Vote 100 and International Women’s Day

Ellie Reeves Excerpts

Thursday 8th March 2018 Commons Chamber

[Ellie Reeves (Lewisham West and Penge) (Lab)]

I feel immensely privileged to speak in this debate to mark International Women’s Day, 100 years after some women first got the vote. I represent the borough of Lewisham, where, I am proud to say, 100 years after women got the right to be Members of Parliament, we have three female MPs. I am delighted to serve alongside my hon. Friends the Members for Lewisham, Deptford (Vicky Foxcroft), and for Lewisham East (Heidi Alexander), who have given me immeasurable support before and after my election to this place. The borough of Lewisham has been pioneering in gender equality. In the 1970s, the council set up the Lewisham women’s rights working party. I am proud to say that we have no gender pay gap on Lewisham Council, and we have more women in senior council roles than men.

So much has been done over the last 100 years to promote gender equality—the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Maternity and Parental Leave etc. Regulations 1999, and the Equality Act 2010 to name but a few—but there is still a great deal more to be done. Having worked as an employment rights lawyer for many years, I all too often saw women demoted or dismissed after returning from maternity leave, and employers putting up unnecessary barriers to flexible working. I saw women being paid less than men for work of equal value, and women who were too afraid to speak out when they were discriminated against, for fear of losing their job.

Those experiences motivated me to try to make a difference. Two years ago, on International Women’s Day, after I had become a mum, I launched my business providing affordable legal advice to women who faced maternity and sex discrimination at work, which I ran until I was elected to this place. I wish there was no demand for such a business, but there was, and that is borne out by the statistics.

In 2016, the Department for Business, Innovation and Skills and the Equality and Human Rights Commission undertook a major piece of research on the prevalence and nature of maternity discrimination at work. The results, based on survey interviews with more than 3,000 mothers and 3,000 employers, are quite shocking. More than three in four mothers—77%—said that they had a negative or discriminatory experience before, during or after their maternity leave. One in five mums reported experiencing harassment or negative comments from colleagues or their employer relating to pregnancy or flexible working. Ten per cent. of mums said that their employer discouraged them from attending antenatal appointments, and 11% said that they felt forced to leave their job after having a child. Scaled up, that amounts to 54,000 women a year being forced to leave their job simply for becoming a mum.

According to the Fawcett Society, the mean aggregate gender pay gap for part-time and full-time workers stands at 18.4%. At the current rate of progress, it will take more than 100 years to close the gap, which is just not acceptable. There is a huge amount more that should and can be done to end gender inequality at work. The Select Committee on Women and Equalities has made strong recommendations in this area that have yet to be enacted by the Government.

To start with, all jobs should be advertised as flexible by default, unless there is a strong business case for them not to be. In the age of technology, being sat behind a desk in an office from 9 am until 6 pm, five days a week, is rarely necessary, yet the culture of presenteeism—of staying late in the office but not necessarily being productive—persists. A cultural shift is needed in the way that we work, with compressed hours, home working, staggered hours or term-time working becoming the norm, so that families—both men and women—can better strike a work-life balance, and so that having children does not diminish prospects at work.

We urgently need proper paid paternity leave to be introduced. Shared parental leave has been a step in the right direction, but take-up has been low—it is only at an estimated 2%—and the statutory rates of pay mean that it is only really an option for those in high-income families or those with savings. In addition, the model of transferring leave from mum to dad does not work for all families. Instead, non-transferable paternity leave, paid at a rate closer to actual earnings, should be implemented. Only then will we get the cultural shift at work needed to end stereotypes about women being a burden on business, and the assumption that they alone will be responsible for childcare duties. That would go a long way towards ending the gender pay gap sooner rather than later.

Laws on maternity discrimination and enforcement of breaches also need toughening up. To start with, it should be made harder for women to be made redundant after their maternity leave. Regulation 10 of the Maternity and Parental Leave etc. Regulations 1999 gives women some protection against being made redundant while pregnant or on maternity leave, but the protected period ends when the woman returns to work. That does not make sense, given that very often it is exactly when a new mum comes back to work that they begin to feel pushed out. To strengthen our discrimination laws, the period of protection against redundancy should be extended to 12 months after a women returns to work following her maternity leave.

We also need stricter sanctions against employers who breach discrimination laws or fail to publish details of their gender pay gap. I welcome the Labour policy launched today by my hon. Friend the Member for Brent Central (Dawn Butler). It would help to close the gender pay gap by ensuring that all private and public employers with more than 250 staff had to audit their gender pay gaps—and, furthermore, prove that they were taking action to close the gap—or face strict penalties. If employers risk losing money, they are more likely to comply with their legal obligations.

Finally, rights are often far too difficult to enforce. According to the charity Maternity Action, the introduction of employment tribunal fees led to a reduction of 40% in maternity discrimination claims. I am alarmed that there have been suggestions by Conservative Members that fees might be reintroduced, albeit at a lower level. Tribunal fees are a clear barrier to access to justice for women who have been discriminated against at work.

The time limit for bringing a claim for maternity discrimination in the employment tribunal is three months from the act complained of. Both the Women and Equalities Committee and the Equality and Human Rights Commission have said that this is not long enough. Those with a newborn baby at home are likely to be having sleepless nights, not to mention feeding round the clock and endless nappy changes. New mums also often go through a huge period of readjustment, physically and mentally, so the notion that they will engage with a complex legal process is simply unrealistic in many cases. It is likely that far more women would assert their rights if the time limit was increased from three months to six.

Later today, I will be proud to mark International Women’s Day by speaking at an event in Lewisham alongside some of the original members of the Lewisham women’s rights working party. We will reflect not only on how much has been achieved over the past few decades, but on how much more we still have to do: ending the gender pay gap once and for all; making flexible working the norm rather than the exception; and promoting shared caring responsibilities. Only then will we achieve true gender equality at work.