Chapter 3: Create fair employment and work for all

Creating 'fair employment for all' is essential for economic prosperity and wellbeing. Having diversity, inclusivity and equity within the workplace creates a positive culture and when everyone feels confident and empowered to contribute, businesses can thrive and grow.
(Indeed. (2022). How to create gender equality in the workplace in 10 steps.)

Unfortunately, gender inequality still occurs in many workplaces and is found to widen substantially after women have children.
(Miller C (2017). The gender pay gap is largely because of motherhood. The New York Times.)

However, this doesn't have to be the case. This issue can be solved by companies having shared parental leave policies and enabling and supporting working parents to share childcare more equally. Improving work-life balance benefits and flexible working policies improves opportunities. 

Insurance company Zurich saw a 116% increase in women applying for jobs after it became the first firm in the UK to advertise all its vacancies with the options of 'part-time', 'job-share' or 'flexible working'. It also saw a rise in applications from men.
(World Economic Forum UK (2020). Zurich added these six words to job adverts and more women applied.)

Here, we look at the impact gender has on employment, the impact of the family structure on employment, employment and gender pay and, barriers to employment for women.

Key findings (The Fawcett Society)

Everyone wants balance

68% of people think about whether a job is likely to allow them to balance work and family when considering career choices.

Dads need more support at work

35% of employed dads of under 18's say men in their workplace who take time off to care for children are not supported.

Length of leave

18% of employed dads of under 18's only took between one and five days off at the birth of their child.

Many struggle to balance work and care

32% of parents lie to their boss to take time off to spend with their children - 38% of dads lie.

This is likely to reinforce traditional gender roles around childcare. 

The majority of work around raising children remains the responsibility of mums. '9/10 childcare tasks are mostly the responsibility of my child's other parent rather than my responsibility'.

Old stereotypes about working parents persist

29% of people think men are more committed to their job after having a baby.

46% of people think women are less committed to their job after having a baby

People want equality

Nearly seven in 10 people believe that men who take time off work to look after a baby should be entitled to the same pay and amount as women.

Being in good work is better for your health than being out of work. 'Good work' is defined as having a safe and secure job with good working hours and conditions, supportive management and opportunities for training and development.
(Public Health England. (2019). Health matters: health and work. Guidance)

There's clear evidence that good work improves health and wellbeing across people's lives and protects against social exclusion. Good work enables people to have an income, enables them to have social interactions, to have a core role within society, as well as identity and purpose.
(Public Health England. (2019). Health matters: health and work. Guidance)

On the other hand, unemployment is bad for health and wellbeing. It is associated with increased risk of mortality (for example; dying) and morbidity (for example; illness or disease). It is therefore important that women and men have equal opportunities to good work.
(Public Health England. (2019). Health matters: health and work. Guidance)

We know that social, economic and cultural factors prevent women from entering or remaining in employment. This usually lasts throughout their working life. This is the case in Gateshead, where a lower proportion of women work compared with men (75% compared with 82%).
(ONS. (2022) Annual Population Survey: April 2021 - March 2022 (Accessed from NOMIS))

As discussed in chapter 2, girls outperform boys at each educational level. Yet despite this good academic performance and the positive trends in women achieving a higher education, gender gaps in the workforce remain. Women are over three times more likely to work part time; are less likely to progress in their profession; they usually work in lower paying businesses and jobs; and have lower pension wealth. When in employment, women are less likely to have long term contracts and their work lives are often fragmented by transitions, owing to reproductive and women's health conditions, for example; periods, menopause, as well as caring responsibilities.
(Vijayasingham L, Govender V, Witter S and Remme M (2020). Employment based health financing does not support gender equity in universal health coverage. BMJ 2020; 371)

In contrast, it is men who are more likely to be in employment, at all qualification levels. It is men who are more likely to hold the top positions in the largest public companies. It is men who are more likely to earn considerably more money.
(World Economic Forum UK (2020). Zurich added these six words to job adverts and more women applied)

Employment rates and career focuses

For all adults who had a job, there is a higher percentage of men who are 'economically active' than women for all qualification levels. For example, of all men who have a degree, 94% of them were in employment, compared with just 89% of women. Interestingly, 50% of males without any qualifications were in employment compared with just 31% of females.
(ONS. (2022) Annual Population Survey: January - December 2021. [Accessed from NOMIS, 6 June 2022])

About 71% of women in both Gateshead and England are economically active (for example; are able to work) and are in employment. This is slightly higher than the North East. However, Gateshead has less self-employed women and, more women unemployed compared with both national and North East figures.
(ONS. (2022) Annual Population Survey: April 2021 - March 2022 (Accessed from NOMIS))

NOMIS Employment and Unemployment (April 2021 - March 2022) 
*Unemployed females value for Gateshead is from Jan-Dec 2021 as Apr 2021-March 2022 figure is not available due to the sample size being too small to make a reliable estimate

From a career perspective, women are more likely than men to study subjects related to education,and health and welfare, whereas men are more likely to choose the broad fields of science, technology, engineering and mathematics (STEM). In the UK, only 24% of the STEM workforce is female. Predominantly female professions like social work, nursing and early childhood development remain woefully underpaid.
(STEM Women. (2022), Women in STEM Statistics)

Gateshead College is working to prevent the next generation of female learners from experiencing barriers when it comes to making employment progress. The College is encouraging more females to take up courses that have traditionally been targeted towards males, including mechanics, automotive, engineering and manufacturing courses. And it's great to see that they are getting positive results. This is partly thanks to Charlotte Brass, a female engineering teacher who has drawn on her industry experiences to inspire more females into the sector.

Charlotte states: 
"I had many experiences of men telling me I couldn't do something because I'm a woman, so I came into teaching to show girls they can break the stigma."

Being a very visible female in the engineering sector, Charlotte is making a huge difference to women and girls as they enter the field.

"One of my students said she wouldn't have come to college if she didn't have a female teacher. She didn't think women did engineering, but she came along to an open event and immediately said she wanted to study here. That was great to see, and a real reflection of how things are changing for the better and how we, as a college, are at the forefront of that change."

This is generational change and will lead the way for girls and women to achieve in areas that previously were not possible and is a real success for girls and women of Gateshead.

Career progression

Women remain under-represented at senior level positions within businesses and organisations although there has been another strong year of progress for women on the Financial Times Stock Exchange (FTSE) 350 Boards and continued good progress for women in leadership teams. The companies that started to address the shortfall of women in leadership many years ago continue to lead the way.
( 61

An interesting pattern occurs in Gateshead. Of all women working between April 2021 to March 2022, 6.5% were in 'Manager and Senior Official' positions, compared with only 4.9% of all working men. When looking at 'Corporate Managers and Directors', just 2.3% of working women in Gateshead were at this level, compared with 8.7% of men.
(ONS. (2022) Annual Population Survey: January - December 2021. [Accessed from NOMIS, 6 June 2022])

Nationally, 19% of small and medium enterprises (SME) employers are women-led and this is an increase of 3% points on 2020 figures. However, 19% is still much lower than the 44% of entirely male-led SMEs. There are fewer women-led medium-sized businesses compared with small and micro businesses. The sectors most likely to have women-led businesses are health, education, other services and accommodation and food, with arts and entertainment joining them in 2021.
(Department for Business, Energy & Industrial Strategy. (2022). Longitudinal small business survey: SME Employers (businesses with 1-1249 employees) - UK, 2021)

Evidence has found that a woman's confidence is a bigger obstacle to employment than her competence. When it comes to work-related confidence, men are much further ahead than women. As described by Katty Kay: "Under qualified and under prepared men don't think about leaning in. Overqualified and over prepared, too many women still hold back. Women feel confident only when they are perfect." 
(Kay K (2014). The confidence code: The science and art of self-assurance - what women should know.)

Employment rates have increased for mothers over time. These rates are now higher for mothers than they are for either women or men without dependent children. However, there are still considerably fewer mothers working (75.6%) compared to fathers (92.1%).
(ONS. (2022). Families and the labour market, UK: 2021.)

Nearly seven in 10 (68.5%) of single parents are employed, with over half being employed full-time (51.8%) and under half being part-time (48.2%). So three in 10 (31.5%) lone parent families are not employed and we know that single parents are more likely to be mothers.
(ONS. (2022). Families and the labour market, UK: 2021.)

Single mothers are less likely to be in employment compared with males. Overall, 67.1% of single mothers are employed compared with 80.1% of fathers. This is likely to be because much of the care for the child(ren) is provided by the lone mother.
(ONS. (2022). Families and the labour market, UK: 2021.)

For babies up to one years of age, their mother is most likely to be on maternity leave. Only half of mothers are working as the child reaches two years of age. As the child is aged two to eight years, mothers are more likely to work part time. By the time children reach 16 to 18 years of age, 77.7% of mothers are working.
(ONS. (2022). Families and the labour market, UK: 2021.)

The North East has more lone parent families with dependent children compared with England (124 per 1,000 families compared with 97 per 1,000).
The North East has more lone mother families with dependent children than lone father families (146 per 1,000 families compared with 24 per 1,000).
The North East has more lone mother families with dependent children compared with England (146 per 1,000 families compared with 121 per 1,000).
(ONS. (2022). People in families by family type and presence of children, regions of England and UK constituent countries. 2015 to 2021 edition)
(ONS. (2022). Families and Households in the UK: 2021.)

The impact for single parents is both economic and health-related. Single parents are less likely than parents in 'couple families' to report that they have good general health, and are more likely to report poorer mental health. Changes in the amount and security of money flowing into households that are struggling could have profound impact on a large part of our population and this will particularly impact on single mothers. There is an upward trend in part-time gender pay gap, which has been continuing since 2015. This is because women fill more part-time jobs, which in comparison with full-time jobs have lower hourly average pay.

Age is also a factor in the gender pay gap. For under 40 years, the gender pay gap for full time employees is low, at 3.2% or below. However, when women reach age 40 and above, lower numbers of women progress into higher paid roles. In contrast, men take up the majority of these senior roles with greater pay. As such, the pay gap widens.
(Office for National Statistics. (2022). Gender pay gap in the UK: 2021)

Employers can promote gender equality in the workplace by being transparent about wages, to ensure women aren't receiving less than men in equivalent roles, especially because women are less likely to negotiate their salary.

Despite the benefits and efforts to improve gender equality in the workplace, women still earn considerably less than their male colleagues. The gender pay gap across almost all industries remains stubbornly high.

Nationally, women are paid 16% less than men. The gender pay gap is smaller in Gateshead and in the North East, being 8% for both areas. This difference between national and local reflects the overall lower average income between the North and South and the opportunities for all persons living in the North East and Gateshead. The average salary in the South is £28,274 per year compared with just £23,991 per year in the North. In other words, workers in the South earn approximately £4,283 per year than those in the North.
(Office for National Statistics. (2022). Gender pay gap in the UK: 2021)

According to an ONS estimate, 15,000 (16%) of all employee jobs in Gateshead fell below the Living Wage Foundation rate of £9.90 an hour in 2022. This is equivalent to 6,000 (13.3%) male employee jobs and 8,000 female jobs (18.9%), or 5,000 (8.2%) full time and 9,000 (36.6%) part time.

There is an upward trend in part-time gender pay gap, which has been continuing since 2015. This is because women fill more part-time jobs, which in comparison with full-time jobs have lower hourly average pay.

Age is also a factor in the gender pay gap. For under 40 years, the gender pay gap for full time employees is low, at 3.2% or below. However, when women reach age 40 and above, lower numbers of women progress into higher paid roles. In contrast, men take up the majority of these senior roles with greater pay. As such, the pay gap widens.
(Office for National Statistics. (2022). Gender pay gap in the UK: 2021)

Employers can promote gender equality in the workplace by being transparent about wages, to ensure women aren't receiving less than men in equivalent roles, especially because women are less likely to negotiate their salary

Childcare costs and accessibility

The cost of childcare continues to rise steadily. Access to affordable childcare is a major barrier to women being able to work, study and train. The cost of childcare is a serious barrier to employment for single parent households, most of whom are female. In many cases, and especially for single mothers, the cost of childcare outweighs their wages, making it financially restrictive for mothers to return to work.
(Coleman L, Shorto S, and Ben-Galim D (2022). Childcare survey 2022. Coram, Family and Childcare.)

In the North East, full time nursery fees for a child under two are on average £238.03 per week. This is equivalent to 45% of a man's average salary in Gateshead. It is also equivalent to 59% of a woman's average salary in Gateshead.
(Coleman L, Shorto S, and Ben-Galim D (2022). Childcare survey 2022. Coram, Family and Childcare.) (ONS. (2022). Earnings and Hours worked, place of work by local authority: ASHE Table 7.2a, 2022 provisional edition.)

In addition to childcare costs, there are also challenges in accessing childcare. In England, only 59% of local authorities reported that they have enough childcare available for parents working full time, in all areas of their patch. The North East outperforms national figures, with all local authorities suggesting they have enough childcare for parents working full time, under two's, three to four year-olds and for families in rural areas. However, there remains opportunity for improvement in the provision of after school clubs, childcare for disabled children and for parents working atypical hours. Find out more information on childcare provision levels in Gateshead. 

Due to both cost and availability of childcare options, it can become very difficult for families to get the support they need. This can force some parents, particularly mothers, out of the workforce entirely.

Part-time and flexible employment

Over half (55%) of females do not have full time employment due to domestic commitments or spending more time caring for the family, compared to just a fifth (21%) of men. For those who can arrange flexible working patterns, including term-time only working, a third of mothers reported an agreed special working arrangement in their job, compared with just a quarter of fathers. It is however important to consider variations owing to work sector. For example, a higher proportion of women work in the education sector, where term-time working arrangements are more common.
(ONS. (2022). Families and the labour market, UK: 2021.)

An increase in remote and flexible working could be especially helpful for mothers' careers. Also, the increased time that fathers could spend with their children through flexible working arrangements should help to accelerate changes in gender norms. It is important that we do not go back on the progress that was made before Covid-19. 

A look at how mothers and fathers spend their time on work and household activities 2014 - 2015 in Great Britain, March and April 2020 and March 2022 in the UK line graphs.

Menstruation-related symptoms (MRSs) are diverse and widespread among women. The most common symptoms include dysmenorrhoea (which is severe and frequent menstrual cramps and pain during periods), heavy menstrual bleeding and premenstrual mood disturbances. They are often referred to as 'period pain'.

Studies show that women with MRSs have lower scores on several domains of quality of life such as general health and physical, mental, social and occupational functioning. These symptoms may create considerable financial burdens on women and their families as well as on society.

Almost a quarter of women (24%) said they regularly experience period pain that affects their ability to work. However the majority of women have never taken time off work for period pain (65%). Of those women who have had to take time off work for period pain, only 11% of them have never concealed the real reason they are off work from their employer.
(YouGov. (2022). Period pain and work: many women have never taken time off despite being in serious pain.)

It can be a difficult and stressful time for women experiencing symptoms of menopause. Women experience the menopause differently and for some, the symptoms can be quite severe and can affect people both mentally and physically. Managing the effects of the menopause at work is important for both employers and their staff.
(Department for Education. (2021/22) Apprenticeships and traineeships - Interactive data visualisation tool.)

The menopause is a natural stage of life which affects most women and other people who have a menstrual cycle. This can include:

• trans people - 'trans' is an umbrella term used to describe people whose gender is not the same as the sex they were assigned at birth
• people with 'variations of sex development' (VSD) - some people might prefer to identify as intersex or use the term 'differences in sex development' (DSD)

It's important for employers to be aware of all of the people who might go through the menopause and menopause symptoms and to support them all equally.
(ACAS. (2022). Menopause at work.)

Although the menopause will only be experienced by women and other people who have a menstrual cycle, it's beneficial for others (including men) to be included in conversations and training. It's important for everyone to understand its impact and how to support those going through it.

During the pandemic, we embraced new ways of working. By learning from these experiences, we can improve working lives for individuals and address inequalities.

Funded by the European Social Fund and the National Lottery Community Fund until March 2023, the Aspire team delivers two employability projects to support unemployed Gateshead residents. 

In supporting those furthest from the labour market we have developed a deep understanding of their needs, and how best to build up trust and solid relationships with them while gently moving them towards employment. People face a range of barriers in terms of employment, including:

• Physical and mental health, including loneliness and social isolation
• Addictions
• Homelessness
• Long term unemployment and lack of understanding on how working 'works'/fear of coming off benefits/debts
• Lack of confidence and not recognising their potential
• Limited training, references or education/work experience and unexplained gaps in employment
• Feeling overwhelmed with job searching
• Lack of digital skills/access to equipment
• Caring responsibilities and unaffordable childcare/nursery fees in relation to salary, as well as limited access to training courses or working hours that match school hours
• English as a second language 

Our employability projects support both men and women through:

• Exploring interests and transferable skills
• Improving confidence, building aspirations and motivations, self-worth and abilities
• Creating CVs
• Job search support and understanding job adverts
• Help with application forms and interview skills/techniques/preparation
• Training, learning, volunteering and work experience opportunities
• In work benefits advice and "better off" calculations
• Referrals to specialist support such as self-employment/business start up
• In work support

We also run a wellbeing project to help people gain the softer skills required to think about and progress towards work. Our Wellbeing Coaches use the Five Ways to Wellbeing model to develop individual progress plans that help people to recognise their own strengths and self-worth. The model enables people to holistically build their wellbeing, while nudging them out of their comfort zones to tackle their fears so they can build the confidence and soft skills needed to engage with skills-focused training other employability support' to include 'while nudging them out of their comfort zones to tackle their fears so they can build the confidence and soft skills needed to engage with skills-focused training and other employability support.

Many have experienced trauma or crisis in their life. For some this has had a direct impact on their wellbeing or led them to lose their self-confidence and experience challenges with relationships and emotional, psychological or physical ill health. Each individual receives a mixture of one-to one and group support, with many starting off with individual support to build up the confidence to take part in small group wellbeing activities. Within one-to-one sessions, all participants have expressed a desire to improve their current situation and wellbeing, but many didn't know how or felt overwhelmed by their current circumstances. 

The main issues have been around loneliness, isolation and lack of purpose and direction. Some people have displayed feelings of hopelessness and negativity. Many have found it difficult to think or plan beyond their day or week, as they have felt unable to manage day-to-day activities and life challenges. In turn, this has hindered their ability to participate in social activities, learning, or take notice of their surrounding environment. One-to-one support has focused on positive steps to wellbeing such as eating well, exercising regularly, sleeping, relaxing, spending time in nature, connecting with others, having fun and taking up a new hobby or trying something new.

We also have an urban garden and one lady in particular has really enjoyed painting stones and bird boxes, and planting a number of spring bulbs in the ground and in pots, bringing hope and joy for the future. This has provided a place of calm for people and one lady fed back after a bird box painting session to say that "I lost track of time when painting a bird box, my brain switched off from all other worries" and "I find when I am focused on plants, other worries disappear". Another participant told us that "I need to be investing myself into something productive and meaningful as lately I've felt like I am serving no purpose" and that the garden is enabling them to do this. 

The team has also provided support to women in particular, in relation to: 

• school uniform grants
• clothing for babies and young children
• childcare and nursery fees so that women can access training
• Christmas toys and accessing donations 
• sanitary packs and food parcels
• accessibility of sessions, including within school hours

An Aspire Wellbeing Coach also attends monthly Empower Socials for women who have been affected by Domestic Abuse to help with confidence building and motivation through wellbeing craft sessions. To tackle inequalities experienced by women, we need to continue to celebrate success, share good practice and continue to talk about barriers and how to overcome them.

The college is seeing growing interest from females in its automotive courses and 16 year old Bobbie Cartmell is part of the college's highest-ever intake of full-time female students. The course gives her the opportunity to get her hands dirty under bonnets whilst also understanding the intricacies of vehicle service and repair. Bobbie's passion for cars came from watching Formula One with her Dad and then finding a job at a local garage: "During school, I was so sure I wanted to be an archaeologist, even though cars had been a large part of my life. We went to a classic car show every year, and my dad would always be watching Formula One. When I knew some of my friends had signed up to come to the college, I had a look at the courses too, and I came across the automotive one. I said straight away, 'that's what I want to do'. I'd love to go into rallying, or into Formula One as a pit crew member.

Katy Malia is the college's automotive curriculum leader and a former Gateshead College student herself. Katy discovered the automotive sector in her late 20s and combined her studies with part time work at a garage: "I remember constantly complaining about my car and feeling ripped off. So, my tutor suggested I do an automotive qualification. At first, I said 'girls can't do that' but she said 'yes they can, my daughter's just completed a mechanical course at Gateshead College' and that was the start of things for me." 

She now guides students through level one to level three diploma qualifications across light motor vehicle service and repair, and motor vehicle body repair and paint refinishing. We have really good numbers, and they are complemented by the automotive sector becoming more inclusive and welcoming. Not too long ago, garages and employers were still asking, 'do you have any lads?'. But now, it's, 'do you have any students?'- and that change in terminology is great because we have increasing numbers of students that identify as LGBTQ+ too."

Katy is thrilled to be helping learners secure careers they may have perceived as being out of reach - having once felt that way herself. "We've got a great platform for learning; many students arrive quite self-conscious and unsure, but by the end of the year, their confidence and can-do attitude have increased so much," adds Katy, who regularly visits schools - many at primary age level - to introduce children to science, technology, engineering and maths (STEM).

The college works with many partners to provide students with what the college calls 'education with employment edge', a combination of the highest standards of education with the real-world skills so sought after by employers, which means learners leave with both qualifications and confidence.

My role is to develop, extend and embed the training and wellbeing services within the centre's broad holistic programme. It is also my role to ensure that the courses and activities have trauma informed content, and all the facilitators are trauma-informed and trained due to the nature of service users we support.

The inequalities and imposed barriers that black and minority women, girls and children continue to experience amidst decades of unemployment and health inequities have been worsened by Covid -19 and the cost of living crisis. These include Institutional racism, health inequities, having No Recourse to Public Funds (NRPF), unstable immigration status as well as living in deprived areas. 

The women and children we support are experiencing some of the worst consequences of the current economic and climate crisis pushing them to extreme levels of poverty and destitution.Our training and wellbeing work aims to enable black and minoritised women to fulfil their potential by participating in projects and services that promote safety, economic and social inclusion, voice and choice.
(Mental Health Foundation (2022). Men and women: statistics)

Black and minoritised women and children are often isolated due to barriers of race and gender, so providing culturally appropriate activities in a women-only safe and supportive environment is a crucial part of the services we offer. We provide a wide spectrum of training courses, most of which are accredited as well as trauma-informed courses. Social and creative activities plant the seeds for long-term recovery, stability and socio-economic independence, helping to keep women engaged in further training and self-development.

We also provide:

• Culturally and linguistically appropriate advice, information and advocacy through case work to 
• black and minoritised women, children and young survivors of domestic and sexual violence
• Group support/activities for women, children and young survivors
• Therapeutic care and counselling for women and children individually and in groups 

This 'wrap around' support, developed in partnership with a wide range of relevant statutory and voluntary agencies, also addresses related problems of homelessness, poverty, NRPF, mental health and insecure immigration status. It empowers women and children to rebuild their lives free from violence and abuse. This advances our strategic aim to promote voice and choice for black and minoritised women, and we're involved in local, regional and national partnerships and networks.

To tackle inequalities, we must:

• Challenge business to ensure they have black and minoritised women in leadership positions
• Ensure Black and minoritised women are present in the conversations
• Provide young people with bespoke black and minoritised led services and ensure education settings have black and minoritised mentors with cultural competence
• Secure funding to provide more service users with our bespoke cultural competent training courses and additional space to support more women
• Research the impact of mental health on black and minoritised women in relation to education and employability
• Ensure recognition of holistic support systems by the Department of Work and Pensions
• Ensure recognition of the impact of NRPF on the futures of black and minoritised women both within the North East and national

Chapter 4: Ensure a healthy standard of living for all