In the wake of International Women’s Day urging us to be bold for change, Paula Chan analyses workplace hot topics featuring on her agenda for change on IWD 2017.

Be bold for….Closing the Gap

The World Economic Forum predicts that the gender pay gap is not predicted to close entirely until 2186. The Gender Pay Gap (GPG), currently 18.1 per cent, is the difference between the average pay of men and of women.

2017 marks the arrival of the GPG Reporting Regulations. The Regulations require employers with 250 or more employees to publish information relating to the average pay of women and men and disclose their GPG. Whilst putting the gap on the map should be celebrated, the opportunity for change has been missed. There are no sanctions for non-compliance, and no requirement to take positive steps to close the gap.

Employers should not rest on their laurels though. Amongst other things, non-compliant employers face the risk of naming and shaming, employee relations issues, and the loss of their best talent to employers adopting a more transparent approach.

And whilst there aren’t sanctions for non-compliance, the Regulations may just be the catalyst for a shift in culture which sees employers taking the initiative to close the gap without being forced or even asked to, making their workplace a better and brighter place.

Be bold for….Pregnancy and Maternity Rights

Last year a call was made for urgent action by the House of Commons Women and Equalities Committee to give pregnant women and new mothers more protection. The Committee reported that the number of expectant and new mothers forced to leave their job has doubled over the past decade to 54,000 a year, with many being dismissed, singled out or forced out of their job.

The committee pressed ministers to publish an ambitious plan within the next two years to improve the working rights of pregnant women and new mothers. They called for a law, similar to one in Germany, which prevents pregnant employees being made redundant except in extremely rare cases. The committee called for the three month employment tribunal time limit for pregnancy and maternity discrimination claims to be doubled to six months, allowing new mothers to spend time with their new baby without trying to meet an already challenging three month tribunal deadline.

It’s 2017. Women shouldn’t need to continue to pay the motherhood penalty. Urgent action is well overdue.

Be bold for…..Eradicating harassment and gender stereotypes

Recent research carried by the TUC found that more than half of women say they have experienced sexual harassment at work, including unwelcome jokes of a sexual nature, comments of a sexual nature about their body or clothes, and unwanted touching.

The accusations of groping and mistreating women made against Donald Trump sparked outrage and served as a timely reminder that despite the progress that has been made, we still have a long way to go.

Harassment and sexism have no place in the modern workplace. It’s not office banter and it shouldn’t be tolerated anymore.

Be bold for….Speaking up

For those not ready to wait, we remember Nicola Thorp who put sexism on the map when she started a petition after being sent home unpaid for refusing to wear high heels. It takes just one brave individual to make a big difference for many, and to start a trend of change. If you feel you are being unfairly treated or discriminated against, or witness unfair treatment, then it’s time to speak up or support others who do. You are protected in law against being victimised because you raised a concern about discrimination or harassment, or assist others to do so.

We celebrate IWD’s appeal to be bold. As well as being bold for change, we are ready to be bold for closing the gap, for maternity and pregnancy rights and for eradicating harassment and sexism. And finally, we are ready to speak up.