer to that today. What has shocked us as a Committee is not only that things have not improved recently, but that we appear to be going backwards as a country in our treatment of pregnant women. Our inquiry followed the BIS-EHRC research published in March this year. The EHRC made strong recommendations, as has been mentioned, and we felt it was very important to do a detailed inquiry, to pick up the lead from those findings.
The research found that three out of four mothers said they had a negative and possibly even discriminatory experience during pregnancy and maternity leave and after maternity leave. As others have said, scaled up, that could mean almost 400,000 mothers a year. It is estimated that between 21,000 and 54,000 women feel they have to leave the workforce while pregnant or after giving birth because of risks not being tackled in the workplace. Fifty per cent of all discrimination happens at the point when the woman tells her employer she is pregnant, and the scale of the problem is growing. The percentage of mothers experiencing discrimination has grown by 22% since the equivalent survey of 2005.
With more and more women entering the workplace, it is imperative that maternity discrimination is not allowed to negatively affect the experience of women at work. The business case alone goes without saying. If we lose people from the workforce, or if we lose people in highly skilled jobs to less skilled jobs, that affects all businesses, as well as women’s self-esteem and rights at work. Most employers—over 84%—say they believe it is in their best interests to support pregnant women in their organisations, as well as those on maternity leave, yet only 27% feel that all women’s statutory rights are reasonable. In addition, 70% of employers feel that pregnant women should give notice of their pregnancy at the recruitment stage. There is obviously a discrepancy between the reported enthusiasm of employers to support pregnant women and the experiences women face of institutional discrimination that requires pregnancy to be known about.
The issue is not specific to particular sectors; it is wide-ranging. Women in areas as diverse as arts and leisure, manufacturing and agriculture all reported high levels of negative experiences. I want to cover a couple of case studies from Maternity Action, which has provided examples of women in a variety of fields who have been subject to discrimination ending in job loss, whether through forced redundancy or treatment so discriminatory it resulted in them having no choice but to leave their jobs. The examples I am about to cover are symptomatic of the universal nature of maternity discrimination, with workers in both office environments and more active occupations being negatively impacted by institutional discrimination.
One woman was working in a salon as a hairdresser. She worked long days, standing for most of the time, and was experiencing severe back pain as a result of her pregnancy. She asked her manager for extra rests between appointments as a health and safety adjustment, which was promised, but whenever she asked to take a break her manager refused. She also asked if she could work shorter days, so that she would not need so many breaks, but that was also refused. She had originally wanted to start her maternity leave two weeks before her due date but ended up bringing it forward to the earliest start date—11 weeks before her due date—because she was struggling so much at work and was concerned for her health.
Another woman worked in childcare, for a small independent nursery. She had been there for five years and had a good relationship with her manager. When she told her manager she was pregnant and asked to discuss her health and safety, she was immediately moved from a room where she was working alongside other colleagues to one where she was working on her own. Her manager started to criticise her work in front of her colleagues and refused to give her time off to attend her antenatal appointments, insisting that she use annual leave. She tried to talk to her manager about those issues, but was told she should be glad she still had a job and that her performance was being monitored. She ended up being signed off sick for stress and resigned before her maternity leave was due to start, as she did not feel she could ever return to work for that employer.
Another woman worked in administrative office work. She had done the same job for three years and always had a good relationship with her employer, so she notified her boss when she was 10 weeks pregnant. She suffered from severe morning sickness and was signed off sick for a week. When she returned, she found that her shifts had been reduced from 40 to 10 hours per week. She was told that it was because there was less work available, but none of her colleagues had seen any changes to their hours. When she challenged that, she was told that as she was unwell, it was better for everyone that she work fewer hours and that her employer was “just looking after her”. As a result of her reduced hours, unsurprisingly her average earnings fell to £80 a week from her 13th week of pregnancy, so she did not qualify for statutory maternity pay.
Those are just some examples that illustrate the scale of the problem, which is massive and growing. What can we and the Government do to address the issue of pregnancy discrimination? There is a raft of legislation to protect the rights of pregnant women and mothers in the workplace, including the four core legal rights: paid time off for antenatal care; maternity leave; maternity pay or allowance; and protection against unfair treatment, discrimination and dismissal. However, it is clear that many employers are not adhering to those rights. It is our duty to ensure that those rights are safeguarded and that the recommendations of the EHRC report in March are upheld.
As has been said, the EHRC recommended improving best practice to promote family-friendly workplaces, effective management and open communication, and improving health and safety management in the workplace, so that employers manage risks effectively and women are not forced to choose between their job and their health or the health of their unborn child. However, we need to push for regulations to become context-specific, because issues of pregnancy are more critical in some work environments, such as firefighting. It is clearly not appropriate to be on active service as a firefighter when pregnant, but that does not mean that women should have to give up their job.
Most of the employers interviewed by the EHRC were willing to accept requests to work flexibly. However, mothers reported that requesting flexible working had negative consequences for them. More than half of mothers reported negative treatment, such as job responsibilities being removed, as a direct consequence of making a request.
The Women and Equalities Committee has already stated, through our “Gender Pay Gap” report, that all jobs should be offered flexibly from the word go, unless there is a reasonable justification not to. At present, employees must wait six months before they can request flexible working. We have been calling for the Government to encourage employers to offer different forms of flexible working when advertising jobs and to allow new employees the right to request it as soon as they start a job. To make flexible working a norm for all genders is to normalise it as a practice, as well as normalising the notion of men in a caring role. There is currently a gap of 38% in median hourly earnings when comparing part-time women with full-time men. In addition, offering senior jobs as flexible or part time would go a long way towards stopping the opportunity gap between men and women as well as between those who have children and those who do not.
The Select Committee had quite a lot of evidence from casual agency and zero-hours workers. Those workers did not even have the rights of employees. We were concerned that they do not have, for instance, a right to paid time off for antenatal appointments; maternity or shared parental leave; a right to request flexible working; or protection against unfair dismissal. Some of our witnesses saw that as a reason for the increase in pregnancy and maternity discrimination. With the increase in casual working and zero-hours contracts, we consider that that problem will only increase. Citizens Advice suggested to us that the “increased job insecurity” experienced by such workers “impacted on” their
“confidence in challenging discrimination and other workplace problems.”
On redundancy and job loss, a key finding from our evidence was that pregnancy and maternity discrimination has increased since that was last researched. Many more women are now under the pressure of being made redundant or being forced to leave their job. Rosalind Bragg of Maternity Action told the Committee that 30,000 women lost their jobs as a result of pregnancy discrimination in 2005, but that figure jumped to 54,000 in 2015.
Your Employment Settlement Service—YESS Law—said that employers who understood the law made women redundant after their return to work so that the protection provided under regulation 10 of the Maternity and Parental Leave etc. Regulations 1999 did not apply. That regulation provides that an employee who is made redundant during maternity leave is entitled to any existing and suitable alternative work in preference to other employees, including those at risk of redundancy. I feel that we should go for better protection from unfair redundancies. That is just one of a number of recommendations that I would support; others have been mentioned today.
We know, and the Select Committee found, that the issue of information and advice is critical. With 50% of all discrimination happening at the point at which the woman tells her employer that she is pregnant, it is imperative to provide information to women via channels such as midwives and GPs before the meeting with their employer. As all women go to their first maternity appointment, would that not be a good time? That said, a midwife, in our briefing, said that an appointment of 15 minutes was not long enough to cover both the clinical information that a newly pregnant woman, and particularly a first-time mum, needs and the workplace information. It takes long enough to get the clinical information over, let alone covering essential workplace information as well. I suggest that the Government work with the NHS and others and consider providing information, in a written and online form, that midwives can forward to pregnant women at that first appointment. The Government could also do a lot more in the way of communication on protecting health and wellbeing. That needs to be improved.
We heard particular concerns about women leaving their jobs because health and safety risks had not been tackled. The BIS and EHRC research found that one in 25 of the women surveyed—scaled up, that could be 21,000 women—left her job because health and safety risks had not been tackled properly. Evidence focused particularly on whether employers should be required to do a risk assessment specifically for new and expectant mothers or whether the current generic risk assessment is enough to ensure that risks are dealt with. The EHRC suggested that employers need to get better at talking to women about health and safety throughout their pregnancy. However, Maternity Action said that the general risk assessment was “woefully inadequate” and that employers should be required to do an individual risk assessment.
I have already covered casual and zero-hours contracts. The rights of workers in those jobs need to be considered in relation to any future Government action.
My colleagues have covered access to justice, the appalling institutional discrimination that the fees for employment tribunals involve and the impact that that has had on employees’ rights to take action against discrimination—
Ms Karen Buck (in the Chair)
Order. I remind the hon. Lady that the winding-up speeches will start at 4 pm and suggest that she might like to draw her comments to a close.
Ruth Cadbury
I will do so, Ms Buck.
In conclusion, we need not just specific action but overall leadership for change, so that employers attract the best talent, create the conditions for their staff to perform well and avoid the loss of skills and experience that happens as a result of the kind of decisions that women are making when they get pregnant, as we have heard today. I am concerned about the lack of urgency displayed by the Government in tackling pregnancy and maternity discrimination and I hope that, under the new Prime Minister, the Government provide a better model for leadership and look out for the report of the Women and Equalities Committee and our recommendations in order to improve the situation. This is a very important issue.