Workplace Pay Gaps

09:30:00

May I take this opportunity to wish all colleagues present a happy new year?

I beg to move, That this House has considered pay gaps in the workplace. Thank you, Sir Roger. I wish everybody a happy new year, too, and it is a pleasure to serve under your chairmanship. There are multiple pay gaps in the workplace. I have had emails about the age pay gap, size pay gap and accent pay gaps—as a certified cockney, I know that that is true, and just for the record, some of the most intelligent people I know are cockneys. But today, for Ethnicity Pay Gap Day, I want to focus on gender, ethnicity and disability pay gaps. The key point is that if we measure something, we can fix it, but at the current rate, it will take another 40 years to fix the gender and ethnicity pay gap. Nobody should feel happy about that slow rate of progress; and imagine how long it will take to fix the disability pay gap—it will take even longer. Last year, the Fawcett Society reported that Equal Pay Day fell on 20 November, two days earlier than the year before, and that essentially meant that from 20 November until the end of the year women were working for free. It is shocking that, on average, women earn £630 less a month than their male counterparts. On social media, people sometimes say, “What is this all about? Are you trying to reduce how much men are paid?” That is not what this is about. It is about fairness and equality and about paying people more, not less. I do not want on social media the manipulation and the misinformation of people saying, when we talk about equal rights and fairness, that that is somehow doing down men, because it absolutely is not. Currently, the ethnicity pay gap is 5.6% and the disability pay gap is 12.7%. That is a whopping pay gap. The Government are to be applauded for their ambition and plan to make work pay. The Prime Minister said, as part of his new year message: “The security of working people…is the purpose of this government.” That is something that we should all applaud: working people should be secure in their job and in their work. Following the King’s Speech, companies of 250-plus employees have to report ethnicity and disability pay gaps, which is welcome. It is also welcome that gender pay gap reporting has been expanded to include equality action plans. That is great, but producing equality action plans is not enough. What will companies do with the action plans? How will they ensure that they use the action plans to close the pay gaps? It is one step, but it does not go far enough. It has to be acknowledged that what we do now will actually make the workplace better for everybody—not just women, people with disabilities and people of different ethnicities. Everybody will benefit if the workplace is fairer. Research has found that men want flexibility in the workplace. This is always framed as women wanting flexibility in the workplace, but the reality is that men also want flexibility, so if we make that a standard, everybody will be happy. And no matter who is doing the job, doing the work, they should be paid fairly. That should be the case no matter who they are or what they look like, so there also needs to be a concerted effort whereby we stop stereotyping people into jobs or creating structures that try to normalise inequality.

I congratulate my hon. Friend on securing this debate. The Equality Act 2010 states that it is illegal to discriminate on the basis of race, yet in 2024, black people earned an hourly mean rate 19.04% lower than their white counterparts. The Employment Rights Bill provides an opportunity for employers to develop and publish an equality action plan. However, those action plans at the moment cover only gender. Does my hon. Friend agree that the Government need to place more emphasis on ethnicity gap issues, and that that Bill, which is in Committee, needs to make that right by covering them at this stage?

My hon. Friend is absolutely right. If our ambition is to make the workplace fairer and secure it for everybody, we should take the opportunities laid before us. That is one opportunity to ensure that we not only close the gap but make workplaces fairer. There was one case that was easy to identify as a trade union official: men were called chefs and women were called cooks, and chefs were paid a higher rate than cooks. That was an easy one, once we could figure out what was going on. A more difficult case was that of Kay, who said: “I had been working as a chef with a large catering company for ten years. During a casual conversation, my colleague mentioned he was being paid £22,000 a year. This was £6,000 a year more than me. I thought the right to equal pay would mean I was being paid fairly. For years, I went to work each day without knowing I was being paid less than those I was working alongside. I am not an isolated case. I know there are many women who, like me, don’t realise they are experiencing pay discrimination.” That picks up on the point made by my hon. Friend the Member for Liverpool Riverside (Kim Johnson). The law is there, but if someone does not know what the person next to them, who is doing the same job, is paid, they could be discriminated against. Some people will say that some men and women do different jobs, different types of work or different hours. The law says the “same work” or “work of equal value”, but even when men and women work the same hours and in the same roles, nearly two thirds of the gender pay gap remains unexplained. That points to pay discrimination, which we must tackle as a Government. How do we tackle that and move faster towards security, fairness and equality? One way is transparency. It is important for people to know who is being paid what and why. We should introduce the right to know. In Kay’s situation, she should be able to see how much X is being paid and know that there is a £6,000 pay deficit. We also need actionable and enforceable action plans. Again, an organisation may have identified a pay gap, but unless it has committed to closing that gap, that probably will not happen. Another way companies can do that is by assigning it as a key performance indicator. We have found that when organisations assign that to somebody as a KPI, real action is taken and pay gaps begin to close. The Government have a huge role to play not just through legislation, in terms of the Equal Pay Act and so on, but by securing the circular economy. The Government can have an active role in making the workplace fairer by ensuring, as has been done in some areas, that they give contracts only to companies that pay people well and fairly and do not have a pay gap. So the Government’s procurement contract processes can ensure that they give contracts only to companies that follow good practices, which will enrich the circular economy. This is not just about doing the right thing. Companies that pay people well and employ the right people for the right jobs generally have a 15% higher profit margin than their nearest counterparts. That also plays out in the fact that a lot of young people are becoming socially informed, so they like to shop with companies that have good ethics and consider climate change. This approach will benefit everybody and is good in itself. As I come to the end of my speech, some may wonder why I have not mentioned fines. The Minister may correct me, but to my knowledge no company has been fined for its gender pay gap. Unless that part of the law is strengthened, it is meaningless. I am interested to know how we can ensure that we fine companies that are not closing their pay gaps, and what the Government plan to do with any money that is collected. There is a stark difference across UK regions, with some doing better than others. London has the largest ethnicity pay gap, which currently stands at a whopping 23.8%. That is appalling in one of the most diverse capital cities in the world and the financial capital city of the UK. As chair of the London parliamentary Labour party, I want to accelerate the move towards closing those pay gaps. I commend Dianne Greyson, founder of #EthnicityPayGap, for her work on that. As chair of the all-party parliamentary group on governance and inclusive leadership—GAIL—I launched a maturity matrix in Parliament. That guide is available online for free for companies to implement in their workplace. It takes them through various stages to recognise and close pay gaps. That has been so successful that companies have asked for it to be expanded for disability and other things, which is currently being done. That is a free resource because, ultimately, we want better and fairer workplaces. People should be paid fairly on merit. No one should be paid less for their work because of their gender, colour of their skin, ethnicity, background, accent, size, age or class. If we get this right on gender, ethnicity and disability, we will create a better and fairer work environment for all.

Order. It appears that at least seven Members wish to take part in the debate, apart from the Front Benchers, who each have 10 minutes. On that basis, I am going to put an immediate seven-minute time limit on speeches. I may have to reduce that, which will depend on whether Members choose to intervene. If they do, that will shorten the time available for debate. If Members do intervene, I gently ask that they make interventions and not speeches.

09:43:00

It is a pleasure to serve under your chairship, Sir Roger. I thank the hon. Member for Brent East (Dawn Butler) for leading today’s debate. She has worked incredibly hard on this issue. It is good that we can discuss its effect across this United Kingdom of Great Britain and Northern Ireland. I wish to add a Northern Ireland perspective to the flavour of the debate, and to give some examples from Northern Ireland of where there has been a shortfall, where it has been addressed and what we can do better. With regard to geography, ethnicity, gender and so on, the UK has witnessed, in the past and presently, pay gaps in certain industries. This debate is important to get a full perspective on the situation in the United Kingdom of Great Britain and Northern Ireland. For example, there was a large disparity in teachers’ pay in Northern Ireland, which coincided with the failure of the Northern Ireland Assembly to meet for some time. There was a clear problem of unfairness to teachers working in Northern Ireland. In April last year, a formal offer on teachers’ pay for 2021, 2022 and 2023 was accepted by Northern Ireland’s five main teaching unions. The pay settlement agreed by the Teachers’ Negotiating Committee included a clause on a starting salary of £30,000 for teachers in Northern Ireland. That is really important because for too long the teachers in Northern Ireland had lagged behind in pay negotiations and pay awards. That 24.3% increase in starting salary is to be warmly received and it makes that salary equal to England, as it should have been for a long time. The title of this debate is “Workplace Pay Gaps” and those are for both males and females, although I will refer to where women have been disadvantaged in other ways, but there should be absolutely no pay disparity anyway. Equality for teachers in Northern Ireland has eventually been achieved after four years. It is absolutely to be welcomed, but waiting on it for four years is hardly fair. Additionally, there have historically been issues in Northern Ireland and further afield in the United Kingdom regarding the pay gap between men and women. The Department for the Economy in Northern Ireland has revealed that, as of 2023, the overall gender pay gap in Northern Ireland stood at 7.8% in favour of males. The hon. Member for Brent East referred to that issue, and I thank her for it. It has to be addressed by companies across Northern Ireland.

My hon. Friend and the hon. Member for Brent East (Dawn Butler) have both alluded to the gender pay gap. Whatever the justification or otherwise might have been 30, 40 or 50 years ago, when there were different roles in society for males and females in employment, does my hon. Friend agree that those days have long passed? There must now be no distinction of any kind, whether it is based on gender or on any other differential. There needs to be pay equality right across the spectrum.

I wholeheartedly agree. For instance, apprenticeships are available at Thales in the armament and military production line in Belfast, and young girls and ladies have the same opportunities as young fellas and men. The same applies at the shipyard and at engineering firms across Northern Ireland, especially in my constituency. I have seen the advantage of those apprenticeships. My hon. Friend is right to raise that point. For every £1 earned by men, women earn only 92p. That has to be addressed: we need wage equality. Where employers are perhaps reluctant to provide it, the Government need to step in legislatively. The gender pay gap favours females when we consider full-time and part-time employees separately—there are gaps of 3.5% and 1.7% respectively—so there are some anomalies to be addressed. The gender pay gap has narrowed over the years. It has decreased from 22.4% in 1987 to 8.7% in recent analysis: over 27 years, there has been a great drop in the disparity. My hon. Friend the Member for East Londonderry (Mr Campbell) compared the historical position with where we are today. I believe that the trend reflects ongoing efforts towards gender pay equality. UK-wide, we have witnessed further pay disparities that certain ethnic minority groups experience in comparison with white employees. The hon. Member for Liverpool Riverside (Kim Johnson) was absolutely right to highlight that clear gap, and the clear evidential gap to be addressed. For instance, in the 10-year spell between 2012 and 2022, black, African, Caribbean and black British employees consistently earned less than their white counterparts. Furthermore, studies by the Northern Ireland Statistics and Research Agency have identified pay disparities between disabled and non-disabled employees in Northern Ireland. I think the hon. Member for Brent East referred to that disparity in her speech. Goodness me! If they are doing the same job to the same ability, they should be getting the same pay. There should be no disparity just because someone happens to be in a wheelchair, have a visual or hearing disability or have a mobility issue. That cannot be ignored. For example, employees reporting fair health, which is a proxy for disability, experienced a gender pay gap—wait until you hear this one—of 16.8%. Those who reported very good or good health experienced narrower gaps of 8.1% and 8.4% respectively. There is a real gender pay gap for disabled people. Perhaps the Minister can give us some idea whether she has had any discussions with the Minister back home. There is no doubt that much progress has been made in addressing these issues, but there is still a long way to go. There is significant work to be done to ensure full pay equity across all demographics, not just in Northern Ireland but further afield in the United Kingdom. Has the Minister had a chance to raise that issue with the Northern Ireland Assembly? There is hope that legislation can be introduced to address these issues. I look to the Minister today for a commitment to ensuring that they are resolved. I understand that many of the issues are devolved, but the Government here have a responsibility, centrally, to ensure fairness in pay across all employment sectors.

Order. To make it easier for Members, I have asked that the clock count down, rather than up, so it is easier to work out how much time you have left. You can now see that very clearly indeed.

09:50:00

It is a pleasure to serve under your chairship, Sir Roger. I congratulate my hon. Friend the Member for Brent East (Dawn Butler) on securing this important debate. Research in 2023 revealed that mothers in the UK earned, on average, 31% less than fathers—a gap worse than the one 40 years before. The motherhood pay penalty has been overlooked by previous Governments for far too long, significantly contributing to gender pay gaps. The undervaluation of care work, combined with the fact that caregiving responsibilities fall disproportionately on women, means that women are often the ones who take career breaks or reduce their working hours when raising children. This leads to limited work experience and stunted career progression. The Institute for Fiscal Studies has found that while men’s earnings remain largely unaffected by parenthood, women’s earnings drop significantly after having children. In fact, seven years post childbirth, women earn less than half of what men earn. The penalty is even more severe for black and ethnic minority women, who face additional barriers as the impact of motherhood is compounded by existing ethnic pay gaps and gender and race-based inequalities at work. I welcome the Government’s commitment to improving parents’ rights in the workplace through the Employment Rights Bill. The Bill’s increased protections against dismissal for pregnant women, for those on maternity leave and for those returning within six months build on existing safeguards against redundancy for mothers, taking us a crucial step forward in addressing the penalty. Furthermore, the Bill’s removal of restrictions on paternity leave and pay will provide more flexibility and encourage a fairer division of parenting responsibilities between partners. What plans do the Government have to directly tackle the gap between the earnings of mothers and fathers? What specific measures are being considered for single parents, who will not necessarily benefit from changes to paternity leave and who often bear the responsibility for caregiving? Diolch yn fawr.

09:53:00

The happiest of new years to all. It is a pleasure to serve under your chairship, Sir Roger. I congratulate my hon. Friend the Member for Brent East (Dawn Butler) on securing this important debate. Over 1,400 years ago, Islam placed a strong emphasis on justice and fairness in all aspects of life, including the workplace. The principle of equal pay for equal work aligns with Islamic teachings that advocate for equity, justice and human dignity. Several hadiths and Koranic verses highlight the importance of fair treatment and appropriate remuneration for employees. Islamic principles also stress that wage disparities based on race, gender, colour or nationality are unjust and contradict the core values of Islam and humanity. In more recent times, it is remarkable that nearly a century after women gained equal rights to vote in this country, and half a century since the introduction of the Equal Pay Act 1970, significant gaps remain in pay for women—especially women from minority ethnic backgrounds—and for those with disabilities. I therefore welcome the measures in the Employment Rights Bill as an important step in the right direction to redress this wrong through proposals to extend reporting requirements on employers and for employers to develop and publish equality action plans, including measures to address the pay gap. However, as hon. Members have stated, action plans on their own are not enough; they must be implemented and enforced. I would like the Government to provide further clarification on two areas. I note the findings in the report by the Chartered Institute of Personnel and Development for 2022-23 that nearly a fifth of large employers with more than 250 employees said that they had not carried out gender pay gap reporting, despite its being a requirement for all businesses with 250 employees or more in England, Scotland and Wales. Enforcement of the reporting regulations is a responsibility of the Equality and Human Rights Commission. What steps are the Government taking to ensure that sufficiently robust measures are in place to ensure that employers meet their reporting requirements, as well as ensuring the enforcement of the implementation of action plans? I also note the TUC’s recommendation that the same reporting requirements be extended to businesses with 50 employees or more. Can the Minister explain why the Bill confines itself to businesses with 250 employees or more? Why does it not seek to cast the net wider? Taking comprehensive steps to address the gender, ethnicity and disability pay gaps is a moral and legal imperative that the Government must address in full, once and for all.

09:57:00

It is a pleasure to serve under your chairship, Sir Roger. I thank my hon. Friend the Member for Brent East (Dawn Butler) for securing this important debate. I declare an interest as vice-chair of the Unison group of MPs. We have had gender pay gap reporting since 2017. Although it was a very welcome first step, it has proved to be too weak on its own to fully level the playing field between men and women at work. Women are still being paid significantly less than men on average. Gender pay gap reporting relies on a name-and-shame approach that means that employers can continue to report paying women less, year after year, without having to take any action at all to change this. It is great news that the new Labour Government have already taken decisive action by bringing forward the new Employment Rights Bill. The new law will mean that employers have to publish an action plan setting out how they will take tangible steps to reduce gender pay gaps and discrimination in the workplace. Finally, employers will be held to account to ensure that they pay women fairly. Today, I want to focus on disabled people in particular. Disabled workers are paid an average of over £2 an hour less than non-disabled workers. That is thousands of pounds a year that disabled workers are losing out on. Disabled women experience one of the worst pay gaps as a result of double discrimination: not only do they suffer the gender pay gap, but they experience the disability pay gap, which has barely moved over the past decade. There was no progress at all under the previous Government, and disabled workers are still losing out. I am delighted that the new Labour Government announced straight away in the King’s Speech that we would bring forward a new equality Bill that will ensure a full right to equal pay for both disabled and black and Asian workers. The new law will finally extend pay gap reporting to disabled workers and will mean that employers with more than 250 staff must publicly account for the difference in how much they pay their disabled staff. However, as the gender pay gap has shown, we will still need to do more, and the groundbreaking disability employment charter outlines some of the solutions. The disability employment charter is a list of nine demands of Government that will break down the barriers for disabled people at work. It was put together by organisations such as Scope, Disability Rights UK and Unison. Over 220 employers have already backed the disability employment charter but the previous Government failed to act on any of its recommendations. One of the charter’s key demands is for disability pay gap reporting alongside employment gap reporting, because too many employers just do not employ disabled people in the first place, let alone pay them properly. I hope that the Minister will consider mandatory publication of the level of disabled staff at larger employers so that an employer’s commitment to treating disabled people fairly can be properly assessed. Disabled workers are twice as likely to be unemployed than non-disabled workers. That is caused by discrimination in recruitment, but also by workers being hounded out due to bullying and harassment, or a failure to provide reasonable adjustments. Disabled workers are entitled by law to reasonable adjustments—often small changes that can help them do their job—but research by Unison found that a quarter of disabled workers have waited over a year for adjustments to be put in place and many never hear back from their employers at all. They get ignored and the current law is not strong enough for them to do anything about it. No one can do their job properly if they do not have the tools to do it, so of course those disabled workers lose out on promotion and get stuck on the bottom rung of the pay ladder. That is a key cause of the disability pay gap. Without the right help, many disabled workers are in pain each day at work, or struggle to perform. The next thing they know, they are out of the door: an outcome that could have been avoided with changes to hours, additional breaks, or with, for example, speech-to-text software. That is a massive waste of talent, which has led to a disability employment gap of 30% and nearly 3 million people stuck at home on long-term sick leave when many of them want to work. The disability employment charter calls for a new right to a two-week deadline to get at least a reply to requests for reasonable adjustments. Currently, there is no deadline for a response—unlike, for example, flexible working requests, to which the employer needs to respond in eight weeks. I gave evidence on that point to the Lords Public Services Committee in my previous role with Unison and I welcome the Committee’s recommendation of a four-week deadline for responses to requests for reasonable adjustments. I know the Minister will consider that issue as she works with colleagues, including the Minister for Social Security and Disability, on proposals to help to reduce the disability employment gap and the pay gap. Disabled people are full of talent and creativity. For too long they have been pushed out of jobs that they love because of discrimination, bullying and a simple refusal to give them the basic help that they need to thrive at work. The solutions outlined in the disability employment charter, including mandatory publication of the disability pay gap and the employment gap, and a deadline for responses to requests for reasonable adjustments, will help to finally unleash that talent. I look forward to this transformative Labour Government taking forward this vital work.

10:03:00

It is, as ever, a privilege to serve under your chairmanship, Sir Roger and I wish you a happy new year. I congratulate my hon. Friend the Member for Brent East (Dawn Butler), who has been a consistent champion of equalities for the entire time that we have been in Parliament. We could forgive ourselves for feeling that we have been here before, not only because it is wonderful to see the hon. Member for Strangford (Jim Shannon) in his place at every Adjournment debate, but because we have been asking for equal pay and for pay gaps to be addressed in this country for the entire time that I have been in this House—15 years. We are latecomers to this debate: women have been asking for equal pay since 1833. The first recorded instance was in Robert Owen’s labour exchange and, as a Co-op MP, I am sorry to say that it was not received favourably. I hope that we can address that today. Nor should we ever forget Barbara Castle’s contribution as a champion for equal pay. She paid for it with her career because, frankly, people in the Labour movement did not appreciate the argument that she made. Yet her argument was the argument that we always have to make, which is, first and foremost, about our economy. Pay gaps, whether to do with gender, ethnicity, or disability, represent productivity loss and loss of talent. We have to ask ourselves why this country is languishing in the bottom half of the OECD rankings when it comes to productivity and why we have stagnating living standards. One of the answers is that we do not make the best use of our people. Let us kill the myth that when we talk about equal pay, or the gender pay gap, somehow this is women asking nicely for something as a treat. This is cold, hard economics we are talking about today, which is why it also matters when we do things that may inadvertently increase the gender pay gap. Today, I want to raise some concerns with the Government about that. When we kill the myths, we need to be clear: it is really not us, it is society. Data from the Fawcett Society shows that even when men and women work in the same occupations, in the same industries, doing the same working hours, and are the same age and ethnicity, two thirds of the difference in their income cannot be accounted for. That is discrimination. Let us be honest about what it is. Women ask just as often for a pay rise; men are four times more likely to receive one. There is segregation within industries and it is increasingly evident that the biggest part of the pay gap is to do with motherhood, which I want to come on to. I take a very different view to the hon. Member for Montgomeryshire and Glyndŵr (Steve Witherden) on the Employment Rights Bill, which is why I think we need to address this issue. Five years ago, in October 2020, I put forward the Equal Pay (Implementation and Claims) Bill, because of the challenges that we are facing. My hon. Friend the Member for Ealing Southall (Deirdre Costigan) is absolutely right that we have had pay gap reporting for many years now, but it is one thing to know there is a gap and another to have the tools to do something about it. The lack of fines and the previous Government’s cavalier attitude towards the gender pay gap and ethnicity reporting—which they promised us, but never delivered—in tackling productivity and highlighting that lack of talent is a real challenge for us. We need to give people the tools, because there are no fines. One reason why I proposed the Equal Pay (Implementation and Claims) Bill was to give women the right to know the incomes of their male comparators, so they could bring an employment tribunal. We know that this has been one of the few ways that people have actually made progress on this. Last year’s figures show that the average award for sex discrimination was £50,000, while for race discrimination it was £10,000, and for disability it was £17,000, but some of the awards went up to nearly £100,000. I pay tribute to women such as Carrie Gracie and Samira Ahmed, who took on major household names who were not paying women equally. This problem is widespread in our society. I want to return to the issue of the motherhood pay gap, because it is not just that women face a penalty when they have children, it is that men receive a premium. The evidence from workplaces is clear that even when women do return to work after motherhood, they are undervalued, underpaid, and considered to be less committed. The reverse is true for men. What a waste of talent in this country. What on earth are we doing as a nation, if we think that when someone is able to juggle looking after a family, they are somehow less rather than more capable, and when we do not recognise that we are asking men to do something impossible, which is to not be around their children at an early age and be the guy that they want to be, because we are asking women to pick up the slack for men’s employers? I am proud of many aspects of the Employment Rights Bill. I am proud of the equality action statements. They will be part of shining the light of disinfectant on the problem of the pay gap. Yet when we talk about the tools to tackle this, we have to recognise that if we inadvertently reinforce the stereotype that only women look after children, we may make the pay gap worse. There is a lot of evidence that even those women who do not have children experience discrimination in the workplace because employers think they might go and have children. The concern I raise with the Minister is not only the need to introduce a “right to know”—that 2020 legislation was not written by me, but by a brilliant woman called Daphne Romney, who is a fantastic QC on these issues and who worked with the Fawcett Society. I hope I can encourage the Minister to have a look at it and see if there is anything she might want to pick up. However, I also want to bring to the Minister’s attention my concern that if we only strengthen mothers’ rights in the workplace, we might reinforce the idea that it is only mothers who look after children, and therefore the gender pay gap could get worse and not better, and people will be left out. The answer is, therefore, not to reduce those rights, but to give fathers and second carers in a relationship rights to equally paid and protected leave, so that everybody of a certain age who might be looking after children is equally discriminated against. PAPa, paid and protected leave for fathers and second carers, is something that we could do through this piece of legislation. I will not tell the Minister how long it should be, but the principle that fathers need protected time in their own right is possibly one of the greatest tools for equality and improving productivity that we could bring into our economy. Many of us, who are so delighted to see a Government that are prioritising tackling the pay gap, are equally concerned to ensure that we do not miss this opportunity to make the progress we need: to give dads back the time they need to be brilliant dads and employees, and to give mums the opportunities in the workplace denied to them, because too often society thinks that they put themselves out to pasture by having children. Only a Labour Government can understand the challenges that we face, but only a Labour Government can live to the highest standards, which Barbara Castle called us to, because it is her legacy that we are here to fight for and her legacy that will deliver for this country.

10:10:00

It is a pleasure to serve under your chairship, Sir Roger. I thank my hon. Friend the Member for Brent East (Dawn Butler) for bringing this important issue to the fore. As a declaration of interest, I am a proud member of Unite the union and the Community union. At the heart of this debate is the ongoing problem of inequality and, ultimately, who actually holds the power in our country, which has been the consistent issue that workers have faced for centuries. The truth is that our country and our economy has always been run for the benefit of the few—historically, those who owned the land and its resources, and the people who worked on it. Whoever controls that will have wealth; therefore, inequality is not a new phenomenon. If I may be permitted a little more history, the creation of the Labour party in 1900 meant that at last the working class and the trade union movement had an effective voice in Parliament. But for women, it took until 1928, when the Representation of the People (Equal Franchise) Act 1928 was passed, to deliver them equal voting rights with men. However, pay discrimination for women is still an issue. To focus specifically on Scotland, the Scottish Trades Union Congress, using the Office for National Statistics annual survey of hours and earnings, has shown that women in Scotland can expect to earn an incredible £3,000 a year less than men. That gender pay gap rose from 6.4% in 2023 to 8.3% in 2024, up by 30%. While the typical Scottish male has seen their hourly pay increase by £1, a Scottish female has seen it increase in comparison by 74p: yet more inequality built into our society. That is sadly reflected when we look at local government workers in Scotland, approximately three quarters of whom are female. Local authority workers need and deserve a wage that genuinely reflects their worth and value to society. After 17 years of the SNP’s own brand of austerity, the Scottish Government must now invest in workers and the public services that people so drastically rely on. An article published yesterday described how a FTSE 100 boss’s hourly pay has now hit £1,298. That shows the gross inequality and unfairness that exists in workplaces. The huge disparity between pay for those at the very top of industry and their staff—those who generate that wealth—has grown bigger. We cannot look at pay inequality in isolation because, in the ongoing fight for a fairer society, multiple issues must be linked. In Britain today, as well as pay inequality, millions of people are in the grip of food poverty, living in substandard housing, in a society where, overall, many are victims of tax injustice. We are still a country where wealth and power continues to be concentrated in the hands of corporations and not ordinary working people. The truth is that the cost of living crisis has not gone away, but it is not a crisis for the banks, supermarkets, utility companies or individual oligarchs who have seen their wealth explode. Austerity and the cost of living crisis have been crises for the poorest, most vulnerable, the most disadvantaged and the working class. Thankfully, over the last two years the British Labour movement has led the fight against insatiable corporate greed and avarice. The collective power of trade unions as an effective fighting force for workers’ rights has thankfully been re-established. The fight for equality in the workplace and across society, just like the cost of living crisis, goes on.

We now come, slightly earlier than anticipated, to the Liberal Democrat spokesperson.

10:15:00

It is a pleasure to serve under your chairmanship, Sir Roger. I wish you and everybody else a happy new year, and hope that in 2025 we do again make progress in this area. I thank the hon. Member for Brent East (Dawn Butler) for securing this debate because, for me and I am sure everybody in this room, closing the gender pay gap—and all the pay gaps—is fundamental to creating a more equal society. We cannot have true freedom and equality of opportunity, quality of life, standard of life or anything in this country if we do not have equality of pay. The hon. Member for Walthamstow (Ms Creasy) mentioned Barbara Castle, which made me think about the fact that the Equal Pay Act was actually passed in 1963. I was a toddler—[Interruption]—yes, I was a toddler—and now here we are, when I can just see retirement appearing on the horizon, and we are still talking about equal pay for women, but also for ethnicity, disability and LGBT issues. It is sad that it has taken us so long. We have, of course, made progress, but so many of the statistics are frightening—none of them are encouraging reading. According to the Office for National Statistics, the median hourly pay for full-time employees is 7% less for women. It goes up to 13.1% when taken across all hourly paid employees. As the hon. Member for Brent East mentioned, we have, I fear, even more serious issues in terms of both ethnicity and disability, because they have not had the attention over the past 61 years that gender has had. As I say, we have made progress. In government, the Liberal Democrats were instrumental in pushing for large employers to be required to report on gender pay gaps in their organisations. That has led to some transparency and thrown light on some very serious issues, including high-profile, controversial revelations, particularly in the media sector, where we have seen massive disparities. That underlines how far we still have to go, particularly in tackling inequalities in terms of ethnicity, disability and LGBT, where pay gaps are still not published—we do need publication of those gaps. Moving forward, this Government must tackle the specific economic barriers facing women, ethnic minorities, the disabled and LGBT by expanding access to flexible, affordable childcare, doubling statutory maternity pay and, critically, expanding shared parental leave, because— I agree with the hon. Member for Walthamstow about this—there is no point in making it about mothers. It has to be about parents, or we simply emphasise the difference, and keep that going. Flexible, affordable childcare and early years education are critical to our economic infrastructure, and help to close the attainment gap between the wealthy and the poor. They give parents more choice over how to organise their lives and help them to return to work if they want to. Back in 1963, that was not an option that women had. My mother had to give up work when she had me. When she had my sister seven years later, she had gone back to work, and had to give it up again. Then, when she had my youngest sister in 1972, almost 10 years after that equal pay legislation was passed, she still had to give up work—there was no option to go back to work—so it is critical that we address that. It should be a choice. Lack of access to affordable childcare is a key driver of the gender pay gap. Women lose ground when they do not go back to work after they have had children. I gave up a successful career in journalism not long after my daughter was born because it was simply too expensive, and that was in the 1990s. The progress that we had made by 1997, when I made that decision, was very limited. We have more to do. As well as improving that specific area, the Government have to look at improving diversity in the workplace and public life. I want to see large employers monitor and publish data on gender, ethnicity, disability and LGBT+ employment levels, pay gaps and progression, and publish five-year aspirational diversity targets. They should extend the use of name-blind recruitment processes in the public sector and encourage their use in the private sector. That is critical, because that is the first step to ensuring that employees are treated fairly. They have to improve diversity in public appointment by setting ambitious targets and requiring progress reports to Parliament, with explanations when targets are not met. As we have heard, we have to start to see heavy fines when that does not happen. I have been fortunate in my working life, and in those 60 years since the Equal Pay Act, and in the Equality Act 2010, which made a huge difference. I would like to see this Labour Government take this further and ensure that our country manages to achieve the equality that we have striven for. The hon. Member for Brent East says it is predicted to take another 40 years—I will not be here by then, but I would like to see it.

10:21:00

It is a pleasure to see you in the Chair for this debate, Sir Roger. I congratulate the hon. Member for Brent East (Dawn Butler) on securing today’s debate, which marks Ethnicity Pay Gap Day. We have heard from a host of Members this morning on the impact of pay gaps in the workplace. The hon. Members for Brent East and for Dewsbury and Batley (Iqbal Mohamed) both asked what can be done to hold companies that do not address identified pay gaps to account. The hon. Members for Walthamstow (Ms Creasy) and for Montgomeryshire and Glyndŵr (Steve Witherden) addressed the rights of parents and the motherhood pay gap. The hon. Member for Ealing Southall (Deirdre Costigan) spoke about the disability pay gap and improving the working lives of disabled workers. The hon. Members for Strangford (Jim Shannon) and for Alloa and Grangemouth (Brian Leishman) spoke about regional pay gaps in Northern Ireland and Scotland respectively. These are important topics in an area where there is still work to be done, despite the progress made over the last half a century, first by addressing gender pay discrimination and, more recently, by addressing discrimination based on ethnicity and disability. The Labour party’s manifesto pledged to address the issue of pay gaps and stated that it intended to build upon the existing legislation. Paying men and women different pay for the same work has been prohibited in Great Britain since the Equal Pay Act 1970—legislation that has since been superseded by the Equality Act 2010. Gender pay gap reporting was introduced by the Conservative Government in 2017, through world-leading legislation that made it statutory for organisations with 250 or more employees to report annually on their gender pay gap. Since 2017, the gender pay gap has declined steadily from 18.4% to 13.1% in 2024. I ask the Minister: do the Government anticipate that trend continuing and, to that end, do they believe that the introduction of additional legislation will close the remaining gap more quickly or have no impact on the current trajectory? Data from the Office for National Statistics on the gender pay gap from 2024 show that it was highest in skilled trades and occupations, and lowest in caring, leisure and other service occupations. Although the Government’s new legislation will seek to ensure that gender pay disparities are eradicated within organisations, what plans do the Government have to address the differing pay gaps across industries? The gender pay gap is much higher for full-time employees aged 40 years or over than it is for employees aged below 40 years. There are a variety of reasons for why that might be the case. Although I do not have a breakdown for the rationale for that observation, one reason might be the impact of motherhood on careers and earning potential. What steps are the Government taking to address the gender pay gap within that demographic? It is notable that, in occupations where pay generally increases with age, the proportion of women decreases. Additionally, the difference in pay between the sexes is largest among higher earners. In May 2021, the Labour party pledged to modernise pay laws to give women the right to know what their male counterparts earn, as alluded to by the hon. Members for Brent East and for Walthamstow. Although that detail did not make it into the manifesto—not that that has stopped the Government from implementing some of their other recent policies—do the Government still intend to introduce that right, and if so, will the Minister outline how such a policy would work in practice? Can the Minister provide assurances that private sector pay will remain confidential and not subject to inquiry by co-workers by law? Close to home, we see how this presents itself in our political parties. In 2023, the Conservative party had a mean gender pay gap of minus 1.8%. Labour party reporting shows that it has a mean gender pay gap of 2% and that: “The gender pay gap for men and women therefore shows that on average, men’s hourly earnings are higher than women’s within the Party. There has been a change from the -2% recorded in 2022.” Can the Minister outline what steps have been taken to address the seemingly worsening gender pay gap within the party of Government since the 2023 report was published?

I am pleased to hear that the shadow Minister thinks that gender pay gap reporting is something that should drive change. Does he therefore want to apologise for the fact that the only business reporting that his party’s Government abolished, during the pandemic, was gender pay gap reporting? If he thinks the gender pay gap is such an important metric, does he now recognise that that move sent a terrible message about this data?

Obviously, that was before my time in this House, so I am not completely au fait with the detail the hon. Member is referring to, but I will come back to her with some clarification. I was unable to find a Labour gender pay gap report for 2024, nor could I find any ethnicity or disability pay gap reporting, so I ask the Minister whether she can provide an update on the 2024 pay gap figures for gender, ethnicity and disability for Labour party employees. It would be reassuring to see the party of Government lead by example, by placing itself in the vanguard of organisations that voluntarily provide such clear data ahead of the introduction of the legal requirement to do so. On race, Labour’s manifesto pledged to introduce a landmark race equality Act to enshrine in law the full right to equal pay for black, Asian and other ethnic minority people. The Minister for Women and Equalities, the right hon. Member for Houghton and Sunderland South (Bridget Phillipson), pledged 18 months ago that such an Act would form a core part of Labour’s plans in government. The aspect of that Act applicable to this debate is the Government’s commitment to fine companies that do not act on data highlighting a racial pay disparity. The right hon. Lady stated that that was a Labour priority, yet as we approach the six-month point of Labour being in office, I ask the Minister who here today to clarify when that Act will be brought before the House and when companies can be expected to have to implement ethnicity pay gap reporting. Labour first made the pledge to introduce ethnicity pay gap reporting in 2021, in a document that has now been deleted from the Labour party website, but I ask the Minister to say how such a policy is likely to be implemented. In March 2022, the previous Government published “Inclusive Britain”, its response to the Commission on Race and Ethnic Disparities. Action 16, which directly addressed ethnicity pay gap reporting and responded to recommendation 9 in the report, was to “Investigate what causes existing ethnic pay disparities.” It stated: “We will address the challenges with ethnicity pay gap reporting to support employers who want to demonstrate and drive greater fairness in the workplace.” It also said that the Department for Business, Energy and Industrial Strategy would “publish guidance to employers on voluntary ethnicity pay reporting in summer 2022. This guidance, which will include case studies of those companies who are already reporting, will give employers the tools to understand and tackle pay gaps within their organisations and build trust with employees.” The previous Government published their guidance to employers in April 2023. I ask the Minister whether this Government will retain the existing guidance and use the measures already in place. Once reporting becomes mandatory, how will the Government ensure that enough workers disclose their ethnicity to make reporting accurate? Can she give assurances that employees will not be forced to disclose their ethnicity on record? How will the legislation improve individual situations if an ethnicity pay gap is identified? Will employees on the wrong side of an identified ethnicity pay gap be informed of their specific circumstances, or will they be left to see the gap identified in the reporting and then have to rely upon the organisation’s action plan to redress any imbalance? In January 2023, the then Labour party chairman, who is now the Minister for Women and Equalities, addressed the reported 9% ethnicity pay gap within the Labour party between its black and minority staff, and its white staff. She stated: “Labour is determined to close these pay gaps, not just among our own staff.” Two years later, and ahead of mandatory ethnicity pay gap reporting being introduced, I ask the Minister to say whether the Labour party has now addressed its own ethnicity pay gap. The Guardian reported in November that senior Labour MPs were frustrated that “there were no senior black staff members at the very centre of a Labour Government.” It would appear that the party of Government still has some work to do. Lastly, the disability pay gap receives far less scrutiny than either the gender pay gap or the ethnicity pay gap. As someone with a close relative who is a wheelchair user, it is easy for me to see how disabilities, both visible and hidden, can be overlooked. The Government pledged in their manifesto to introduce a full right to equal pay for disabled people, as well as mandatory disability pay gap reporting for large employers. A TUC report from last November highlighted the current disability pay gap, and we would all benefit if that gap was closed. Can the Minister say when the Government intend to introduce mandatory disability pay gap reporting and also how the mandatory action plans will be used to address identified gaps? A proactive step would be to introduce reasonable adjustments passports to ensure that the impact of employees’ disabilities is documented. Adjustments can be agreed and any future potential adjustments can be identified. An employer then has a clear record of adjustments that have been agreed upon, which can be easily communicated to new managers. I believe Labour also pledged to improve access in its manifesto, so can the Minister outline what progress has been made in that regard? ONS data for 2023 showed that the disability pay gap was 12.7%. Unlike the gender pay gap, the disability pay gap has remained constant for around a decade, as highlighted by the hon. Member for Ealing Southall (Deirdre Costigan). That gap is actually wider for men, at 15.5%, than it is for women, at 9.6%. It is also wider for full-time employees than it is for part- time employees. The ONS’s disability pay gap analysis showed that disabled men earn a median hourly pay that is similar to that of non-disabled women. The ONS data also showed that the biggest impact is on those with autism, epilepsy or learning difficulties. Disabled employees with autism had one of the widest pay gaps, with a 27.9% difference, and those with epilepsy had a 26.9% difference. I ask the Minister what steps the Government are taking to reduce those categories of pay gap with the highest difference. Given the increase in instances of autism in children with special educational needs and disabilities, I ask the Minister: what steps are being taken now to ensure that a better structure is in place for what is likely to be an increase in those disabilities in the workforce? There is still progress to be made on addressing pay gaps in our workforce. I look forward to the Minister’s response and await clarity from her on the steps the Government have pledged to take to address those issues.

10:30:00

It is a pleasure to serve under your chairship, Sir Roger. I congratulate my hon. Friend the Member for Brent East (Dawn Butler) on securing this important debate. I thank her, as other hon. Members have, for her long-standing advocacy and campaigning on the issues, which she demonstrated deeply in her speech today. I am proud to have worked with her on them. I also acknowledge the contributions made by hon. Members on both sides of the House, which were summarised well by the Opposition spokesperson, the hon. Member for Huntingdon (Ben Obese-Jecty). I am pleased to see the support for our direction of travel, and I see that we need to go further and faster. I hope to comment on as many of the issues as possible that colleagues have raised. I thank the Opposition spokesperson for his comments, but I will say that if there had been as much passion for and commitment to some of these issues over the past 14 years, and such a focus on the Conservative party’s record, there would have been greater change than there was. I hope that he will continue to be a strong voice on these issues, not just in Parliament but in his party. Today’s debate is a welcome opportunity to reaffirm and highlight the Government’s commitment to workplace fairness. I am incredibly proud that the work we are taking forward in this Parliament comes on the back of a long history of commitment to equalities legislation, whether that is the Equal Pay Act, the Race Relations Act 1965, the Sex Discrimination Act 1975 or the Equality Act. One of the key ways that we can measure fairness in the pay that workers receive is by looking at pay gaps. Pay gaps look at the differences in the average pay between groups—for example, the average earnings of women compared with men—while equal pay is a direct comparison of the pay of individuals doing the same or similar work. We have had a number of contributions today on the ranges of and differences in pay gaps. Pay gaps do not necessarily mean that pay discrimination has taken place, but frankly, they often do. They can point to opportunities not provided and processes that lock people out. Those are issues of fairness and workplace security. Pay gaps can also mean that employers are missing out on the talents and skills of a diverse workforce and all the benefits that come with that. Closing pay gaps of all kinds is in everyone’s interest, which is why we want to go further and faster in this Parliament to reach that ambition. It makes sense for business, society, employers and our economy. The timing of this debate is welcome, given that—as my hon. Friend the Member for Brent East said—Ethnicity Pay Gap Day falls tomorrow, on 8 January. I acknowledge the work of Dianne Greyson and other campaigners. Since 2018, the campaign has highlighted the need for decisive action to tackle ethnicity pay gaps. Like Disability Pay Gap Day, which was marked on 7 November, and Equal Pay Day on 20 November, the date serves as a reminder of just how far we have to go. We know that ONS data shows that black, African, Caribbean and black British employees have consistently earned less than white employees, when looking at median gross hourly pay. In 2023, the pay gap between disabled and non-disabled employees was 12.7%, and in 2024, the gender pay gap still stood at 13.1%. A number of issues have been raised—not just by my hon. Friend—in relation to accountability, enforcement, regional variation, the right to know, and so on. I will make a few remarks before addressing those points, although I recognise that there may be a shortage of time to address all the points that have been raised today, so I will also be happy to pick them up with hon. Members afterwards. I am proud that in the King’s Speech in July, we strengthened our plans to introduce legislation to root out inequalities and strengthen protections against discrimination. As part of the King’s Speech, we announced the Equality (Race and Disability) Bill, through which we will introduce mandatory ethnicity and disability pay gap reporting for employers with 250 or more employees, building on the requirement to publish gender pay gap data. That is a major next step in equalities legislation. The debate on the publication of an ethnicity pay gap report has had the engagement of a range of key stakeholders, including the Runnymede Trust, the Chartered Institute of Personnel and Development, Business in the Community, ShareAction, Unison and many others. We also know that many ethnic minority workers still face barriers to progression in the workplace. For example, in March 2023, over 26% of the workforce across NHS trusts in England, but only 11% of those at senior manager level, were from an ethnic minority background. Similarly, although there has been growth in employment rates for disabled people in recent years, there are still significant gaps, as my hon. Friend the Member for Ealing Southall (Deirdre Costigan) laid out. As we know, disabled people have, on average, lower incomes than non-disabled people, and I want to make a couple of comments about the disability pay gap and employment issues. I know that my hon. Friend, who has expertise in this area, has met the Minister with responsibility for disabled people, my right hon. Friend the Member for East Ham (Sir Stephen Timms), to discuss the disability employment charter. We are taking those comments into account in our response to the Public Services Committee that I hope will be coming shortly. We also remain committed to publishing the findings of the disability workforce reporting consultation 2021-22.

Will the Minister give way?

I am conscious of time.

Order. This is entirely my fault. I imposed a time limit on speeches earlier, but two Members then dropped out, which has left us, perversely, slightly under-running. I should have indicated to the Front Benchers at the start of the Front-Bench contributions that we had a little more time than we might need. It is probably in the interests of the House that we hear what the Minister has to say, so I am going to allow the Minister to run over very slightly; if she wishes to take the intervention, she may do so.

Thank you, Sir Roger. I will give way.

I thank the Minister for her contribution; she will know that my questions to her will never be adversarial. She has referred to disability action. Has she had an opportunity to discuss these matters with the equivalent Minister in the Northern Ireland Assembly? That was the thrust of my contribution, as it is really important that we in Northern Ireland follow the same line of thought as happens here.

I understand that we are engaging with our colleagues in the devolved Governments, and across the country in relation to mayors playing a part, and I am very happy to pick that point up with the Minister for Disability. It is a priority for this Government to engage much more with our devolved Governments and work together to ensure that the voice of the whole UK is heard in the legislation that we are bringing forward. I want to make a couple of comments about parental and shared leave and employment rights. Our plan to make work pay included a commitment to review the parental leave system alongside our wider plans to boost family friendly rights, so that workers and employers can benefit from improvements in productivity and wellbeing. The Employment Rights Bill will make existing entitlements to paternity leave and unpaid parental leave available from day one of employment, and will enable parents to take their parental leave and pay after their shared parental leave and pay. We are improving access to flexible working, which will be extremely important in how we move forward further in this space.

I absolutely welcome the commitment to look at these issues, but I want to put on record that many of us believe that shared parental leave has set us back in terms of equality between the genders. It has been a disaster in terms of who has taken it up, because it asks women to give up their maternity leave and men do not pick it up. We need to give men leave that is paid and protected in its own right if we are ever to have equality between the sexes. I put that on the Minister’s table as something we need to look at, because shared parental leave is not the answer here.

I thank my hon. Friend for making that point; her views and her voice are very much heard in this place. A number of these issues go across Government Departments, and I encourage her to continue to engage with other Ministers on this. Hon. Members have raised issues relating to pregnant women and new mothers. Pregnant women and new mothers deserve to know that the law is on their side. We will put in place legislation that makes it unlawful to dismiss pregnant women, mothers on maternity leave and mothers who return to work for a six-month period after they return, except in specific circumstances. Strengthening the legislation in this area is an important part of how we are continuing to take our programmes forward in a way that is good for our economy, society and families. Returning to ethnicity and disability in relation to employment and pay gaps, introducing mandatory ethnicity and disability pay gap reporting will provide transparency and the vital data to help businesses to identify and address pay gaps within their workforces and identify and remove barriers to progression. It will shine a light on the businesses taking welcome steps to promote the talents of ethnic minority and disabled workers while holding to account those who neglect to do so and make progress. The Equality (Race and Disability) Bill will enshrine in law the full right to equal pay for ethnic minority and disabled people, and we will seek to remove barriers to redress for claimants. These measures are not just about diversity and inclusion, as hon. Members have commented: they make good economic sense. Evidence shows that the adoption of such policies leads to improved productivity, improved rates of progression and retention, and profitability. Our analysis in opposition indicated that closing the employment gap faced by ethnic minority people could add almost £36 billion to our economy. Anyone who is familiar with pay gap reporting knows, however, that the changes that we are making are not simple. These are complex matters with numerous challenges, whether it be disclosure rates, for which we will be producing more guidance, or the granularity of reporting. That is why we have listened to stakeholders when it comes to introducing the measures, and we continue to listen about how we will make this work in practice. That will be part of an important set of consultations that we are to undertake this year, including roundtable discussions over the next few months. I look forward to attending my first one, in collaboration with ShareAction, early in March. As for when we will introduce legislation, we have committed to publishing the draft legislation in this parliamentary Session. As I said to my hon. Friend the Member for Brent East, we will bring forward the consultation shortly. That will be an opportunity for many of the issues to be raised in wider dialogue as we move forward with our plans. On closing the employment gap and on best or good practice in workplaces, the “Get Britain Working” White Paper was published by the Department for Work and Pensions in November last year. It was a groundbreaking piece of cross-Government work. It sets out the details of reform to employment support to help tackle rising economic inactivity levels and to support people into good work, creating an inclusive labour market, all of which is part of the backdrop for how we make legislation more impactful in workplaces. That includes a new service to support more people to get into work and to help them get on in work. Local “Get Britain Working” plans across England will be led by mayors and local areas and will include a youth guarantee—for all people aged 18 to 21 in England—for education, training or help to find work. I encourage Members to engage in such activity as we take it forward. We are also making changes to existing reporting requirements further to ensure that employers are taking the steps we need to narrow their gender pay gaps. It is absolutely right to say that progress on reducing the UK gender pay gap has stagnated, and we need employers to take action to change that. Organisations have been reporting data since 2017, but with employers encouraged to publish action plans voluntarily. Analysis in 2019, however, found that only half of employers had produced details of the actions that they had developed or implemented to address their gender pay gap. As part of the Employment Rights Bill introduced to Parliament in October last year, action plans will become a requirement. They will ensure that organisations are taking effective steps to improve gender equality in their workplace, and we continue to engage on how we will make them most effective. This will also focus minds on steps, for example, to support employees during the menopause and will introduce much-needed accountability into reporting. Finally, the Government are acting in a number of ways to act on the drivers of pay gaps and to secure fairness more broadly in our workplaces. The landmark Employment Rights Bill contains robust measures to safeguard working people, including protections from sexual harassment and enhanced rights for pregnant workers, as well as measures that have the potential to change workplace culture for the better, with the elements I mentioned to do with flexible working and expanded day one rights. We have an ambitious agenda to ensure that workplace rights are fit for a modern economy, and will empower working people and deliver economic growth. That is why we are working at pace across Government to make this agenda a reality. Over 50 years after the Equal Pay Act 1970 and almost 15 years after the Equality Act 2010, I am proud that we are now taking action at pace. In closing, I again thank all hon. Members for their contributions this morning.

10:49:00

A big thank you to everyone who has participated in this debate; it has shown Parliament at its best, and it is great to see that there is no real opposition to championing equal pay. It has taken a long time, but we now have a Labour Government and we can deliver it. That is the beauty of having a Labour Government who are committed to ensuring that people who are working are fully paid and respected in the workplace. Although the hon. Member for Edinburgh West (Christine Jardine) said that she wants to be alive to see the gap closed completely, I think we will see that with a Labour Government, so she will be alive to see it. It is interesting that a country where the pay gap is really small is Norway, where anyone can find out how much anybody else is paid. That is taking things further than we would in the UK, but it is interesting to see that because people there have that disinfectant and that light on the problem, as hon. Members have said today, they are able to see the gap and close it. I do not think that we should be scared of having people know what other people earn, especially if they are working side by side. There should not be anything to worry about. It is also interesting that the Employment Rights Bill will tackle a lot of this issue. We need to ensure that as it goes through Committee, we take on all the suggestions that will accelerate progress. This has taken way too long. We know that the gap exists and that equal pay is a problem, and everyone here today has said, “Why don’t we close it?” We know that it exists, and it should not exist for anybody, whether they are male or female; regardless of someone’s gender, colour, class, age or size, this should be about fairness and equality. Yes, we have come far, but not far enough. We will know that we have reached true equality when everybody is paid well. We should shine a light on everything. I thank all contributors to the debate. We have shown that the purpose of government and legislation is to make the world fairer for everybody in it, and we can do that via legislation, by winning hearts and minds and by shining a light on the injustices that exist. If we close the equal pay gap, we will be taking a huge step forward towards that aim. Question put and agreed to. Resolved, That this House has considered pay gaps in the workplace.

10:52:00