International Women’s Day — House of Commons, 2019-03-07
Topic: Civil Rights
Maria Frances Lewis Miller (Conservative, Centre-right): The hon. Gentleman raises a really important point. I think that the biggest amount of progress has been in the Government making companies publish their gender pay gap; for the first time ever, the pay gap has become an issue that is on the agenda of businesses throughout the country. However, in answer to the hon. Gentleman’s question, there has not been nearly enough progress. Although the gender pay gap has all but evaporated for women under 30, for older women it is alive and well, and we need to resolve it. I will come to that issue later in my speech Like my hon. Friend the Member for Walsall North (Eddie Hughes), I believe in equality of opportunity. We need to continue to look for ways of ensuring equality of opportunity for women in our communities. As women we are resilient, but we are so resilient that we sometimes need to stop and appreciate the blatant discrimination that still pervades our lives every single day, and which still denies some women the level playing field of opportunity. Too many women’s confidence is sapped—their career even destroyed—by bullying and sexual harassment at work. Forty per cent. of women in this country, and millions more around the world, suffer sexual harassment That issue was well highlighted this week by the day of action that the hon. Member for Birmingham, Yardley (Jess Phillips) and I hosted, when women from across the country, supported by CARE International, came into Parliament to lobby Members of Parliament to support the new International Labour Organisation global convention, which will outlaw sexual harassment and abuse at work in every country in the world, if it gets the support of their Governments Discrimination is still blatant because so much of the enforcement of the laws that we have passed in the UK is not working as we would want it to. In the Government’s new good workplace report, they set out the importance of enforcement of workplace rights, and they are right to do so. However, I urge the Minister for Women also to look at the enforcement of anti-discrimination laws and the laws that pertain to health and safety, as well as others that are being looked at as part of the good workplace report. Legislation puts enforcement powers for those anti-discrimination laws into the hands of the Equality and Human Rights Commission, but if it is not exercising those powers, we should give them to somebody who does. No one should be prepared to stand by and watch more than 50,000 women a year leave their jobs simply because they are pregnant, even though we already have laws in place to prohibit that. One in eight women in this country want to start their own business, often as a way to create their own business culture, yet they find that just 9% of funding for start-ups goes to women, despite women-led businesses delivering double the returns on investment for financial backers. When a woman looks to Parliament to fix the problem, she might see a very strong Prime Minister admired for her resilience, but on these green Benches—well, perhaps not today, but usually—she will see that just one in three MPs are women. As I have said, the most important way to build in a resilient equality between men and women is through women’s economic empowerment—women’s full participation in work, including here The truth is that many of the barriers in women’s workplaces, including those that remain here, are in need of reform. With regard to the laws that we are so proud of having passed in this place, the reality is that a lack of enforcement on the ground often makes them worse than useless for many women. Most women do not work in the City of London, in large accountancy or law firms or in City institutions that may have modernised their approaches. Our constituents face a very different workplace, often still stuck in the ’70s, with presenteeism, a long hours culture, a lack of flexible working, employers who routinely use non-disclosure agreements to cover up discrimination, and management who look down on dads who want to take parental leave to share in the care of the newest members of their family.