Thank you President. I join others in thanking our briefers for their illuminating remarks.

I would like to highlight three points in relation to what we have heard today.

Firstly, the United Kingdom welcomes the inclusion of the situations in Ukraine, Ethiopia and Mozambique in the Secretary-General’s annual report. Data gathered by UN agencies and NGOs on the ground attests to the serious protection needs of children in these countries.

Establishing Monitoring and Reporting Mechanisms will build an even stronger evidence base, so that all parties can identify actions needed to prevent grave violations against children.

In Ukraine, there is already ample evidence that Russia is committing at least four of the six grave violations against children. SRSG Gamba will have our full support in engaging on this agenda. But there is only one solution to ending the suffering of Ukrainian children: an end to Russia’s illegal invasion.

Secondly, President, we are deeply concerned that attacks on schools have continued to increase, including targeted attacks on girls’ schools. The United Kingdom has long campaigned for the right of every girl to 12 years of quality education, including girls affected by conflict.

We continue to urge all Member States to endorse the Safe Schools Declaration, and to address the gendered impact of attacks on education. And I again echo the Secretary-General’s call for the Taliban to enable the immediate return of all Afghan girls to the classroom.

Thirdly, President, the increase in cases of sexual violence against children documented in the Secretary-General’s report is particularly concerning, given that these figures no doubt represent only the tip of the iceberg.

Tackling sexual violence in conflict and ensuring support for survivors remains a top priority for the United Kingdom, including with respect to children. We will convene an international conference in London in November to that end.

Ahead of that conference, we are committed to strengthening the international legal architecture to improve accountability for sexual violence in conflict, and to rolling out the Murad Code, launched here in April. We welcome all Member States to join us in that effort.

Thank you, President.

Teachers across the country will benefit from pay increases of between 5% and 8.9% from September, as the government has today (Tuesday 19 July) fully accepted pay recommendations from the independent School Teachers’ Review Body for the next academic year.

The starting salary for teachers outside London will rise by 8.9%, with salaries reaching £28,000 in the 2022/23 academic year. This means that the Government is making good progress towards meeting its manifesto commitment for new teacher pay to rise to £30,000 and from September a new teacher will receive over £2,000 more than this year.

The competitive new starting salary will help attract top quality talent and further raise the status of the teaching profession.

Those in the early stages of their careers will also benefit from significant increases, ranging from 5% to 8% depending on experience.

Pay for experienced teachers who have been in the profession for more than five years will rise by 5% in the next academic year – an increase on the Government’s initial proposal of 3%, in recognition of the broader economic context and the STRB’s recommendations.

The rise is equivalent to an increase of almost £2,100 on the average salary of £42,400 this year.

Education Secretary James Cleverly said:

Teachers are the fabric of our school system and it is their dedication and skill that ensures young people can leave school with the knowledge and opportunities they need to get on in life.

We are delivering significant pay increases for all teachers despite the present economic challenges, pushing teacher starting salaries up towards the £30,000 milestone and giving experienced teachers the biggest pay rise in a generation. This will attract even more top-quality talent to inspire children and young people and reward teachers for their hard work.

Today’s pay award – alongside the suite of high quality, free to access training courses available to teachers – is part of the Government’s drive to make sure there is an excellent teacher in every classroom across the country, helping ensure that wherever a child lives they have the quality of education and the opportunities they deserve.

The government is targeting early career teacher pay with the highest percentage uplifts as this is where salaries can most effectively support recruitment and retention. Those in the first five years of their careers will see pay rises of between 5% and 8.9%, supporting teachers on the lowest incomes where the cost of living pressures are felt most.

Pay awards this year strike a careful balance between recognising the vital importance of public sector workers, whilst delivering value for the taxpayer and managing the broader economic context. The 5% pay rise for experienced teachers is intended as a responsible solution to both supporting teachers with the cost of living and the sound management of schools’ budgets. By contrast, double digit pay awards for public sector workers would lead to sustained higher levels of inflation. This would have a far bigger impact on people’s real incomes in the long run than the proportionate and balanced pay increases recommended by the independent Pay Review Bodies now.

The Government has decided it is appropriate to confirm teachers’ salaries for the next academic year only, rather than the two years initially proposed, and return to the usual timeframe for the pay setting process for 2023/24.

Academies, as usual, have the freedom to set their own pay policies.

The pay uplifts come alongside provisional school funding figures released today for the 2023/24 financial year, in which the core schools budget is set to receive a £1.5 billion boost. This extra money builds on this year’s increase of £4 billion, which schools are already benefitting from. It means that in the 2023-24 financial year, primary school pupils will attract £5,023 on average  and secondary school pupils will attract £6,473 on average.

Taken together with the funding increases seen this year, funding through the schools NFF will be 7.9% higher per pupil in 2023-24, compared to 2021-22.

• The Leeds Health and Social Care Hub plans to create new opportunities for health and social care professionals in and around the city and provide a boost for the local economy

• It builds on Leeds’s strong reputation for tackling health and economic inequality through innovative schemes such West Yorkshire Innovation and Improvement Hub, YHealth For Growth, and Lincoln Green employment and skills project

A new Leeds and Social Care Hub will launch today [Tuesday 19 July] bringing together the Department of Health and Social Care (DHSC) and various local partners to improve health outcomes across the region.

The hub will bring together a community of experts to improve healthcare in the region for patients. Members of the public, private, and third sector organisations, including NHS, local government, universities and other health organisations will work to address challenges including tackling health disparities and improving employment opportunities in the sector. This will ensure DHSC’s principal offices in Leeds are embedded in the region’s growing health industry and continue the work to make Leeds a national and international hub for the healthcare industry.

The aim is to position Leeds as the natural choice for professionals looking to pursue a career in health and social care spanning local government and public and private organisations, as well as for start-ups seeking to establish or expand their base in the city. This will help to retain and develop talent, all while providing a boost to the local economy. It will also promote the health and social care sector as a career of choice for local residents and graduates, so that workforces reflect the communities they serve.

Health Minister Maria Caulfield said:

“The Leeds Health and Social Care Hub provides a welcome platform for us to forge closer and stronger working relationships with our partners in Leeds and the north of England.

“It will allow us to entice more talented health and care workers, as well as organisations, to the region, boosting both the local workforce and the economy.

“Together, we will work on a comprehensive vision to improve health and social care outcomes and come up with innovative solutions to tackle health disparities across the north of England.”

This will build on existing successful collaboration across different organisations and sectors, for example, in 2019 Leeds Teaching Hospital Trust partnered with Leeds City Council and a local charity to deliver information on employment, connecting residents living in Lincoln Green and other disadvantaged communities in Leeds with job opportunities. It resulted in 49 people starting a six-week employability programme and 29 people successfully securing employment at St James’s Hospital.

The Hub will act as a focal point for healthcare activity in the region, making Leeds the city of choice for organisations and businesses. For example, the new West Yorkshire Innovation hub has been set up to ensure residents can benefit from new innovations. It recently launched 10 innovation schemes including breast cancer surgery, cancer screening uptake in minority communities, and a special programme to support older people with cancer.

The partners will include Leeds City Council, Leeds Teaching Hospitals NHS Trust, NHS England, West Yorkshire Integrated care System, University of Leeds, Leeds Beckett University, Yorkshire and Humber Academic Health Science Network, Leeds Health and Care Academy, Leeds and York Partnerships NHS Foundation Trust, Leeds Community Healthcare NHS Trust.

Sir Chris Wormald KCB, Permanent Secretary at Department of Health and Social Care said:

“I believe the Hub offers a unique opportunity to accelerate delivery of our shared ambitions, not to mention significant potential to be replicated across diverse sectors in different parts of the country.”

Dr Sara Munro, Chief Executive Officer, Leeds & York Partnership NHS Trust said:

“The hub brings together a diverse set of partners both locally and nationally that will be able to achieve so much more collectively.”

Tom Riordan, Leeds City Council said:

“In order to develop and deliver successful policy, you need national, regional and local perspectives working together, and this initiative is a great opportunity to do just that.”

Richard Stubbs, Chief Executive Officer, Yorkshire and Humber Academic Health Science Network said:

“The Hub is a significant opportunity to build upon the existing collaboration between health and care across Leeds and West Yorkshire, aligning conversations around health, the economy, employment, and innovation to improve health and life outcomes for the region’s citizens.”

The project will focus on three main areas:

• People and Talent: Making the health sector in the region the employer of choice for many local people from all communities. This will include:

• Making career paths between organisations clearer and facilitating movement between organisations
• Expanding and diversifying the talent pool by making our roles attractive to local residents and supporting them to join our organisations

• Developing new apprenticeships, rotation schemes and various outreach initiatives and working closely with local universities to develop higher education offerings

• Health and social care economy: Working together to develop Leeds as a location of choice for health and social care businesses, particularly innovative businesses and those in the digital health and medical technology sectors. This will include:

• Supporting the Innovation Arc, a project which aims to create a series of innovation neighbourhoods, as part of the work on developing the new hospital on the Leeds General Infirmary site and a key part of the government’s New Hospital Programme
• Supporting inclusive, collaborative partnerships between life sciences, businesses, academics, healthcare providers and policy makers

• Working to attract talent into the emerging health technology and maximising start-up opportunities

• Policy and collaboration: Bringing together the experience and insight of all partners to address health and care policy challenges with a focus on health disparities. This will include:

• Establishing new ways of working where to jointly test ideas, explore policy solutions, and gather real-time insight.
• Creating a specific working group to address health challenges and ensuring work is backed up by excellent academic input from local universities

Lincoln Green employment and skills project

Leeds Teaching Hospital Trust is one of the biggest employers in Leeds with six hospitals across the city. An anchor institution – well placed to provide employment opportunities for people living in the area.

Leeds City Council collaborated with Leeds Teaching Hospital Trust, Learning Partnerships and a local charity to deliver information sessions and innovative employability courses, aimed at connecting residents living in Lincoln Green and other disadvantaged communities in Leeds with job opportunities. The project has been a great success:

• 49 people started the 6-week employability programme and 29 people successfully secured employment at St James’s Hospital.
• The learning from the Lincoln Green project has been taken and used to help the Narrowing Inequalities through Health and Care Careers programme which expands the model across different partners, and different careers.
• Since the pilot in 2019 there are a number of individuals that have taken advantage of the development opportunities to progress from the initial facilities technician (ward housekeeper / porter) roles to clinical positions.
• Due to the success of the pilot programme, Leeds Teaching Hospitals NHS Trust has committed to support three programmes a year.

Additional information:

Structure and priorities

• The Hub has established a Steering Group, chaired by the DHSC Permanent Secretary, which will provide strategic direction and oversight.  The group include representations from across the health and social care sector in Leeds and the West Yorkshire region.
• Additionally, it has set up a Working Group with representatives from education, health, public health, local government who will oversee the hub’s planned activities.

About the city of Leeds:

• Leeds is an important part of the UK’s health and care infrastructure with a thriving voluntary community and social enterprise networks across the region.
• Leeds is the second Headquarters of the Department of Health and Social Care (DHSC), including the newly established Office for Health Improvement and Disparities (OHID).
• The city has a strong national presence with the Department of Health and Social Care, NHS England, NHS Digital and other health bodies.
• Leeds and the wider region have become a key focus of the digital health, medical technology, and health data sectors.
• Leeds has a thriving voluntary community and enterprise sector with 1,180 registered charities.

Get involved:

• If you are a member of staff working for one of the partners, a business or innovator, we want to hear from you and know how we can work together to achieve our vision. Please get in touch LeedsHealthandCareHub@dhsc.gov.uk

• Government today accepts recommendations in full from the independent NHS pay review bodies
• Over one million NHS staff – including nurses, paramedics and midwives – to get a pay rise of at least £1,400 with lowest earners to receive up to 9.3%
• Eligible dentists and doctors will receive a 4.5% pay rise
• Pay rise recognises the contribution of NHS staff while balancing the need to protect taxpayers, manage public spending and not drive up inflation

The government has today accepted the recommendations from the independent NHS pay review bodies in full.

The pay review bodies considered a range of evidence from various organisations including government, the NHS and trade unions.

All NHS staff under the remit of this year’s pay review will receive a pay rise. Over one million staff under the Agenda for Change contract, including nurses, paramedics and midwives, will benefit from a pay rise of at least £1,400 this year backdated to April 2022. This is on top of the 3% pay rise they received last year, despite a wider public sector pay pause.

This means that the lowest earners such as porters and cleaners will see a 9.3% increase in their basic pay this year, compared to last year. The average basic pay for nurses will increase from around £35,600 as of March 2022 to around £37,000 and the basic pay for newly qualified nurses will increase by 5.5%, from £25,655 last year to £27,055.

Dentists and doctors within the Doctors and Dentists’ Remuneration Body (DDRB) remit this year will receive a 4.5% pay rise as the government accepts the recommendations of the independent NHS Pay Review Body (NHSPRB) and the DDRB in full.

Across the public sector, these are the highest uplifts in nearly twenty years, reflecting the vital contributions public sector workers make to the country and the cost of living pressures facing households.

Last year, NHS staff received a 3% pay rise while the government temporarily paused pay rises for wider public sector workers with salaries over £24,000. This means that over the last five years, the non-medical workforce (including nurses and paramedics) has on average received a cumulative pay rise of over 18% and consultants have received a cumulative pay rise of around 15%.

The average nurse’s salary has increased from £32,385 in 2018/19 to £37,000 in 2022/23, following this latest pay rise.

Some staff will also continue to benefit from performance pay, overtime, pay progression and pay rises from promotion, alongside the pay uplift.

Health and Social Care Secretary Steve Barclay said:

This government hugely values and appreciates the dedication and contribution of NHS staff which is why we will give over one million NHS workers a pay rise of £1,400 this year, on top of the 3% they received last year when pay rises were temporarily paused in the wider public sector.

We asked the independent pay review bodies for their recommendations and I am pleased to accept them in full.

We want a fair deal for staff. Very high inflation-driven settlements would have a worse impact on pay packets in the long run than proportionate and balanced increases now, and it is welcome that the pay review bodies agree with this approach.

Pay awards this year strike a careful balance between recognising the vital importance of public sector workers, whilst delivering value for the taxpayer, not increasing the country’s debt further and being careful not to drive even higher prices in the future. Sustained higher levels of inflation due to very high inflation-driven settlements would have a worse impact on pay in the long run than proportionate and balanced increases now.

Those already in multi-year deals were not in scope of the pay review body’s recommendations this year. In 2018, the government and BMA agreed to a multi-year pay deal for junior doctors. Now in its final year, this guaranteed an 8.2% rise in pay over four years. It came alongside £90 million of additional investment, providing the most experienced junior doctors with higher pay, increasing allowances for those working the most frequently at weekends and increasing rates of pay for shifts finishing between midnight and 4am.

As a result of continued investment in recruitment and retention of the health and social care workforce, there are over 4,000 more doctors and over 9,600 more nurses working in the NHS compared to last year and the NHS will publish a 15-year workforce plan in due course demonstrating its continued commitment to recruiting, developing and retaining the best staff.

The pipeline for domestic doctors is being significantly expanded and the number of funded medical school places has increased by 1,500 (25%). The first wave of these students will begin to enter foundation training from this year. This expansion has also delivered five new medical schools in England.

Alongside this, all eligible nursing, midwifery and allied health professional students will benefit from a training grant worth at least £5,000 a year, with up to £3,000 extra available for childcare and those studying certain specialisms.

As part of a £210 million investment in professional development, every nurse, midwife and allied health professional working across NHS hospital and community care and general practice has access to a personal training budget of more than £1,000 over three years to support their personal learning and development needs.

The government has targeted wider support for the cost of living to those most in need. The pay awards should be viewed in parallel with the £37 billion package of support that has been provided. Most overall pay awards in the public sector are similar to those in the private sector. The median private sector pay settlement, which is the metric most comparable to these Pay Review Body decisions, was 4% in the three months to May.

Additional information:

• The NHS Pay Review Body (covering all non-medical staff such as nurses, allied health professionals, admin, porters etc) recommended a £1,400 consolidated uplift to full-time equivalent salaries, enhanced for the top of Band 6 and Band 7 so it is equal to a 4% uplift.
• The Review Body for Doctors’ and Dentists’ Remuneration (covering doctors and dentists not in multi-year deals) recommended a 4.5% increase.
• The Senior Salaries Review Body (covering Very Senior Managers in the NHS and Executive Senior Managers in DHSC’s arm’s length bodies) recommended a 3% increase, with a further 0.5% to ameliorate the erosion of differentials and facilitate the introduction of the new Very Senior Managers framework. We have accepted this recommendation in full, although funding for these staff groups comes out of local budgets.
• The 9.3% increase in basic pay for lowest earners is in comparison to 2021/22 pay scales and includes a interim top-up received in April.
• The government is committed to living within its means and delivering value for the taxpayer, and therefore we are reprioritising within existing Departmental funding whilst minimising the impact on front line services.