Employment Law: International Women’s Day

Alex Jones, Managing Director of 365 Employment Law, looks at major milestones but says more progress on women’s rights in the workplace is needed.

International Women’s Day is celebrated annually on the 8th of March, and it is a day that recognises the social, economic, cultural, and political achievements of women around the world. It also serves as a call to action to further advance gender equality and women’s rights. In the UK, International Women’s Day is an opportunity to reflect on the progress that has been made in terms of women’s rights in the workplace, as well as the work that still needs to be done.

Historically, women in the UK have faced significant barriers to workplace equality. Prior to the 20th century, women were largely excluded from the formal labour force and were confined to domestic work, which was undervalued and often unpaid. Even when women did enter the labour force, they faced discrimination in terms of pay, promotion, and job opportunities. In the mid-20th century, however, the feminist movement gained momentum, and women began to make significant strides towards equality in the workplace.

The introduction of the Equal Pay Act in 1970 was a major milestone for women’s rights in the UK. This legislation made it illegal for employers to pay men and women differently for doing the same work. Whilst being a powerful piece of legislation, the complexity of it (and subsequent successor legislation on the right) means it is rarely used other than in large scale collective matters. It is a right that is often unused when there are clear pay differentials in small and medium sized employers.

The Sex Discrimination Act 1975 introduced the right to claim for sex discrimination for the first time. That right still exists today, and is covered under the Equality Act 2010. Women can bring sex discrimination claims for both direct and indirect discrimination acts, with the latter being the more commonly used route for claims, with employers often putting conditions in place that seemingly treat men and women equally, but when examined do not.

However, despite the progress made, the gender pay gap remains a significant issue in the UK. According to the Office for National Statistics, in 2020, the gender pay gap for full-time workers was 15.5%. Women are also underrepresented in senior leadership positions and in industries such as technology and engineering.

There is a growing recognition of the importance of gender diversity in the workplace, and many companies are taking steps to address gender inequality. This includes implementing policies such as flexible working hours, parental leave, and mentoring and sponsorship programmes for women. In addition, initiatives that aim to achieve better gender balance on company boards, have been successful in increasing the number of women in senior leadership positions.

Looking to the future, it is essential that we continue to push for progress in terms of women’s rights in the workplace. This means addressing the root causes of the gender pay gap and creating more opportunities for women in male-dominated industries. It also means addressing other forms of discrimination, such as racial and disability-based discrimination, that can disproportionately affect women. It is crucial that all employers take a proactive approach to addressing these issues and create workplaces that are truly inclusive and supportive of all employees.

International Women’s Day in the UK, whilst being an opportunity to celebrate the progress that has been made in terms of women’s rights in the workplace, is also a reminder of the work that still needs to be done. By continuing to address issues such as the gender pay gap and underrepresentation of women in leadership positions, as well as making access to justice easier, those steps can continue to be taken.

365 Employment Law Solicitors

Tel: 01903 863284

ajones@365employmentlaw.co.uk

www.365employmentlaw.co.uk