Women and Low Pay

Ruth Cadbury Excerpts

Wednesday 18th November 2015 Westminster Hall

[Mr George Howarth (in the Chair)]

A digital debate has taken place on Twitter ahead of today’s debate on women and low pay, and Mr Speaker has granted a derogation to allow the use of electronic devices in the Public Gallery for the duration of the debate. Devices should, however, be silent, and no photos can be taken.

[Ruth Cadbury (Brentford and Isleworth) (Lab)]

I beg to move,

That this House has considered women and low pay.

The work that women do is crucial to the functioning of society, but their pay does not reflect that. Despite the fact that their qualifications are as good as, or better than, men’s, their skills are not rewarded to the same level as men’s, and their career progression is slower. We need to ensure equal pay for work of equal value.

This subject is vital for millions of women, and for their families and employers. Living on low pay means that women do not have enough money to give their children nutritious food, let them go on a school journey or take them on holiday. It means not being able to escape a violent relationship, losing much of their pay on the cost of fares to and from work, and not being able to save enough to cover even minor crises, such as the washing machine or car breaking down.

Forty-five years after Parliament passed the Equal Pay Act 1970, we are still to achieve equal pay. Forty-five years later, a 19% gender pay gap still exists. That is 3% higher than the EU average, despite the figure having reduced by a third under the last Labour Government.

When talking about women and pay, we often focus on high-paid jobs and the lack of women occupying positions in FTSE 100 company boardrooms. It is important to ensure that women have career progression, especially when the TUC has reported that the pay divide between men and women is nearly 55% among top earners.

[Mr Jim Cunningham (Coventry South) (Lab)]

I congratulate my hon. Friend on securing this Adjournment debate. She is right: equal pay issues have been around for about 50 years—it is 45 years since the Act was introduced—and that is far too long in my book. More importantly, when women on zero-hours contracts apply for tax credits, they cannot get them, because they are not in steady employment. What does my hon. Friend think about that? Equally, women are discriminated against when it comes to pensions, because a lot of them spend most of their lives being housewives.

[Ruth Cadbury]

My hon. Friend is absolutely correct: this is about not just the low pay women receive, but the interconnection with zero-hours contracts, the benefits regime, tax credits and, of course, pensions, because a working life on low pay means a retirement on a low income.

Although the pay gap among top earners is nearly 55%, we also need to ensure, as my hon. Friend said, that we address women’s pay at the other end of the spectrum, among those who are stuck in low-paid minimum wage jobs, who are, too often, on a zero-hours contract. Indeed, the majority of low-paid workers are women, and three in five minimum wage jobs are held by women.

Every major piece of legislation that has improved the lives of women has been introduced by the Labour party. From the National Minimum Wage Act 1998 to the Equality Act 2010, Labour has always been at the forefront of the fight for equality. The Government certainly know how to talk the talk on equality, and the Prime Minister pledged to end the gender pay gap “within a generation”, but with 85% of Government tax and benefit cuts hitting women, Ministers are giving with one hand and taking from women with the other.

[Mr Gregory Campbell (East Londonderry) (DUP)]

I congratulate the hon. Lady on securing the debate. She alluded to the Prime Minister’s comments about dealing with the issue within a generation. Does she agree that although successive Governments, including the Labour Government, have made marginal progress—some have made more significant progress than others—our ambition should be about much more than dealing with this issue within a generation? It should be dealt with immediately—within the lifetime of this Parliament.

[Ruth Cadbury]

The hon. Gentleman is absolutely right: we need action, not words. One of those actions is the living wage—or should I call it the true living wage, so as not to confuse it with the rebranded minimum wage? The true living wage is an hourly rate set independently and accredited annually. It is calculated according to the basic cost of living, not median earnings, unlike the new national living wage. The current living wage is £8.25 an hour, with the London living wage at £9.40 an hour. Employers choose voluntarily to pay the living wage.

Labour local authorities are taking the lead in rolling out the living wage. I am proud of the role I played in Hounslow Council in implementing it for the staff of not only the council, but its contractors, many of whom are women. That is making a difference locally to many women’s lives and workplaces.

During the recent living wage week, my hon. Friend the Member for Stretford and Urmston (Kate Green)—the shadow Women and Equalities Minister—highlighted the importance of fair pay for women on a visit to a group of school meal staff in Camden who had recently been awarded the London living wage. That pay rise was due to a sustained campaign by the Camden New Journal and Unison, which put pressure on the company that employed the women so that it would give them the living wage they deserved. On receiving her pay increase, one of the women was delighted. She said the extra few pounds a week meant she would be able to save a bit of money each month and eventually have enough to go on a family holiday—her first. That made such a difference to her.

That is good for not just the employees, but their employer, which has seen increased staff satisfaction, leading to higher retention rates. Indeed, it previously had high staff turnover, with 40 vacancies to fill last summer; this year, it had only two. That is the point: having a large section of our workforce on a low wage is bad for business and bad for the economy. The Government consultation on the gender pay gap discovered that equalising women’s productivity and employment with men’s could add almost £600 billion to the economy.

The Government have taken some lessons from the last Labour Government. One is that, for most women, childcare is a barrier to labour market participation, and that is even truer of women on low pay. The Sure Start initiative was introduced because Labour recognised that women were more likely to be in low-paid jobs and, therefore, that childcare needed to be subsidised to help them back into work.

It frustrates me that, to help women back into the workforce, there has to be recognition that women’s employment is, on average, less well paid and of less value. Although it is good to see more women able to participate in the labour market, TUC research has shown that more than half the job growth for women since 2010 has been in low-paying sectors. Why is women’s work less well paid? The work that women do is crucial to the functioning of society, but their pay does not reflect that.

Despite the fact that women’s qualifications are as good as, or better than, men’s, they are not rewarded. Women occupy 78% of jobs in health and social care—a sector where the average salary is £40 per week less than the UK economy average. By comparison, men account for 88% of those working in more lucrative sectors, such as science, technology and engineering.

It is harder for women to find good-quality jobs. Evidence suggests that women become “discouraged workers”, resulting in fewer of them working or actively seeking work. They are discouraged workers because they face real challenges in finding decent-quality work, and the work they traditionally carry out, such as catering, cleaning and caring, is too often low paid and undervalued.

[Margaret Greenwood (Wirral West) (Lab)]

I congratulate my hon. Friend on securing this important debate. Does she agree that, with 4.1 million children now living in poverty, tackling women’s low pay is a crucial part of improving the opportunities of those young people?

[Ruth Cadbury]

My hon. Friend is right. Children growing up in poverty do not have the same advantages and opportunities as many in their peer group. We cannot have a situation in which the adults of the future are not able to develop as they should in an equal, fair society.

Among examples discovered by the TUC of how brazen companies can be when they employ women was an advertisement in Wales for two seasonal roles—Santa Claus and Mrs Claus. Santa was to be paid a fair wage of £12 per hour, while Mrs Claus was paid the national minimum wage of £6.70 per hour. There was no difference in their job descriptions, and they both did the same amount of work, but the woman’s role was deemed to be of less value. That may seem like an interesting one-off, but it perfectly demonstrates how differently men’s and women’s work is valued 45 years after the implementation of the Equal Pay Act 1970.

Occupational segregation and the devaluing of work traditionally carried out by women, such as caring, directly contributes to the gender pay gap. That must be tackled and the Government must do more to diversify the labour market. As I have said, UK women earn on average 91% of what men earn. To put it another way, as of 9 November, just over a week ago, women are effectively working for free for the rest of the year. That is simply not acceptable in the 21st century. Progress has not been quick enough. Under Labour the gender pay gap reduced by a third—a trend that has, I admit, since continued; but while the gap has narrowed for full-time workers, it has widened for part-time workers and we must not be complacent.

[Mr Jim Cunningham]

My hon. Friend is very generous in giving way. It is difficult to see how Government policy can narrow the pay gap in the public sector when wage increases are held at 1%. Will my hon. Friend comment on that?

[Ruth Cadbury]

The public sector is in particular difficulties, but the reason for that is the incredibly tight constraints on its budgets. Having been a local authority lead member, I know the pressure and how difficult it is to juggle overdue pay increases and the need to retain jobs wherever possible, particularly in such vital sectors as social care.

The gender pay gap affects women from the day when they start work, and for the rest of their lives. Forty-five years after the passing of the Equal Pay Act 1970, we still have that gap. Earlier in the year Labour called for a new equal pay Act, acknowledging that the current one has simply not prevented inequality between genders. Indeed, the current Act puts responsibility for enforcing equal pay on women, by allowing a woman to take her employer to a tribunal, rather than making it a collective responsibility. Going to an employment tribunal is a difficult process, and it is now a costly one. First, the employee must be a member of a trade union if she cannot pay for a lawyer or represent herself, and many people are put off at that stage. However, if an employee is successful, the tribunal will instruct the company to do an equal pay audit; but how many women even get to that stage? Yesterday I participated in a Parliament outreach initiative on Twitter, and there was some debate. Women talked about their experiences, and many said they would not challenge an employer, even if they thought they were being paid less than their male counterparts. They feared being sacked. One woman said that equal pay audits might be useful, but that she feared many women would

“stay silent for fear of losing their jobs”.

The Government cannot simply point to the existing measures and say they are tackling the gender pay gap, when people do not have access to the tools that are provided. More needs to be done to make the tribunal process accessible, and to give women the confidence to challenge their employers about fair pay. There is also a need to move away from putting the responsibility on the employee to fight for equal pay, and towards collective responsibility. That is what Labour argued for at the beginning of the year. It is impossible for a woman to demand equal pay if she does not know what her male counterpart is earning. An equal pay audit should come at the beginning, not the end, of the process.

Where can we go next? In July, the Prime Minister proclaimed that he would end the gender pay gap in a generation. I welcome any efforts to address the hopeless situation we are in, but we need more attention paid to women on low pay, rather than simply focusing, as I fear the Prime Minister may have done, on women in highly paid jobs. I recognise recent efforts to address the pay gap between men and women, which are commendable. Legislating for companies that employ more than 250 people to publish the difference between men and women employees’ pay is a good way to push companies to pay men and women equally, to avoid embarrassment and public naming and shaming. However, traditional women’s employment in the five Cs—clerical, catering, caring, cashiering and cleaning—is often in smaller companies, which will not need to publish that information.

We must also acknowledge the need to address not simply the discrepancy between wages but the value of women’s work. The Government need a strategy to boost the esteem and pay of the jobs typically undertaken by women. Raising the minimum wage by the end of this Parliament and rebranding it does not fool me, or those women working for wages below the true living wage—the wage calculated as enough to live on. Cutting tax credits for millions of working families does not fool them either. The Government may talk the talk on equality but, while 85% of their tax and benefit changes fall on women, the cuts agenda compromises any chances of improvement for women on the lowest pay.

--- Later in debate ---

[Ruth Cadbury]

Thank you, Mr Howarth, for chairing the debate and for your understanding. This is the first Westminster Hall debate that I have secured, and my speech was the first I have made in which I have not been severely time-constrained. Like many new Members, I am still getting used to the procedures and practices in this place, so I thank you for your generosity and your support. I have been particularly pleased to serve under your chairmanship.

In concluding the debate, I thank those who helped me in the preparation of my speech, in particular the TUC, the staff of the Women and Equalities Committee, Oxfam and Age UK. They all provided useful, informative material. I thank fellow Members who have contributed to the debate. I notice that there has been only one contributor from the Conservative party—the Minister. I regret that there have not been more contributions from Members of the governing party, as I know that they all represent large numbers of women in their constituencies, many of whom will be affected by the issue of low pay.

My hon. Friend the Member for Worsley and Eccles South (Barbara Keeley) eloquently described the impact of a working life on low pay, and what that means for then being a pensioner on low pay. She specifically mentioned the women, born only a few years earlier than me, who had planned for retirement at a particular age but have now had their plans ruined and cannot properly budget for their retirement because of the change in their pension arrangements. Transitional protection is vital for them. Those women will have to work for low pay for longer, and they will be very vulnerable in the workplace over the next few years.

I thank the hon. Member for Lanark and Hamilton East (Angela Crawley), with whom I serve on the Women and Equalities Committee. She outlined the public sector challenges and some of the issues for women in Scotland, particularly in her constituency. My hon. Friend the Member for Coventry North East (Colleen Fletcher) eloquently described what low pay means in the city of Coventry, particularly in her constituency, where the gap between men’s and women’s pay is even higher than the national average. That just shows how dependent the women of that city are on low-paid work. She and other Members also mentioned how zero-hours contracts affect low pay.

I do not have daughters. I have two sons. All the work that they have done to date has been on the minimum wage and on zero-hours contracts. It is all right for them, because they live with us. We always have food in the fridge and there is always a washing machine for them to use—occasionally, admittedly. They would like to earn more. However, the women they work with are trying to pay rent, feed children and run a family, and they cannot do so on the minimum wage, particularly where we live in outer west London.

The hon. Member for Airdrie and Shotts (Neil Gray) pointed out that the new national minimum wage applies only to people who are 25 and over. That might not affect as much young people who still live in the family home where a number of people are bringing in money, but many young people under 25 live on their own and have to pay rent and household bills. Why should they be left out of the new national minimum wage, which is effectively a rebadged minimum wage?

[Cat Smith]

Is my hon. Friend aware of any shops that will sell a loaf of bread or a pint of milk for less money to someone under the age of 25 than to someone over the age of 25? Should not a living wage be enough to live off? When living costs are equal, we should have equality in the living wage as well.

[Ruth Cadbury]

My hon. Friend is absolutely right. That is why the Living Wage Foundation carefully researches what a living wage should be. A living wage should be enough to live on, which is why the living wage is fully researched and accredited, and why it is higher in London than in the rest of the country.

--- Later in debate ---

[Mr George Howarth (in the Chair)]

Order. The hon. Lady is making a very tenuous link. I hope that Ruth Cadbury will not be led down that particular primrose path.

[Ruth Cadbury]

If that is your wish, Mr Howarth, I will not.

I return to the contribution of the hon. Member for Airdrie and Shotts, who spoke of his hopes for his baby daughter and her working future. Let us all hope that when she joins the workplace, she will be able to earn the same as the young men of her age, whatever sector she goes into and at whatever level. We all hope for that for our children and grandchildren, and those of our constituents.

The hon. Gentleman outlined the work done in Scotland by the Scottish Parliament and by local authorities. That is to be commended. As he said, low pay is a symptom and a cause of inequality, and Labour Members all have sympathy with that point.

My hon. Friend the Member for Lancaster and Fleetwood (Cat Smith) said much that was absolutely appropriate and added much to the debate. She particularly captured the issue of discrimination by picking up on my true anecdote about the recruitment for the position of Santa Claus at a Christmas grotto in a local store in Wales, where Mrs Claus was to be paid half the amount that Santa Claus would receive. She pointed out that Santa would not be Santa without Mrs Claus supporting him and working with him. She is absolutely right. That might be a funny story but it happens day in, day out in workplaces across the country.

[Mr George Howarth (in the Chair)]

Order. I point out to the hon. Lady that the story is less funny than the first time she told it.

[Ruth Cadbury]

I do apologise, Mr Howarth.

My hon. Friend the Member for Lancaster and Fleetwood also pointed out that we should be talking not about five C’s, but about six. Her mother’s experience as a classroom assistant is absolutely true, and I would say that well over 90% of classroom assistants are women and are on low pay. It is right that they are paid adequately and are recognised for the valuable work that they do supporting our children.

The Minister comes from a women-dominated family, as many people would say I do, but we are not here to speak for ourselves and our immediate families. We are speaking for the women we represent, which is why we are in this place and why we believe that this debate is vital. As I said, I am sorry that there are not more Members from the Minister’s party here. He was right to pay tribute to my right hon. and learned Friend the Member for Camberwell and Peckham (Ms Harman) for the contribution that she has made in this place over many years.

I commend the Government for the efforts that they have made so far in recognising that there is a wage gap and an issue of low pay, and that childcare is a major issue, particularly for women.

Although the Minister initially concentrated on board pay and high-level executive pay, he finally got on to the issue of low pay. As many colleagues have said, there is an awful lot more that the Government could and should be doing. As I said in my opening speech, and as others also said, it will take time to implement the new national minimum wage. We will not even have a review for two years, and it will not be fully implemented until the end of this Parliament, which is too long for women in this country to wait. It is worth repeating that 85% of the Government’s benefit and tax credit cuts will hit women. The Government are giving with one hand and taking with the other.

Question put and agreed to.

Resolved,

That this House has considered women and low pay.