My Lords, Amendments 266AB, 266AC and 266C in this group stand in my name. Taken together, these would ensure that existing protections in relation to redundancy and leave are not lost by requiring rather than permitting regulations regarding redundancy during shared parental leave to be made and to include provision requiring an employer to offer alternative employment.
Amendment 266C would enable a parent who has taken a period of leave of 26 weeks or less to return to the same job, and not just a job within the same employer. My noble friend Lord Touhig has set out the general case for where these amendments would take us. I would like to pick up a particular aspect of that which is the growing concern about discrimination. Maternity rights and employment regulations that enable parents to balance work and family responsibilities have been key drivers in giving women greater access to work and, importantly, an independent income. Over the past few decades, thanks in no small part to changes to workplace protections, women have entered and stayed in the labour market in unprecedented numbers. However, there is still far to go. Our workplaces have not adapted to meet the needs of this changing and gender diverse workforce. Women pay a penalty in the workplace as a result of spending time away from the labour market to have and care for children, and this time away often negatively affects future career prospects and earnings. This “motherhood penalty” helps hold the glass ceiling intact and reproduces gender stereotypes about women as the “caring sex” that fuel occupational segregation, to which the Minister referred in a previous debate. People often talk about jobs being characterised as men’s or women’s work. For too many women, this still culminates in pregnancy discrimination more generally in the workplace.
One of the cumulative impacts of the effects of the “motherhood penalty” is that it ultimately leads to a lack of women in positions of power at the top of all quarters of political, public and professional life. We surely all feel that that is out of date. Even before the recession began, it was estimated by the Equal Opportunities Commission that up to 30,000 women lost their jobs due to pregnancy discrimination each year. There has been no similar research into the incidence of pregnancy discrimination following the economic downturn, but all the indications are that it has increased significantly. In times of austerity, when employers cannot afford to take any perceived risk to making profit and growing business, discrimination against women in the workplace is likely to rise as women, particularly of child bearing age, appear to be the riskier and less affordable choice for employers.
Working Families, which has been helping us with research in this area, has evidence that many women are subject to discrimination while pregnant or on
maternity leave. Its helpline report provides evidence of a hardening of attitudes among employers and more blatant discrimination taking place. This includes women being sidelined or left out when promotions are being considered, demoted on return from maternity leave, and in some cases women suffer harassment and pregnant workers are sacked. These are unacceptable practices and these amendments would help to remedy them.