1. Gender Inequalities Despite legislation women still missing out

2. Missing from Senior Jobs EOC (Equal Opportunities Commission) survey…”Sex & Power-Who Runs Scotland? Claims that women are still missing out on senior positions in all areas of work, despite legislation. EOC estimates that women “missing” from top jobs in Scotland include:- –111 from public appointments –106 from secondary schools –21 missing MPs –16 Senior Police officers –14 MSPs –13 judges

3. This survey compares the progress of women in the workplace with that of a snail. It claims that the snail would be able to crawl the length of the Great Wall of China (212 years) before women were equally represented in parliament. This may be over-exaggeration but it cannot be denied that, although progress has occurred, it has been slow. Women still comprise less than one fifth of the House of Commons, even after the working hours were overhauled

4. Barriers which stand in the way of female progress have to be dismantled, according to the EOC A sharing of power of top jobs is suggested as is the possibility of flexible working hours even for senior posts. The EOC calculates that, at current rate of progress in Britain, it would take 20 years to achieve equality in the civil service top management, 40 years in the judiciary and 60 years at FTSE 100 director level

5. It is claimed that Scotland is still a long way from being an equal nation. Women earn less at both full time and part time jobs Women spend 78% MORE time on household chores than men, even if both work full time It is 30 years since the Equal Pay Act became law yet “women’s work”……the 5 ‘C’s’……is still not fairly rewarded

6. For women in Wales the situation appears to be no better. 75% of women working in Wales work in the 5 “C’s”. Their retirement income is only 57% of men’s They are under-represented at senior levels with, for example, 78% of NHS staff in Wales women but only 20% at consultant level In Wales only 8 out of 40 MPs are women and only 4 out of 22 councils have female leaders

7. The Trades Union Congress has attacked the motherhood penalty in the workplace. It has revealed that the difference between men’s and women’s pay more than trebles when women reach their 30’s. The gap is smaller whilst in their 20’s but in the thirties women take home 11.2% less and in their 40’s – the peak age for discrimination – the gap rises to 22.8% This, claims the TUC, is due to the “motherhood penalty”.

8. PROGRESS???? The Equality & Human Rights Commission ( new name for EOC) revealed that fewer women than 5 years ago now hold high-flying jobs in 12 out of 25 categories. –Fewer women MPs, Cabinet members, newspaper editors, senior police officers and judges, NHS executives, trade union leaders. –The number of female media bosses, MEPs, directors of museums, Armed Forces officers remained static –Women’s presence had increased in only 8 areas including the House of Lords, company directors, council leaders, university vice-chancellors and top civil service managers. –In 6 out of 8 categories the increase was LESS than 1%

9. GENDER EQUALITY DUTY April 6 2007 the Gender Equality Duty came into effect. It is designed to proactively tackle policies and practices that contribute to inequality. Billed as the biggest change in sex equality legislation for 30 years. The emphasis of this legislation lies with public bodies to ensure that their policies promote and practice gender equality.

10. OTHER MEASURES The government unveiled measures aimed at boosting prospects of women in the workplace Creating more part time work Making girls aware of non-traditional work Campaign to encourage businesses to sign up as exemplar employers offering p/t work, flexible hours, time-share. More than 80 companies, including BT,BP, Centrica, BAE Systems, Accenture have signed up. Education authority requirement for girls to be offered career advice that is “free from gender stereotyping”

11. KEY DATES IN LEGISLATION 1970 Equal Pay Act passed 1975 Equal Pay Act comes into effect 1976 European Commission Equal Treatment Directive 1986 Sex Discrimination Act 2006 Equality Act 2007 Gender Equality Duty came into force

12. THE EQUAL PAY ACT It is against the law to discriminate against a person, consciously or unconsciously, on the basis of their gender. The Equal Pay Act means that men & women, doing the same or a similar job, must be paid the same. In addition, men & women must be paid the same if their job is “of the same value” and where jobs are rated as equivalent

13. THE SEX DISCRIMINATION ACT Employers cannot, by law, discriminate against people on account of their gender. There must be transparency within organisations, showing that they are pro- actively non-sexist; eg; application forms and interview procedures must show no gender discrimination whatsoever

14. THE NATIONAL MINIMUM WAGE Whilst not directly aimed at women, it has indirectly benefited them more than men as it is women who are more likely to work in low paid jobs. Legislation has been passed to increase Paternity leave to allow more men time to look after children A National Childcare Strategy was introduced by government to improve women’s access to well paid work

15. WOMEN INTO MANAGEMENT…. Many employers are actively taking own steps to encourage and facilitate more women into senior posts. Scotland’s police forces are examples. The most female-friendly force is Strathclyde with 22% of its constables, 12% of its Chief Officers, female. The Association of Chief Police Officers in Scotland (ACPOS) is enlisting the help of prominent businessmen to help young female police officers go for promotion

16. PROGRESS????? In certain professions, such as law and medicine, women are beginning to out perform men. In 2006, 65% of entrants to Scottish law courses were women, the highest figure ever. British Medical Association figures show that 60% of medical students are now women. For the first time, the number of women registered with the General Medical Council is greater than the number of men