Maternity Discrimination

Debate between Lisa Cameron and Tulip Siddiq

Wednesday 15th March 2017 Westminster Hall

[Dr Lisa Cameron (East Kilbride, Strathaven and Lesmahagow) (SNP)]

It is a pleasure to serve under your chairmanship, Mr Chope. I thank the hon. Member for Washington and Sunderland West (Mrs Hodgson) for securing this important debate and thank all hon. Members for their excellent speeches.

Maternity discrimination is an extremely complex issue: it is not just about having a job to go back to after having a baby. I would like to speak briefly about my own experience. People who know me will be aware that I have two children, so I have some experience.

During one of my pregnancies, at around seven months I experienced anaemia and the GP said I could not work full days at that point. I gave that advice to my manager, but unfortunately she said, “Oh, well—you are going to have to take hours off your annual leave at the end of the day, or you are going to have to go off on your maternity leave early.” People who have been through the process of having a baby while at work will know that going off early or using annual leave means that that leave cannot be used at the other end of the maternity period, with the baby, so it puts a woman at a disadvantage straightaway. Given that my manager was a woman, I had expected a bit more empathy, and given that I worked in the NHS, I had expected that the GP’s advice would be taken on board. I was quite appalled by the situation and how it was handled.

I do not think that taking annual leave or starting maternity leave at an earlier stage is a “reasonable adjustment”, when other things could be done—my job description, for instance, meant that I could do research at home, or, as I worked as a union rep a day a week, I could have used some of the hours to do union work. So there was absolutely no necessity for me to do either of those things. Unfortunately, given the uncompromising nature of the management system that I was in, I went off on maternity leave early—I felt forced to do that—and so lost time with my baby at the other end. It would be helpful to clarify, for both women and employers, the term “reasonable adjustments”. All too often, I feel that employers use it as a way of engaging in surreptitious discrimination and getting round their obligations.

The next issue I experienced was when I was off on maternity leave. There were job and training opportunities afforded to colleagues that I was never informed about. As many employees do, I had “keeping in touch” days—it is certainly something that the NHS advocates—so there was no reason why I should not have been able to come in and take up training opportunities alongside colleagues, using those days—but I was absolutely never contacted about the opportunities.

The rationale given by the manager when I challenged that on my return was that, because we had had a conversation during my pregnancy about my wanting to spend quality time with my baby, she did not think I would want to do any of those things. I felt that was a decision I should have been able to make. Someone should not just assume, because a woman has had a baby, that they know best and do not need to contact her and give her any opportunity to inform with her own views. Again, I found that extremely unacceptable.

Will the Minister give some clarification on the three-month period? Obviously, when someone is off on maternity leave—they might be off for a whole year—some of those things can happen when they are off. Does the three-month period when a woman is able to raise a concern with the tribunal occur from when the incident that she might not have known about happened or from when she becomes aware of it? That is really important. A lot of things could happen, and until a woman returns and speaks with colleagues or finds out that people have moved to other jobs, she can have no knowledge of what opportunities there were.

[Tulip Siddiq]

What does the hon. Lady think about access to justice? Will the Minister consider abolishing some of the up-front fees, which are so high that many women who are pregnant or have just had children are put off bringing forward discrimination cases?

[Dr Cameron]

I thank the hon. Lady for those words. That is an extremely important issue, and I will come to it. I was lucky: because I was a union rep, I had my union’s support and I could afford the tribunal fees. Although my case never went to a tribunal, I have absolutely no doubt that if I had not gone down that road and had not had that support, the issue would have been swept under the carpet and not dealt with.

I have real concerns that women without such support—perhaps they are in workplaces that are not unionised—do not have adequate representation and cannot afford tribunal fees, given that a baby is expensive enough. Women are not going to prioritise tribunal fees over their baby or their family’s needs.

I had been working as a consultant in the NHS for many years, so I was not in a junior position, but when I came back to work a male colleague was given management responsibility for a new member of staff who had joined the department. They were originally to work under both of us—50% with each manager—but the management opportunity was taken away from me, although I had been a consultant for far longer than my colleague.

I did not know about the decision until the new member of staff arrived and said, “You’re not my manager. The other individual is my manager. Did no one tell you about it?” I said, “No one told me about it. I didn’t even know you were arriving today.” When women go back to work and are juggling everything, people often do not give them any choice or any information. They are not even given the courtesy of being updated about what was happening.

I felt that my managerial duties were being removed. When I challenged that decision, I was told that the rationale was that I was part-time, and that it had been decided during my maternity leave that I might not be able to deal with the managerial responsibilities. Once again, because I had come back from maternity leave and was trying to manage my family time and my job—the number of hours had been agreed—my role was demeaned, which meant that I was subservient to my male colleague. That is certainly what I felt. I was aggrieved about not being consulted about a decision that affected my job.

Shortly after I returned to work, it became apparent that very little of my patient workload had been undertaken in the year I had been off. That really concerned me, given that I had a number of patients in a forensic setting who required updated risk assessments annually. No one raised that issue with me on my return, but approximately 70% of the patients whose risk assessments I had been involved in doing prior to going on maternity leave had not had any updates during that time. I had to contact my professional body and take advice about clinical risk, and then I had to raise that issue with management. That is difficult, particularly for individuals who work in the NHS, because whistleblowing is not easy. People do not want to find themselves in that situation, particularly if they have come back from maternity leave. However, we have to take our professional and clinical duties extremely seriously, and that is the situation I found myself in.

I raise these issues not for sympathy or because I want people to say, “That’s terrible. It shouldn’t have happened to you,” but because I feel that my story is only one among the thousands that happen in this country every year. The impact and extent of maternity discrimination is not always obvious. It is not always about having a job to return to; it is about all the issues surrounding that. We have to address those issues. The NHS has quite robust policies in place, but lots of organisations do not, so other women find themselves in much more difficult situations.

I had support from my union, Unite, which I would like to thank. I applied to the tribunal and paid the fee, but many women cannot afford that and do not have support. That issue has to be addressed. In the Scottish Parliament, the plan is to scrap tribunal fees. The Minister should look at doing the same, or at least ensuring that the fees are based on the ability to pay or are smaller. Tribunal fees put so many people off. Given the stages I went through with my grievance, I have no doubt that, had I not had the potential to go to a tribunal at the end of the process, my concerns and the issues I raised would have been disregarded. A “reasonable adjustment” would have been made or an explanation would have been given, and they would not have been taken seriously.

Women should not be discriminated against for something that is so natural—having a family—particularly when they are pregnant or have just had a baby, because that is when they are most vulnerable. It is our duty to take these issues forward and give women as much protection as we can. There are already statutory obligations, but they need to be strengthened because there are far too many ways around them.

Women do not experience equality in the workplace and are unlikely to unless we take action and make employers’ obligations very clear. I would like the protections to be extended and clarified; it should be made obvious to employers that they apply during the period of pregnancy and the maternity leave period, and also for a period on return, because those are all periods in which women are vulnerable.

We need to make it explicit that women have the right to training opportunities, job opportunities and management opportunities. They must not come back to a workload that has not been done while they were off. The advice of their GP or medical practitioner should be taken on board. At the very least, those things should be happening. This is a huge problem for many, so let us acknowledge it and ensure that the Government work across the United Kingdom for women and equality.