Immigration Bill

Lord Shipley Excerpts

Tuesday 9th February 2016 Grand Committee

[Lord Swinfen]

My Lords, I have been working in this House since the late 1970s for people with various forms of disability, and I note that British Sign Language is now accepted throughout. I do not understand why the Government are taking it out of the Bill. I know that it is unlikely to be used very often because it is much more difficult for someone who uses British Sign Language to be face-to-face with the public, but there are members of the public who use British Sign Language as their first language. Therefore, it is essential that some of the people with whom they have to relate when going about their business also use British Sign Language. It is important that the amendment is included in the Bill.

[Lord Shipley (LD)]

My Lords, I am a signatory to the amendment. It is an extremely important issue because the assumption is that the code of practice and the public sector equality duty will be sufficient in this case. Clause 47(8), which I have reread a number of times, makes it very clear that somebody in a customer-facing role should speak fluent English. The Department for Work and Pensions has accepted British Sign Language as a language since 2003. We do not want to permit any confusion to arise, and the way to solve this is simply for the Government to accept the amendment because it makes it absolutely clear that British Sign Language is an acceptable language and that it is not just a question of an employee having spoken English.

I hope that the Minister will understand that there are some 70,000 people in this country for whom British Sign Language is their first language. As the noble Lord, Lord Swinfen, made clear, this is not just about those employed in a customer-facing role; it is about how you respond to customers who want to speak to somebody who can communicate through British Sign Language. I hope that the Minister will not see this as some kind of bureaucratic minor matter, as it is very important in terms of the public sector equality duty. It cannot simply be left to a code of practice when it should be written clearly in the Bill so that there is no doubt about how public sector bodies should respond.

[Baroness Hamwee]

My Lords, my noble friend Lord Paddick and I have three amendments in this group: Amendments 242C, 242G and 242J. Before I come to them, I shall say that I support the amendment on British Sign Language. My noble friend Lady Humphreys is in her place. She heard the confirmation about the Welsh language and welcomes it. I say that in the context of wishing this clause were not here at all. I appreciate that there was a line in the Conservative Party’s manifesto for the previous election and that is why I have not sought to take these clauses out altogether.

The impact assessment on these clauses confirmed my anxiety about their potential for encouraging discrimination and harassment. It says:

“The policy objective is to ensure a sufficient standard of fluent English is maintained and can be enforced … This is intended to improve the quality, efficiency and safety of public service provision and support taxpayers confidence they are receiving value for money”.

So far, so good.

“This proposal is expected to support current priorities for the management of immigration into the UK”.

I have littered questions marks, the word “prejudice”, an exclamation mark and the word “tangentially” around that statement.

We would prefer to take these clauses out altogether, but the first of our amendments looks at the provision for expanding the requirements into the private sector. It is a probing amendment, and I hope that the Minister is aware of the questions that I intend to ask. If this is of such concern, why, in a service context where so many public services are provided on behalf of the Government by the private sector, does the Bill not immediately extend to services which are contracted out? Will there be changes to the requirements as they affect contractors? Has consultation taken place with the private sector? Will there be a single code of practice? Since so much is outsourced, it seems odd if work which is outsourced is not covered, but I wonder whether the private sector will be happy with this as a requirement. I am interested in the consultation.

Amendment 242G is on the code of practice, which under Clause 50 may make different provision for different purposes. I have suggested,

“and for different roles or descriptions of roles”.

It may well be that the Minister will confirm that that is within Clause 50(6) because there are clearly different things that people in the public sector do in different roles or may need to do. The impact assessment states that the code,

“will be flexible enough to account for the differing requirements and existing arrangements of different public sector bodies”,

but it would be good to have confirmation that the legislation allows for that.

Amendment 242J would require a review within five years. I ask the Committee to understand this amendment in the context of my initial remarks. Noble Lords will understand from the points that I have listed in the amendment the matters with which I am concerned:

“the extent and types of authority subject to the requirement; … the standard required; … procedures for complaints”—

it has been pointed out to me that it is sad that requirements are being put in place and that it is felt necessary to have a complaints procedure designed from the beginning—

“direct and indirect discrimination which has or may have arisen; and … the resources required to meet this requirement”.

The Race Equality Foundation says,

“the draft code is poorly drafted, poorly structured and … there is nothing to prevent users of public services making complaints on the basis of accent and appearance. These provisions may encourage, and semi-legitimise, racially-motivated harassment under the guise of challenging someone’s ability to speak ‘fluent’ English. There is already evidence on the greater likelihood for black and minority ethnic people to be subject to the disciplinary process in public services”.

It is obviously concerned about these requirements expanding that likelihood.

The Institute of Equality and Diversity Professionals was very moderate in its language:

“No amount of guidance in the draft Code of Practice can save what is an irredeemably unworkable scheme”.

It talks about:

“The opportunities for directly and indirectly discriminatory, and harassment, claims”,

and reminds us that harassment is a form of discrimination under EU equality law. It asks about the constitutional basis. I think I would ask about the evidence base.

The institute also points out that:

“The use of the terms ‘high standard of English’ … and ‘fluency’ indicate a ‘mother tongue’ proficiency, which is not permissible in EU law”.

Another of its comments says,

“these measures will leave public bodies open to extensive litigation, primarily on grounds of race and ethnic origins, but also on grounds of disability, in relation to … discrimination and harassment claims”.

I said—I think at Second Reading—that I regard the ability to communicate as important, indeed essential, in the public sector, as in all other parts of life, but I cannot be the only person in this Committee who has encountered someone whose English is perfect but who cannot make themselves understood.

--- Later in debate ---

[Lord Shipley]

I thank the Minister for that. I think that that would help because I had not understood what the problem was with making this amendment to the Bill. I hope that, if we come back to this matter on Report, we may have some greater clarity on it because it seems to me that that would solve the problem.

[Lord Keen of Elie]

I am obliged to the noble Lord. He will appreciate that I, too, am concerned about whether it is necessary for such a provision to appear in the Bill. Our view is that the point made by the noble Baroness, Lady Lister, is an important one but that it is already accommodated by the terms of the Bill. However, as I said, I will reflect on that.

I turn to the observations made by the noble Baroness, Lady Hamwee, in addressing Amendments 242C, 242G and 242J regarding the implementation of the various duties, as well as the observations made by the noble Lord, Lord Rosser, on the question of public sector workers.

Beginning with Amendment 242C and the question of public and private sector workers, I shall seek to allay the concerns of the noble Baroness but will resist the amendment. We have no desire at this time to lay regulations before further consultation. At present, the Government are committed to carrying out an open consultation before calling on the reserve powers to expand the scope of the duty to the private and third sectors. That is why the provision is expressed in its present form.

The government response to the open consultation, which is scheduled to be made available to noble Lords for our Report stage discussion, will provide preliminary views on this matter. At present, the responses are quite balanced. Many welcome the expansion specifically for the safety and comfort of patients in the social care sector, for example. Others are understandably concerned in case any costs of enhanced recruitment practices have to be passed on to public authorities which are contracting. We do not accept that such costs will increase. Public authorities can simply make job descriptions more specific; there is no need to increase costs. So we do not consider it necessary at this stage to contemplate the proposal in Amendment 242C.

Regarding the noble Baroness’s second amendment, Amendment 242G, I seek to provide reassurance that the principal focus of the code of practice underpinning this duty will be to assist public authorities in setting language expectations for different job roles. I hope, therefore, that she will agree that there is no need to provide for this in the Bill, as it will be an element of the code of practice.

I am conscious of the variations that may occur so far as fluency in language is concerned. Indeed, as a Scot, it is a matter of particular concern to me as well. Clearly fluency will be determined by the employer—and, in this context, by the employer alone.