Buckland Review of Autism Employment
Robert Buckland Excerpts(7 months, 3 weeks ago)
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Sir Robert Buckland (South Swindon) (Con)
I beg to move,
That this House has considered the recommendations of the Buckland Review into Autism and Employment; and urges the Government, businesses and the wider economy to implement them.
There, in the words of the motion, lies the force of the review that I had the honour of chairing and the report that was published at the end of February. This was never going to be a bout of navel gazing—an inward-looking report that purely viewed the challenge that faces autistic people in getting a full or part-time job as a problem, a risk or a challenge—but instead a massive opportunity not just for all of us who are involved and who have spent years campaigning for or caring about autistic people and the wider neurodiverse family, but the wider economy, businesses small, medium and large, and self-employment. The question of productivity in our economy has been at the heart of the economic debate for more years than I care to remember. There is the issue of economic inactivity. We need to move away from the rather tired and clichéd argument that views this through the prism of benefits, rather than the range of talents that autistic people have, the myriad conditions that are involved, and the potential that autistic people want to realise in a happy and healthy workplace.
I put on record my thanks to Stephen Lismore and the team of civil servants in the Department for Work and Pensions, some of whom are here today, for their tireless work and support in marshalling the wealth of evidence that we received—both written evidence, and evidence from a number of roundtables that we held during our call for evidence, in person and online, which allowed people from right across the four nations of the UK to take part. The list of organisations, businesses and people who helped to make the review such a rich and stimulating process runs to seven pages at the back of the document. That tells the House how deep we wanted to go, and how meaningful we wanted to make the process.
The review was robustly independent, and we pulled no punches on the limitations of Government programmes, but the DWP deserves my thanks for its dedication and support. I am also thankful for the support of the UK’s leading research charity on autism, Autistica, and of James Cusack and the team there, remembering that the leadership of that organisation are themselves autistic people. That was important for me on many levels. The review had to be led by autistic people, and about autistic people—in other words, “Nothing about us without us.” I speak not only as a parliamentarian and a former Minister, but as a parent of a young woman who will, in due course, face choices, and hopefully be able to have a job of her own.
Some people will say, “Well, he’s only in it because he cares about his daughter.” I am in it because I care about the hundreds of thousands of people like her who deserve their chance. They might not be at the top of the tree in terms of their abilities. They might not be able to get jobs in MI6 and the security services, which by the way are really coming to rely on the gifts that autistic people have. It is about jobs right across the spectrum, down to part-time jobs that will mean so much to the people who can do them, and will give their life purpose, fulfilment and happiness. We must not lose the concept of happiness in all this. There is a moral case to be made for the recommendations in the review, but there is also—I make no apology for this—a hard-edged economic case. What is good for autistic people will be good for the rest of our society.
Nickie Aiken (Cities of London and Westminster) (Con)
I thank my right hon. and learned Friend for his excellent speech and his brilliant report. Does he agree that hospitality is an excellent sector for people with learning difficulties, autism and so on to consider, and will he join me on a visit to the Fair Shot café? I extend the invitation to everyone in the Chamber. It is a social enterprise run by a brilliant young woman, Bianca Tavella, who set up the organisation to train young people with learning difficulties to become baristas and café workers, and has secured jobs for dozens of people. Will he join me one day in Covent Garden to visit the Fair Shot café?
Sir Robert Buckland
If there is tea and cake involved, I am there. I will happily do that. The point that my hon. Friend makes deals straight away with the stereotype that autistic people cannot socialise. That is nonsense. There are myriad types of presentation. The condition will sometimes present itself in that way, but not always. Plenty of autistic people can and do work in the hospitality sector, in an outward-facing, communications-based job that works really well for them.
Exploding some of those myths is important not just in this House but from an employer’s point of view. That is really at the heart of the report: turning risk into opportunity for employers, to get them to think differently. The terms of reference referred to autism, but I reassure people who initially wanted a wider reference to neuro- diversity that that was not forgotten at all. In fact, a lot of the recommendations have direct read-across to a wide range of neurodiverse conditions, from attention deficit disorder to attention deficit hyperactivity disorder, dyslexia and dyspraxia—the whole family of neurodiverse conditions. There is clearly commonality in the challenges that people face with recruitment and retention.
In the time that I have, which I have to use economically, let us start with some of the facts that we uncovered. Only just under three in 10 autistic adults are in full-time or part-time work. It is the lowest rate across all disability classes, at about 30%, as opposed to 50% for those with a disability generally. In late 2012, I led a Backbench Business Committee debate on autism in this Chamber. I think it was the first debate on autism that we had ever had in the main Chamber. Then, fewer than one in seven, maybe about 14% of autistic adults, had full-time employment. There would seem to have been an improvement, but we are not comparing like with like. In the years since, we have seen people in the workforce start to reveal their autism in a way that they would not have before, which is encouraging, but let us not forget that we are still talking about the 700,000 or so who have a diagnosis. A large number of people—probably hundreds of thousands or even more—perhaps do not have a diagnosis, and do not even think of themselves as autistic or neurodiverse in any way. The figures therefore start to get a little unclear.
Progress has been very, very slow. There is no doubt that, as a result of Government action and intervention, there has been improvement, but we are still nowhere near where we need to be. The question is how we start to move the dial. More on that shortly. Autistic people have the largest pay gap of all disability groups. They receive a third less on average than non-disabled people. I am afraid that that is the experience of autistic graduates, too, who experience the worst outcomes of all disability groups. They are the most likely to be overqualified for their job. They are the most likely to be on zero-hours contracts or part time. That leads to under motivation, less pay, unhappiness and a lack of fulfilment. Some 50% of managers expressed discomfort with the idea of having autistic people in their workforce, and only 35% of autistic employees were fully open about being autistic.
Mr Robin Walker (Worcester) (Con)
My right hon. and learned Friend is making an excellent case. I recently attended a Worcestershire local enterprise partnership presentation, at which an employer talked about finding that his expectations of employing autistic people were completely wrong. When he discovered that one of his employees was autistic, his whole organisation learned and benefited as a result. It strengthened the organisation and increased its productivity. Does my right hon. and learned Friend agree that many more employers need to engage on this subject?
Sir Robert Buckland
Stories like that can open up a whole new way of thinking to employers. That is really the beginning of the recommendations that we make in the report. The power of narrative, and linking that to creating a wave of change, lies at the heart of the recommendations. Let me make a final point about the current situation: about two thirds—61%—of disabled people said that their Access to Work claim took over three months, and 20% said that it took over six months. While Access to Work is a great principle, that is clearly too slow to help change the life of people who face an immediate job offer, or have an interview within days, rather than weeks or months.
What is to be done? I have talked about turning risk into opportunity, but a “universal by design” approach will make the most difference. We have heard a lot over the years about autism-friendly environments, and going out of our way to reach out, understand, and allow people to explain, but that will have only a limited impact, and only on those people who are comfortable talking, and prepared to talk, about their autism. Surely it would be better to have a universal change to the way in which we recruit and retain employees, so that it embraces not just those with a diagnosis, but those who do not want to disclose their diagnosis or do not have one. Suddenly, the number would then be not 700,000, but probably well over a million—and that might be a conservative estimate.
What about the recommendations? There are several groups within our 19 recommendations, but they can be summarised in the following way. The first group of three recommendations relates to initiatives to raise awareness, reduce stigma and capitalise on productivity. We are already working with people, autism organisations and employer-facing organisations to start that national campaign with good news stories like the one that we heard from my hon. Friend the Member for Worcester (Mr Walker).
In certain jobs, autistic staff can be way more productive than neurotypical staff; statistics show productivity improvements ranging from 45% to 145%. I am grateful to Autistica for its work promoting its new neurodiversity employers index, which will allow employers to measure themselves against best practice; it has an annual awards programme. That is the sort of approach that we have seen really make a difference in other walks of life. The index, with the support and approval of my hon. Friend the Minister, would give employers a degree of certainty, and a uniform framework within which we could see the dial start to move. By developing such small pilots and good practices, we are again using a “show and tell” method, and larger national and multinational organisations and representative bodies can then start to spread this work out.
The second bucket of recommendations, 4 to 8, relates to the support needed for autistic people to begin or return to a career. That is all about making sure that new programmes, such as the universal support programme, are designed in a way that meets the varying needs of autistic people, so that there are supported employment programmes available, as well as supported internships, which the evidence shows are a wonderful route through which autistic young people can develop the skills that they need. I am glad that the Department for Education is piloting an entry route into supported internships for disabled people without an education, health and care plan; that again embraces the “universal by design” approach.
Mr Walker
As Chairman of the Education Committee, I completely agree with my right hon. and learned Friend on the value of supported internships. Does he agree that more broadly we need to look at the issue of people without an EHCP? We know that many autistic people do not require or have not had one. We should be looking to make supported internships, or extra support for apprenticeships, as accessible as possible, so that people can progress into work and training.
Sir Robert Buckland
My hon. Friend is right about that. He might have noted the very interesting findings of the Nuffield Trust a few weeks ago, which makes the point that although we have to have a system of diagnosis, the EHCP system, which I was proud to support as a Back Bencher when we brought in the Children and Families Act 2014, is a very narrow funnel. It takes a long time to get children and people in. Instead of concentrating on the funnel, we need a more universal approach that can embrace many people who will not need an EHCP, but who have particular needs. That is why promoting cross-industry autism support groups and opportunities for work shadowing and volunteering has to be part of the solution. As recommendation 7 says, apprenticeships are key.
Finally, recommendation 8 is that the Government work with autism charities and other groups to ensure that more people know about Access to Work and improvements to the speed of that programme. If the adjustment passport and the Access to Work Plus pilots being run by Department for Work and Pensions produce positive results, then I say to the Minister: let us roll them out nationally as soon as possible.
The next group of recommendations, 9 to 13, are all about changing recruitment practices to support autistic applicants appropriately. We need to start with careers advisers in schools and colleges and the National Careers Service in England and its equivalents in Wales, Scotland and Northern Ireland, so that there is a better understanding of autism, autistic customers can be better supported, and more properly tailored advice can be given. We also need to increase the rigour of the Disability Confident work and develop higher levels; we need more assessments under Disability Confident and we need to build in a link to the new neurodiversity employers index, so that Disability Confident organisations themselves will be, in the eyes of autistic jobseekers, much better placed to help them. Online support with the employee health and disability service can also link employees to appropriate advice on best practice when it comes to recruitment.
The representative bodies have a role here. The Recruitment & Employment Confederation has a key role to play, because it can advise not only individual businesses, but recruitment consulting agencies. There are myriad agencies up and down our high streets that do the heavy lifting of recruitment for small and medium-sized enterprises, so we have to get into those agencies. It will be good for them, as it means they will have more success in placing autistic employees, and it will of course be good for wider business. Let us face it, these SMEs do not have big human resources departments and they will not be able to do that themselves. That is why getting into the agencies will be important. We must also not forget the self-employed, and ensure that we identify sources of information and support for people who want to get on with things on their own and set up their own business.
In the few minutes I have left, I will mention two more groups of recommendations—I will be very brief, Madam Deputy Speaker, but I want to finish covering this important report. Supporting autistic people already in the workforce is covered in recommendations 14 to 17; working with the Chartered Institute of Personnel and Development to make sure that the 2018 “Neurodiversity at Work” guidance is published and accessible is at the heart of that. Finally, on career progression, we need to promote the value of employee resource groups and support networks within larger organisations and work with autism charities and the representative bodies to develop the training packages to allow autistic staff to progress.
A new task group will be set up in the weeks ahead— I say weeks, because I am working with colleagues in the DWP to identify an independent chair and suitably qualified members. We need to monitor progress, hold Government to account and audit the progress we are making. I want to see, certainly by the end of this decade, that number of one in three up to the disability average at least, and—who knows?—beyond that.
Let us be ambitious here. I call upon my hon. Friend the Minister to respond positively to the report and its recommendations with all the power that she can muster on behalf of herself and her Government colleagues. They are not the end; they are not even the beginning of the end; but they are the end of the beginning. Let us make progress.
Sir Stephen Timms (East Ham) (Lab)
I am very pleased to follow the right hon. and learned Member for South Swindon (Sir Robert Buckland); I congratulate him on securing this debate and on the report, which makes a very valuable contribution on this extremely important topic. The report does a good job of laying bare the obstacles facing autistic people in the workplace—obstacles that, as he rightly says, we need to overcome. I applaud the obvious passion that he has shown in presenting the report to us. I did not know about his own family link, and I am grateful to him for explaining that to us.
The Work and Pensions Committee has recently launched our own inquiry into disability employment, to follow up the report that we published in 2021 on the disability employment gap. We have just closed our call for evidence for that inquiry—I am glad that we have received evidence from Autistica, among others—and we will soon start to take oral evidence from disability charities and others. The review will help us to frame particular questions on autism employment in the context of that inquiry. As the review points out, the employment gap is much worse for autistic people than for disabled people more broadly.
A disappointing feature of the report for me, though, is the rather unambitious nature of the recommendations, which are along the lines of, “The Government ought to try a bit harder on this, and do a bit more of that.” There are no targets set out in the report, and nothing to help us to monitor progress. I fear that when, in two or five years’ time, we ask whether the recommendations have been delivered, the answer will be a bit unclear. I do not blame the right hon. and learned Member for South Swindon for that—no doubt Ministers would not have gone along with a higher level of ambition—but I fear that the Government will be able to accept all the recommendations without really changing anything. It does seem to be a bit of a missed opportunity.
The report rightly highlights the huge size of the autism employment gap. By how much should we aim to reduce it? In his speech a moment ago, the right hon. and learned Gentleman suggested that the aim should be to increase the rate of employment among people with autism at least up to the overall disability employment rate. That would have been a really substantial target against which to measure progress to include in the report, but it is not in there. My fear is that a lack of ambition has regrettably marked the Government’s efforts on disability employment for some time.
There was a moment not long ago when a higher level of ambition was announced. Government Members may well remember that they campaigned in the 2015 general election on a target announced by David Cameron to halve the wider disability employment gap. That gap fell sharply from 1998 to 2010 through the new deal for disabled people, but it has been stuck at around 30 percentage points ever since; it went down for a bit after 2015, but perhaps unsurprisingly during the pandemic it went back up. Unfortunately, the target of halving the gap was abandoned shortly after the 2015 election was safely won, which strikes me as the kind of move that gives politicians a bad name.
In our 2021 report, the Work and Pensions Committee called unanimously, on a cross-party basis, for that target to be reinstated. The report we are debating this afternoon refers in paragraph 2.7 to making progress on closing the employment gap, and I call on the Government, in responding to that report, to set an ambitious target for increasing the employment rate among people with autism—perhaps, as the right hon. and learned Member for South Swindon has just suggested, up to at least the overall disability employment rate. As the right hon. and learned Gentleman spells out with passion in his foreword, at the moment, we are
“missing out on the skills and energy that autistic people could be contributing, to the detriment of us all.”
He is absolutely right about that. The danger, I fear, is that without targets against which to measure progress, the report may not really change things.
Sir Robert Buckland
I am grateful to the right hon. Gentleman for engaging so closely. I absolutely agree that without a means of accountability, the work that we have done may well be lost. I think that the task group will play an important role; it will have the freedom to start developing some more hard-and-fast approaches where necessary, and to hold the Government’s feet to the fire—whatever that Government’s complexion. I hope that gives the right hon. Gentleman some reassurance.
Sir Stephen Timms
I am grateful to the right hon. and learned Gentleman for that intervention. Perhaps he could use his influence with the task group—I do not know whether he is a member of it; I am not sure how that will work out, but I am sure he will have influence with it—to urge it to adopt the target that he set out a few minutes ago, which I think could make a substantial difference.
I welcome the call in the report for
“processes and support mechanisms that enable autistic staff to be recruited and to succeed.”
In that context, I want to draw attention to a concept that is not mentioned in the report—I am a bit disappointed that it was not—but which has been referred to elsewhere, not least in our Select Committee report.
The concept of job carving means assessing a person’s skills and then tailoring an employee role to those skills. Catherine Hale, director of the Chronic Illness Inclusion project, told our 2021 inquiry that job carving was particularly effective in supporting people with learning disabilities; given the big overlap between autism and learning disability, I think that job carving could certainly help. The charity Mind says that job carving roles for people with learning disabilities can benefit employers by removing tasks from other employees and freeing up time. In its “Working Better” report, the Equality and Human Rights Commission described job carving as a
“a flexible way of managing a workforce, which allows employers to utilise their staff skills in the most productive way whilst enabling disabled people to make a valuable contribution to the world of work.”
Our 2021 report called on the Government as part of their then forthcoming national disability strategy to provide detailed guidance to employers and providers of employment support on how they could job carve roles for disabled people, and called on Jobcentre Plus to encourage local employers in their area to job carve. The Government’s response to our report did not pick up the concept of job carving, but Ministers could still pick it up in responding to the report we are debating this afternoon. I wonder whether the Minister, who I know takes a very close interest in this area, recognises that job carving could make a significant difference to the employment prospects of many autistic people.
One thing the Government response to our 2021 inquiry did refer to was the plan at that time to increase the number of places on the intensive personalised employment support scheme. IPES provides voluntary employment support to people with disabilities and complex barriers to employment. As we noted in our report, the guidance to IPES providers explicitly mentions job carving as an intervention that can help disabled people to find and stay in work. IPES is referred to in paragraph 2.11 of the right hon. and learned Gentleman’s report, which rightly points out that referrals to IPES have now ended, as our Select Committee heard in a one-off evidence session last week on the Government’s back to work plan. There will be no more IPES referrals.
We were told by providers at our evidence session last week that the work and health programme, also referred to in paragraph 2.11 of the report, is also coming to an end. Those are two programmes that the report rightly identifies as providing valuable help for people with autism to move into employment which are being shut down. The Minister may want to comment on this in due course, but, as far as I can tell, it does not appear that any of the newer employment support programmes, such as WorkWell and universal support, will provide support comparable to that which is being closed down, and which the report has rightly identified as very helpful. The fear is that, despite the laudable aims set out in the report, which I know the Minister will endorse, we are in reality going backwards. The provision at the moment, which has been there for some time, is being removed. It would be helpful if the Minister could tell us why IPES and the work and health programme are being closed down, and where the new initiatives are to close what looks like an emerging gap in provision for people with autism.
Employers are struggling at the moment to fill vacancies. The right hon. and learned Member for South Swindon is absolutely right that there is a big opportunity here to boost disability employment if we can just find a way to enable employers to tap into it. The hon. Member for Worcester (Mr Walker) is absolutely right that employers are willing to do so, if only they knew how—it is a bit of a closed book to them. I do not think there is a lack of willingness on the part of employers, but there is a lack of information.
It was very interesting to read in the right hon. and learned Gentleman’s review about Auticon, which I had not heard of before. It is an IT consultancy in which 80% of the workforce are autistic, highly talented IT consultants. The founders—I think they were in Scandinavia —recognised that many autistic adults have extraordinary abilities, such as pattern recognition, sustained concentration and attention to detail, which are valuable qualities in many employment contexts. However, autistic people need support to secure and maintain those jobs, and Auticon specifically provides that support, understanding the needs of its employees, and has built a successful business on that basis.
Sir Robert Buckland
Thank you, Madam Deputy Speaker. I will exercise my prerogative, because there was a proper debate, with some challenge to the report and the approach taken. May I first say that I make no apology for the fact that the report did not, as is so often the case, make yet another call for a change in the law or ask for another slug of Government money? I just do not think that either will really cut it.
I take the point made by the hon. Member for Wallasey (Dame Angela Eagle) to talk about the legal framework. We have equalities legislation, and we have a protected characteristic—namely disability—under which autism clearly comes, fairly and squarely. I am absolutely with her in making sure that employers and employees are much better equipped to understand the full ambit of that and what discrimination actually means. She is right that, more often than not, discrimination is not the product of deliberate, malicious or wilful behaviour, but the product of ignorance. I think that word “ignorance” underpins so much of the obstacles that autistic people and neurodiverse people face in the workforce.
Now, I am with the hon. Lady on waging a war on ignorance, but may I say to Opposition Members that they should not confuse perhaps a diplomatic or gentle approach with a lack of inner determination and steel to get change? That has always been how I have operated. I do believe in respect and courtesy, but underpinning that is a determination to hold the Minister to account and to hold Governments of a future complexion to account. That is why the task group has an important role.
I am grateful to the civil servants who work with the Minister for sharing the draft terms of reference with me. The debate can help inform that process further. The terms of reference, which emphasise the independence of the chair and the group, are a good start. We should make it absolutely clear in those terms of reference that the group is free to look at targets, timescales and the sort of approach that I have presaged in my speech and which the Chair of the Work and Pensions Committee, the right hon. Member for East Ham (Sir Stephen Timms), rightly presses us on. Let us take that away from the debate as something on which we must build.
I am particularly grateful to the hon. Member for Motherwell and Wishaw (Marion Fellows) for mentioning DFN Project SEARCH. DFN stands for David Forbes-Nixon, who is an incredible man whose own son is autistic. With the charity that he set up, he has built this incredible network. She was right to mention that.
I commend my hon. Friend the Minister for her remarks. She knows that I will be holding the Government’s feet to the fire on this matter. Let us use the review as the basis of progress. Let us get industry and business behind us, and let us move the dial on autism employment. Let us get on with it.
Question put and agreed to.
Resolved,
That this House has considered the recommendations of the Buckland Review into Autism and Employment; and urges the Government, businesses and the wider economy to implement them.
Oral Answers to Questions
Robert Buckland Excerpts(1 year ago)
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Mel Stride
That is a complete misunderstanding; the hon. Lady refers to reinstating the role, but all the responsibilities of the previous disability Minister have been taken over by the current one, the Under-Secretary of State for Work and Pensions, my hon. Friend the Member for Mid Sussex (Mims Davies), who happens to be the most experienced Minister in my Department. She is extraordinarily capable; she absolutely understands the issues and will do a fantastic job.
Sir Robert Buckland (South Swindon) (Con)
I warmly welcome the new disabilities Minister, as I know she shares my passion for closing the autism employment gap. Will she work with me, as we reach the closing stages of my independent review of autism and employment, to make sure that the publication of the report will be the beginning of a process whereby we can dramatically tackle the scandal of having fewer than three in 10 autistic adults in employment?
Mims Davies
I thank my right hon. and learned Friend for the opportunity to build on that incredible work, which will be life-changing for many of our constituents. The people we are talking about today are not statistics; they are humans, and they need to have a real difference in their lives. For Opposition Members, and everyone else listening today, let me say that I am determined to make sure that those people have a voice across Government and that I use my experience to deliver.
People with Learning Disabilities: Employment
Robert Buckland Excerpts(1 year ago)
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Lee Anderson
I thank the hon. Member—my friend—for that. He makes, as usual, an intelligent contribution, and I totally agree. I am a strong believer that everybody in this country, regardless of disability or background, is good at something and that they can make a contribution to this great country of ours and to society. They can go to work, or they can work from home—they can do something.
Historically, far too many people with learning difficulties have had a label given to them. I have seen—a lot of people in this place have probably seen this—people who have been called “stupid”, “thick” or “not worthy”, or it has been said, “They can’t have a job like the rest of us. They can’t communicate properly.” That is just wrong. Like I said before, everybody can make a contribution. Everybody can do something and have a stake in society.
Jossie’s mum Steph told me that the most important thing for young people with learning difficulties is that each person be individually assessed to ensure that the right opportunities are provided in accordance with their abilities, and she is right. She said that it is important to get the balance right, not to under or overestimate a person’s capabilities and to make sure that the right opportunities are available. That is right; we should ensure that the right opportunities are available, especially for young people, to make the transition from education to the workplace. There has to be more support for those people. People with a learning disability have a right to work and to have a stake in society. They have a right to equal pay, opportunities, career progression and support at work.
As the hon. Member for Strangford (Jim Shannon) said, more than 870,000 working-age adults in the UK have a learning disability, but less than a third—26.7%—are in paid work. That is the lowest employment rate for any health condition or disability. Many people with a learning disability want to go to work. On a weekly basis, I see people who want that extra bit of support to go into the workplace. Mencap, a charity I support, does some great work in this area. One of its surveys found that 86% of unemployed people with a learning disability wanted a paid job. That is a staggering number of people. They do not want to stay at home and do nothing; they want to make a contribution.
Some 45% of respondents who did not have a paid job cited worry about their benefits as a barrier to getting one. I completely understand that. Some 35% of respondents who did not have a paid job cited lack of support to look for work as a barrier. Some 23% of those without a paid job who would like one identified inaccessible application forms as preventing them from getting work. It is terrible that people with disabilities who want to go to work find barriers in the way. Hopefully, the Minister can address that in his speech.
Sir Robert Buckland (South Swindon) (Con)
I am listening with great interest to my hon. Friend’s speech. He is right to talk about the barriers, which include interview processes and retaining people with disabilities. Does he agree that common-sense changes to interview procedures, such as practical, show-and-tell interviews rather than an inquisitorial ordeal, would suit the talents of people with learning disabilities far better than the old-fashioned, conventional ways, which are real barriers to fulfilling their potential?
The Minister for Disabled People, Health and Work (Tom Pursglove)
I thank my hon. Friend the Member for Ashfield (Lee Anderson) for securing this important debate and for speaking with such great passion. He very much shares my determination to do better in this area to help and support more disabled people into work and unlock all that potential that we know exists.
In 2017, the Government set the goal of seeing a million more disabled people in employment between 2017 and 2027. I am proud to say that, by the first quarter of 2022, the number of disabled people in employment had increased by 1.3 million, which means that the goal was met after only five years. By the first quarter of 2023, disability employment had risen by 1.6 million in total since the goal was announced, but we are aware that this progress has not been even. Those early successes must be a catalyst for further change. We know that most learning-disabled people want to have a job, and evidence shows that they bring many positive benefits to their employers. That is something I hear time and again, as I go round the country meeting employers and meeting disabled people experiencing the benefits of work.
But we also know that less than three in 10 working-age people with severe and specific learning disabilities are currently in employment. That means that more than seven in 10 of this group are still unable to access the independence and sense of fulfilment that employment can bring, and that many employers are not benefiting from the enthusiasm, skills and commitment that they can bring to their workplaces. We are therefore working hard in Government, as an enabler and with others, to support learning- disabled people to secure, sustain and succeed in employment.
We are continuing to improve the general support available to learning-disabled claimants when they attend the jobcentre. Additional work coach support provides disabled people and those with health conditions with increased one-to-one personalised support from their work coach to help them move towards and into work. That support is already available in two thirds of jobcentres in England, Scotland, and Wales. It will be available nationally in 2024. We have strengthened our disability employment adviser role, delivering direct support to claimants who require additional work-related support and supporting all work coaches to deliver tailored, personalised support to claimants with a disability or health condition, including those with a learning disability.
As well as this general support, we are providing a range of special programmes that can help learning-disabled people to access employment. They will have priority access to the work and health programme in England and Wales. Intensive personalised employment support provision has also been available in England and Wales, providing highly personalised packages of specialist employment support for disabled people and people with health conditions to achieve sustained employment.
The local supported employment programme helps people with learning difficulties and/or autism to find and retain work through intensive one-to-one support and an evidence-based approach to supported employment. Local supported employment aims to develop a sustainable model by giving intensive one-to-one support to those faced with significant barriers to work. We have funded 23 lead local authorities to deliver local supported employment in 28 local authority areas in England and Wales from November 2022 until March 2025. Over that period, LSE will help about 12,000 people to move into and stay in work. An average of 90 participants in each of the 28 local authority areas are set to benefit from £7.4 million in grant funding and support which will include the assignment of job coaches who can carry out vocational profiling, engage employers and provide in-work support to enable this group to enter and maintain employment in the open labour market.
The spring Budget confirmed funding for a new employment programme called universal support, which will use the proven supported employment model to help inactive disabled people, people with health conditions and those facing additional barriers to employment into sustained work—doing more of what we know succeeds in securing meaningful outcomes for people. One of the aspects of the coverage of this issue that frustrates me the most is the failure to recognise that it is as important to focus on retention as it is to focus on job starts, and that both must be seen in tandem. That is precisely what universal support will help us to do. Eligible learning-disabled people will be able to opt into receiving up to 12 months of “place and train” support helping them to move quickly into suitable work, followed by wraparound support to help them to sustain that employment in the longer term. I am pleased to confirm that following the announcement in the latest autumn statement, we are expanding the universal support scheme to enable it to provide support for 100,000 people a year once it has been fully rolled out, an increase on the 50,000 places a year announced in the spring Budget.
We know that many learning-disabled people will require workplace adjustments to secure and retain employment, and the Access to Work scheme can undoubtedly help with the extra costs of working, beyond those involved in standard workplace adjustments. Access to Work contributes to the disability-related extra costs of working faced by disabled people and those with a health condition in the workplace that are beyond the costs of standard reasonable adjustments, and includes the provision of support workers, specialist aids and equipment, and help with travel to and from work. As part of the scheme, we are testing an “adjustments passport” in a variety of settings to establish whether it can reduce the need for assessments when the requirements remain the same and need to be “passported” around to help a person enter into a role and then make progress within it, as well as making conversations with employers easier.
We recently launched an Access to Work adjustments planner, which will be rolled out to all universities and higher education colleges. The planner collects key information about a student’s adjustment needs which can be easily shared with prospective employers. Trial results show that disabled students using the planner are more confident about entering employment. We are also testing Access to Work Plus, a new employer offer that can offer additional support to employers who are willing to think differently about their vacancies and consider whether they can adapt, shape or flex a job to enable a disabled person to retain, return to or move into employment. That is relevant to my hon. Friend’s point about the key support that needs to be available to aid people’s transition into work, and available at various points in their lives when they want to enter the workplace or increase their educational opportunities, and to maximise those life chances.
During their transition to employment, learning-disabled young people can benefit from supported internships, which are aimed at those with a learning disability or autism who have an education, health and care plan. Supported Internships usually last for 12 months, contributing to the long-term career goals of young people and matching their capabilities. Alongside their time with an employer, supported interns receive support from a specialist job coach and complete a personalised study programme delivered by the school or college, which includes the chance to study for relevant qualifications, if appropriate, and to receive English and maths tuition at an appropriate level. While the Department for Education leads on this in England, the Department for Work and Pensions provides support for Access to Work where needed and I would be happy to ask colleagues in the Department for Education to provide further details to my hon. Friend about the opportunities that supported internships can provide.
Separately, the autism employment review, led by my right hon. and learned Friend the Member for South Swindon (Sir Robert Buckland), has been receiving evidence this year about the barriers preventing autistic people from starting, staying and succeeding in employment and how those barriers can be overcome. Although the review focuses specifically on autistic people, many of the adjustments and initiatives that will benefit them will also benefit a wider group of people including learning-disabled people and people with other disabilities. I am hugely grateful to him for all his efforts.
Sir Robert Buckland
I am grateful to the Minister and the departmental officials who are here for their close work on the independent review. I am glad that he has made the point that, although we focus on autism, the wider point about neurodiversity must not escape us. As the evidence has emerged, the concept of a more universal approach to the way in which employers interview people generally seems to be the real answer, when dealing not just with people who are diagnosed but with those who perhaps do not even realise they might have a condition or issue that has not been diagnosed or acknowledged.
Tom Pursglove
My right hon. and learned Friend raises an important point and I look forward to receiving the final recommendations from the review, which will help to inform the forward decisions that we take as a Department. I would be keen to pick up with him on that specific point separately from this evening. I also want to thank every Disability Confident employer out there for the enormous contribution that they make and for their commitment to supporting the important goals that we have been debating this evening.
I am aware that my hon. Friend the Member for Ashfield has a particular and very praiseworthy interest in helping people with Down’s syndrome to succeed in work and in life. He referred to Jossie, an inspirational young lady with Down’s syndrome in his constituency. He also referred to the great work being done by the Rumbles charity in his constituency, and it was an honour for me to visit Rumbles with him earlier in the year to see its magnificent work for myself and to meet Gina and Tamar and the energetic team at Rumbles who bring so much to that community and help to provide so much opportunity. I wish them every success in their work.
I am keen to help this group and I have been speaking to the Down’s Syndrome Association about its WorkFit programme. On Wednesday, I will visit its site to visit two of its WorkFit candidates who will share with me their experiences of the workplace and how they were supported to find and maintain their jobs. As my hon. Friend points out, the key to the success of the WorkFit programme is a bespoke person-centred approach for each candidate and bespoke advice, resources and training for each employer taking part.
As we develop and roll out our new programmes, we will be keeping this need for a personalised approach very much in mind, because—touching on the points made by the hon. Members for Upper Bann (Carla Lockhart) and for Strangford (Jim Shannon)—that provision is so helpful to people in beginning to provide those early opportunities, precisely as Rumbles does and as the Step and Stone Bakery in Bristol does, which I have also had the privilege of visiting. I met the inspirational women who run it, Jane Kippax and Jane Chong. I also visited Tapestry by Props Brewery in Bristol, run by the enthusiastic chief executive officer of that organisation, Colin Fletcher, and his team. And only last week, I visited the Fair Shot Café in Covent Garden, run by its founder and CEO, Bianca Tavella. These are amazing organisations providing early opportunities for people to develop their skills, and that is a model I want to look at to see what more we can do to help to support them. All those organisations and many others across the country can be enormously proud of the contribution they make to supporting employment opportunities.
My message to the Ashfield Independents who run the local authority in my hon. Friend’s area would be that they ought to look at this issue in the round. The support that services such as these can provide is an invaluable resource, not just for improving the life chances and opportunities of the individuals who work in those cafés but for doing right by the taxpayer and helping to minimise costs elsewhere in the round. I hope that they will find a common-sense solution to support that brilliant provision for the years to come. I just could not be clearer: these opportunities are life-changing. Work has such a positive benefit for people in so many respects, and those opportunities should be extended to all who wish to have them. That is our clear mission as a Government and I am grateful to Members across the House for their support in that endeavour.
Question put and agreed to.
Oral Answers to Questions
Robert Buckland Excerpts(1 year, 7 months ago)
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Tom Pursglove
I cannot give the hon. Lady a definitive conclusion date, but what I can say is that we have entered into a phase of advanced discussions with the Equality and Human Rights Commission. We will come forward with further detail as soon as we are able to do that, and the process will be concluded in the proper way.
Sir Robert Buckland (South Swindon) (Con)
I welcome my hon. Friend the Minister for Disabled People, Health and Work to his place. I look forward to working closely with him on the review into autism and employment, which we have embarked upon this very month. What further measures will the Government take to close the appalling gap in employment, such that only two in 10 adults with autism are currently in work?
British Sign Language Bill
Robert Buckland Excerpts(2 years, 10 months ago)
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Rosie Cooper
I absolutely agree. I have often joined in masses where signing is really good. When my father died, we had BSL at his funeral, the priest was able to do BSL and we had a deaf choir. It was a very sad but very joyous occasion, and one that I will never forget. It was made all the better by those people in the congregation being able to communicate properly with the priest and each other. That is really important.
I could refer to thousands of examples, across all aspects of life, that the Bill aims to improve. If we can create this guidance with deaf people, not just for deaf people, there will be such an increase in understanding of BSL and we will become acclimatised to it. We will actually start to accommodate deaf people rather than sidelining them and pushing them aside. Let it become the norm that they count.
Sir Robert Buckland (South Swindon) (Con)
I pay warm tribute to the hon. Lady’s excellent personal testimony, which is so powerful. Does she agree that, now for the first time, deaf jurors will be able to have the benefit of interpretive services as a result of legislation that I helped introduce? The crucial point that she makes about interpretation has never been more important, and I am sure that my hon. Friend the Minister will work closely with her.
We talk about the deaf community, and the hon. Lady is right, but let us not forget the thousands of people with learning difficulties who use BSL, including a member of my family. On her behalf, may I thank the hon. Lady from the bottom of my heart. [In British Sign Language: “Thank you.”]
Rosie Cooper
I thank you too. [In British Sign Language: “Thank you.”] BSL really is important. It is not just for the deaf community. It is for the hard of hearing. Frankly, it is for all of us, because we will let loose all the talent and ability that is locked in deaf people because we ignore it. I am delighted that we are expanding the boundaries to make sure that interpretation is really available. Thank you so much.
Most importantly, working with the Minister, these improvements will be in services that people rely on. Deaf people looking for employment need equal access to advice and support at the jobcentre. None of us would go to a meeting with a benefits adviser and find that they cannot communicate with us so why should a deaf person?
We have already seen how much difference a Bill like this can make. Similar legislation passed in Scotland in 2015 has already made a huge difference to deaf people’s lives. There has to be—I make a plea—a BSL interpreter for all Government briefings. The deaf community should be able to watch those important updates in the same way as everyone else.
I have gone on at length, but in closing I would like to say how important it is that we seize the moment and capitalise on the interest that the country at large has in BSL. I would never have guessed—I would still have done it, but I would never have guessed—that we would make such incredible progress between introducing the Bill last June and now, seven months later. Clearly, much of the awareness is due to Rose Ayling-Ellis in “Strictly”. She proved what my dad always said, “Deaf people can do anything”—even the impossible, such as winning “Strictly” when you can’t hear the music. That 10-second glimpse she gave the hearing world into deafness when the music stopped was truly momentous. People became aware and interested in BSL like never before. I know that we have much support across the House, so let me say that the Bill is not about politics. After more than 230 years, the Bill is about doing the right thing.
In closing I would like to thank the Minister. [In British Sign Language: “Thank you for supporting this Bill.”]
Oral Answers to Questions
Robert Buckland Excerpts(10 years, 5 months ago)
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Mr Duncan Smith
As I said, we are rolling out universal credit to 90 sites and we will deliver it safely and carefully, unlike what the Labour Government did with tax credits. To answer the hon. Lady’s general question about what we are doing, this Department and this Government have undertaken the biggest welfare reform programme ever and we are getting more people into work—there are record numbers in work and record falls in unemployment; and we are getting more young people into work and more young people who have been long-term unemployed back into work. The benefit cap means that 42,000 people have been capped, as a result of which 6,000 have moved into work.
On universal credit, 600,000 claimant commitments have been signed. There are 6.9 million people registered for Universal Jobmatch. The Work programme—[Interruption.] She does not want to hear this because these are all records of the success of welfare reform. Through the Work programme, 550,000 people whom the previous Government wrote off and who never got a job are now back in work, and through auto-enrolment under the Minister of State, my hon. Friend the Member for Thornbury and Yate (Steve Webb), 3.6 million people have moved into a workplace pension. This is a Government who are reforming welfare. The Opposition have no policies, no purpose and no prospects.
Mr Robert Buckland (South Swindon) (Con)
T5. This morning I was with the staff and students of Farleigh college of further education in my constituency, which offers excellent education and training opportunities to young people with autism and other complex conditions. What more can my right hon. Friend do to ensure that we reach the goal of full employment by ensuring that increased opportunities exist for young people with learning disabilities and autism?
The Minister of State, Department for Work and Pensions (Mike Penning)
I think the whole House would agree that we need to give everyone the opportunity to live their dreams and have their aspirations, and that is exactly what this Government want to do. I would love to come and see the scheme that my hon. Friend is talking about, so that I can see for myself what it is delivering.
Oral Answers to Questions
Robert Buckland Excerpts(10 years, 9 months ago)
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Mr Vaizey
We have an extensive engagement with Commonwealth countries and we are determined to acknowledge the role of the Commonwealth countries, recognising that the war could not have been won without them. With your indulgence, Mr Speaker, I will write to the hon. Gentleman detailing exactly the activities we are undertaking with Commonwealth countries.
Mr Robert Buckland (South Swindon) (Con)
14. Will my hon. Friend work with me and the dedicated voluntary group Swindon in the Great War, which is doing everything it can to mark the significance of the centenary with commemorative events, but which is finding the process of obtaining funding a challenging one?
Mr Vaizey
My hon. Friend is a neighbour of mine and I know that there is a lot of cultural activity and innovation in Swindon. He will have many small community groups that will want to apply for funding, and I will certainly assist him as much as I can. The Heritage Lottery Fund is extremely keen to make the application process as simple as possible.
Mesothelioma Bill [Lords]
Robert Buckland Excerpts(11 years ago)
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Mr Robert Buckland (South Swindon) (Con)
It is a pleasure to follow the hon. Member for Jarrow (Mr Hepburn), who spoke with understandable passion. All of us who know something about industrial life in this country are aware that for too long we were literally in a state of ignorance. I think of industrial deafness, which affected members of my family, and of other respiratory diseases. In particular, I think of mesothelioma, and of the date of knowledge in law, which is deemed to be 1969. It is assumed for the purposes of liability that, until that date, employers, businesses and industries throughout the country—and the people who worked in those businesses, delivering productivity and profit for year after year—were labouring in a state of ignorance. That is a tragedy when we consider the individual stories of the workers and what they went through.
Mr Kevan Jones
I agree with the hon. Gentleman’s point about the date of knowledge, but, as he knows, mesothelioma was originally identified in the Meriwether report of 1931. After the second world war, the Government wrote to the British shipowners’ confederation drawing attention to the dangers of asbestos. For all those years the fact that it is a danger to health was denied, although that was known to be the case.
Mr Buckland
I was coming to that point. Although for the purposes of liability knowledge of the dangers is defined as having started in 1969, we know that the debate had been going on for many years before that. It is a tragedy that the decision was not made for a generation. Thousands of workers, many of whom are no longer with us, were working in dangerous conditions.
I represent Swindon, a railway town which had the Great Western Railway at its heart, and had a railway works until 1986, and I have heard stories from many former railway workers who worked in and around asbestos every day of their working lives. Asbestos was being transported along the railway system, but it was also being used to line the boilers and pipes, and to insulate the heat generators which are an integral part of a locomotive. More than that, however, asbestos was being used to line all the carriages built at the Swindon works, and asbestos was used in sprays that were applied to surfaces within and without those carriages. It was very much part of the essence of working life in Swindon. For very many people whom I know exposure to asbestos has been a reality, and that means that many people are still carrying a latent disease—a latent disease that can manifest itself as late as 40 or even 50 years after exposure.
I am going to single out one person, not because he would have regarded himself as an exceptional man, but because he rose to become the mayor of our town and because he died this year from mesothelioma. Rex Barnett worked for British Rail from 1953 to 1961. It was while he was there that he was exposed to asbestos and went on to develop what was for many years a latent disease. He was diagnosed with pleural plaques back in the mid ’90s and then was one of the unfortunate people who went on to develop mesothelioma right at the end of his mayoral year in 2011. Rex battled on. He was an indefatigable character who in his mayoral year raised over £60,000 for local charities, an exceptional feat in itself. He battled on for another two years, but finally, sadly and tragically, succumbed this year. In his memory and the memory of thousands of other people who worked alongside him, this measure is a welcome one.
I pause now for a moment to think about the memorial garden we have in Queen’s park in Swindon to the victims of mesothelioma, which is marked by a very simple memorial, and which gives members of my community an opportunity to contemplate and consider the sacrifice— the unwitting sacrifice—that was made by those who were exposed for all that time to lethal amounts of asbestos.
In my early legal career I was trained in personal injury work, which included industrial compensation, and therefore have some, albeit limited, experience of dealing with claims relating to conditions such as mesothelioma. I think that perhaps we are in danger of oversimplifying the position when talking, perfectly naturally, about the need for a swift resolution to the claims made by victims of this disease and their families. There is a danger that seeking to resolve claims before death could lead to a significant under-settlement of claims, which would deprive dependants of the victims of a substantial proportion of the damages they could recover in a posthumous claim.
I think it is right to talk very briefly in this Second Reading debate about the wider position and principles, while recognising the fact that this Bill will deal with a relatively small cohort of people for whom traceability of employer or insurer has not been possible. The following important point has been raised with me by claimants’ solicitors, some of whom have years of experience in practice in Swindon. The regime that applies to posthumous claims for damages is still dramatically different in England and Wales from that which applies to those made during the lifetime of the claimant. For example, bereavement damages are not payable during the lifetime of claimants, claimants cannot recover for future funeral expenses during their lifetime, and living claimants cannot recover damages for services provided to dependants after death; that is recoverable only as a services dependency under the Fatal Accidents Act 1976. It is clear that under that Act income dependency claims will usually be significantly more for dependants than a lost years claim made under common law for a living claimant. It is clear that claims that are brought by widows after death will be about 20%—a fifth—more valuable than equivalent claims made during life. So the dilemma for mesothelioma sufferers going through all the pain and struggle they have to endure is: do they resolve their claims during their lifetime for what will be a lesser sum, or do they die with a claim unresolved?
It is interesting to note that the Scots have legislated to bring the rights of relatives before and after death into some alignment. That is one of way of dealing with this, but there are alternatives that could, and do, deliver a practical solution.
Bob Stewart (Beckenham) (Con)
I probably am thick, but will my hon. Friend explain why there is a difference between claiming before death and after death, because I have not quite understood that?
Mr Buckland
I am certainly not going to insult my hon. Friend, but what I will say is that payments after death are governed by the 1976 Act and payments before death fall under common law, so different rules and regimes apply. As I have said, in Scotland there has been some move to try to align certain aspects—but not by any means all aspects—of the rights of dependants, relating to mesothelioma in particular.
There are practical alternatives, and in her excellent speech my hon. Friend the Member for Chatham and Aylesford (Tracey Crouch) made a point that deserves re-emphasis. The work of the senior master of the Queen’s bench division, Master Whitaker, should be singled out for particular praise because he and his colleagues have developed specialist lists that, in effect, create a fast-track procedure for the efficient resolution of liability issues. The fast-track procedure allows for summary judgment to be passed where sufficient evidence has been demonstrated by claimants about exposure to asbestos in breach of duty and where defendants then have to show cause—reversing the burden, as it were—on evidence why that liability should not be proved. With the resolution of liability, interim payments can be made to claimants and their families to meet the claimants’ needs during life, but that interim payment does not bring resolution or quantum to a close. That can be achieved by a stay of the claim until after death, to allow the full quantum—the final value—of that claim to be properly assessed.
It is important that we make these points because if we are truly to address the needs of victims and their families, we have to understand what they need, rather than just make glib assumptions about brevity and the need to tie things up before the tragic event of the death of a victim.
We know that over the next 30 years mesothelioma will claim about 60,000 lives, and that means about 2,500 people will be dying every year from this aggressive cancer. This particular scheme deals with last-resort claims where there is no other alternative. Already we have seen welcome changes by the Government in the other place, by conceding the 70% levy and raising it to 75%, on figures that at the time in question still represented under 3% of the gross written premium for employer liability insurance. I know that these figures have been updated, but when this Bill reaches Committee more particularity must be given as to the basis for those updated figures, because it is crucial if we are to have a meaningful continuing negotiation with the insurance industry—which I think we should—that we know precisely what we are dealing with.
I know my hon. Friend the Minister cannot commit himself and the Government to particular figures today, but I urge him—and I know he will listen—to keep those figures open and to look to see if we can get a greater proportion, and whether we can achieve 80% as my hon. Friend the Member for Chatham and Aylesford suggested. The more we get, the more justice we will deliver for the victims and their families.
Tracey Crouch
Does my hon. Friend agree that the insurance industry is unlikely to walk away from this scheme because of a very small uplift to 80%, given that it already has an incredibly bad reputation, thanks to the way it has dealt with mesothelioma victims? The notion that, all of a sudden, the entire scheme is going to fall apart because of a small, continuous uplift to 80%, and that the insurance industry is just going to walk away, is absolute nonsense.
Mr Buckland
I agree with my hon. Friend. I do not believe that the industry, which has rightly been criticised for lack of action and lack of resolution, would dare risk further opprobrium by appearing to be even more unreasonable at the end of what has already been a lengthy—some would say over-prolonged—negotiation process.
My hon. Friend made an interesting point about the industry’s argument regarding the likely age of claimants. Her point has real merit and force, because as she rightly says, given the changes in the law—the Employers’ Liability (Compulsory Insurance) Act 1969 and the introduction of compulsory employers’ liability some 41 years ago—the issue of traceability of insurers surely belongs to a period before the introduction of such legislation. That must mean that the cohort of claimants who would be eligible under this scheme will be older, rather than younger. I fail to see any clear basis for the assertion that we will be dealing with a younger group of claimants. It is important that we as legislators, both here and in Committee, seek to challenge and probe at every stage glib assertions made on behalf of an industry that, although it is now coming to the table, should have done so some years ago.
I welcome the Bill and all measures that create a degree of justice for those who, as a result of unfortunate accident, are unable to trace employers or insurers. But at the very least, when we make such legislation, it is our duty to ensure that we drive the best possible deal for our constituents and that they get in fullest possible measure the justice they so clearly deserve.
Oral Answers to Questions
Robert Buckland Excerpts(12 years ago)
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The Minister of State, Department for Work and Pensions (Mr Mark Hoban)
The hon. Gentleman should reflect on the fact that the sector-based work academy is part of the Youth Contract. It is effective and is an idea put forward by this Government. I am pleased that it is working well in Barnsley. The other thing in the Youth Contract that is working well is work experience, which is as effective as the future jobs fund but 20 times cheaper. The Government can demonstrate that we are giving help to get people into work, and are giving much better value to the taxpayer.
Mr Robert Buckland (South Swindon) (Con)
T8. What further measures is the Department taking to ensure that the benefits assessment process takes into account applicants with invisible disabilities, such as autism, that are often accompanied by speech, language and communication problems?
Mr Hoban
My hon. Friend makes an important point. That is why, for example, we encourage people who feel that they cannot communicate at an assessment to take a friend or a carer with them to help in that process, and we gave support to people to help them to complete the ESA50. We want to make the process of assessment as easy and as straightforward as possible by giving vulnerable claimants the help that they need.
Oral Answers to Questions
Robert Buckland Excerpts(12 years, 1 month ago)
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Mr Robert Buckland (South Swindon) (Con)
1. When she expects the Leveson report to be published.
The Secretary of State for Culture, Media and Sport (Maria Miller)
I expect Lord Justice Leveson to deliver his report by the end of the month. The inquiry team will make an announcement about specific times later this morning.
Mr Buckland
If the Leveson inquiry recommends an end to the current system of press regulation, will the Government rise to the challenge and help to create a system that will quickly gain the trust of the public?
Maria Miller
My hon. Friend is right to identify trust as an overwhelming prerequisite for any solution to our problems involving the press. Certainly the status quo is not an option. The principles that will drive any solution are the need for an independent regulator, the need for tough regulation, and the need to do everything possible to preserve free speech.