Mims Davies: Written Answers (100)
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Written Question
Asylum: East Grinstead and Uckfield
Monday 20th January 2025

Asked by: Mims Davies (Conservative - East Grinstead and Uckfield)

Question to the Home Office:

To ask the Secretary of State for the Home Department, how many hotels are (a) providing and (b) in negotiations to provide accommodation to asylum seekers in East Grinstead and Uckfield constituency.

Answered by Angela Eagle - Minister of State (Home Office)

This government inherited an asylum system under exceptional strain, with tens of thousands of people stuck in limbo without any prospect of having their claims processed. At their peak use under the previous government, in the autumn of 2023, more than 400 asylum hotels were being leased by the Home Office, at a cost of almost £9 million a day.

We took immediate action to resolve that chaos by restarting asylum processing, establishing the new Border Security Command to tackle the people-smuggling gangs, cracking down on illegal working across the country, and increasing the return and removal of people with no right to be here.

Inevitably, due to the size of the backlog we inherited, the Home Office has been forced to continue with the use of hotels for the time being. But this is not a permanent solution, and the small increase in the number in use at the end of last year was just a temporary but necessary step to manage pressures in the system, which is now in the process of being reversed.

It remains our absolute commitment to end the use of hotels over time, as part of our reduction in overall asylum accommodation costs. In the interim, we are also continuing to increase our operational activity against smuggling gangs and illegal working, and we have increased returns to their highest level since 2018, with 16,400 people removed in the first six months this government was in charge.

Data on the number of supported asylum seekers in accommodation, including hotels, and by local authority can be found within the Asy_D11 tab for our most recent statistics release: Immigration system statistics data tables - GOV.UK.


Written Question
Employers' Contributions: Women
Friday 17th January 2025

Asked by: Mims Davies (Conservative - East Grinstead and Uckfield)

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, if she will make an assessment of the potential impact of changes to employers' National Insurance contributions on women-owned businesses.

Answered by James Murray - Exchequer Secretary (HM Treasury)

The Government publishes Tax Information and Impact Notes (TIINs) for tax policy changes. TIINs give a clear explanation of the policy objective and an assessment of the impacts including on the Exchequer, individuals and families, businesses including civil society organisations and others. The TIIN for the employer NICs changes was published on 13 November 2024.

The Government is partnering with business to maximise women’s contribution to the economy. In line with the ambition of the Invest in Women Taskforce to expand access to funding for female entrepreneurs, the British Business Bank is investing £50 million in women-led funds. HMT’s Women in Finance Charter is supporting financial services firms to make the most of their female talent.


Written Question
Employers' Contributions: Victim Support Schemes
Friday 17th January 2025

Asked by: Mims Davies (Conservative - East Grinstead and Uckfield)

Question to the HM Treasury:

To ask the Chancellor of the Exchequer, whether her Department has made an assessment of the potential impact of changes in the level of National Insurance contributions on victims support services.

Answered by James Murray - Exchequer Secretary (HM Treasury)

The Government publishes Tax Information and Impact Notes (TIINs) for tax policy changes. TIINs give a clear explanation of the policy objective and an assessment of the impacts including on the Exchequer, individuals and families, businesses including civil society organisations and others. The TIIN for the employer NICs changes was published on 13 November 2024.


Written Question
Recruitment: Boys
Wednesday 15th January 2025

Asked by: Mims Davies (Conservative - East Grinstead and Uckfield)

Question

To ask the Minister for Women and Equalities, what assessment she has made of the adequacy of section 159 of the Equality Act 2010 in the context of access to recruitment opportunities for white, working-class boys.

Answered by Anneliese Dodds - Minister of State (Foreign, Commonwealth and Development Office)

Section 158 of the Equality Act 2010 permits the use of positive action measures to alleviate disadvantage experienced by people who share a protected characteristic, reduce their under-representation in relation to particular activities, and meet their particular needs. It allows measures to be targeted to particular groups, including internships and training, to enable them to gain employment.

Section 159 permits an employer to take a protected characteristic into consideration when deciding whom to recruit or promote, where people who hold the protected characteristic are at a disadvantage or are under-represented. This can only be done where the candidates are as qualified as each other. The question of whether one person is as qualified as another is not a matter only of academic qualification, but a judgement based on the criteria the employer uses to establish who is best for the job. This could include matters such as suitability, competence and professional performance. Section 159 does not allow employers to have a policy or practice of automatically treating people who share a protected characteristic more favourably than those who do not have it in these circumstances; each case must be considered on its merits.

Any action taken in light of either Section 158 or 159 must be a proportionate means of addressing such disadvantage or under-representation. The Equality Act 2010 provides protections for people from discrimination in the workplace and in society which make it unlawful to treat someone unfairly or discriminate against anyone based on certain personal characteristics. This includes race and ethnicity. Guidance to help employers understand the difference between positive action and positive discrimination is available on gov.uk at www.gov.uk/government/publications/positive-action-in-the-workplace-guidance-for-employers. There are currently no plans to issue further guidance on positive action.

The Department for Education is working on a number of initiatives and schemes to provide young people with a clear progression into further work-based training and employment.


Written Question
Training: Boys
Wednesday 15th January 2025

Asked by: Mims Davies (Conservative - East Grinstead and Uckfield)

Question

To ask the Minister for Women and Equalities, what assessment she has made of the adequacy of section 159 of the Equality Act 2010 in the context of access to training opportunities for white, working-class boys.

Answered by Anneliese Dodds - Minister of State (Foreign, Commonwealth and Development Office)

Section 158 of the Equality Act 2010 permits the use of positive action measures to alleviate disadvantage experienced by people who share a protected characteristic, reduce their under-representation in relation to particular activities, and meet their particular needs. It allows measures to be targeted to particular groups, including internships and training, to enable them to gain employment.

Section 159 permits an employer to take a protected characteristic into consideration when deciding whom to recruit or promote, where people who hold the protected characteristic are at a disadvantage or are under-represented. This can only be done where the candidates are as qualified as each other. The question of whether one person is as qualified as another is not a matter only of academic qualification, but a judgement based on the criteria the employer uses to establish who is best for the job. This could include matters such as suitability, competence and professional performance. Section 159 does not allow employers to have a policy or practice of automatically treating people who share a protected characteristic more favourably than those who do not have it in these circumstances; each case must be considered on its merits.

Any action taken in light of either Section 158 or 159 must be a proportionate means of addressing such disadvantage or under-representation. The Equality Act 2010 provides protections for people from discrimination in the workplace and in society which make it unlawful to treat someone unfairly or discriminate against anyone based on certain personal characteristics. This includes race and ethnicity. Guidance to help employers understand the difference between positive action and positive discrimination is available on gov.uk at www.gov.uk/government/publications/positive-action-in-the-workplace-guidance-for-employers. There are currently no plans to issue further guidance on positive action.

The Department for Education is working on a number of initiatives and schemes to provide young people with a clear progression into further work-based training and employment.


Written Question
Employment: Boys
Wednesday 15th January 2025

Asked by: Mims Davies (Conservative - East Grinstead and Uckfield)

Question

To ask the Minister for Women and Equalities, what assessment she has made of the adequacy of Section 158 of the Equality Act 2010 in the context of providing white, working-class boys with access to targeted outreach programmes.

Answered by Anneliese Dodds - Minister of State (Foreign, Commonwealth and Development Office)

Section 158 of the Equality Act 2010 permits the use of positive action measures to alleviate disadvantage experienced by people who share a protected characteristic, reduce their under-representation in relation to particular activities, and meet their particular needs. It allows measures to be targeted to particular groups, including internships and training, to enable them to gain employment.

Section 159 permits an employer to take a protected characteristic into consideration when deciding whom to recruit or promote, where people who hold the protected characteristic are at a disadvantage or are under-represented. This can only be done where the candidates are as qualified as each other. The question of whether one person is as qualified as another is not a matter only of academic qualification, but a judgement based on the criteria the employer uses to establish who is best for the job. This could include matters such as suitability, competence and professional performance. Section 159 does not allow employers to have a policy or practice of automatically treating people who share a protected characteristic more favourably than those who do not have it in these circumstances; each case must be considered on its merits.

Any action taken in light of either Section 158 or 159 must be a proportionate means of addressing such disadvantage or under-representation. The Equality Act 2010 provides protections for people from discrimination in the workplace and in society which make it unlawful to treat someone unfairly or discriminate against anyone based on certain personal characteristics. This includes race and ethnicity. Guidance to help employers understand the difference between positive action and positive discrimination is available on gov.uk at www.gov.uk/government/publications/positive-action-in-the-workplace-guidance-for-employers. There are currently no plans to issue further guidance on positive action.

The Department for Education is working on a number of initiatives and schemes to provide young people with a clear progression into further work-based training and employment.


Written Question
Vocational Education: Boys
Wednesday 15th January 2025

Asked by: Mims Davies (Conservative - East Grinstead and Uckfield)

Question

To ask the Minister for Women and Equalities, what assessment she has made of the adequacy of section 158 of the Equality Act 2010 in the context of providing white, working-class boys with access to vocational training.

Answered by Anneliese Dodds - Minister of State (Foreign, Commonwealth and Development Office)

Section 158 of the Equality Act 2010 permits the use of positive action measures to alleviate disadvantage experienced by people who share a protected characteristic, reduce their under-representation in relation to particular activities, and meet their particular needs. It allows measures to be targeted to particular groups, including internships and training, to enable them to gain employment.

Section 159 permits an employer to take a protected characteristic into consideration when deciding whom to recruit or promote, where people who hold the protected characteristic are at a disadvantage or are under-represented. This can only be done where the candidates are as qualified as each other. The question of whether one person is as qualified as another is not a matter only of academic qualification, but a judgement based on the criteria the employer uses to establish who is best for the job. This could include matters such as suitability, competence and professional performance. Section 159 does not allow employers to have a policy or practice of automatically treating people who share a protected characteristic more favourably than those who do not have it in these circumstances; each case must be considered on its merits.

Any action taken in light of either Section 158 or 159 must be a proportionate means of addressing such disadvantage or under-representation. The Equality Act 2010 provides protections for people from discrimination in the workplace and in society which make it unlawful to treat someone unfairly or discriminate against anyone based on certain personal characteristics. This includes race and ethnicity. Guidance to help employers understand the difference between positive action and positive discrimination is available on gov.uk at www.gov.uk/government/publications/positive-action-in-the-workplace-guidance-for-employers. There are currently no plans to issue further guidance on positive action.

The Department for Education is working on a number of initiatives and schemes to provide young people with a clear progression into further work-based training and employment.


Written Question
Unpaid Work: Boys
Wednesday 15th January 2025

Asked by: Mims Davies (Conservative - East Grinstead and Uckfield)

Question

To ask the Minister for Women and Equalities, what assessment she has made of the adequacy of section 158 of the Equality Act 2010 in the context of access to internship opportunities for white, working-class boys.

Answered by Anneliese Dodds - Minister of State (Foreign, Commonwealth and Development Office)

Section 158 of the Equality Act 2010 permits the use of positive action measures to alleviate disadvantage experienced by people who share a protected characteristic, reduce their under-representation in relation to particular activities, and meet their particular needs. It allows measures to be targeted to particular groups, including internships and training, to enable them to gain employment.

Section 159 permits an employer to take a protected characteristic into consideration when deciding whom to recruit or promote, where people who hold the protected characteristic are at a disadvantage or are under-represented. This can only be done where the candidates are as qualified as each other. The question of whether one person is as qualified as another is not a matter only of academic qualification, but a judgement based on the criteria the employer uses to establish who is best for the job. This could include matters such as suitability, competence and professional performance. Section 159 does not allow employers to have a policy or practice of automatically treating people who share a protected characteristic more favourably than those who do not have it in these circumstances; each case must be considered on its merits.

Any action taken in light of either Section 158 or 159 must be a proportionate means of addressing such disadvantage or under-representation. The Equality Act 2010 provides protections for people from discrimination in the workplace and in society which make it unlawful to treat someone unfairly or discriminate against anyone based on certain personal characteristics. This includes race and ethnicity. Guidance to help employers understand the difference between positive action and positive discrimination is available on gov.uk at www.gov.uk/government/publications/positive-action-in-the-workplace-guidance-for-employers. There are currently no plans to issue further guidance on positive action.

The Department for Education is working on a number of initiatives and schemes to provide young people with a clear progression into further work-based training and employment.


Written Question
Departmental Coordination: Disability
Tuesday 14th January 2025

Asked by: Mims Davies (Conservative - East Grinstead and Uckfield)

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, when she next plans to review the departmental ministerial disability champions programme.

Answered by Stephen Timms - Minister of State (Department for Work and Pensions)

Ministerial Disability Champions were an initiative of the previous administration.

On 3 December 2024, International Day of Persons with Disabilities, I was pleased to announce new Lead Ministers for Disability in every Government department. https://www.gov.uk/government/groups/lead-ministers-for-disability

The Lead Ministers for Disability will help to break down barriers to opportunity right across our long-term missions, and to fulfil the manifesto commitment to ensure the views and voices of disabled people are properly heard.

I chaired our first meeting on 17 December and we will meet regularly to make sure that this Government is delivering on that manifesto commitment and our missions, right across every department.


Written Question
Autism Employment Review
Tuesday 14th January 2025

Asked by: Mims Davies (Conservative - East Grinstead and Uckfield)

Question to the Department for Work and Pensions:

To ask the Secretary of State for Work and Pensions, what steps her Department has taken to implement the Buckland Review of Autism Employment.

Answered by Stephen Timms - Minister of State (Department for Work and Pensions)

We welcomed the Buckland Review of Autism Employment. This made recommendations to employers, third sector organisations and Government on addressing barriers autistic people face when seeking and remaining in employment and the Minister for Employment and I were pleased to meet Sir Robert in October to talk about his findings and key drivers for change in the workplace. He has indicated his willingness to continue to work with the department on this matter and we are continuing to build on those recommendations that were directed to Government, such as working with employers to reform Disability Confident to improve the schemes outcomes and realise the scheme's full potential.

As a Government, we want to support all forms of neurodiversity in the workplace, and we are looking to build on the Review by gathering expert evidence in line with this expanded focus. In parallel, we are working with other areas of government to promote awareness of neurodiversity amongst employers and we recently announced Keep Britain Working, a major independent review of the employer’s role in reducing health-related inactivity and to promote healthy and inclusive workplaces, led by the former Chair of John Lewis, Sir Charlie Mayfield. Our expert evidence on neurodiversity at work will be available to inform this independent review which will help ensure employers receive a coherent set of messages from Government about inclusive workplace practices.