Nadhim Zahawi answers urgent question after travel advice urging millions not to travel into or out of Covid hotspots was not publicised

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12.40pm BST

Nadhim Zahawi, the vaccine deployment minister, is responding to a Commons urgent question.

He says average Covid deaths are now down to nine per day.

12.34pm BST

The conclusions of the report (pdf) into Islamophobia in the Conservative party as set out in the document itself (pages 59 to 61) are much stronger, and more interesting, than the conclusions as set out in the press notice from the inquiry. (See 10.50am.) Here are the key points.

Judging by the extent of complaints and findings of misconduct by the Party itself that relate to anti-Muslim words and conduct, anti-Muslim sentiment remains a problem within the party. This is damaging to the party, and alienates a significant section of society.

The Conservative and Unionist party of the United Kingdom has faced sustained allegations of discriminatory behaviours and practices against minority groups, with Islamophobia being the most prominent and damaging allegation in recent years. The perception that the party has a ‘Muslim problem’ is widespread, with numerous instances of party members and elected officials alleged to have behaved in a discriminatory manner.

We discovered some examples of discrimination and anti-Muslim sentiment, most of which were at local association level. We did not, however, find evidence of a party which systematically discriminated against any particular group as defined by the Equality Act 2010, or one in which the structure of the party itself disadvantaged any group, on a direct or indirect discriminatory basis.

While the party leadership claims a ‘zero tolerance approach’ to all forms of discrimination, our findings show that discriminatory behaviours occur, especially in relation to people of Islamic faith. The data collection of such incidents is weak and difficult to analyse, hampering early identification of problems and effective remedial action. The party needs to be explicit and specific about what ‘zero tolerance’ means in the context discrimination, both in policy and practice.

There are shortcomings in the codes of conduct, too, which are not adequate given the twenty-first century social media landscape and 24-hour rolling news cycle. As we have suggested, these should be strengthened and merged into a single code of conduct.

The Investigation recommends that all major political parties consider, in discussion with the EHRC, the creation of a cross-party, non-partisan, and independent mechanism for handling complaints of discrimination against their parties or party members on the basis of Protected Characteristics. This could be similar to the current Parliamentary Independent Complaints and Grievance Scheme for Sexual Misconduct.

The investigation has chosen not to recommend or endorse any particular form of equality or diversity training. Our brief perusal of published literature confirms that few, if any, of the suggested training models have been proven to show any sustained change in behaviours or attitudes, while there is some evidence of potentially adverse consequences such as promoting divisions, fostering a ‘shame and blame’ culture and the training being perceived as patronising and infantilising. In healthcare, where cultural diversity training has been extensively used to reduce health inequalities, evidence for its effectiveness is lacking.