‘44% of fathers lied or altered the truth to their employers about family life conflicting with work.’ This is according to The Equal Lives project, from the Business in the Community.
The project has launched an April 2018 online survey for men who balance work and care responsibilities.
The Government Equalities Office (GEO) have published a March 2018 report (pdf) summarising the responses from the ‘Returning to work after time out for caring’ consultation.
Current policies supporting fathers in the workplace do not deliver what they promise, despite good intentions. And this is particularly true for low-income fathers, finds a March 2018 report from the Women and Equalities Select Committee.
Business in the Community have launched a February 2018 survey to build further on the findings of their 2015 survey, Race at Work.
They are keen to hear from all ethnicities – everyone aged 16 and over, employed or self-employed in the UK (England, Scotland, Wales and Northern Ireland).
The survey questions examine the following workplace issues:
How to talk about race
Pay gap monitoring and reporting
Workplace bullying and harassment
The survey takes approximately 13 minutes to complete.
Complete the survey.
‘More than 40% of women and more than 18% of men have experienced some form of unwanted sexual behaviour in the workplace’, says the Women and Equalities Committee (WEC).
WEC have launched a full February 2018 inquiry on sexual harassment in the workplace and they are inviting submissions of written evidence.
This inquiry will sit alongside their related inquiry on the Sexual harassment of women and girls in public places.
WEC are inviting written evidence specifically on:
How widespread sexual harassment in the workplace is, and whether this has increased or decreased over time
Who experiences sexual harassment in the workplace, who perpetrates it and what the impact is on different groups
Actions that the Government and employers should be taking to change workplace culture to prevent sexual harassment, give people more confidence to report sexual harassment, and make this issue a higher priority for employers
How workers can be better protected from sexual harassment by clients, customers and other third parties
The effectiveness and accessibility of tribunals and other legal means of redress and what can be done to improve those processes
the advantages and disadvantages of using non-disclosure agreements in sexual harassment cases, including how inappropriate use of such agreements might be tackled.
Find out more on the WEC website.
‘There is significant under-representation of women in executive levels’, says the Women and Equalities Committee (WEC).
As a result, WEC have launched a follow-up 2017 inquiry into women in executive management.
The committee will build on its recent work on this issue with a one-off evidence session looking at:
How the situation for women in senior roles has changed since the Committee last took evidence
The barriers to women achieving senior positions
The measures being taken by organisations to improve the situation
Effectiveness of Government action to date and what further Government action is needed.
Find out more on the WEC website.
The Department for Business, Energy and Industrial Strategy is seeking views on recommendations in the Matthew Taylor Review of modern working practices on the enforcement of employment rights.
All work in the UK economy should be fair and decent with realistic scope for development, says the July 2017 Taylor Review of Modern Working Practices.
The Equality and Human Rights Commission (EHRC) have created a survey for people who have experienced, witnessed or offered support to those experiencing sexual harassment in the workplace.
This January 2018 survey will help the EHRC understand what measures could help prevent this from occurring in the future.
This January 2018 survey will the EHRC understand what measures could help prevent this from occurring in the future.
The Joint Committee on Human Rights call for written submissions on factors which may impede individuals from using the UK’s human rights framework effectively. The deadline for submissions is 26 January 2018.