1. This equipment was donated by Thompsons solicitors Getting Equal: Implementing the Gender Equality Duty Monday 14 th May 2007

2. The Gender Equality Duty and Employment Barbara Limon Gender Equality Duty Manager Institute of Employment Rights GED Monday 14 th May 2007

3. To cover… Overview of the duty What public authorities must do, and What it means in practice What will EOC/CEHR be looking for Institute of Employment Rights GED Monday 14 th May 2007

4. Majority of public sector workforce female – but largely run by men –73% senior civil service, 79% council CEOs Public sector pay gap smaller – but still significant: GB: 17% per hour full time and 38% per hour part time Public: 14% full time and 33% part time Institute of Employment Rights GED Monday 14 th May 2007 Public Sector Pay Gap

5. Institute of Employment Rights GED Monday 14 th May 2007 How GED should help Before: –Reliance on individuals taking action –Remedies are individual too –Slow, complex and cumbersome After: –Puts onus on institutions to act and to act strategically

6. The gender duty is all about… Institute of Employment Rights GED Monday 14 th May 2007 Speeding up progress Outcomes, outcomes, outcomes Policies and services, not just employment Men as well as women Trans people – for employment, FE & HE issues for now, for goods and services after Dec 07 Prioritisation: relevance and proportionality = big issue, big action An enforceable call to action

7. The general duty Institute of Employment Rights GED Monday 14 th May 2007 Equality Act amended SDA to place a statutory obligation on all public authorities, when carrying out their functions, to have due regard to the need to: –eliminate unlawful discrimination and harassment –promote equality of opportunity between men and women

8. The general duty Public authorities: “any person who has functions of a public nature” –No definitive list of public authorities –Also applies to private and voluntary sector bodies carrying out functions of a public nature Functions: policy-making; service provision; employment; procurement Institute of Employment Rights GED Monday 14 th May 2007

9. The specific duties are Set and implement gender equality objectives, published in a scheme and action plan Consider setting gender pay gap objectives In order to set those objectives: –gather and use information on how your work affects gender equality –consult relevant stakeholders Gender impact assessment of all policies and practices – new and existing Report annually and review every three years Institute of Employment Rights GED Monday 14 th May 2007

10. Meeting the general duty To eliminate discrimination and harassment and promote equality of opportunity –Includes discrimination on grounds of gender reassignment –Includes harassment –Includes discrimination unlawful under EqPA – EOC Code of Practice/EPR most effective Proactive, not reactive Institute of Employment Rights GED Monday 14 th May 2007

11. Meeting the general duty Data collection; analysis; impact assessment;action; monitoring to inform further action Workforce, union involvement; agreed timescales Proportionality – prioritising action that will address most significant gender inequalities Not necessarily about number of people affected but seriousness/extent of discrimination or inequality Proactive, not reactive Institute of Employment Rights GED Monday 14 th May 2007

12. Meeting the specific duties When considering objectives need to: – ‘consider the need to have objectives that address the causes of any differences between the pay of men and women that are related to their sex’ –Assess impact of policies and practice on men and women Institute of Employment Rights GED Monday 14 th May 2007

13. Pay duty Seems vague, BUT Information + consultation with staff and unions + duty to consider pay objective = if you have a staff pay gap, you will need to set and implement a pay objective Code of Practice requires you to justify any decision not to set a pay objective in your scheme Covers all the causes of the pay gap Institute of Employment Rights GED Monday 14 th May 2007

14. Causes of the gender pay gap Discrimination: Pay discrimination; Pregnancy discrimination Impact of caring; Lack of flexible/part time working Occupational Segregation:Horizontal and vertical Institute of Employment Rights GED Monday 14 th May 2007

15. Employment practices: gender pay gap Find out if you have a gender pay gap & identify the causes Risk of non- compliance if insufficient evidence gathered Consult employees & trade unions Duty to take account of any other information it considers relevant eg existing collective agreements such as 2004 single status Institute of Employment Rights GED Monday 14 th May 2007

16. Some myths and misconceptions GED makes it easier to lodge equal pay claims  GED does not change how claims are lodged or argued  GED cannot be used as basis of ET claim GED will force private contractors to carry out equal pay reviews  Unlikely  Contracting authorities can require contractors to comply with the Equal Pay Act GED changes what’s lawful and unlawful under the rest of the Sex Discrimination Act  This is not the case. Where single sex provision is lawful now, it remains lawful. Institute of Employment Rights GED Monday 14 th May 2007

17. What EOC will be looking for EOC/CEHR will assess compliance on: –Quality of information –Involvement –Transparency –Proportionality –Effectiveness Its not about the paper, its about the action Institute of Employment Rights GED Monday 14 th May 2007

18. Enforcement General & specific duties are legally enforceable –General duty, through judicial review –Both, through compliance notices by EOC/CEHR –EOC/CEHR can apply to county court for order requiring authority to comply EOC enforcement powers will pass to CEHR from 1/10/07 Institute of Employment Rights GED Monday 14 th May 2007

19. Further Information www.eoc.org.uk/genderduty Institute of Employment Rights GED Monday 14 th May 2007