Turning the tide of gender inequality in the workplace

Home Articles Industry News Turning the tide of gender inequality in the workplace
a
DSC

It’s well known that women suffer greater economic exclusion than men. Women earn less than their male counterparts, on average between 10% and 30% less.

A big contributing factor to this division is sexes is job segregation or cattling, which is endemic is business and so deeply entrenched in the workplace that it often goes unnoticed.

The International Labour Organisation recently conducted research that showed how jobs such as human resource management, communication, PR and marketing are dominated by females. Whereas areas such as finance, operations, logistics and general management are the roles men will invariably navigate towards.

In terms of pay, women on average receive less pay than the man, despite the fact that the number of women in paid employment has risen significantly in the less 40 years – figures that offer a stark reminder that the UK is some way off gender equality in the workplace.

Research by the ILO also revealed that whilst women and men hold an equal proportion of management positions, less than 5% of CEOs of publicly funded countries are women, which reduces to a paltry total of 2.8% if you look only at the European Union. For many women, there is a glass ceiling when it comes to advancing beyond a certain level.

Thankfully reform is underway with the news that a law is currently passing through parliament which will make it mandatory for large firms to publicly reveal the differences between average pay for males and females under their unemployment. Failure to do so could result in a fine of up to £5000.

Ensuring equality in the workplace should be a must for all businesses, regardless of size. Denying an employee the opportunity to develop or progress in the workplace because of their sex is considered discrimination, and could result in a fine much larger than £5000.

For businesses seeking an equal workplace, we recommend speaking with an expert who can advise of your duties as an employer, as well as guide you on implementing equal practices and conduct.

Share:
Facebook
Twitter
Pinterest
LinkedIn

Leave a Comment

Your email address will not be published.

Social Media

Latest Posts

RIDDOR Landing page v x

What are RIDDOR Regulations & What are Employer’s Responsibilities for RIDDOR Reportable Incidents?

Firstly many people ask what RIDDOR means, RIDDOR stands for reporting injuries diseases, and dangerous occurrences. Accidents at work can happen, even with the best …

An Employer Guide to Disciplinary Action and Police Investigations

An Employer’s Guide to Disciplinary Action and Police Investigations

Without wishing to delve too heavily into the current (alleged) political shenanigans, there has been much discussion about the announcement of an investigation by the …

covid vaccine 800x296 1

Your Complete Guide to Mandatory Covid-19 Vaccinations

Earlier this month the government announced that The Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 amendment had been passed by Parliament. The …

working from home

Can employers adjust sick pay for unvaccinated workers?

Can employers adjust sick pay for unvaccinated workers? There has been a lot of media coverage recently about various companies who are reducing sick pay …

working from home

Working from home: FAQs for employers

This week the Prime Minister, Boris Johnson announced the implementation of Plan B of its COVID-19 winter response due to rising numbers of COVID-19 cases …

On Key

Related Posts