Maternity Discrimination

Liz Saville Roberts Excerpts

Tuesday 3rd November 2015 Westminster Hall

[Liz Saville Roberts (Dwyfor Meirionnydd) (PC)]

Diolch yn fawr iawn—thank you very much, Mr Bailey. I thank the hon. Member for Cumbernauld, Kilsyth and Kirkintilloch East (Stuart C. McDonald) for securing the debate, which is of course relevant to every family. I also applaud the digital debate initiative; the debate has been interesting to follow on Twitter.

As a former manager in a further education college, I appreciate that the task of dealing with female employees during pregnancy and maternity leave is not easy. It is time consuming and, by its very nature, unpredictable. However, the logical conclusion of being complicit in condoning maternity discrimination is to consent to discrimination against every woman of child-bearing age. Proper support and management of employees during pregnancy and maternity is simply another aspect of effective management. It is what good managers do, and it pays rewards in staff loyalty and skills retention. The fact that this debate is necessary gives the lie to the assumption that equality for women is assured. Women are treated as the equal of men in the workplace only as long as their behaviour mimics the traditional behaviour of men in the workplace, in terms of presenteeism and the subordination of family life to work life.

It seems extraordinary that the first findings of research commissioned by the Department for Business, Innovation and Skills and the Equality and Human Rights Commission would reveal evidence that so many mothers experience discrimination, even though the majority of employers, as has been said, were broadly in agreement—at least in public—with the law and women’s rights regarding maternity leave. The figures extrapolated from the research’s direct evidence indicate that tens of thousands of women are likely to be suffering discrimination in relation to pregnancy and maternity. An earlier report estimated that almost half of pregnant women in the United Kingdom experienced disadvantage at work arising from the fact that they were expecting a child or taking maternity leave.

I would like to take the opportunity to consider the significance of the report to women in Wales, where 29% of women earned less than the official living wage in 2014. That is partly because a greater proportion of women than of men work part time. Of women working part time in Wales, 43% earn less than the official living wage. The BIS report states that women on low incomes are more likely to report experiencing unfavourable treatment or a lack of support during pregnancy.

Given that for more than two years now, women have been required to pay an up-front fee of £1,200 to take a claim for pregnancy, maternity or sex discrimination to an employment tribunal, that legal advice is unaffordable for many and that the situation is worsening, surely Ministers must face up to the fact that employers are breaking the law and families are suffering as a consequence. That is, sadly, just another example of justice being an optional extra, a luxury item for the wealthy, rather than a shield for the powerless against the powerful. I look forward to the post-implementation review of employment tribunal fees in anticipation that that injustice will be addressed.

While awaiting the review of employment tribunal costs and adding my voice to calls for the publication of an action plan arising from the BIS report, I propose that the impact of shared parental leave and pay should also be reviewed, say in April 2016, following a year’s implementation. I understand that that worthy initiative, whereby parents of newborn babies or adopted children may share between them up to 50 weeks off work, is intended to challenge the assumption that the mother alone undertakes the nurturing responsibilities. The degree to which fathers take up shared parental leave is evidently the rulestick by which to measure the success of shared parental leave. Sadly, it is likely that raising the status accorded by men to nurturing roles will prove to be a critical step towards demolishing long-established maternity discrimination.