International Women’s Day is a global celebration on the 8th of March, celebrating the social, economic, cultural and political achievements of women. It seems fitting, therefore, to reflect on the importance of gender parity, especially in the context of the workplace.

What is gender equality?

Gender equality refers to the equal treatment, rights and opportunities for all individuals, irrespective of their gender identity. In the context of the workplace, gender equality symbolises employees of all genders having access to the same rewards, opportunities and resources to excel in their chosen careers.

Further, this means treating people equally in all aspects of their work such as pay and benefits; part-time and flexible working arrangements and training and development. It is imperative to identify that women tend to have increased caring obligations and consequently need to balance work and home commitments. So, they are more likely to work part-time or even take career breaks.

What is the relevant law? Discrimination at work

The Equality Act 2010 serves as the primary legal framework for protecting individual rights with an objective to advance inclusion and diversity. The Act proposes to safeguard everyone’s rights in all areas of their lives. As well as gender discrimination, there are other areas such as pregnancy and maternity protected by the Act.

Equal Pay solicitors

Under this legislation, people are not allowed to discriminate, harass, or victimise another person just because they fall into any of the prior mentioned categories. An example of this is equal pay, which calls for employers to award the same salary to employees regardless of their gender where the employees are performing the same role. However, many women still earn less than men.

The law defines four different types of gender discrimination:-

1. Direct discrimination – treating someone less favourably because of their gender;

2. Harassment – unwanted behaviour related to a person’s gender that has the purpose or effect of violating someone’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for that person;

3. Indirect discrimination – when an employer imposes a rule for men and women that puts either men or women at an unfair disadvantage; and

4. Victimisation – when you are treated less favourably than other people because you have complained about discrimination or supported someone who has.

The Impact - Employment solicitors

The Equality Act reflects a growing appetite to cultivate a positive gender equality environment within the workplace. On the other hand, some may say the Equality Act may not be enough to combat discrimination, and that may be true. However, recent events have taken a positive step in the right direction. For example, at the Labour Party Conference, the first female Chancellor in history restated her commitment to close the gender pay gap. Additionally, the recent Employment Rights Bill has introduced plentiful positive processes to drive towards women’s workplace equality. For example, enhanced flexible working and better protections against pregnancy and maternity discrimination. There is a clear commitment to advancing women’s rights with a multitude of initiatives. Gender equality is very much still relevant in 2025.

Get in touch with our employment law solicitors in Scotland for discrimination in the workplace

In conclusion, gender inequality remains a big concern in the world of work. If companies address the potential issues, they will reap the rewards in the long term and will help to flip biases created while simultaneously promoting a more inclusive and accepting society, both at work and in life. Thereby, employers must take steps to promote and set an example of what gender equality in the workplace should look like.

If there is a specific part of the above topic you would like to know more about, please do not hesitate to contact us. We can provide an initial consultation with a solicitor. You can make an appointment by calling 0141 433 2626.

Blog by Sophie Newberry- Legal Assistant