Women and Equalities Committee

Kate Osborne Excerpts

Thursday 8th September 2022 Westminster Hall

[Caroline Nokes]

I thank the hon. Member for her question. She makes an important point. Not all women will experience the menopause in the same way, and not all cultures will address it in the same way. One of my biggest challenges as Chair of the Women and Equalities Committee is to make sure that we address the intersectional issues. Fifty-one per cent. of our population are women, and the Committee will always be champions for them, but we must also address the different ways in which people of different ethnicities and ages and those with different disabilities will encounter various challenges relating to not just the menopause but health and workplace issues. It is imperative that we keep emphasising that, and that we do not take a one-size-fits-all approach to the issue of equalities, because it is simply not appropriate.

[Kate Osborne (Jarrow) (Lab)]

As well as making up over 50% of the population, women are the fastest growing group in the workplace and are staying in work longer than ever before. Does the right hon. Lady therefore agree that it is vital that the Government appoint a menopause ambassador to champion good practice, and that they commence section 14 of the Equality Act 2010 to allow dual discrimination claims? And a fellow member of the Women and Equalities Committee, does she agree that, despite the fact that the word “women” has this week been dropped from departmental and ministerial titles relating to women and equalities, women, as well as equalities, will always remain at the top of the Committee’s agenda?

[Caroline Nokes]

I thank my fellow Committee member for her question. It is important that we have a menopause ambassador. The hon. Member is right to point out that the largest growing demographic in the workplace is women over 50. I would like to see much more effort go into championing—I hate to have to say this, but I declare an interest—women over 50. We potentially have ahead of us the best part of 20 years of further contribution to make to the workforce before hitting retirement age. It is imperative that we champion—I hate to use this word—older women, women with experience, and women who can act as role models. It is crucial that we do so. A menopause ambassador would be a good step, and I would like them to have a cross-cutting remit so that they can consider what can be done at DWP and the Department of Health and Social Care, and how menopausal issues can be championed in education and, of course, at BEIS. That would be a wide remit, and I am absolutely fixated on this. We should be looking at ways in which we can ensure that there are opportunities for women to retrain and to access finance to establish and grow their own businesses. There would be a massive boost to the economy if women were starting and scaling up businesses at the same rate as men.

The hon. Member makes an excellent point about dual discrimination, which the report covers in detail. The report does not call for menopause to instantly be made a protected characteristic, but we do say that the Government should consult on that, and I hope that they will have the courage to do so. We also say that section 14 of the Equality Act should be enacted immediately. I apologise for this very long answer, but that would give women the ability to bring a discrimination case on two protected characteristics—namely, age and sex. That would be a really important step forward, because we know that the menopause happens only to natal women and to those women who have transitioned to be legally men, so we must not exclude them and it is crucial that we do not forget about them.

We know that discrimination against LGBT+ people can be more severe than against others. A dual discrimination claim could be enacted swiftly and easily, and it would mean that women would not have to bring claims about the menopause under disability discrimination legislation. The menopause is many things—it is hideous, it is hot, it takes away your ability to concentrate and can leave you unable to sleep—but it is not a disability. Interestingly, many of the cases that have been brought under disability discrimination legislation have been found not proven, because it is not a disability.

The hon. Lady made a final point, one which is core to the work of my Committee, about the inclusion of the word “women” in women and equalities. I am absolutely determined that, in my time as Chair, the Committee will champion the rights of women and the inclusion of women, and will not see women erased.