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Azure Jane Lunatic (Azz) 🌺 ([personal profile] azurelunatic) wrote2017-03-10 12:00 pm
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[personal profile] azurelunatic 2022-03-06 08:52 pm (UTC)(link)


17:16:00

Paula Sherriff (Dewsbury) (Lab)
It is a pleasure to serve under your chairmanship, Mr Hanson. I am grateful to my hon. Friend the Member for Warrington North (Helen Jones) for the powerful way in which she introduced the debate on behalf not only of the Petitions Committee, but of the more than 150,000 people who signed the petition. I also pay tribute to the incredible lady—Nicola Thorp—who started it.

Nicola’s actions on that day in December 2015, when she was given the choice—I use the word “choice” with the loosest possible meaning—either to return to work with a pair of high heels or to leave work and forfeit a day’s pay, has the potential to change the experiences of women in the workplace. She acted not just for herself, but, as we can see from the subsequent inquiry by the Petitions Committee and the Women and Equalities Committee, for thousands of women up and down our country.

Given that 150,000 people signed the petition and the more than 700 responses to the inquiry’s web forum, it is clear that Nicola’s experience was not an isolated incident. The inquiry took evidence on the medical effects of the prolonged wearing of high heels, which the College of Podiatry describes as “disabling”. As we heard from a number of hon. Members this afternoon, that includes severe pain, knee, hip and spine problems and stress fractures. It places older women or perhaps those with disabilities—already marginalised groups—at a particular disadvantage and impacts on women’s performance at work.

As reported by many of the respondents to the inquiry, women often find such dress codes humiliating, degrading and demeaning, designed not to guarantee a professional image of the employer but to sexualise women employees. Evidence in the Committee’s report highlights just that, with one respondent saying:

“For me personally, it was a bit dehumanising and humiliating to be made specifically to wear items of uniform that sexualised my appearance or enhanced my sexuality—no aspect of the men’s uniform was designed to enhance their male sexuality.”

Such dress codes are based on the objectification and sexualisation of female employees. They hinge on the requirement for someone else in the workplace to appraise the physical appearance of those staff members. Gender-based dress codes create working environments where women are vulnerable to sexual harassment, not only from their employer, but from customers and clients. Furthermore, any such level of objectification, clearly based on a particular understanding of beauty and gender stereotypes, may have negative implications for women who do not conform to them. As the inquiry heard, there may be homophobic or racist connotations for women employees. In common with the hon. Member for East Renfrewshire (Kirsten Oswald) but unlike my hon. Friend the Member for Heywood and Middleton (Liz McInnes), I own a plethora of high-heeled shoes—perhaps more than some would consider necessary—but I choose when I want to wear them, and that is becoming increasingly rare these days, as my age increases.

These stereotypes do not just impact on women currently in employment; they are pernicious, feeding down to the standards that young girls and women believe are expected of them. According to Girlguiding’s “Girls’ Attitudes Survey”, 36% of girls aged seven to 10 say that people make them think that the most important thing about them is how they look, while 47% of girls aged 11 to 21 say that how they look holds them back most of the time. Tellingly, 86% of seven to 10-year-old girls think that girls and boys have the same chance of being successful in their future jobs, but that falls to just 35% when asking 17 to 21-year-olds. Gender-based dress codes are a cause and a consequence of a nasty and corrosive sexism that conveys that women are little more than dolls to be dressed or objects to be presented. The codes feed portrayals of women that make girls believe that their most valuable asset is not what they say or do, or how hard they work or apply themselves, but how they look. I am rarely lost for words, as I am sure many of my hon. Friends here would agree, but having heard about the mandatory make-up requirements in some workplaces, I am at a loss. We cannot overestimate the implications for young girls’ physical and mental health, self-worth and aspirations.

The inquiry made a number of recommendations. In particular, the Select Committee on Women and Equalities and the Petitions Committee focused on women’s ability to challenge such dress codes and made recommendations on the role of tribunals. Unsurprisingly, the sectors recognised as having the most discriminatory dress codes are travel and tourism services and the retail and hospitality industry, which are known for low-paid and insecure working environments in which women are significantly over-represented. As we heard from my hon. Friend the Member for Warrington North, many women are deterred from applying for certain jobs by such dress codes.

Those deep and corrosive structural barriers are at the core of women’s economic inequality and allow some companies, as evidenced in the Committees’ report, to treat women poorly in the knowledge that they do not have access to recourse. How does the Minister plan to tackle sectors that rely on insecure working practices, and how will she better support employees in those sectors to access recourse?

According to the TUC, since the introduction of employment tribunal fees of up to ÂŁ1,200, the number of people taking a claim against their employer has dropped by 9,000 a month, which has direct implications for women. Between January and March 2014, just 1,222 sex discrimination claims were made to an employment tribunal, compared with 6,017 in the same quarter in 2013. That represents a huge fall of 80%. On 31 January 2017, the Government published their review of employment tribunal fees, admitting that the fall in claims has been significantly greater than was estimated when fees were first introduced.

As the inquiry shows, sometimes the only way that women can enforce their rights at work is through employment tribunals. How on earth can the Government claim to show any commitment to tackling sexist and discriminatory working practices when they have effectively priced women out of their own employment rights? The situation is compounded by the Equality and Human Rights Commission’s failure to bring test cases in relation to working practices, which comes as no surprise given that the Government have cut its budget to shreds. How will the Government ensure that the EHRC has the necessary budget and resources that it needs to bring test cases to uphold anti-discrimination laws?

Nicola Thorp’s actions and her subsequent petition are a lesson to us all about the importance of hearing directly about women’s experiences. It may never even occur to many in this place that women in the workplace can and regularly do have a markedly different experience from men. Expectations placed on women in the workplace, whether they are written down in a dress code or hinted by a manager, or stare out of an advertisement board or a newspaper, shape the way that women are treated in the workplace. The consequences of those expectations, the humiliation and even, sometimes, the physical pain can and do change how women interact with their work and the world around them.

Ahead of International Women’s Day on Wednesday, every Member of this House should do our utmost to hear directly from women and understand what they experience. When we do hear from women, it is not enough just to recognise their experiences of sexism and discrimination; we must act to tackle it.

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[personal profile] azurelunatic 2022-03-06 08:52 pm (UTC)(link)
17:23:00

The Parliamentary Under-Secretary of State for Women and Equalities (Caroline Dinenage)
It is a great pleasure to serve under your chairmanship, Mr Hanson. I thank the hon. Member for Warrington North (Helen Jones) for securing this important debate and for setting out the issues so clearly, and in some cases shockingly, in her opening speech. I congratulate all the other Members who have taken part.

I am grateful to the Petitions Committee and the Women and Equalities Committee for their report on high heels and workplace dress codes. It is clearly concerning, and highlights both unacceptable behaviour and the persistent challenges faced by some women in the workplace. I am most grateful to Nicola Thorp and other brave whistleblowers like her who have shone a light on this important issue.

Let me be clear: the Government will not tolerate any form of discrimination on any grounds, including gender. As the hon. Member for Dewsbury (Paula Sherriff) said, it is International Women’s Day this Wednesday, so this debate could not be more timely. The international theme this year is “Be Bold for Change”, and our own national theme is supporting women in the workplace. When it comes to supporting women in the workplace, we mean to be bold, including by enforcing strong laws to tackle sex discrimination at work, including dress codes.

We should renew our efforts to be bold for change. After all, we have had anti-discrimination laws in this area for over 40 years, yet it is a safe bet that this sort of dress code has still existed under the radar, and that female employees have put up with discrimination because “that’s the way things are”. However, whether shod in heels or flats, we are collectively putting our foot down. Attitudes are changing, and this petition has brought that change clearly into the public domain.

However, this is not just about shoes; it is way bigger than that. It is about how people are treated in the workplace, and this debate is specifically about how women are treated in the workplace. We have a higher number of women in work than ever before, but it is essential that they should feel comfortable and confident in their employers’ due regard for their health and wellbeing. They should feel empowered to do their best and be rewarded for their hard work. They should feel confident of their rights and that they can redress a problem where it persists. Employers must meet their legal obligations towards their employees, and we will support them to do so.

We are carefully considering the Committees’ report and recommendations and will be issuing a response later this month. I do not want to pre-empt that response, but the evidence sessions conducted by the Committees were invaluable in setting out the extent of the problem. They highlighted some shocking workplace dress code requirements, such as the requirement to re-apply make-up throughout the day and to dress in a sexualised fashion, supposedly to attract clients and customers. I do not know who should feel most insulted by that: the person being required to re-apply their make-up or the consumers whose intelligence is being insulted by the suggestion that a fresh coat of lipstick will somehow induce them to purchase something.

The report also shows that the problem is compounded by the further issue of health and safety, which many hon. Members have mentioned. If an employer requires staff to wear particular shoes as part of a dress code, they should consider the implications. It is absolutely right that the Committees are shining a spotlight on discriminatory dress code practices. In 2017, such outdated and sexist employment practices should not be part of the workplace.

I am proud that in this country, women have a voice and a way to bring such issues to Parliament. We now have plenty of female parliamentarians—maybe not quite enough yet, but enough to bring this issue to Parliament. However, we must also ensure that women have a choice. Whether they choose to wear high heels or not—we have heard very good cases for and against; personally, at 5 foot 10 inches, I have never really needed a few extra inches—should be up to them, not up to some outdated, dodgy 1970s workplace diktat. I must reiterate that the Government utterly condemn such dress requirements where their effect is discriminatory. We strongly support the existing equality legislation that provides protection to women and indeed men who are treated less favourably because of gender in the workplace, but clearly the legislation must be more widely understood and better enforced.

The Equality Act 2010 clearly prohibits an employer from discriminating against an employee or job applicant because of their sex when deciding whom to offer employment or in relation to the terms on which employment is offered. Dress policies for men and women do not have to be identical, but the standards imposed should be equivalent, meaning that where an employer or an agency supplying staff imposes a dress code, then unless similar or equivalent rules are laid down for both male and female employees, that code may be directly discriminatory. For example, a man may be asked to wear a shirt and tie while a woman is not, but she would be expected to wear equivalent smart work wear. A code that results in a degree of discomfort or expense for a female employee that a male colleague would not be expected to endure is likely to be discriminatory. In the case of a requirement for high heels, as the hon. Member for East Renfrewshire (Kirsten Oswald) pointed out, a blanket rule for women might also be indirectly discriminatory on grounds of disability—for example, if a female employee has difficulty in walking because of a medical condition but is required to wear heels along with her colleagues.

Dress codes can be a legitimate part of an employer’s terms and conditions of service—we accept the importance that some firms place on presenting a smart, uniform corporate image, particularly where services are offered to the public—but such codes must apply fairly to men and women. I was thinking about whether there are any workplaces in which both men and women are required to wear high heels, but the only one that I could think of was the musical “Kinky Boots”, in which everyone seems to wear high heels at the end. Personally, I fail to see why a high heel should be a byword for smartness.

I hope that this case acts as a reminder to employers of their responsibilities and makes employees of both genders aware of their rights under the 2010 Act. However, to ensure that the message is driven home, particularly to employers, the Government and the Equality and Human Rights Commission are taking action. The Government are clear that the law to deal with such cases of discrimination is adequate, but we recognise that some employers lack awareness of the law or even choose to flout it. We are therefore developing guidance for employers, working closely with the Advisory, Conciliation and Arbitration Service, the EHRC and the Health and Safety Executive, in response to the recommendations in the Committees’ report. I welcome the work that the EHRC has already done to raise awareness of discriminatory code practices on social media; I am also aware of, and welcome, the fact that it is looking more generally at how to sharpen and improve its enforcement work under the 2010 Act.

I commend Nicola Thorp and I encourage other whistleblowers to call out employers on these outdated and potentially unlawful practices. These kinds of headlines do not show anybody in a good light, and people should be calling out the employers concerned. Taking that action is never easy, but it is invaluable in raising the profile of the issue and in encouraging employers to review and, where necessary, revise their current dress code practices—as the employer in this case went on to do.

I would like to use this debate to challenge all employers with dress codes to review them and consider whether they remain relevant and lawful. I urge employers to consult the existing guidance available from EHRC and ACAS on the issue, and our forthcoming guidance, which will be prepared with the Thorp petition and the Women and Equalities Committee’s report in mind. Consulting with employees on any proposed dress code may ensure that the code is acceptable both to the organisation and to its staff. In particular, I expect the sectors highlighted in the report—hotels and tourism, travel and airlines, temporary agencies, corporate services, retail and hospitality—to review their dress codes, if they have not already done so. With that in mind, I have recently written to all the trade bodies that represent those sectors. I have drawn their attention to the report and asked them to impress on their members the importance of treating their employees, both male and female, fairly and decently when setting dress codes. I am already beginning to get responses from the trade bodies, and so far they have been very positive.

The hon. Member for Warrington North mentioned that women are sometimes afraid to take complaints against employers further. It is important to emphasise that the 2010 Act has victimisation protections that can give women the confidence to complain about dress codes that may be unlawful, safe in the knowledge that their employer cannot dismiss them for making a complaint. However, there is room for improvement, especially in employees’ understanding of their rights, and the Government have a role to play in that. We will look at how we can improve awareness and understanding of the protections available and how better to enforce them.

To further our ability to spot and respond to this type of discriminatory practice, the Equality Advisory and Support Service has agreed to refer any reports of dress code issues to the EHRC to consider further action. That will ensure that the situation is investigated, that whistleblowers are supported and that we can assess whether further action is required on the part of the Government or other bodies.

The lack of test cases is nothing to do with EHRC budgets. The EHRC has not historically taken on cases of this sort; it has been concerned with taking on strategic cases, generally those that might extend or expand the law, and a basic dress code would not normally be part of that category. However, the EHRC is now looking at strategic cases, to see whether they can include more basic areas of public or parliamentary concern such as this.

We want the UK to lead the way in gender equality in the workplace to ensure that we are a true meritocracy that harnesses the talents of everyone. Making women wear sexualised clothing is about as far away as it is possible to get from our vision of gender parity in the workplace.

The EHRC budget is a bit of a red herring. The EHRC has and will continue to have sufficient funds to fulfil its functions. Its total budget allocation in 2016-17 is ÂŁ20.435 million. To put that in perspective, it has four times as many staff as my entire Department, the entire Government Equalities Office. We are confident that it has sufficient money and resources to continue to fulfil its statutory functions.

We are committed to enhancing the role of women and removing barriers to equality, including outdated practices and attitudes, by tackling the gender pay gap, increasing the number of women on boards, increasing support for childcare costs and ensuring that employers are aware of their obligations to pregnant women.

A number of hon. Members raised tribunal fees. We are currently consulting on proposals to extend the support available under the help with fees scheme. Under these proposals, the gross monthly income threshold for a full fee remission would be increased to £1,250 a month—broadly the level of the national wage. If implemented, the proposals will help people on low incomes.

We have made great progress on tackling gender discrimination, but there is still much more to do, and it is the responsibility of all of us. We will continue to work hard to ensure that women are not excluded from or held back in the workplace because of exactly the type of outdated attitudes, practices and discriminatory dress codes that we have heard about today.

17:36:00

Helen Jones
I thank all colleagues who have spoken in this debate. Among the parliamentarians here, I see women of different ages, shapes and heights. We have all managed to do our job without anyone telling us how to dress—funnily enough, it does not matter. We need to get that message across to employers.

My hon. Friend the Member for Sheffield, Brightside and Hillsborough (Gill Furniss), who has had to leave the debate, spoke about the impact that wearing high heels can have. My hon. Friend the Member for Heywood and Middleton (Liz McInnes) rightly said that the best dress codes are limited in scope and do only what they have to do. My hon. Friend the Member for Dewsbury (Paula Sherriff) pointed out how degrading many women find the requirements imposed on us. The hon. Member for East Renfrewshire (Kirsten Oswald) brought to bear her own experience of working in personnel and set out what needs to be done. As many hon. Members have said, a clear message needs to go out today that employers need to review their practices in this area. I was pleased to hear that the Minister has written to trade bodies to get them to remind employers about their duties under the Equality Act 2010, because too much discrimination still goes on in the workplace.

Anyone who suggests that a woman can only do her job wearing 3 or 4 inch heels does not understand the job and has never spent the day in heels. Anyone who suggests that we choose an airline based on the shade of lipstick worn by the female cabin crew really needs to wake up and smell the coffee. It is outrageous that such things are still going on today. Equality in the workplace should be a given; it should not be something that people constantly have to fight for. It benefits employees, but in the long term it also benefits employers, because it gives them a much more diverse workforce with different skills and attitudes.

I am glad that the Minister has made it clear today that she shares our concern about discriminatory behaviour and that she knows that it is unacceptable. I look forward to the Government’s response to the Committees’ report. In the end, however, women have to be able to enforce their rights; we can get only so far with information and exhortation. At the end of the day, people need to go to a tribunal. It is a long time since I practised law, because I have been here in Parliament for nearly 20 years, but I do not see a difference between what the Minister calls a “strategic” case and a test case. I think they are exactly the same thing and I will be glad to see the Equality and Human Rights Commission taking on some further cases in this area.

I also thank Nicola Thorp, who started this petition. Already, it has achieved a great deal and I hope that we will achieve more in the long term. She put her head above the parapet and endured a lot of abuse on social media for doing so. As I said before, these issues are not trivial; they contribute to a toxic atmosphere in the workplace that demeans women and does not give them equality. I hope that we shall move on from our report to ensure that such equality becomes not just an aspiration but a reality in the workplace for all women, even those who are poorly paid and in insecure jobs.

Question put and agreed to.

Resolved,

That this House has considered e-petition 129823 relating to high heels and workplace dress codes.

17:41:00

Sitting adjourned.

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