Women feel responsible to change their behaviours and actions to prevent misogyny at work. This burden can be both personally and professionally risky, and it can prevent women from reaching their potential and limit career advancement.
Recent events have prompted employers to take a broader view of the safety and wellbeing of women at work.
It is clear that employers have not kept up with the latest employment laws protecting women’s rights.
Recent trends
The misogyny that women face at work is inescapable. From the #MeToo campaign of 2018, to the fact that working mothers lost their jobs in far greater numbers than fathers, and even the latest headlines highlighting shocking comments and behaviour from the Parliament.
In the London employment department of JMW Solicitors we have witnessed a noticeable increase in discrimination related to pregnancy and maternity over the last year. Women often feel unsupported while pregnant or on maternity leave. We have also seen cases in which women returned to work to discover that their position had disappeared, or they were passed over for promotion by a male colleague.
The Employment Tribunal recorded a high number of claims for pregnancy and maternity discrimination between 2019 and 2020. This suggests that female employees feel empowered to report wrongdoing. The increase in cases does show that employers are lagging behind when it comes to protecting women’s rights.
There have been cases where female workers have expressed concern about ‘old boys clubs’ in their organization. It has mostly been employers with an inherent culture that men have a dominant role in the workplace, and use this to intimidate women or limit their opportunities.
Women may feel that this type of culture is forcing them to quit their jobs due to the lack in career advancement and, in some cases to file sex-discrimination claims. Employment Tribunal litigation is a public process. Businesses need to identify this culture and eliminate it before it’s too late.
Shifting the burden
It is important to note that the focus must shift away from women as being solely responsible for solving these problems and instead, everyone in the firm needs to take meaningful steps to combat sexism. The male allyship tool is crucial to achieve change. All employees should commit to make a difference by changing their language and behavior, as well as calling out others to help create a safer workplace.
In order to achieve gender parity, it is important to encourage all employees, regardless of their gender identity, participate in the discussion.
Sadiq Khan’s campaign, which was launched recently and aims to combat misogyny by encouraging men to have a conversation with themselves and others to prevent misogyny is an example of such an initiative.
In order to achieve gender parity, it is important to encourage all employees, irrespective of their gender identity, to take part in the discussion. Men must also be willing to take on the responsibility of change, act as allies, and challenge unjust beliefs, practices, and structures in order to create an equal workplace.
Misogyny: practical steps to combat it
1. Rethink your policies
Employers can assist by having clearly drafted policies that outline the required standards of behavior for people of all gender identities. Consider policies and employee handbooks that can be improved or implemented to help women who may face unfair treatment.
Policies against harassment and bullying are essential to promote a policy of zero tolerance for these behaviors and set clear standards. If employers haven’t taken reasonable measures to prevent this behaviour, they may be held liable.
Employment Appeal Tribunal has recently highlighted that it is important to have up-to-date anti-harassment policies and diversity training which are genuinely fit for their purpose. This shows the value of having policies and procedures that are up to date, legally compliant and up to date.
Statistically, women are the primary caregivers. Investing in policies that support families is a valuable way to help them. Employees are increasingly utilizing flexible working hours, shared parental leave, and childcare arrangements. However, employers must promote and encourage the use of these working practices.
Family-friendly policies can also help to motivate employees and attract top talent.
2. Dealing with complaints effectively
Employers must take complaints seriously, and ensure that all procedures are followed, including grievance and disciplinary processes. If you ensure that your staff has received the training they need to deal with complaints and have a consistent, reliable approach, employees will have more faith in the employer to be able to resolve the issue.
3. Creating an environment that is safe and supportive
Help your employees feel confident and comfortable to raise issues with HR, or to have a dedicated support system within your company. Equality, diversity and inclusion committees provide a forum where everyone can feel comfortable and confident to voice their ideas on how to make the workplace more inclusive and to raise any specific areas of concern.
Both employers and employees can benefit from a diverse and inclusive workforce that promotes equality for all gender identities.
The effects on the workforce
Sexist and misogynistic behaviour can be detrimental to an employer. Women may feel that they are not given the opportunity to advance in their careers or are forced into stereotypically “feminine” roles. It is a sure way to lose valuable female talent and damage the employer’s image.
The performance of employees, their sense of belonging, their mental health, and their job satisfaction will all improve if you take proactive steps to create an improved work environment for women. Employers and employees alike will benefit from a diverse and inclusive workforce that promotes equality for all gender identities.
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