19 February 2007
You may think that romance is over for another year but, in couple of weeks, some women will be expecting a double helping on International Women’s Day on 8 March 2007. Although celebrated similarly to Valentine’s Day in some countries, historically the message is a political one, securing the rights of women. Here in the UK, the campaign for gender equality continues to pose a challenge for employers.
The employment rights of women are principally contained in the Sex Discrimination Act (SDA) and the Equal Pay Act (EPA), both of which came into force back in the 1970’s. The aim was to eliminate discrimination and address in-balances in the opportunities for work and the terms on which employment was afforded to women. Thirty years on, statistics from the Equal Opportunities Commission reveal that a woman’s work has changed for the better.
The representation of women in different sectors and roles is improving:
- In the 70’s only one in ten women held a professional job compared to 40% today
- There has been a 10% increase in the employment rate of women which now stands at 70%
- The number of working mothers with children under five has more than doubled and
- 57% of women are employed on some form of flexible working arrangement
Despite this, women are still suffering less favourable treatment in the workplace.
Although the pay gap has been reduced from 29%, women are still earning 17% less then male employees on average. Studies have also shown that more than 200,000 women a year experience dismissal or detriment because of their pregnancy.
In a strive to tackle inequality in the workplace, the Government has added to the legislation of the 70’s and women in employment may now also benefit from:
- Comparable pay and conditions to full time workers, if they work part time, in accordance with the Part Time Workers Regulations
- A right to request part time or flexible working, once they have been employed for 6 months, to care for a child under 6 or a disabled child. This right is contained in the Flexible Working Regulations and will be extended from April 2007 to include carers of adults. This right is open to men and women.
- Improved maternity and adoption rights, including an automatic entitlement to leave of absence of one year with a right to return to work
- The introduction of Equal Pay Questionnaires in April 2003, to obtain information on the pay of a male comparator
As part of the Government’s action plan it has also pledged a further increase in the statutory pay period for maternity and adoption from 9 months to one year by the end of the next Parliament and is considering extending the right to request flexible working to all parents. It has so far resisted calls to make equal pay audits compulsory for all employers. However, those in the public sector will have to consider the need for objectives to address the causes of any gender pay gap under the new Gender Equality Duty, which comes into force on 6th April 2007.
The new statutory duty will apply to all public authorities, and other organisations carrying out public functions. It obliges them to eliminate unlawful discrimination and actively promote gender equality into their employment practices and service provision.
Even if you are not covered by the new statutory duty, there is a strong business case for tackling discrimination in the workplace. As well as being legally compliment, employers who implement equal opportunity policies will increase their pool of available talent and can reduce the rate of absenteeism and turnover, amongst other things. For guidance on what to include visit the EOC’s website at www.eoc.org.uk.
The 8th March is a day to recognise the achievement of women, who now account for 47% of the UK work force. Much has been accomplished in the last thirty years and the stereotype of what is and isn’t women’s work has largely been dispelled.