by Meg Kneafsey – YEUK Youth Ambassador
Research from the Equality and Human Rights Commission (EHRC) found that 77% of pregnant women and new mothers experience discrimination or negative treatment during pregnancy, maternity, and on their return from maternity leave. This is a staggering increase from 2005, when 45% of women reported this discrimination. Although concerning that any women are still experiencing this shameful discrimination despite legislation, the fact that this is on the rise is even more worrying.
On Thursday 14th July, the issue of maternity and pregnancy discrimination was debated in Parliament. As a YEUK Ambassador, I was invited to attend the pre-debate that was co-chaired by Gareth Thomas MP and the EHRC. With a keen interest, both as young woman and a general advocate for equality in the workplace, it was a fantastic opportunity to see how MPs are directly informed and supported by organisations and testimonials related to the issue at hand. Not only did I present a ‘youth perspective’ but I was interested to see how legislation might ensure that women were not doing two jobs – being expected to work full time and take on the majority of housework and childcare.
What was pronounced throughout the discussion and debate was not a lack of legislation – indeed legislation is clear and hard on discrimination of this type – but a societal attitude towards women who have children. These attitudes and behaviours manifest themselves subtly, even when employers are aware of the law, many still approach the idea of motherhood as a ‘burden’ on productivity.
Backed by facts and figures from the EHRC, Maternity Action, the Young Women’s Trust and Citizens Advice, the discussion also included harrowing testimonials from women who had faced discrimination first-hand. It was clear that this is an issue that affects women from all backgrounds, of all ages, and at any point in their career. Although certain groups, such as young women, were found to be more vulnerable to this discrimination.
Not only considering that having children is a necessity for our society to continue to thrive, these attitudes reflect an archaic notion of parenting with the belief that women are less committed to work after having children. This assumption is not made about men. Men are not questioned about their future plans for marriage and children, neither do they have their commitment to their work scrutinised at the announcement of their first-born, and their job security is not threatened through the choice to have children. It sounds ridiculous if we frame these assumptions at men, but there is still a societal expectation that women should be responsible for the majority of domestic unpaid labour.
It’s not all doom and gloom though. As well as presenting the issues, potential solutions were also discussed. Firstly, a simpler framework for employers and women would guarantee that all parties involved knew what was expected from them. Challenging current loopholes was also discussed including employers using ‘excuses’ to not accommodate for pregnant or working women. A larger emphasis on shared parental leave was also advised; showing that both parents should and can be involved with their child’s upbringing and not leaving the burden on women. Emphasis was placed on ensuring that women knew their rights in the workplace and it was suggested that medical professionals were best-placed to inform women – if given more time and opportunities to discuss this during their work.
Interestingly, research demonstrated that many women were simply unaware of their rights. They accepted the unfair treatment they were dealt. Although employers have a responsibility to follow the law, they’re not perfect. Knowing your rights and articulating them is a simple step to making sure your employer follows the law. Unfortunately, a lot of the time employers are unclear about their responsibilities. There’s lots of support out there to ensure you’re in the know, including the ‘Power to the Bump’ campaign that empowers mums with the knowledge and resources to ensure their pregnancy and return to work is properly accommodated.
Apparently a change of societal attitudes is hard to implement. However, the government seems to have been able to reduce smoking, encourage people to have their ‘5-a-day’, and tackled FGM. Is it really that impossible to change attitudes towards new mothers?
It will be interesting to see how the government handles this complex topic, especially when developing policies post-Brexit. Particularly I’m keen to watch the work on the Women and Equalities Committee that will continue to scrutinise and suggest solutions. As a young woman entering the workforce, it’s disheartening to hear that we are still facing this type of discrimination. I am pleased, however, to see that it is being addressed. For now, it is important that we give women in this position our full support.
I would recommend other Youth Ambassadors to attend a pre-debate discussion if given the chance. Not only do I feel more informed about an important topic, but seeing the process demonstrated how – if passionate about a cause – we can lobby MPs and reach them directly before they present their case in the House of Commons.
Aged 16-24? If, like Meg, you’d like opportunities to share your views on our website and to attend events and debates to represent the views of young people, sign up as a YEUK Youth Ambassador today!
