Men and women make the right mix
Over the last three decades there have been many developments in gender equality in the workplace. The gender divide still exists in some areas, but graduate employers aim to recruit equal numbers of men and women.
Six months after graduation, unemployment among female first degree graduates is 4.7 per cent, compared with 8 per cent for males. Source: Higher Education Careers Service Unit (HECSU)
According to a ‘Then and Now’ report by the Equality and Human Rights Commission (formerly the Equal Opportunities Commission), in 1975, nine out of ten men aged 16–64 were in employment compared to six out of ten women aged 16–59. By 2005, employment rates were much closer with eight out of ten men aged 16–64 in employment and seven out of ten women aged 16–59. Other changes include the amendment to the Sex Discrimination Act of 1986, which enabled women to retire at the same age as men; the adoption of women-only shortlists by the Labour party in 1997, which helped to ensure a record number of MPs returned to parliament in the May election; and a new law on parental leave in 1999, which enabled both men and women to take up to 13 weeks off to care for children under five years old.
Positive moves continue being made, but unfortunately the gender divide does still exist. Sectors such as the built environment, IT and engineering are particularly lacking in women, while teaching, human resources and nursing have a shortage of men. Since 1975 both sexes have had the right to an equal salary, but pay discrimination continues to take place in many workplaces. According to the 2006 Annual Survey of Hours and Earnings carried out by the Office for National Statistics, men earned more than women by the hour in every sector, although the gap has reduced from 2005. In 2006, a report by the Women and Work Commission found that on average, women in full-time work were earning 17 per cent less than men, and the pay gap between part-time female workers and full-time male workers was 41 per cent.
Gender and graduate recruitment
Women make up 19.6% of our MPs, which means the UK is ranked 14th within the EU in terms of the percentage of female representation.Source: Women and Equality Unit
A similar percentage of male and female graduates, 42 per cent, agree that a successful career is the most important goal in their lives. However, half of male final-year undergraduates expect a promotion in their early careers in contrast to only 38 per cent of females. What’s more, 63 per cent of female graduates feel it is still easier for men to get ahead (Guardian Grad facts 2006).
The good news is that gender discrimination during graduate recruitment is not really an issue as most employers are concerned about trying to get applications from the ‘shortage’ gender to even things out. They generally aim to recruit a certain proportion of men and women in each intake, depending on their current constitution and requirements. Statistics do reveal, however, that the issue of equal pay refuses to go away. According to the Women and Work Commission, just three years after graduating, women earn 15 per cent less than their male counterparts. While more women than men lean towards the caring professions, many of which are underpaid, this doesn’t account for the whole shortfall.
Women are often not aware that male colleagues in identical roles are earning more as many employers promote a climate of secrecy where salaries are concerned. Using a little tact and diplomacy to ask pertinent questions about equal pay and company-wide pay reviews at interviews can help graduates to decide whether the organisation they have applied to has taken sufficient measures to ensure a structure of equality.
Gender and employment law
35.7% of managers and directors in the National Management Salary Survey are women. Source: Institute of Management
Current legislation in place to prevent gender discrimination includes the Equal Pay Act of 1970 and the Sex Discrimination Act (SDA) of 1975. The Equal Pay Act makes it unlawful for employers to discriminate between men and women in terms of their pay where they are doing the same or similar work or work of equal value. This also covers bonuses, overtime, holiday pay, sick pay, performance-related pay or occupational pensions. The SDA prohibits gender discrimination against individuals in employment, including recruitment, treatment at work and dismissal. There are exceptions if the gender of the worker is a ‘genuine occupational qualification’. For example, a female model for women’s clothes or a male care assistant whose job involves helping men dress or use the bathroom.
The main grey area of the law is termed ‘indirect sexual discrimination’ and is far more subtle than direct discrimination, which is where a person is treated less favourably on the grounds of gender. Indirect sexual discrimination is where a condition or practice adversely affects a considerably larger proportion of one sex than the other, and it’s not justifiable to apply that condition or practice. For example, a height requirement of less than 5’ 10” would probably discriminate against men. And a requirement to work full time might unlawfully discriminate against women with children. It has been 30 years since the SDA, yet surprisingly there is still discrimination in the workplace.
The Equality Bill passed by parliament in 2006 and the subsequent Gender Equality Duty (GED), which came into force in April 2007, places legal responsibility on public authorities to demonstrate that they treat men and women fairly. The duty, which is effective in England, Scotland and Wales, requires public authorities to promote gender equality and eliminate sex discrimination. It’s part of a new breed of legislation that will serve to ensure that all public bodies build gender equality into the way in which they carry out their business. The onus will be on employers to promote equality rather than individuals to highlight discrimination.
Other useful resources
TARGETchances – unique careers experiences tailored for female, ethnic minority and LGBT students interested in a wide range of sectors and professions
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