Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, whether he is taking steps to encourage (a) alternative working and (b) other arrangements to support people in police forces with (i) additional needs, (ii) disabilities and (iii) other health conditions.
Answered by Chris Philp - Minister of State (Home Office)
The 20,000-officer uplift provided a once in a generation opportunity to support forces to become more representative of the communities they serve, and to create a foundation from which forces can continue to make further improvements in future.
As a result of the police uplift, the police officer workforce is now more representative than it has ever been. As at 31 March 2023, there are 53,080 female police officers (headcount) which represents the highest number on record, accounting for 35.5% of officers.
The learning generated during the Uplift has been captured and shared with forces via the online Uplift Hub. This is now being used by forces to support ongoing recruitment activity and strong evidence-led retention strategies to support officers in their careers. Dedicated learning is also available on the Uplift Hub on improving representation.
In order to support forces to recruit and retain officers from diverse backgrounds and promote inclusivity, the College of Policing has also created a toolkit for forces to support the development of flexible and/or part-time working pathways as well as a Workplace Adjustment Toolkit for forces.
Through the Police Covenant, we have also appointed the first Chief Medical Officer for policing who is developing a national health strategy for all staff and officers.
Whilst progress has been made, there remains more work to be done by forces to increase representation in policing. The Government also continues to work with forces to ensure that they put the right support in place to enable officers and staff with additional needs, disabilities or other health conditions to enable them to thrive in their careers and continue to serve the public.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, whether he is taking steps to encourage (a) flexible working and (b) other practices to support gender-inclusivity in police forces.
Answered by Chris Philp - Minister of State (Home Office)
The 20,000-officer uplift provided a once in a generation opportunity to support forces to become more representative of the communities they serve, and to create a foundation from which forces can continue to make further improvements in future.
As a result of the police uplift, the police officer workforce is now more representative than it has ever been. As at 31 March 2023, there are 53,080 female police officers (headcount) which represents the highest number on record, accounting for 35.5% of officers.
The learning generated during the Uplift has been captured and shared with forces via the online Uplift Hub. This is now being used by forces to support ongoing recruitment activity and strong evidence-led retention strategies to support officers in their careers. Dedicated learning is also available on the Uplift Hub on improving representation.
In order to support forces to recruit and retain officers from diverse backgrounds and promote inclusivity, the College of Policing has also created a toolkit for forces to support the development of flexible and/or part-time working pathways as well as a Workplace Adjustment Toolkit for forces.
Through the Police Covenant, we have also appointed the first Chief Medical Officer for policing who is developing a national health strategy for all staff and officers.
Whilst progress has been made, there remains more work to be done by forces to increase representation in policing. The Government also continues to work with forces to ensure that they put the right support in place to enable officers and staff with additional needs, disabilities or other health conditions to enable them to thrive in their careers and continue to serve the public.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, what steps he is taking to increase the number and proportion of (a) police officers and (b) other police staff who are female.
Answered by Chris Philp - Minister of State (Home Office)
The 20,000-officer uplift provided a once in a generation opportunity to support forces to become more representative of the communities they serve, and to create a foundation from which forces can continue to make further improvements in future.
As a result of the police uplift, the police officer workforce is now more representative than it has ever been. As at 31 March 2023, there are 53,080 female police officers (headcount) which represents the highest number on record, accounting for 35.5% of officers.
The learning generated during the Uplift has been captured and shared with forces via the online Uplift Hub. This is now being used by forces to support ongoing recruitment activity and strong evidence-led retention strategies to support officers in their careers. Dedicated learning is also available on the Uplift Hub on improving representation.
In order to support forces to recruit and retain officers from diverse backgrounds and promote inclusivity, the College of Policing has also created a toolkit for forces to support the development of flexible and/or part-time working pathways as well as a Workplace Adjustment Toolkit for forces.
Through the Police Covenant, we have also appointed the first Chief Medical Officer for policing who is developing a national health strategy for all staff and officers.
Whilst progress has been made, there remains more work to be done by forces to increase representation in policing. The Government also continues to work with forces to ensure that they put the right support in place to enable officers and staff with additional needs, disabilities or other health conditions to enable them to thrive in their careers and continue to serve the public.
Asked by: Stephen Morgan (Labour - Portsmouth South)
Question to the Home Office:
To ask the Secretary of State for the Home Department, what steps he is taking to improve the (a) recruitment and (b) retention of female police officers.
Answered by Chris Philp - Minister of State (Home Office)
The 20,000-officer uplift provided a once in a generation opportunity to support forces to become more representative of the communities they serve, and to create a foundation from which forces can continue to make further improvements in future.
As a result of the police uplift, the police officer workforce is now more representative than it has ever been. As at 31 March 2023, there are 53,080 female police officers (headcount) which represents the highest number on record, accounting for 35.5% of officers.
The learning generated during the Uplift has been captured and shared with forces via the online Uplift Hub. This is now being used by forces to support ongoing recruitment activity and strong evidence-led retention strategies to support officers in their careers. Dedicated learning is also available on the Uplift Hub on improving representation.
In order to support forces to recruit and retain officers from diverse backgrounds and promote inclusivity, the College of Policing has also created a toolkit for forces to support the development of flexible and/or part-time working pathways as well as a Workplace Adjustment Toolkit for forces.
Through the Police Covenant, we have also appointed the first Chief Medical Officer for policing who is developing a national health strategy for all staff and officers.
Whilst progress has been made, there remains more work to be done by forces to increase representation in policing. The Government also continues to work with forces to ensure that they put the right support in place to enable officers and staff with additional needs, disabilities or other health conditions to enable them to thrive in their careers and continue to serve the public.
Asked by: Toby Perkins (Labour - Chesterfield)
Question to the Foreign, Commonwealth & Development Office:
To ask the Deputy Foreign Secretary, whether the Government will ensure that at least 30% of the future International Climate Finance commitment will be allocated to supporting nature’s recovery.
Answered by Andrew Mitchell - Minister of State (Foreign, Commonwealth and Development Office) (Minister for Development)
We are delivering on our current International Climate Finance commitment of £11.6 billion over five years from 2021/22 to 2025/26, including at least £3 billion to be spent on development solutions that protect and restore nature. The recently published Development White Paper includes a commitment to work globally to improve the quantity, quality and accessibility of climate and nature finance. Our own future funding commitments beyond 2025/26 will be agreed through the spending review process.
Asked by: Siobhain McDonagh (Labour - Mitcham and Morden)
Question to the Ministry of Justice:
To ask the Secretary of State for Justice, what the unused court capacity was in each year since 2015.
Answered by Mike Freer - Parliamentary Under-Secretary (Ministry of Justice)
HMCTS had the following number of sessions recorded as either available or unavailable since 2015:
Period | Available verified sessions | Unavailable verified sessions |
FY 15-16 | 1,552,490 | 42,692 |
FY 16-17 | 1,512,424 | 36,811 |
FY 17-18 | 1,387,270 | 37,598 |
FY 18-19 | 1,347,648 | 36,507 |
FY 19-20 | 1,302,006 | 38,408 |
FY 20-21 | 1,062,856 | 130,071 |
FY 21-22 | 1,277,033 | 86,511 |
FY 22-23 | 1,277,981 | 42,665 |
FY 23-24 | 1,281,838 | 48,201 |
A ‘session’ represents the time that court/hearing room space is available, with up to two sessions available each day. Available and unavailable sessions are recorded for all jurisdictions.
HMCTS record a session being unavailable for a number of reasons, including important alternative uses. For example:
HMCTS’ Courtroom Planner performance database was introduced in April 2015 to collect information on the availability of courtrooms. The data was suspended in April 2020 due to COVID disruption and resumed in September 2020. The data between April and August 2020 is therefore incomplete.
The amount of time we use our available estate for hearings is also connected to the funded number of sitting days in any one year, and the availability of key participants such as judiciary and legal professionals.
To maintain session levels, we are investing £220m in the two years to March 2025 for essential maintenance and repair work across the estate to ensure we are keeping as many courtrooms open as possible to hear more cases. This two-year capital maintenance allocation enables us to plan major estate projects in advance and with certainty. Maintenance funding is prioritised to sites that need it most, and this investment is a step forward in improving the quality of the court estate. We have a planned pipeline of future works to improve the resilience and quality of the court estate, and this is kept under regular review.
We have also introduced additional measures to speed up justice for victims and improve the justice system, including:
o Extending 20 Nightingale courtrooms beyond March 2024 to provide additional capacity in the court estate.
o Investing in judicial recruitment since 2017 which has resulted in the annual recruitment of approximately 1000 judges and tribunal members across all jurisdictions. In particular, this has led to an overall increase in the number of judges in the Crown Court.
Please note all data provided is internal and subject to data quality issues inherent in any large-scale manual system.
Asked by: Nick Thomas-Symonds (Labour - Torfaen)
Question to the Department for Environment, Food and Rural Affairs:
To ask the Secretary of State for Environment, Food and Rural Affairs, with reference to the policy paper entitled Transforming for a digital future: 2022 to 2025 roadmap for digital and data, updated on 29 February 2024, what steps his Department has taken to mitigate the risks of red-rated legacy IT systems.
Answered by Mark Spencer - Minister of State (Department for Environment, Food and Rural Affairs)
The Central Digital and Data Office (CDDO), in the Cabinet Office, has established a programme to support departments managing legacy IT. CDDO has agreed a frame-work to identify ‘red-rated’ systems, indicating high levels of risk surrounding certain assets within the IT estate. Departments have committed to have remediation plans in place for these systems by next year (2025).
It is not appropriate to release sensitive information held about specific red-rated systems or more detailed plans for remediation within Defra’s IT estate, as this information could indicate which systems are at risk and may highlight potential security vulnerabilities.
Asked by: Martin Vickers (Conservative - Cleethorpes)
Question to the Department for Environment, Food and Rural Affairs:
To ask the Secretary of State for Environment, Food and Rural Affairs, if he will make an assessment of the implications for his policies of the report entitled Emission Factors for Domestic Solid Fuels Project - Work Package 1 Report, published on 3 January 2024.
Answered by Robbie Moore - Parliamentary Under-Secretary (Department for Environment, Food and Rural Affairs)
We continue to undertake regular monitoring of emission sources of air pollutants to inform future policy. The results from Work Package 1 of this project are preliminary. An assessment of the implications for policies will be considered after the project is complete.
Asked by: Lord Bishop of Oxford (Bishops - Bishops)
Question to the Department for Education:
To ask His Majesty's Government what assessment they have made of the future use of artificial intelligence in education using national pupil data or learner records.
Answered by Baroness Barran - Parliamentary Under-Secretary (Department for Education)
The department has conducted research and has a work programme around artificial intelligence in education settings. To date, the department has not used national pupil data or learner records in setting the strategy for the department's work in this area.
Asked by: Peter Dowd (Labour - Bootle)
Question to the Department of Health and Social Care:
To ask the Secretary of State for Health and Social Care, what steps she is taking to ensure that health and social care professionals are trained in Parkinson’s-related dementia care.
Answered by Helen Whately - Minister of State (Department of Health and Social Care)
The standard of training for health care professionals is the responsibility of the health care independent statutory regulatory bodies. They set the outcome standards expected at undergraduate level and approve courses and Higher Education Institutions to write and teach the curricula content that enables their students to meet the regulators outcome standards.
Whilst not all curricula may necessarily highlight a specific condition, they all nevertheless emphasize the skills and approaches a health care practitioner must develop in order to ensure accurate and timely diagnoses and treatment plans for their patients, including for dementia.
Individual employers across health and social care are responsible for ensuring their staff are trained and competent to carry out their role, and for investing in the future of their staff by providing continuing professional development (CPD) funding. The required training needs are set out in the Dementia Training Standards Framework, which is available at the following link:
https://www.skillsforhealth.org.uk/info-hub/dementia-2015-updated-2018/
The framework was commissioned and funded by the Department, and developed in collaboration with the sector. It sets out the essential knowledge, skills, and expected learning outcomes applicable across the health and care spectrum.
It is applicable to health and social care staff who work with people living with dementia, staff providing direct care and support, and those who provide leadership in transforming care, including social care managers and leaders.
To supplement local National Health Service employer investment for CPD, the NHS Long Term Workforce Plan, published on 30 June 2023, sets out NHS England’s commitment to continue national CPD funding for nurses, midwives, and allied health professionals. There are a variety of resources available on the NHS England e-learning for health platform, designed to enhance the training and education of the health and social care workforce. This includes a programme on dementia care, and modules in Parkinson’s disease in geriatric medicine.