Gender Equality Issues (UK)
Though the United Kingdom prides itself as a "pioneer of women's suffrage and feminism," gender inequalities continue to play a major role in the everyday life of a UK citizen. Besides the ever widening gender gap in salaries, discrimination against working women in all fields remain a glaring issue in the country.
Historical Background
Due to the rising differences in socially constructed gender roles, the gender gap present in the United Kingdom is slowly, but surely, widening. As shown through statistical data from
Though the United Kingdom prides itself as a "pioneer of women's suffrage and feminism," gender inequalities continue to play a major role in the everyday life of a UK citizen. Besides the ever widening gender gap in salaries, discrimination against working women in all fields remain a glaring issue in the country.
Historical Background
Due to the rising differences in socially constructed gender roles, the gender gap present in the United Kingdom is slowly, but surely, widening. As shown through statistical data from
It arises from differences in socially constructed gender roles as well as biologically through chromosomes, brain structure, and hormonal differences.[1] Gender systems are often dichotomous and hierarchical; gender binary systems may reflect the inequalities that manifest in numerous dimensions of daily life. Gender inequality stems from distinctions, whether empirically grounded or socially constructed.
Two of the main gender issues present in the United Kingdom are regarding a) how men and women are paid and b) employment and the provision of goods and services.
Actions taken
- Equal Pay Act (1970) gives an individual working in UK the right to the same pay and benefits, as a person of the opposite sex would expect to receive in the same or related employment. This is taken to include ‘like work’ or ‘work that is proved to be of equal value’.
- Sex Discrimination Act (1975) prohibits direct and/or indirect gender discrimination against individuals in the areas of employment, education, the provision of goods, facilities and services.
- Maternity Leave and Pay Regulations (1975) entitle women to statutory leave and pay for up to 12 months and applies once a job has been offered and accepted. During the leave period, women are guaranteed an entitlement to return to their own job on the same terms and conditions under which they left.
- Paternity Leave and Pay Regulations (2003) regulate statutory paternity leave and pay for up to two weeks following the birth of a child.
- Flexible Working Regulations (2003) give employees the statutory right to ask for a flexible working pattern, including working from home, reduced hours or different hours, for workers with children aged under six years.
Current movements/organisations
- Closing the Gender Gap (OECD): explores gender equality in education, employment and entrepreneurship
- Social Institutions and Gender Index (SIGI): focuses on the root causes of inequalities by exploring traditions which shape gender roles and lead to discrimination
- Equal Opportunities Commission (EOC): investigates into institutions where gender inequalities exist and sets the gender equality agenda through campaigns
- Women and Equality Unit (WEU): promotes the benefits of diversity in the economy and develops policies relating to equality
- Trades Union Congress (TUC): explains employees' rights at work and how to deal with common workplace problems
Source(s):
http://blogs.fco.gov.uk/nicholasbridge/2013/03/08/closing-the-gender-gap/
http://wbl.worldbank.org/data/exploreeconomies/united-kingdom/2013
http://www.gender-equality.webinfo.lt/results/uk.htm
http://www.wikigender.org/index.php/Gender_Equality_in_the_United_Kingdom
Actions taken
- Equal Pay Act (1970) gives an individual working in UK the right to the same pay and benefits, as a person of the opposite sex would expect to receive in the same or related employment. This is taken to include ‘like work’ or ‘work that is proved to be of equal value’.
- Sex Discrimination Act (1975) prohibits direct and/or indirect gender discrimination against individuals in the areas of employment, education, the provision of goods, facilities and services.
- Maternity Leave and Pay Regulations (1975) entitle women to statutory leave and pay for up to 12 months and applies once a job has been offered and accepted. During the leave period, women are guaranteed an entitlement to return to their own job on the same terms and conditions under which they left.
- Paternity Leave and Pay Regulations (2003) regulate statutory paternity leave and pay for up to two weeks following the birth of a child.
- Flexible Working Regulations (2003) give employees the statutory right to ask for a flexible working pattern, including working from home, reduced hours or different hours, for workers with children aged under six years.
Current movements/organisations
- Closing the Gender Gap (OECD): explores gender equality in education, employment and entrepreneurship
- Social Institutions and Gender Index (SIGI): focuses on the root causes of inequalities by exploring traditions which shape gender roles and lead to discrimination
- Equal Opportunities Commission (EOC): investigates into institutions where gender inequalities exist and sets the gender equality agenda through campaigns
- Women and Equality Unit (WEU): promotes the benefits of diversity in the economy and develops policies relating to equality
- Trades Union Congress (TUC): explains employees' rights at work and how to deal with common workplace problems
Source(s):
http://blogs.fco.gov.uk/nicholasbridge/2013/03/08/closing-the-gender-gap/
http://wbl.worldbank.org/data/exploreeconomies/united-kingdom/2013
http://www.gender-equality.webinfo.lt/results/uk.htm
http://www.wikigender.org/index.php/Gender_Equality_in_the_United_Kingdom
Articles:
Britain's gender pay gap: Mothers who work full-time earn 21% less than men
http://www.dailymail.co.uk/news/article-2249724/Britains-gender-pay-gap-Mothers-work-time-earn-21-men.html
Summary:
According to the Organisation for Economic Co-operation and Development (OECD), women without children earn 7 percent less than men in full-time jobs, while mothers who work full-time earn 21 per cent less than men.
Gender pay gap 'at risk of worsening', say campaigners
http://www.bbc.co.uk/news/business-20223264
Summary:
The gender gap present in the United Kingdom continues to widen as "public sector cuts push women into the private sector (where the gap is more obvious)."
Britain's gender pay gap: Mothers who work full-time earn 21% less than men
http://www.dailymail.co.uk/news/article-2249724/Britains-gender-pay-gap-Mothers-work-time-earn-21-men.html
Summary:
According to the Organisation for Economic Co-operation and Development (OECD), women without children earn 7 percent less than men in full-time jobs, while mothers who work full-time earn 21 per cent less than men.
Gender pay gap 'at risk of worsening', say campaigners
http://www.bbc.co.uk/news/business-20223264
Summary:
The gender gap present in the United Kingdom continues to widen as "public sector cuts push women into the private sector (where the gap is more obvious)."