Campaigners fight to implement Equality Act before cuts hit
By Peter Wozniak
Campaigners are calling on the government to implement all aspects of the Equality Act before public sector cuts hit, so that they can ensure women are not disproportionately affected.
The Equality Act was set in motion by the previous government and came into effect last month, though the measures designed to enforce equal pay auditing were placed ‘under review’ by the coalition, much to the chagrin of activists.
“Given the pay gap in the private sector is even wider than the public sector, it’s particularly key that government fully implement the Equality Act 2010,” Ceri Goddard, chief executive of the Fawcett Society, said.
“This will give them powers to require big business to measure and publish any gaps in their male and female pay rates if voluntary progress is not forthcoming.
“The government must send a clear signal to all employers that unequal pay has no place in the 21st century workplace, whatever the economic context.”
Dave Prentis, the Unison general secretary, called the continuing gender pay gap “an utter disgrace”, claiming the spending review would undermine the cause of equality.
“Drastic, ideologically motivated, public sector cuts are set to deal the biggest blow to women, who make more use of, and find more jobs in, the public sector,” he added.
“The government should be taking steps to give women their full protection – starting with overhauling the law.”
The Fawcett Society, Unison, the Equality and Human Rights Commission and the TUC are calling for the immediate implementation of all the equal pay elements in the Act, including enforced pay audits.
The coalition of unions and pressure groups published a report this morning which argued for increased education about the gender pay gap – claimed to be 16.4% by the Fawcett Society – in the national curriculum and greater powers for employment tribunals.
The Act does contain some measures designed to tackle cultures of discrimination, with ‘gagging orders’ stopping employees discussing pay banned, but the report’s authors want the measures toughened up by strict enforcement.
The report’s findings proposed a greater role for unions in making group representation on equal pay matters and cutting down the time it takes to resolve lawsuits.
It was also suggested rules on job-sharing and flexible hours to be extended to all employees at all levels, to encourage more women in executive top-end roles.
Sarah Veale, the TUC’s head of equality and employment rights added: “The dearth of talented women in senior jobs and the endless gender pay gap is as much an economic failing as a social injustice.”
The government is still holding the toothier elements of the Equality Act under review, with employers allowed a ‘grace period’ until 2013 during which they are expected to voluntarily divulge gender pay gaps in their organisations.
After that date, the coalition will consider making equal pay audits an obligation if the responses fail to satisfy. Campaigners are pushing for full implementation of the Act’s provisions immediately.
