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Universal Credit: Ethnic Groups

Question for Department for Work and Pensions

UIN HL3367, tabled on 20 November 2017

To ask Her Majesty's Government how they propose to handle specific problems arising from Universal Credit for Black and Ethnic Minority people arising from existing poverty, digital exclusion, language difficulties, or family size.

Answered on

4 December 2017

Work is the best way out of poverty and Universal Credit is strengthening incentives for people to move into and progress in work. Research shows that in Universal Credit, people are going into work faster and spending more time looking for work than under the old system.

The Black and Ethnic Minority employment rate is currently the highest since the series began (64.7%) but the Race Disparity Audit shows us there is more to be done. In response, we have identified key areas where we want to work in partnership with other public services and the voluntary sector to test out interventions to help overcome the barriers to employment faced by different ethnic groups.

We recognise that some people will need help with on-line claims and activity. People without digital skills will be offered support in jobcentres to make and manage their claims on-line, and also to acquire or improve core digital skills. Our work coaches have the flexibility to tailor support for individuals in difficult circumstances; they can adjust their work search requirements and conditionality to allow them to prioritise solutions to their issues. DWP has also rolled out the Universal Support initiative alongside the national roll out of Universal Credit, as part of which Local Authorities deliver both digital and budgeting support.

It is DWP policy to use an interpreter when we need to communicate with a customer who cannot communicate adequately in English (or, in Wales, Welsh) and would otherwise be unable to conduct business with them, and clear guidance on this is available to all staff. To allow us to communicate with customers unable to speak English we can make use of a customer’s own interpreter, a local community based interpreting service, telephone interpretation service or a contracted face to face interpretation service. In addition, where there is a need to do so, we are also able to translate correspondence into foreign languages. Work Coaches are also aware of the local and national provision in their area and will support the claimant to find suitable provision to work towards removing communicating in English as a barrier towards work.

In introducing the provision of support for a maximum of two children we recognise that some claimants are not able to make choices about the number of children in their family. That is why exceptions have been put in place to protect certain groups. We believe this policy strikes the right balance between protecting the vulnerable and encouraging families who receive benefits to make the same financial decisions as those families who support themselves solely through work.

The Government has assessed the impact of the policy from an equality and human rights perspective throughout its development and in its implementation, thus meeting its obligations under the Public Sector Equality Duty and ensuring compliance with the Human Rights Act 1998 and other international law obligations.