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Alliance can help change perceptions but it’s not a ‘magic silver bullet’; government input is needed, say campaigners
An alliance to end pregnancy and maternity discrimination has been formed by some of the UK’s biggest businesses, but campaigners have called on the government for further assistance to tackle the “complex problem”.
The ‘Working Forward – supporting pregnancy and maternity rights’ alliance will show employers how to attract, develop and retain women at work.
Set up by the Equality and Human Rights Commission (EHRC), the initiative follows recent research, carried out in conjunction with the former Department for Business, Innovation and Skills, in which 77 per cent of mothers said they have had a negative, or possibly discriminatory, experience at work.
Joeli Brearley, founder of Pregnant Then Screwed, an organisation that campaigns to end pregnancy discrimination, said that while the alliance can “change the narrative on pregnancy and maternity from one of it being a burden”, the government needs to step in and change legislation.
She said: “The number of women who have been pushed out of work for getting pregnant is now at a staggering 54,000 a year. That figure has almost doubled in the last 10 years, so this is a serious issue and we need to do something urgently to prevent it from escalating further. But it is also quite a complex problem – there isn’t a magic silver bullet that is going to solve this, so we need a multi-faceted approach and we need involvement from everyone from business and individuals to the government.
“What these businesses are in the perfect position to do, is to help change the narrative on pregnancy and maternity from one of it being a burden. They can demonstrate the business case for doing this properly and looking after women. As soon as we can talk to businesses in a language that is important to them, ie productivity and income, then I hope we will start to generate a culture shift that will ultimately reduce discrimination.”
Pregnant Then Screwed is also campaigning for extended and adequately paid paternity leave so that men can take time out to care for their children; subsidised, means-tested childcare from three months old; and legislation that will encourage employers to offer well-paid part-time work.
The founding members of the alliance – Barclays, BT Group, Royal Mail, Ford, John Lewis Partnership, Mitie, Nationwide Building Society and Transport for London – will encourage businesses in their supply chains to sign up to the coalition and pledge to make their workplaces the best they can be for pregnant women and new mothers. Practices include nominating a gender equality champion at board level, training and supporting line managers, and promoting family friendly policies, including advertising all jobs as open to flexible working where appropriate. Companies will share their knowledge, experience and good practice with businesses that sign up.
David Isaac, chair of the EHRC, said: “We can no longer accept women being unfairly treated at work because they are pregnant or on maternity leave. We are calling on employers to sign up to our initiative to commit to delivering equality and ensure working environments benefit everyone.
“Attracting, developing and retaining talent, regardless of gender, is absolutely critical for the UK economy and for our businesses. Companies that show a real commitment to this are not only doing the right thing but can also gain a competitive edge.”
Melanie Stancliffe, partner at law firm Irwin Mitchell, said the formation of the alliance marks a “significant step” in raising the profile of the plight of pregnant women and returning mothers in the workplace.
“Getting large employers to publicly commit to address unequal treatment is to be welcomed for shining a light on what employers should already be doing to meet their legal obligations. It’s a further reminder that in the 21st century we still have a long way to go to ensure all employees are treated equally,” she said.
“Alliances between employees and employers are the hot political topic of achieving workplace change at the moment. Prime Minister May is keen to see it reflected at board level. Such alliances have the potential to challenge ingrained behaviours and practices that often unconsciously work against women returning and developing their careers further after maternity leave.”
The CIPD is also a part of the alliance. The director of people and strategy, Laura Harrison, said: “It’s fantastic to be part of this campaign and part of a community of organisations working together to end discrimination against pregnant women in workplaces. Employers need to take this seriously and be prepared to encourage a supportive and inclusive culture so that people’s actions reflect the right values and behaviour around diversity.”
Alliance can help change perceptions but it’s not a ‘magic silver bullet’; government input is needed, say campaigners
An alliance to end pregnancy and maternity discrimination has been formed by some of the UK’s biggest businesses, but campaigners have called on the government for further assistance to tackle the “complex problem”.
The ‘Working Forward – supporting pregnancy and maternity rights’ alliance will show employers how to attract, develop and retain women at work.
Set up by the Equality and Human Rights Commission (EHRC), the initiative follows recent research, carried out in conjunction with the former Department for Business, Innovation and Skills, in which 77 per cent of mothers said they have had a negative, or possibly discriminatory, experience at work.
Joeli Brearley, founder of Pregnant Then Screwed, an organisation that campaigns to end pregnancy discrimination, said that while the alliance can “change the narrative on pregnancy and maternity from one of it being a burden”, the government needs to step in and change legislation.
She said: “The number of women who have been pushed out of work for getting pregnant is now at a staggering 54,000 a year. That figure has almost doubled in the last 10 years, so this is a serious issue and we need to do something urgently to prevent it from escalating further. But it is also quite a complex problem – there isn’t a magic silver bullet that is going to solve this, so we need a multi-faceted approach and we need involvement from everyone from business and individuals to the government.
“What these businesses are in the perfect position to do, is to help change the narrative on pregnancy and maternity from one of it being a burden. They can demonstrate the business case for doing this properly and looking after women. As soon as we can talk to businesses in a language that is important to them, ie productivity and income, then I hope we will start to generate a culture shift that will ultimately reduce discrimination.”
Pregnant Then Screwed is also campaigning for extended and adequately paid paternity leave so that men can take time out to care for their children; subsidised, means-tested childcare from three months old; and legislation that will encourage employers to offer well-paid part-time work.
The founding members of the alliance – Barclays, BT Group, Royal Mail, Ford, John Lewis Partnership, Mitie, Nationwide Building Society and Transport for London – will encourage businesses in their supply chains to sign up to the coalition and pledge to make their workplaces the best they can be for pregnant women and new mothers. Practices include nominating a gender equality champion at board level, training and supporting line managers, and promoting family friendly policies, including advertising all jobs as open to flexible working where appropriate. Companies will share their knowledge, experience and good practice with businesses that sign up.
David Isaac, chair of the EHRC, said: “We can no longer accept women being unfairly treated at work because they are pregnant or on maternity leave. We are calling on employers to sign up to our initiative to commit to delivering equality and ensure working environments benefit everyone.
“Attracting, developing and retaining talent, regardless of gender, is absolutely critical for the UK economy and for our businesses. Companies that show a real commitment to this are not only doing the right thing but can also gain a competitive edge.”
Melanie Stancliffe, partner at law firm Irwin Mitchell, said the formation of the alliance marks a “significant step” in raising the profile of the plight of pregnant women and returning mothers in the workplace.
“Getting large employers to publicly commit to address unequal treatment is to be welcomed for shining a light on what employers should already be doing to meet their legal obligations. It’s a further reminder that in the 21st century we still have a long way to go to ensure all employees are treated equally,” she said.
“Alliances between employees and employers are the hot political topic of achieving workplace change at the moment. Prime Minister May is keen to see it reflected at board level. Such alliances have the potential to challenge ingrained behaviours and practices that often unconsciously work against women returning and developing their careers further after maternity leave.”
The CIPD is also a part of the alliance. The director of people and strategy, Laura Harrison, said: “It’s fantastic to be part of this campaign and part of a community of organisations working together to end discrimination against pregnant women in workplaces. Employers need to take this seriously and be prepared to encourage a supportive and inclusive culture so that people’s actions reflect the right values and behaviour around diversity.”
Story via – http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2016/09/15/working-forward-initiative-aims-to-end-workplace-pregnancy-discrimination.aspx