International Women’s Day
on 8th March 2018 comes at a time when there is an increasing focus
on equality and women’s rights in the workplace. Business issues keep making
the headlines, from dress codes requiring women to wear high heels or
allegations of sexual harassment, leading to a reminder that further steps can
be taken to progress business practices to ensure equality is provided at work.
1. Know your rights in the workplace
To ensure progression in
the workplace, it is crucial women are aware of their rights; both statutory
and contractual. Additionally, reading key documentation like the employment
contract or the employee handbook is crucial as there may be rights or
opportunities within these that the employee is unaware of because they haven’t
taken the time to review this properly. Key policies, such as the equal
opportunities or equality and diversity policy, will usually set out the
company’s stance on equal progression and any steps the business will take to
achieve this.
2. Be aware of the process to challenge
inequality
Alongside being aware of
their rights, women should also be aware of the process to challenge decisions
or behaviours within the workplace, whether this is done informally or through
formal procedures such as grievances. In some cases, progression may be being
hindered by the actions of a manager which are falling under the employer’s
radar, for example, where the manager is unconsciously biased against female
employees. Female employees who correctly raise their concerns will allow these
situations to be addressed properly, with employers able to take steps to
resolve any negative impact on the employee.
3. Use gender pay gap reports to
question pay disparities
By 4th April
2018, large employers in the UK are required to publicly report on any gender
pay gap within their business. Employees can look for this information and
review how the pay analysis affects them. Although these figures do not
automatically mean there is an equal pay issue, they may be evidence to show
there is a discriminatory attitude within the business. Women who believe there
is an equal pay issue - where they are being paid less than a comparable male
employee to do like work, work of equal value or work rated as equivalent
because of their sex - can ask their colleagues about their salary or pay to
determine whether there is an equal pay complaint. Employees in smaller
businesses can also speak to their employer and ask them whether they plan to carry
out a voluntary review of their gender pay breakdown.
4. Monitor progress to reduce any
gender pay gap
Alongside the gender pay
statistics, employers are being encouraged to produce a voluntary narrative as
part of their gender pay gap report. The narrative can be used to explain the
reasons for any apparent pay gap and set out the steps the employer proposes to
take to reduce, or remove, any gender pay gap. Employees can take note of these
steps, and any action plans put in place to achieve these, and then monitor
whether progress is being made to reduce the disparities. They can also speak
to their managers about how these steps will affect their progression in the
business.
5. Ask for feedback to allow you to
improve
When workplace decisions
are made, employees can ask for written feedback and detailed reasons
explaining the decision. Not only does this allow them to review the process to
ensure there was no discrimination taking place, it also allows the employee to
understand the areas where they scored less or were weaker than others. They
can then go on to take steps to improve their skills or ask for training to
ensure they have a greater opportunity to progress when a similar decision is
being made in the future. As well as professional development, there are
numerous opportunities available to workers outside work where they can improve
their skills. Mentoring programmes in professional sectors or working with
education providers are great schemes to help others whilst helping employees
to stand out and improve their chances at work.
6. Look at how the business
communicates its attitude towards equality
The businesses which
support equal progression within their workforce will often communicate this
openly, allowing women to pick their roles with more confidence. For example,
recruitment adverts that state they offer flexible working from the start of
employment communicates that the company has a positive attitude towards
flexible working and will not regard this as a negative request. It also shows
that the employee will not be expected to gain 26 weeks’ service before making
a statutory request. Similarly, employers who promote initiatives such as
International Women’s Day are highlighting their positive attitude towards
progression and equality in the workplace.
Ends
About Peninsula
Peninsula is one of the
UK's premier companies, started in 1983 by Salfordian Peter Done with
headquarters on the fringes of Manchester city centre. The company offers HR,
employment law and health & safety support services to small and
fast-growing businesses across the country, as well as tax and payroll advice,
employee assistance programmes, and HR and health & safety training. Since
its beginnings in Salford, Peninsula has now expanded into the furthest corners
of the globe, operating in Ireland, Australia, New Zealand and Canada.