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Older Women in the Workplace seminar
Women in the UK aged between 50 and 59 earn on average 20.5% less than their male counterparts, facing a gender pay gap significantly larger than the UK-wide gap of 14.2%, therefore it is clear that the impact of women’s labour market inequality is compounded over a working lifetime.
Older women face a particular set of barriers to equality in the labour market. Having primary responsibility for caring limits women’s choices and opportunities in the workplace, impacts their earnings and places pressure on both their careers and their health. Older women in particular are impacted as they often balance work whilst being ‘sandwiched’ between caring for older people as well as for children and grandchildren. Older women are also the group least likely to receive training in the workplace. Many women identify confidence as a barrier to accessing learning opportunities in the workplace. However, it is not women’s lack of confidence in their own capabilities, but confidence in the fairness of the system or processes by which training opportunities are accessed. Historically, women have also faced disadvantage in occupational pensions schemes compared with men. Women are less likely to be in work and have access to occupational pension schemes and, when they are in work, they experience lower rates of pay and so are less able to contribute to a pension. As women on average earn less than men, any salary-related pension will also tend to be less. The result of this is that, despite a slight reduction since 1994/95, over two-thirds of pensioners living in poverty are women.
In partnership with One Workplace Equal Rights and the STUC Women’s Committee, last week we held a seminar to explore how trade unions could better support older women in the workplace. During the seminar we heard from three speakers on a range of issues which disproportionately impact older women. Kathleen Bolt from Support@Work Legal spoke about the legal protections and remedies available to support older women in the workplace, and highlighted some useful resources[1] which delegates could use to inform any action they might take. Roshini Sharma Joshi of Trust Housing Association discussed examples of negative assumptions often made about older women, and asked why employers are so quick to focus on perceived negatives of an aging workforce, and ignore the benefits of the experience which comes with it. Delegates also received an insight into how health issues associated with older women might be better dealt with through proactive preventative strategies and simple adjustments in the workplace.
During the round table session, delegates discussed issues they had encountered in their own workplaces. It was agreed that, although a lack of confidence is an issue often highlighted by older women in relation to accessing training, it is not confidence in their own capabilities, but confidence in the fairness of the system or processes by which training opportunities are accessed. Delegates also spoke of the need to raise awareness of the issues faced by older women among the wider trade union movement by including a focus on gender discrimination as part of trade union reps’ training programmes. It was agreed by all delegates that it is essential that women’s equality is at the forefront of the trade union bargaining agenda, as it has long been shown that by tackling women’s inequality we also tackle broader social inequality.
At the seminar we launched a suite of publications containing information and suggested actions which trade union reps can take to tackle the particular barriers faced by older women. The publications cover balancing work with care, access to skills development and training, health and safety issues, and women’s inequality in retirement. You can download a copy of these publications here.
Scotland's gender pay gap remains high at 11.5%
Scotland’s gender pay gap remains high at 11.5%
Close the Gap has calculated the difference in pay between women and men working in Scotland using the latest Annual Survey of Hours and Earnings (ASHE) tables released from the Office of National Statistics.
Despite a decrease of 1.8% between women and men working full-time in Scotland since 2013, the gender pay gap remains stubbornly high at 11.5%.
Women working part-time still earn 32.4% less than men working full-time, as part-time work continues to be concentrated in low-pay, low-skill jobs.
2013
2014
Pay gap in Scotland
Mean
Median
Mean
Median
Comparing women and men’s full-time hourly rates of pay (excluding overtime)
13.3%
7.6%
11.5%
9%
Comparing women’s part-time and men’s full-time hourly rates of pay (excluding overtime)
33.7%
35.5%
32.4%
34.5%
Combined figure (all women/all men)
16.9%
16.9%
15.4%
17.5%
Source ONS (2014) Annual Survey of Hours and Earnings Table 3.6A http://www.ons.gov.uk/ons/rel/ashe/annual-survey-of-hours-and-earnings/2014-provisional-results/index.html Accessed Nov 2014.
The gender pay gap: at a glance
The mean average full-time gender pay gap figure is 11.5%
- There is still a massive pay gap for women working part-time compared to men working full-time of 32.4%.
- The mean is calculated by adding all employees’ hourly rates of pay together and dividing by the total number of employees. This includes those on the highest and lowest rates of pay. As those with the highest rates of pay tend to be men, and those who receive the lowest pay are more likely to be women, the mean captures a more complete picture of the gender pay gap.
- The median is calculated by finding the midpoint in all employees’ hourly rates of pay and discarding the lowest and highest rates of pay. The median is not skewed by very low hourly rates of pay or very high hourly rates of pay. However, this means that the median can obscure the gendered differences relating to pay.
- Jobs held by women were more likely to be paid less than the National Minimum Wage than jobs held by men (1.0% compared with 0.8%). This is consistent with the fact that a greater proportion of women work part-time than men, and part-time work predominates in low-paid jobs.
Close the Gap newsround (49)
This edition for September and October captures articles related to the gender pay gap and its causes, including pay discrimination and occupational segregation.
Women and work: what next?
After months of campaigning, discussion and debate, what is arguably the biggest political event of a generation is almost upon us. With just over two weeks to go until the referendum, Close the Gap launched a new working paper ‘Women and work: What comes next in a post-referendum Scotland?’ at a Constitutional Café event with Engender, Electoral Reform Society Scotland, and Scottish Women’s Aid on Saturday 30 August 2014.The aim of this paper is to provide an overview of the implications for women and work in the context of the independence debate, to describe what needs to happen to effect positive change, and to identify the levers that are available in the event of either outcome.
Whatever the outcome of the referendum on September 18th, it is essential the women’s movement comes together and uses the momentum of the debate to progress work around women’s equality. With a view to this, there are three main areas for intervention around employment issues: education and skills, employability, and economic development strategy.
The status quo
In the event of a No vote, there are many levers available to capitalise on the desire for change which has characterised both sides of the independence debate, and further women’s equality as a result.
On education and skills, we could call on the Scottish Government to increase its action on gender stereotyping in our education system. Currently, there are only two initiatives, Be What You Want and Careerwise, specifically working on the issue of gender stereotyping and occupational segregation in schools in Scotland. More needs to be done to build girls’ and young women’s capacity and resilience to choose to study non-traditional subjects across the education lifespan.
On employability, we could call on the Scottish Government to meet its commitment to produce an action plan on gender. Employability programmes must be cognisant of the specific barriers faced by women; funding structures should provide support for childcare, and employability pathways must seek to tackle, not reinforce, gendered occupational segregation. Women returning to the workforce after taking a break to have children or deliver care would benefit from particular support to help prevent downward occupational mobility and ensure their skills are effectively utilised.
Across the broad area of economic development, we could call on the Scottish Government to fully mainstream gender across all of its functions, ensuring this translates into effective action to tackle occupational segregation and the gender pay gap. This could include building capacity within key agencies to provide a gender analysis of skills, and key sector development policy addressing the gendered nature of skills shortages. The economic framing of childcare as infrastructure must be further developed to ensure provision continues to be extended, and to contribute to the discourse around recognition of the economic value of domestic labour.
Independence
The structural change that would take place in an independent Scotland offers the opportunity to see gender equality built in from the outset. Scotland’s Future’s proposal for a written constitution would enshrine state obligations on the advancement of equality and see human rights guaranteed.
The Scottish Independence Bill consultation, which provides the constitutional platform for the government of Scotland following a vote for independence, proposes that a permanent written constitution would be drawn up by an ‘inclusive and participative’ Convention. It is essential the process by which this Constitutional Convention would be established is inclusive and participative in itself, and ensures that gender groups are properly represented within it.
There would also be the possibility to effect structural progress within the new institutions and legislation which would be developed and implemented in an independent Scotland, and to develop a new economic measure which counts the unpaid work that women do.
Post September 19th
There are no guarantees under either outcome. What is guaranteed is that in order for women’s inequality in the labour market to be tackled there needs to be action, not simply a commitment to principles.
Whether in an independent Scotland or as part of the UK, what is needed is major structural reform and widespread cultural change, and this can only be achieved through a root and branch review of systems and policies, the engagement of all stakeholders, and long-term adequately resourced action plans.
Measurable and meaningful targets for tackling gendered occupational segregation, policies which reflect the cross-cutting nature of gender issues, and effective gender mainstreaming, are essential to progress true gender equality within the labour market and the wider economy.
Hard copies of our paper ‘Women and work: What comes next in a post-referendum Scotland?’ are available from acallaghan@stuc.org.uk
Gender equality, the referendum and beyond: Constitutional Cafe
Close the Gap are joining forces with our friends at Engender to host a discussion event on women and the referendum. This ‘constitutional café’ will be held at the Scottish Youth Theatre in Glasgow, on 30 August from 10.30-12.30.
Aimed at undecided women and men with an interest in gender equality issues, this event will bring people together to talk about the implications for women's rights and gender issues post-September 18th. Discussions will be shaped by participants, and focussed around the questions:
- What do we need and want to see as the dust settles?
- How can the women's movement best take action under either outcome?
Close the Gap will be hosting discussions that focus on the theme of women and work, and you’ll be able to pick up a copy of our new paper on constitutional futures and women and work.
There will also be a chance to chat informally to activists from Better Together and Women for Independence, on gender, equality, women's rights and social justice issues, over a cup of tea.
We hope this event will provide an open space for wide-ranging conversation around issues of gender, rights and equality. Anyone with an interest in gender equality is welcome, and you can register for the event here.
We hope to see you there.
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