Westminster Employment Forum

This conference examined next steps for policy and organisational practice in improving equality in the workplace.

Bringing together stakeholders, policymakers and regulators, it was an opportunity to discuss the future direction of the Government’s policy on workers’ rights, workplace equality, and practical plans for tackling inequalities based on gender, race and disability.

Delegates examined provisions in the Draft Equality (Race and Disability) Bill, including the extension of pay gap reporting and equal pay rights which aim to protect workers from discrimination based on race and disability.

They examined potential issues around implementation, including planned measures for strengthening the legal duty to create working conditions which protect employees from harassment, and enshrining in law the full right to equal pay for disabled people and those from minority ethnic backgrounds.

We expected discussion on practicalities and latest developments in best practice, such as the setting up of frameworks to enable compliance on data reporting and protection from third-party harassment, alongside action plans to address pay gaps, particularly in organisations with complex pay structures or reliance on outsourcing. Priorities for engagement and information for employees to enable them to understand their rights were also discussed, including around dual discrimination.

Those attending also looked at priorities for the Office for Equality and Opportunity, recently established in the Cabinet Office, and its role in coordinating equality policy to address disparities relating to ethnicity, ability and gender, and ensuring the protection of LGBT+ rights, as well as the recent appointment of Mariella Frostrup as UK Menopause Employment Ambassador. We also expected delegates to consider the new legal duty under the Equality Act 2010 requiring employers to take steps to anticipate and prevent sexual harassment.

We expected further discussion on how the Draft Equality (Race and Disability) Bill relates to wider legislation, such as the Employment Rights Bill which seeks to promote development of more inclusive workplaces that accommodate employees with diverse needs. Delegates discussed what will be needed from policy, regulation and best practice to lift barriers to workplace participation and reduce job insecurity for disproportionately affected groups, such as women, young people, those with disabilities and those with parental or caregiving responsibilities.

Delegates were also expected to consider the role of trade unions and dedicated equalities representatives in the workplace, as well as coordination between employers, worker representatives, the education sector and local authorities to create broader strategies for fostering diverse talent pipelines, improving access to education and training, and reducing systemic barriers to career advancement.

The agenda also looked at the future of the socio-economic duty designed to address disparities resulting from economic and social factors, which was introduced in the Equality Act 2010 but not implemented in England. With the duty having been supported by the Labour Party in opposition, delegates discussed implementation in the UK nations and prospects for wider roll out, along with implications for public bodies and practicalities of enforcement.

Overall, areas for discussion included:

• Draft Equality (Race and Disability) Bill: assessing key provisions - extension of pay gap reporting - strengthening legal duties of employers - priorities for implementation
• Office for Equality and Opportunity: role and remit - coordinating equality policy - addressing disparities across ethnicity, ability and gender - ensuring LGBT+ rights
• Employment Rights Bill: aligning policies across legislative initiatives - promoting inclusive workplaces - accommodating diverse needs
• pay gap reporting: practicalities and compliance - frameworks for data reporting - addressing pay gaps in complex organisations
• harassment protection: creating safe working conditions - protection from third-party harassment - frameworks for compliance
• implementation challenges: issues in organisations with complex pay structures or reliance on outsourcing - potential impacts on employers of varying scales
• reducing systemic barriers: addressing intersectional challenges - customised policy and regulatory frameworks - promoting career advancement
• employee engagement: empowerment and supporting understanding of new rights - issues around dual discrimination - priorities for information and support
• trade unions: equalities representatives and their roles in support and advocacy - integration into HR structures - applicability in non-unionised workplaces
• stakeholder coordination: strategies for fostering diverse talent - improving access to education and training - collaboration among employers, worker representatives and local authorities

All delegates were able to contribute to the output of the conference, which will be shared with parliamentary, ministerial, departmental and regulatory offices, and more widely. This includes the full proceedings and additional articles submitted by delegates. As well as key stakeholders, those that attended include officials from DWP; DBT; DHSC; DfE; DfE, NI; DSIT; HMRC; DfT; DESNZ; HMPPS; MHCLG; MoJ; Home Office; the Welsh Government; and The Scottish Government.

This conference focused on next steps for developing green skills and employment opportunities in England, looking at meeting the needs of green industries and aligning with the legally binding 2050 net zero target.

It was a timely opportunity for policymakers and stakeholders to discuss priorities following Skills England’s recent report predicting that around two in five workers will have a core role in delivering net zero or helping enable the transition, but warning that without action, employers would be unable to find staff with the necessary skills.

There was discussion on government plans for a new Growth and Skills Levy, alongside foundation apprenticeships, with key considerations for Skills England in its role in determining which types of training would be eligible.

With concerns that employers are under-investing in green skills, sessions assessed the way forward for coordinating funding, qualification options and training opportunities, and identifying and reducing barriers to participation in the green labour market. The role of local government in supporting workforce development was also discussed, as well as the potential impact of widening devolution on the identification and filling of local skills needs.

We expected discussion on wider priorities for policy development, with the CCC’s July 2024 report calling on the Government to publish a strategy to support net zero skills, and for an evidence-based Green Jobs Plan to outline sector skills gaps and barriers to inclusion in occupations needed for the transition.

Areas for discussion included clarity on definitions of green jobs, and what will be needed to achieve the high net growth in new jobs estimated to be created in low-carbon sectors by 2030, such as retrofitting buildings, renewable energy generation and the manufacturing of electric vehicles.

We also expected the agenda to bring out strategies for improving partnerships between further and higher education and employers for reskilling and upskilling the workforce, as well as priorities for public and private investment into green industries, and assessing the potential impact of the National Wealth Fund. The role of colleges in aligning training programmes with emerging policies and workforce demands was considered, with heightened focus on green skills, including the potential for standardising training programmes and qualifications to establish clear routes to employment and a flexible approach to delivery.

We are pleased to have been able to include keynote sessions with: Hugo Jones, Deputy Director, Green Growth, DESNZ; and Sarah Mukherjee, CEO, IEMA.

Overall, areas for discussion included:

• the current green skills landscape:
  
  • identifying areas for expansion and prioritisation - whether ambitions go far enough - what is needed from policy and key stakeholders if targets are to be achieved
• priorities for Skills England:
  
  • simplifying the green skills qualification landscape - best practice in aligning funding, qualification options and training opportunities
  • the likely effect of the reform of the Apprenticeship Levy - assessing the potential impact of the English Devolution Bill on the identification and fulfilment of skills gaps
• strategies to increase participation in the green labour market:
  
  • improving partnerships between education providers and employers to upskill and retrain the existing workforce - qualification options for upskilling workers
  • priorities for targeting underrepresented groups and widening diversity in green jobs - assessing the impact of recruitment campaigns - identifying barriers to participation
• priorities for funding green industries:
  
  • assessing the potential impact of the National Wealth Fund - attracting private sector investment - identifying priority industries

All delegates were able to contribute to the output of the conference, which will be shared with parliamentary, ministerial, departmental and regulatory offices. This includes the full proceedings and additional articles submitted by delegates. As well as key stakeholders, those that attended include parliamentary pass-holders from the House of Commons and officials from Defra; DESNZ; DWP; DfE; IfATE; DBT; DfT; HMRC; HM Treasury; Homes England; Planning Inspectorate; ONS; HSE; MOD; DAERA, NI; NIEA; Isle of Man Government; the Welsh Government; and The Scottish Government.

This conference examined next steps for improving health and wellbeing in the workplace in the UK.

It was an opportunity to discuss key issues at a time of heightened focus on relevant policy in the run up to the General Election.

Delegates discussed priorities for a potential new voluntary occupational health framework for businesses and options for the creation and implementation of a national baseline standard for health in the workplace, looking at addressing barriers to meeting demand, and priorities for investment into occupational health.

Sessions in the agenda assessed key issues and priorities going forward for businesses, including the way forward for tackling in-work sickness and inactivity, and the role and responsibilities of employers in safeguarding the physical and mental health of their workforce. The conference followed the government’s consultations for Tax Incentives for Occupational Health, and Occupational Health: Working Better, which looked at ways of increasing employer uptake of occupational health.

Further sessions discussed the way forward for improving mental health in the workplace, the future role of AI in this area and support for employees working from home.

The agenda also brought out latest thinking on enhancing the inclusion of people with physical and mental conditions, following the announcement of a £2bn package in the 2023 Spring Budget to support disabled people and those with health conditions to start and stay in work. Discussion also considered further options for policy and best practice to improve models of health-related employment support.

Keynote speakers who have agreed to take part include: Professor Dame Carol Black GBE, Chair, Centre for Ageing Better; Sarah Hughes, CEO, Mind; and Dr Sally Wilson, Principal Research Fellow, Institute for Employment Studies.

The conference was an opportunity for stakeholders to consider the issues in the presence of key policy officials who attended from DHSC; DWP; DLUHC; HSE; OLS; DBT; Department for Communities, NI; Department for the Economy, NI; DESNZ; DfT; DSIT; Estyn; FCDO; HMPPS; HMRC; Home Office; MoD; UKEF; The Scottish Government; and the Welsh Government; as well as parliamentary pass-holders from the House of Commons.

This conference discussed key emerging issues relating to the impact of AI on employment and workplaces in the UK, implications for employers and the workforce, and options for legislation and regulation.

Discussion brought out latest thinking on challenges and opportunities for job markets across a range of sectors, as well as for recruitment and employment practices.

It was an opportunity to assess issues emerging from The impact of AI on UK jobs and training report published by the Department for Education in November, alongside the AI Safety Summit 2023 organised by the UK Government. Delegates also examined the recently published AI and Employment Bill from the TUC AI taskforce, which put forward proposed measures for legislation and regulation to protect workforces and employers as the use of AI in businesses grows.

Key stakeholders and policymakers assessed options for policy, education and industry practice to address concerns relating to job security, and to ensure that the greater use of automation does not distort employment and sector markets.

Further sessions looked at priorities for education and training providers in helping prepare those in learning, entering the jobs market, and whose employment might be affected by automation to develop the skills needed for careers in the future.

Delegates also looked at how AI can best be integrated into business strategies to smooth the transition for the workforce and maximise productivity, efficiency and growth, as well as next steps for innovation to enable the UK to become a global leader in responsible use of AI in the workplace.

We are pleased to have been able to include keynote sessions with: Robert Bancroft, AI Policy Lead, Equality and Human Rights Commission; Stuart Morrison, Chief Researcher, British Chambers of Commerce; Professor Gina Neff, Co-Chair, TUC Special Advisory Committee; and Executive Director, Minderoo Centre for Technology and Democracy, University of Cambridge; and Nimmi Patel, Head of Skills, Talent and Diversity, techUK.

Overall, areas for discussion included:

• AI and Employment Bill: assessing policy priorities for regulating use of AI by both employers and workers
• regulation: approaches for responsive, reactive and proactive policies and regulation to keep pace with the rapidly evolving technology
• AI utilisation and impact: considering the issues of efficiency versus human experience - understanding implications for workplaces, employees and job markets - best practice for utilisation as ‘co-pilot’
• worker rights: minimising risks and anxieties for workers - establishing protection of job roles - ensuring AI technology does not widen inequalities in the workplace
• skills and innovation: strategic priorities for skills provision in the tech industry - upskilling for AI integration in wider sectors - enabling innovation in the UK and positioning as a global leader
• the future UK workforce: the role of automation in the workplace and strategies for improving processes and efficiencies - next steps for employment practices in the UK - assessing the impact and perspectives of different sectors

The conference was an opportunity for stakeholders to consider the issues alongside key policy officials who attended from DBT; DCMS; Defra; Department for the Economy, NI; Department of Education, NI; Department of Public Expenditure, NDP Delivery and Reform, ROI; DESNZ; DfE; DFHERIS, ROI; DfT; DHSC; DLUHC; DSIT; Dstl; DWP; IfATE; Education Scotland; FSA; GLD; GO-Science; HMRC; Home Office; HoC Library; Geospatial Commission; HSE; ICO; IPO; MOD; NAO; NCSC; Ofcom; Ofsted; ONS; Transport Scotland; UKEF; The Scottish Government; and the Welsh Government.

This conference focused on next steps for regional skills and local skills improvement plans (LSIPs), following the launch of the local skills improvement fund (LSIF).

It brought stakeholders together with policymakers to evaluate lessons learnt from the first phase of work, and to examine initiatives aimed at devolving skills and training provision to align with local strategies, as set out in the LSIPs published in August 2023.

Delegates assessed implementation priorities for the LSIF, looking at the way forward for employer and training provider engagement to ensure that the plans and fund remain relevant and dynamic to changing skills needs and regional strategies.

Discussion also focused on regional skills within the context of wider agendas in levelling up and devolution of powers, assessing next steps for promoting local growth and raising employment and skills levels.

Further sessions explored priorities for fulfilling the skills needs of different sectors, with a particular focus on the dispersion of green jobs in the UK.

We are pleased to have been able to include keynote sessions with: Nick Rashley, Deputy Director, Developing Programmes and Localities, Regions and Providers Directorate, Department for Education; Andy Burnham, Mayor of Greater Manchester; Parminder Kohli, Commissioner, Social Mobility Commission; Mark Hilton, Policy Delivery Director, BusinessLDN; and Suzanne Caldwell, Chief Executive, Cumbria Chamber of Commerce.

Overall, areas for discussion included:

• LSIPs: lessons learned from the first phase - next steps for implementation - priorities for adapting plans to local needs - implementation and allocation of the LSIF
• developing skills for the future: ensuring plans are dynamic and responsive to changing needs - addressing digital and innovation skills gaps - improving accessibility to training and upskilling
• net zero: regional green skills priorities in the UK - exploring dispersion of jobs and opportunities throughout England to achieve net zero targets
• devolution: strategic priorities for utilising devolved powers to develop skills policy - options for collaboration between private sectors
• regional inequalities: driving local educational attainment and social mobility - pathways to high quality employment - widening opportunities and access to training in disadvantaged areas 
• raising standards of skills provision: pathways to high quality skills training throughout England - maximising the UK’s potential in key sectors through regional skills

The conference was an opportunity for stakeholders to consider the issues alongside key policy officials who attended from the CCC; DBT; DCMS; Defra; Department for the Economy, NI; DESNZ; DfE; DfT; DLUHC; DSIT; DWP; HMPPS; HMT; Home Office; IPO; NICS;  Ofsted; and ONS - as well as parliamentary pass-holders from the House of Commons.

This conference focuseed on next steps for employment and inclusion of ethnic minorities in the workplace.

Bringing together key stakeholders and policymakers, it followed the Government’s publication of Ethnicity pay reporting: guidance for employers, and was an opportunity to discuss priorities for continuing progress on the Government’s Inclusive Britain commitments to improve occupational outcomes and in-work progression of people from ethnic minority backgrounds.

Delegates also discussed progress on the Parker Review’s aims of improving ethnic diversity on UK boards and strategies for companies to meet targets for representation in boards and senior management positions, in addition to broader policy priorities for career progression of ethnic minorities.

Further sessions considered wider issues facing ethnic minorities, such as the disproportionate number of insecure workers and the impact of heightened cost of living pressures. In light of this, delegates assessed priorities for recruitment processes and retention of workers.

Reducing discrimination was also a focus in the seminar, which explored latest thinking and best practice for employers in developing strategies for inclusion in the workplace, and for their implementation. This included moving forward priorities such as eradicating unconscious bias, adapting to changing cultures and promoting inclusion through leadership.

We are pleased to have been able to include keynote sessions with: Raja Hanna, Head of Strategy, Department for Work and Pensions; Rebecca Thomas, Head of Employment Policy, Equality and Human Rights Commission; and Doyin Atewologun, Founder and CEO, Delta; Leadership Programme Advisor, Rhodes Trust, University of Oxford; and Committee Member, Parker Review.

Overall, areas for discussion included:

• policy:
  
  • assessing the next steps for Inclusive Britain proposals - what is needed from policy and key stakeholders if targets are to be achieved
  • ways forward for improving the educational outcomes of ethnic minorities - assessing the effectiveness of In-Work Progression for UC claimants
• ethnic minority pay gap reporting: options and strategic pathways for uptake of reporting measures - next steps for utilising evidence - improving inclusion of ethnic minorities in senior positions
• discrimination:
  
  • strategies for addressing unconscious and conscious biases in recruitment and workplace culture
  • implementing measures for tackling workplace discrimination, including a zero-tolerance culture and elevating experiences of microaggressions
• addressing intersectional barriers: priorities for reducing disadvantage for ethnic minorities with additional protected characteristics
• recruitment practices: reviewing and improving processes - exploring the role of digital tools in reducing bias and decision-making - embedding options for flexibility and accommodations
• wider socioeconomic considerations: adapting support for issues such as heightened cost of living - addressing barriers to work and progression - next steps for protecting gig economy workers

The conference was an opportunity for stakeholders to consider the issues alongside key policy officials who attended from the CCC; Defra; Department for the Economy, NI; DfE; DFHERIS, ROI; DLUHC; DPENDPDR, ROI; DfT; DSIT; DWP; HMPPS; HMRC; Home Office; HSE; IfATE; ICIBI; MOJ; NAO; OEP; Ofcom; ONS; The Scottish Government; and the Welsh Government.

This conference examined priorities to support the inclusion of people with disabilities in the workplace.

It was an opportunity to discuss key issues following the Chancellor’s spring budget announcements, including:

• the Transforming Support: Health and Disability White Paper - with proposed change to fit to work tests
• the Back to work Budget - targeting parents, over 50s, disabled people and their careers to fill labour shortages in the UK

The conference brought stakeholders together with policymakers to assess priorities in ensuring that both businesses and individuals have the resources, knowledge and opportunities to create an inclusive and safe work environment, where disabled people are able to succeed in fulfilling careers.

Sessions examined opportunities to support the recruitment, retention and return of employees with disabilities, and discuss ways to reduce barriers into employment.

Delegates also looked at lessons learned from the National Disability Strategy, and how the Disability Action Plan can be taken forward following its publication in July.

We are pleased to have been able to include keynote sessions with: Eleanor Gall, Employment Policy Manager, Equality and Human Rights Commission; Rick Brunt, Director, Engagement and Policy Division, Health and Safety Executive; and Mark Hodgkinson, Chief Executive, Scope.

Overall, areas for discussion included:

• policy:
  
  • assessing proposed government reforms to benefits and work assessments - alternative options for policy
  • implementation of key measures in the new Disability Action Plan - opportunities for representation in decision-making processes
• workplace support and priorities for employers:
  
  • strategies for employers to improve inclusivity - support for SMEs - flexible recruitment programmes
  • best practice for retention of staff with disabilities - supporting sickness-related absences and return to work
• reducing barriers for disabled people: understanding different conditions - innovation in accessibility - the impact of new flexible working reforms
• addressing employment inequalities:
  
  • creating opportunities for disabled people to progress into leadership positions
  • tackling the concerns surrounding digital accessibility and the disability pay gap

The conference was an opportunity for stakeholders to consider the issues alongside key policy officials who attended from the Department for the Economy, NI; Department of Public Expenditure, NDPD and Reform, ROI; Department of Social Protection, ROI; DfT; DHSC; DSIT; DWP; HMPPS; HMRC; Home Office; HSE; MOJ; NAO; The Scottish Government; and the Welsh Government.

This conference brought out latest thinking on the way forward for improving participation and diversity in apprenticeships in England.

It was an opportunity for stakeholders and policymakers to discuss how key longstanding issues can be addressed in the context of two significant new initiatives:

• the Institute for Apprenticeships and Technical Education’s Equity, Diversity and Inclusion Strategy, which outlines a framework for building a more inclusive skills and apprenticeships system
• the UCAS and Sutton Trust joint report Where Next: What influences the choices of would-be apprentices?, which found that current provision is not meeting increased demand, with young people encountering issues accessing opportunities, due to both location difficulties and a lack of apprenticeships in their chosen career area

We are pleased to have been able to include keynote sessions with Ben Jordan, Head of Policy, UCAS; and Carmen Watton, Head of Priority Projects, Institute for Apprenticeships and Technical Education.

Areas for discussion at this conference included:

• increasing participation:
  
  • tackling barriers for would-be apprentices across all age ranges and levels 
  • meeting the needs of employers, and options for supporting providers and apprentices from deprived backgrounds
  • priorities for careers advice and helping students to explore options
  • methods for increasing availability of places, growing the profile of apprenticeships and raising awareness 
• improving diversity:
  
  • boosting ethnic minority inclusion and recruitment of female apprentices
  • closing the disability gap in apprenticeships and increasing opportunities for care leavers
  • promoting the apprenticeship route as a late career retraining option, and the way forward for the Government’s returnerships initiative
• advancing the societal role of apprenticeships:
  
  • supporting social mobility and improving regional growth
  • targeted help for apprentices from disadvantaged groups to enable them to meet the challenges they face

The conference was an opportunity for stakeholders to consider the issues alongside key policy officials who attended from CMA; Defra; Department of Education, NI; Department for the Economy, NI; Department of Public Expenditure, NDP Delivery and Reform, ROI; DESNZ; DfE; DFHERIS, ROI; DfT; DHSC; DLUHC; DSIT; DWP; GLD; HMPPS; HMRC; OLS; VOA; and the Welsh Government - as well as parliamentary pass-holders from the House of Commons.