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FPSW says

To eliminate the gender pay gap Labour will need to ensure that:

 

  1. 1)    Equality legislation is improved, implemented and properly enforced, in particular:
    1.     The laws which prohibit discrimination in pay and conditions for part time working should be adequately implemented and policed;
    2.     Tribunal fees for discrimination cases should be removed;
    3.     Equal Pay group action claims should be introduced;
    4.     The proposed duty on judges to require improvements in processes and to monitor compliance should be reinstated;
    5.     The Gender Pay Gap Reporting regulations should be strengthened to require action to reduce any gaps found and enable stronger enforcement;
    6.      The right to request flexible working is changed to become a right to have flexible working if requested by the employee;
    7.     The ability to take multiple discrimination cases to court is restored to the Equality legislation; there is a need for better data on the causes and solutions of ‘double jeopardy’.
  2. 2)    Employers are required to advertise all jobs as available for flexible working at the same hourly rate regardless of hours worked. This should apply at all job levels and in all employment sectors. A voluntary approach to this is not working (or not working fast enough) and it needs to be a statutory requirement.
  3. 3)    Poverty pay is eliminated by:
    1.     Increasing the minimum wage to at least a real Living Wage, preferably by more so that a Minimum Income Standard can be achieved through work;
    2.     Placing a greater value on the work traditionally done by women, particularly in the caring professions, both childcare and adult social care; currently, combining the low pay and low number of hours many women are able to work, some 43% of all working women earn less than a Living Wage per week.
  4. 4)    Childcare is made more high quality, accessible and affordable for children of all ages, by:
    1.     Recognising it as infrastructure supporting the employment of women and funding it adequately as a publically provided service (through supply rather than demand);
    2.     Making it available free for all children from the end of paid maternity leave to school age on the same basis as school age children;
    3.     Paying childcare workers at similar levels to Primary School teachers and improving their career prospects.
  5. 5)    Private Sector Employers are required, to gender proof their recruitment, personal development and promotion practices in compliance with anti-discrimination laws;
  6. 6)    Public sector employers’ legal duty to promote equality of opportunity is properly enforced; effective gender impact analysis would identify and correct any biases in employment practices; unfortunately effective gender impact analysis is rare and becoming rarer, a situation which requires better enforcement to correct.
  7. 7)    Access of women to decent jobs and higher paying employment sectors is improved by:
    1.     Reinstating a professional independent careers advice and guidance service and ensuring that schools and colleges use it. Such a service should be subject to the public sector equality duty to promote equality of opportunity including for women.
    2.     Supporting providers of advice and guidance with adequate labour market information including potential earnings and employer demand for skills. Employers, too, have a role to play in ensuring that their workplace culture and practices match their claims to be equal opportunities employers;
    3.     Providing free English language courses for women whose lack of English is inhibiting their access to decent jobs;
    4. Enforcing the Duty on planners, transport authorities and developers to consider the differing needs of women and men when deciding how to distribute residential and employment space and to ensure that public transport opens up the connections between them.