Equality at work
In the workplace and society we seek to eliminate discrimination on grounds of gender, age, race or ethnic origin, disability, sexual orientation, gender identity and religion.
Our guide to equality at work will give you an overview of the legal rights that relate to equal opportunities at work.
This article covers gender equality.
- What is the law around gender equality at work
- Our guidance on gender equality at work
- Menopause guide
- What is the gender pension gap?
- Sexual harassment in the workplace
What is the law around gender equality at work
The law on discrimination
According to the Equality and Human Rights Commission, the Equality Act says you must not be discriminated against because:
- You are (or are not) a particular sex
- Someone thinks you are the opposite sex (discrimination by perception)
- You are connected to someone of a particular sex (discrimination by association).
A difference in treatment may be lawful if:
- Being a particular sex is essential for a job. This is called an occupational requirement. This includes some jobs that require someone of a particular sex for reasons of privacy and decency or where personal services are provided. For example: a gym could employ a changing room attendant who is the same sex as the users of that room. Similarly, a women’s refuge that only provides services to women could require its staff to be women
- An organisation is taking positive action to encourage or develop people of a sex that is under-represented or disadvantaged in a role or activity. For example: an engineering firm places a job advert for a trainee engineer stating that applications from women are welcome.
Our guidance on gender equality at work
Prospect is committed to fighting for gender equality both in the workplace and within society generally.
We campaign to ensure that women are equally able to progress their careers by:
- pressing for an end to stereotyped attitudes in the workplace
- the introduction of impartial job appraisal schemes, and
- fair and open promotion opportunities.
Prospect has produced advice and guidance for members and reps on promoting equality for women in the workplace.
Equal pay: Women and men employed on work rated as equivalent, like work or work of equal value, are entitled to equal pay unless the employer has a material reason for the difference in pay. Pay secrecy clauses are unlawful, so any term in a contract that forbids employees from discussing their pay for the purpose of finding out if there is discrimination will be unenforceable.
Menopause guide
The menopause is a workplace issue, and Prospect believes employers should do more to support women through the menopause and to understand the impact of the menopause on women – and how it affects their work and their relationships with colleagues.
This guidance aims to:
- raise awareness
- explain employers’ responsibilities
- give reps guidance on good practice and levers that can be used to address the issues in their workplaces.
Members’ guide to the menopause
What is the gender pension gap?
The gender pension gap is the percentage difference in pension income for female pensioners compared to male pensioners. Please see our article on the gender pension gap in the Pensions and retirement section.
Sexual harassment in the workplace
According to UK law, sexual harassment is unwanted conduct or behaviour related to sex, or of a sexual nature, which has the purpose or effect of:
- violating the other’s dignity, or
- creating an intimidating, hostile, degrading, humiliating, or offensive environment.
The legal definition also encompasses less favourable treatment because of rejection (or submission) of unwanted conduct of a sexual nature or related to gender reassignment or sex.
See our Bullying and Harassment article for further information on sexual harassment at work.
Get support as a member
Speak with your representatives:
If you work in an organisation that has local Prospect representatives, you should speak to them about any work-related issues.
Call the member contact centre on 0300 600 1878 or email [email protected]