If it is her policy that the Employment Service should not become a member of the Opportunity 2000 initiative.

If it is her policy that the Employment Service should not become a member of the Opportunity 2000 initiative.

If she will list those companies and Government departments that are members of Opportunity 2000. - Inc list.

If she will list those companies and Government departments that are members of Opportunity 2000. - Inc list.

Debate on a motion for the adjournment on women.

Debate on a motion for the adjournment on women.

What measures his Department is taking to improve the representation of women in the higher levels of management in the NHS. - Inc figs.

What measures his Department is taking to improve the representation of women in the higher levels of management in the NHS. - Inc figs.

Women and equality. Ninth opposition day debate. Motion negatived on division (267 to 294). Amendment agreed to on question.

Women and equality. Ninth opposition day debate. Motion negatived on division (267 to 294). Amendment agreed to on question.

What practical measures he has introduced to help (a) employers in the private sector and (b) employers in the public sector to increase the quality and quantity of women's participation in the workforce, since the launch of Opportunity 2000 in 1991.

What practical measures he has introduced to help (a) employers in the private sector and (b) employers in the public sector to increase the quality and quantity of women's participation in the workforce, since the launch of Opportunity 2000 in 1991.

When she expects to have the monitoring data for the Opportunity 2000 targets to be achieved by the end of the current year.

When she expects to have the monitoring data for the Opportunity 2000 targets to be achieved by the end of the current year.

Which division within the NHS Executive is responsible for monitoring the proportions of men and women in each grade in the NHS for compliance with the aims of Opportunity 2000.

Which division within the NHS Executive is responsible for monitoring the proportions of men and women in each grade in the NHS for compliance with the aims of Opportunity 2000.

To what extent the procedures adopted for the appointment of the new chief executives and general managers for the eight English health regions, coming into effect on 1st April, conformed with the Government Opportunity 2000 programme and procedures and practices on equal opportunities.

To what extent the procedures adopted for the appointment of the new chief executives and general managers for the eight English health regions, coming into effect on 1st April, conformed with the Government Opportunity 2000 programme and procedures and practices on equal opportunities.

What goals she has set for the employment of women in professional and managerial posts in the National Health Service; and what progress is being made towards them; what mechanisms she has established to monitor how effectively the goals are being reached. - Inc figures.

What goals she has set for the employment of women in professional and managerial posts in the National Health Service; and what progress is being made towards them; what mechanisms she has established to monitor how effectively the goals are being reached. - Inc figures.

What plans she has for developing equal opportunities in primary care.

What plans she has for developing equal opportunities in primary care.

If she will list the targets under opportunity 2000 for women consultants in the years up to 2000. - Inc figures.

If she will list the targets under opportunity 2000 for women consultants in the years up to 2000. - Inc figures.

What initiatives he has encouraged to improve opportunities for women to progress into senior management positions.

What initiatives he has encouraged to improve opportunities for women to progress into senior management positions.

Women in the NHS: an implementation guide to Opportunity 2000. NHSME. 1992.

Women in the NHS: an implementation guide to Opportunity 2000. NHSME. 1992.