Gender

What do we mean by ‘Gender’?

‘Sex’ is a protected characteristic, by which we mean a man or a woman.
Gender refers to the socially constructed roles, behaviors, activities and attributes that a particular society considers appropriate for men and women. It is often associated with the binary categories of male and female, but can also encompass non-binary gender identities. Gender is not necessarily linked to biological sex, but rather is influenced by cultural norms and expectations.

What is the UK law on gender in the workplace?

In the United Kingdom, there are several key laws and regulations in place to address gender equality and prevent discrimination in the workplace. The primary legislation governing gender equality is the Equality Act 2010. This act provides a comprehensive framework for tackling discrimination and promoting equality across various characteristics, including gender.

Under the Equality Act 2010, it is unlawful for employers to discriminate against employees or job applicants on the grounds of gender, which includes both men and women. Discrimination can take several forms, including direct discrimination (treating someone less favorably because of their gender), indirect discrimination (applying policies or practices that disproportionately affect one gender), harassment (unwanted conduct related to gender that creates a hostile or intimidating environment), and victimization (treating someone unfairly because they have made a complaint about gender discrimination).

The law also mandates that employers take proactive steps to ensure gender equality in the workplace. This includes promoting equal pay for equal work, ensuring equal access to training and development opportunities, and eliminating gender-based barriers to career progression. Employers are encouraged to regularly assess their policies and practices to identify and address any gender-related disparities.

Additionally, the UK government has introduced regulations requiring companies with 250 or more employees to report on their gender pay gap. This means that larger employers must annually disclose information about the pay differences between male and female employees within their organization, helping to shed light on gender disparities in pay and driving greater transparency and accountability.

In summary, UK law on gender in the workplace, as outlined in the Equality Act 2010, is designed to protect individuals from gender-based discrimination, harassment, and victimization. Employers are expected to actively promote gender equality and take steps to address gender pay gaps. The requirement for gender pay gap reporting adds an extra layer of transparency to encourage businesses to take meaningful action to reduce disparities in pay and career opportunities based on gender.