Buckland Review of Autism Employment

Debate between Stephen Timms and Robin Walker

Thursday 25th April 2024 Commons Chamber

[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.

[Mr Robin Walker]

I am glad that the report also highlights in that respect the good work of GCHQ, which is a big employer in my neck of the woods. Another example along those lines is an IT security company in Worcester called Titania. Its chief executive is an autistic woman, and it has tailored its recruitment process specifically to address some of the challenges that my right hon. and learned Friend the Member for South Swindon (Sir Robert Buckland) has identified in his report, so that it can recruit more autistic people, who it finds are such valuable and productive employees.

[Sir Stephen Timms]

That sounds like a wonderful model. The more of that kind of initiative around the country, the better.

The report makes the point that a line manager in a mainstream business may well not know that somebody they are managing is autistic. Whether the employer can agree reasonable adjustments for the employee, as is their right under the Equality Act, will depend on them self-disclosing their diagnosis to their line manager. As the review notes, whatever the level of understanding among company directors or senior staff, if the line manager is unable or unwilling to provide support, the employee will struggle to stay in their job.

The review is right to point out that at the moment there is no easily accessible guidance for employers and line managers on how to support autistic staff. Evidence to our inquiry so far suggests that, as the hon. Member for Worcester rightly said, employers want to do the right thing but often simply do not know how. When they are pointed in the right direction and try it, it turns out to be a positive experience. What can the Government do to give employers confidence in this area?

The review calls on the Department to

“Continue to develop Disability Confident, increasing the rigour of developmental work needed to achieve the higher Disability Confident levels”.

I think that is a very kind way of expressing the point. The noble Lord Shinkwin, who sits on the Government Benches in the other place and chaired the disability commission for the Centre for Social Justice, spoke for many of our witnesses when he said that Disability Confident

“is not making a measurable impact”

at the moment. Employers can, as things stand, achieve the highest level of Disability Confident accreditation without employing a single disabled person.

In response to our predecessor Select Committee six years ago, the Department said that it was developing proposals for an evaluation of Disability Confident. That commitment, first expressed six years ago, was announced again in response to our report almost three years ago in November 2021. However, I have still seen no sign of anything happening. Perhaps the Minister can update us. Is that evaluation of Disability Confident now complete, and when can we expect Disability Confident finally to be reformed?

The review is absolutely right to highlight the importance of Access to Work and to call for improvements there. It makes the point—I think the right hon. and learned Member for South Swindon referred to this in his speech—that almost two thirds of disabled people stated that it took over three months for their application to be processed, and 20% said that it took over six months. He is absolutely right that that is far too slow. I agree that, as the review suggests, if the adjustment passport produces positive results, it should be rolled out nationally as soon as possible. However, in response to our Committee’s report three years ago in November 2021, we were promised that the adjustment passport would be piloted from November 2021 and, if successful, would be expanded to support all Access to Work customers. As far as I can tell, we seem to be no further forward in 2024 than we were in November 2021. When are these long-promised improvements actually going to materialise?

One other policy lever the Government could pull is mandatory disability workforce reporting, which was recommended unanimously, on a cross-party basis, in our 2021 report. There is a voluntary framework through which employers can choose to report, but in late 2021 the Government launched a consultation on whether to require large employers to report the number of disabled people they were employing. That work was then paused, but I understand that it has now been resumed, and that the Government plan to publish their findings and next steps in the course of this year. I wonder whether the Minister can update us on when we can expect to see that work. Does she agree that requiring employers to report on the number of disabled people they employ and, within that, perhaps the number of autistic people, could be effective in encouraging the employment of people with autism and other health impairments?

I very much welcome the report, which has highlighted important issues, and the opportunity to debate it today. I also welcome the positive approach that the right hon. and learned Gentleman took, when introducing the report earlier, in seeing the scale of opportunity if we get this right. However, laudable aspirations in this area are just not enough if delivery is delayed for years. We need an ambitious target to increase the rate of employment among people with autism and other disabled people. We need worked-up plans and timescales to deliver them. I very much hope that—perhaps as a result of the work of the task group that he mentioned—we will finally see some of that when the Government respond formally to this very welcome report.

Oral Answers to Questions

Debate between Stephen Timms and Robin Walker

Monday 23rd May 2022 Commons Chamber

[Mr Walker]

The safety of pupils and staff is paramount. We have one of the largest condition data collection programmes in Europe, which helps us to assess and manage risk across the estate. Through our programmes, we prioritise buildings where there is a risk to health and safety. We have invested more than £13 billion since 2015 in improving the condition of school buildings and facilities, which includes £1.8 billion committed this year. In addition, our new school rebuilding programme will transform the learning environment at 500 schools over the next decade and will prioritise evidence of severe need and safety issues.

[Stephen Timms (East Ham) (Lab)]

5. What progress his Department has made on developing an alternative student finance product for Muslim students.

European Union (Withdrawal Agreement) Bill

Debate between Stephen Timms and Robin Walker

Committee stage & Committee: 2nd sitting: House of Commons & Committee: 2nd sitting
Wednesday 8th January 2020 Commons Chamber

[The Parliamentary Under-Secretary of State for Northern Ireland (Mr Robin Walker)]

Before I address the provisions we are debating, I wish to acknowledge the enormous hard work and professionalism of officials in the Department for Exiting the European Union, in which I had the privilege to serve for more than two years, and in the territorial offices in which I have served since, in bringing this Bill and the withdrawal agreement to the position they are in today. I pay tribute to all those in the devolved Administrations and the Northern Ireland civil service who have contributed to our work on EU exit and to ensuring that the whole UK is able to leave the European Union in an orderly way. The Bill may have been a long time in coming, but it is delivering on a mandate for the whole United Kingdom. It has been a privilege to work with colleagues from every part of the United Kingdom in preparing and delivering it.

I agree with the hon. Member for Bristol West (Thangam Debbonaire) about the importance of the Good Friday Belfast agreement. It is absolutely right that it has been a central focus of the exit process from the start. We do not need amendment 1 to state our firm commitment to both the Good Friday agreement and the principle of consent, or, indeed, my party’s absolute commitment to the United Kingdom.

I shall talk briefly to the purpose of clauses 18 to 37 and schedules 3 and 5 before I go into the detail of the amendments. As a Northern Ireland Minister, I make no excuses if most of my focus in respect of the amendments is on Northern Ireland. I am sorry not to have heard from more Northern Ireland colleagues so far; I shall try to make time to ensure that I can.

First, the clauses set out how EU law will be wound down at the end of the implementation period. Secondly, they enable the UK to fulfil its international obligations under the financial settlement. Thirdly, and crucially, they implement the regulatory, customs and other arrangements contained in the Northern Ireland protocol; protect rights and arrangements contained in the Belfast Good Friday agreement; and avoid a hard border. Fourthly, they update the European Union (Withdrawal) Act 2018 so that it operates as intended in the light of the withdrawal agreement. Fifthly, they allow UK courts to interpret UK laws and not to be inadvertently bound by historic European court cases. Sixthly, they provide a mechanism for Parliament to consider EU legislation that raises a matter of vital national interests, thereby increasing parliamentary scrutiny. Seventhly, they ensure that the Government are properly accountable for their work in the withdrawal agreement Joint Committee, and that Parliament should be informed on formal dispute proceedings that arise from the withdrawal agreement. Eighthly, they guarantee that we can ratify the withdrawal agreement on 31 January by ensuring that once the Bill receives Royal Assent there are no further parliamentary hurdles to ratification. Ninthly, they repeal unnecessary or spent enactments relating to EU exit.

I shall now address the amendments—

[Stephen Timms (East Ham) (Lab)]

rose—

[Mr Walker]

I am happy to take interventions as I address the amendments; perhaps the right hon. Gentleman will let me move on to that first.

I agree with what the right hon. Member for Lagan Valley (Sir Jeffrey M. Donaldson) said in an intervention about the importance of every part of the UK being heard. I recognise that many of the amendments are focused on securing Northern Ireland’s interests in the next phase of the Brexit process, and we absolutely recognise the support they have received from across the Northern Ireland business and political community. If and when the Executive are restored, the UK Government will be ready to consider commitments concerning the Executive’s role in future discussions with the European Union and to engage with them as we safeguard Northern Ireland’s integral place in the UK. The Government cannot accept any of the amendments to the clauses that implement the protocol on Ireland and Northern Ireland, for a number of reasons.

First, let me address new clauses 14, 15, 39 and 40, all tabled by the right hon. Member for Lagan Valley, as well as new clauses 63 and 13. At the outset, I should confirm that the protocol does not affect the constitutional status of Northern Ireland, which remains part of our political and economic union.

[Stephen Timms]

The Government’s impact assessment for the Bill states:

“Goods moving from Great Britain to Northern Ireland will be required to complete both import declarations and Entry Summary (ENS) Declarations”.

Is that statement correct?

[Mr Walker]

It is clear that there are reporting requirements in the functioning of the protocol, but, as is clearly set out in article 6 of the protocol, we want to ensure that we use the Joint Committee to reduce them and make sure that we have the absolute minimum burden. The protocol itself clearly gives the Government the ability to provide unfettered access. I shall address that in more detail as I go on.

Northern Ireland remains in the UK customs territory and can benefit from future trade deals that we strike with the rest of the world. The Prime Minister has repeatedly made it clear that the deal is good for businesses and individuals in Northern Ireland.