Gender Pay Gap

Baroness Burt of Solihull Excerpts

Thursday 31st October 2019 Lords Chamber

Asked by

[Baroness Burt of Solihull]

To ask Her Majesty’s Government what plans they have to address the gender pay gap for women in their 50s, following the analysis conducted by Rest Less, published on 29 October.

[The Minister of State, Home Office (Baroness Williams of Trafford) (Con)]

My Lords, the gender pay gap is highest for those aged 50 to 59, reflecting the accumulation of structural inequalities that disproportionately impact women across the life course. In July, we published our gender equality road map, setting out how the Government will tackle gender inequalities affecting women throughout their lives. This could include actions to promote women’s progression, to support carers and returners, to help women plan for retirement and to understand women’s reproductive health experience in work, including the menopause.

[Baroness Burt of Solihull (LD)]

I am very grateful to the Minister for that Answer and for the co-operation we received in coalition to introduce shared parental leave and flexible working. However, these measures are clearly not enough, especially since older women face a disproportionate burden of social care. Will the Minister consider making a manifesto commitment to make all jobs flexible by default to help those with caring responsibilities stay in work and to stop them losing out on pay progression, as recommended by the Centre for Ageing Better?

[Baroness Williams of Trafford]

I certainly agree with the noble Baroness—it is borne out by fact—that women bear the burden of caring far more than men. She is absolutely right about the work that has gone on over the past few years to improve flexible working being offered. As she knows, all employees with 26 weeks’ continuous service with their employer already have the right to request flexible working. That accounts for approximately 90% of employees. That sends a really clear signal that flexible working should be the norm rather than the exception, but we would like to take this further, which is why we are considering requiring employers to say in each job advert whether a job can be done flexibly.