Gender Reassignment Discrimination Cases Uk Yahoo

200 BBC staff, women and men, have now written to Tony Hall demanding pay transparency at the corporation. Be in no doubt, if this idea were to catch on, this would be transformational for gender equality and for our workplace culture.

Transparency – a dictionary definition is “being done in an open way, without secrets”.  When it comes to pay we are far from achieving that.  It is our British way not to want to talk about our salaries, somehow we think that it’s better that way, or that we stand to lose by telling others what we earn.  But for women in particular many of us are almost certainly going to find that we stand to gain if we have that pay conversation with our colleagues. Why? Well, take a look at the BBC, or Tesco’s, or Asda or local authority after local authority. In these cases, when women are able to compare their earnings directly with their male colleagues they find that they are earning less (in some cases, significantly less) than the men, and they have been for some time. Either for doing equal work or work of equal value, both of which are covered by our equal pay legislation.  So getting the information is the first step towards challenging it.

What the Government has legislated for is gender pay gap reporting, which is very welcome but does not provide full transparency. It requires companies to report their gender pay gap figures and where women and men are in different quartiles of the organisation.  So far approximately 1,500 out of 8-9000 companies have reported. They have to publish by 4th April this year, so the clock is ticking. Gaps vary widely but we get a picture of inequality and a productivity gap, and we can also see their bonus pay gap figures – which at 70-80% is double their pay gap or more.  There is no way that men are 80% more productive than women, yet somehow we find highly paid men awarding other highly paid men large bonuses.  Perhaps shareholders should be asking why? Where’s the value?

The average figures mask a range of causes. It might be men dominating senior roles and women at the bottom, it might be because men occupy the better paid sectors of the workforce within the organisation, or because of the unequal impact of caring roles.  Or, at least part of the gap might be because there is pay discrimination.  But unless you can find out what your colleagues earn, you just won’t know and the average figure can’t tell you.  But the employer, when reviewing their pay systems is in a position to know and should act on it. 

We are now hearing of teams within companies deciding to share pay information. This is a good way to at least start to change the culture and to use the power and influence you do have to try to change the rules of the game.  If you do find someone earning more than you and you believe you should be earning the same then you can challenge it, first through internal processes and then if necessary via a tribunal claim.  Many women who do bring a case settle before it reaches tribunal and for good reason. Equal pay claims can last years, over 10 years in some of the local authority cases.  But if they win their claim they can get up to six years back pay.  Fawcett’s recent law review looked at this issue in-depth and recommended that tribunals apply time limits to cases – they should last months, not years. We also argued for injury to feelings payments, similar to other discrimination claims, and that pension contributions should be part of any settlement. At present that isn’t guaranteed.

But the truth is we all have the power to crack this issue at its foundations simply by turning to our colleagues and saying – how much do you earn then?

In 2006, TIME magazine named “You” as the Person of the Year, recognizing the shift that had taken place on the internet. Users had become the drivers of the World Wide Web. YouTube made users producers, Wikipedia made users experts and MySpace made people stars. Users were tired of being passive so they stopped being the audience, and TIME’s cover headline read, “You control the Information Age. Welcome to your world.” Nothing has been more true.

The same shift is happening now in the women’s movement.

Women have been fighting for equal rights for generations, for the right to vote, the right to control our bodies and the right to equality in the workplace. And these battles have been hard fought, but we still have a long way to go, and our victories are under threat. Equality in the workplace — women in a range of fields from domestic work to the entertainment industry can tell you — it’s still just a dream.

January 2017 marked a new moment for women as millions gathered around the country and the world, and launched our Web 2.0 of the women’s movement. We knew President Trump’s administration wasn’t going to listen to us. But we marched to be heard not by the president or a political party, but by one another.

While previous marches focused on specific issues, this time we wanted to raise them all. Years of activism by women organizers leading the Black Lives Matter movement, the Dreamer immigrant youth movement and leaders like Tarana Burke, founder of “Me Too,” created a new foundation for how we understood and made connections between our different experiences with violence and inequality.

And we began to listen to our own stories, and respond, at scale. We heard women with disabilities share their health care stories at Town Hall meetings and we called Congress in unprecedented numbers to protect our care. We heard Susan Fowler’s year at Uber, and we called for accountability in Silicon Valley. We heard our sisters speak about harassment in the workplace and we named names and even got some out. We heard actresses tell of their casting couch experiences and we made The Weinstein Company toxic. Farmworker women listened to women in Hollywood, and recognized their own stories in the courageous truth-telling they heard. Our capacity to listen exploded with the number of voices speaking until the cultural momentum of #MeToo became unstoppable.

And that’s when it happened. We stopped looking up, to those in power, and started looking around at the women standing beside us — from different backgrounds, working in different sectors, of different ethnicities, with different stories — and realized our strength is in our diversity not our singularity, and the power that we need to claim is our own.

We shifted from focusing on protesting laws to lifting each other up to become the lawmakers. Danica Roem is now the first transgender person to serve as a state legislator in the country. In fact, more women than ever have decided to throw their hats in the ring and run for public office. We grew tired of reporting sexual predators, so we, following the leadership of black women, went to the polls and voted for Roy Moore’s opponent.

We’re writing a new playbook for power. We are growing our organizations, taking over others and forming new ones. We’re working together, refusing to be isolated and doing what it takes to get the job done. Because that’s what women have always done.

We have seen the effects of this shift already in 2018. When yet another mass school shooting took place in Parkland, Florida we saw the rise of Emma Gonzalez, an 18 year-old student tired of the lack of action on gun control by the powers that be. At the Oscars last weekend, Frances McDormand invited producers to meet with all of the other female nominees because “we all have stories to tell and projects we need to be financed,” and called for “inclusion riders” to make sure storytelling is inclusive both in front of and behind the camera. Farmworkers and domestic workers, the two groups of women workers who have been the most systematically excluded from protections at work, are mobilizing to Washington, D.C. to demand new protections from sexual harassment for all women.

The message is loud and clear: We’ll take over from here, thanks. The rate things have been going, we’re certain we’ll do a better job. When Lev Grossman wrote the feature for TIME’s Person of the Year in 2006, he said, “It’s about the many wresting power from the few and helping one another for nothing and how that will not only change the world, but also change the way the world changes.” The same is true of the power shift we are witnessing with women.

We are watching women create the world we want to live in — not only changing the world, but also changing the way the world works. This year Golden Globe attendees who are part of #TIMESUP invited activists, myself included, as their “plus ones” because they know this movement will only be successful when all women are successful.

This International Women’s Day is about every single woman. It’s about every LGBTQ woman and every woman of color, every Hollywood actress and every domestic worker, every woman who loses a job to an under-qualified man, every woman who has been assaulted because of her gender whether she works in the spotlight or in the shadows. Every last one of us.

We’re done with asking for things to change; we’re making change ourselves. And so far it looks pretty good. It’s only March, but every single woman is the Person of the Year. Welcome to our world.

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