Skip to content Skip to footer

Women’s History Month – Resources for Organisations

Our Marketing Assistant, Lauren, has put together a list of helpful resources for organisations to use throughout Women’s History Month and beyond. Whether you are looking to learn more about the history of gender equality at work, or for guidance on menopause and maternity policies, or for mental wellbeing resources, we hope that these links act as a good starting point for supporting the women in your workplace. 

The History of Women at Work

Gender Equalities at Work: An Interdisciplinary History of 50 Years of Workplace Equality Legislation

The University of Edinburgh has a fantastic and informative tool for their project Gender Equalities at Work: An Interdisciplinary History of 50 Years of Workplace Equality Legislation. You can browse the blog for chronological information on sex discrimination, equal pay, workplace culture, and many more aspects of gender equality at work. 

Learn more about the project and access the resources here.

Flexible working

Research shows that Flexible Working is a key component of improving gender equality in the workplace. Working Families found that women are more likely to work part-time, around childcare duties, but that only a tiny percentage of senior positions are held by part-time workers, meaning that women are largely excluded from representation higher up. Moreover, The Fawcett Society recently found that two-fifths of working mothers confessed to having turned down a promotion or career development opportunity due to concerns that it would not fit in with their childcare arrangements.

The CIPD have two useful resources for employers on managing flexible working in the workplace: 

Menstruation and Menopause

An awareness of Menopause is crucial across all aspects of life to ensure that people going through it are given the right support and access to healthcare. This includes in the workplace. The CIPD found that 67% of women with experience of menopausal symptoms say that it has had a ‘mostly negative’ effect on them at work, and over a quarter of women in the UK say that the menopause has had a negative impact on their career progression.

The EHRC have released guidance designed to help employers understand their legal obligations and better support employees going through the menopause:

Menstruation can often cause debilitating problems for people in the workplace. Not only this, but the menstrual cycle is still shrouded in so much stigma that stops people being able to get support for it in the workplace. This guidance by CIPD reports that more than two-thirds of experience a negative impact at work due to menstruation symptoms and more than half (53%) had been unable to go into work at some point due to their symptoms. It also offers guidance on how to make your workplace menstruation friendly.

Fertility, Motherhood and Parenthood

How can you create inclusive environments at work for women with families and/or taking maternity leave, and returning to work after a period of maternity leave? The Fawcett Society found, in the following report, that women with children take home 26% less than women without. The report also highlights issues for new mothers such as lack of flexible working options, cost of childcare, discrimination and bias against expecting mothers, and inadequate maternity policies. In collaboration with Total Jobs, the following report gives an understanding of these various issues and guidance for employers on how to improve them in their workplace. 

There is also an earlier employers guide which may also be useful for creating inclusive environments around fertility at work:

Harassment at Work

Tackling sexual harassment in the workforce can be a huge factor in retaining women and creating safe, inclusive environments for women to thrive. Taking claims of sexual harassment seriously sets a positive precedent for your organisation and its commitment to ending gender inequality. 

Engender have a useful publication which explores the current landscape of workplace sexual harassment in Scotland and offers constructive guidance for employers aiming to build policies to protect employees from sexual harassment: 

When employers are faced with claims of sexual harassment from employees, they may not be aware of the best way to proceed. The following guidance issued by Acas offers some steps employers can take when treating complaints of sexual harassment seriously and fairly: 

Mental Health

It is vital that employers know how to support women in their workplace who may be experiencing mental health problems, and understand how gender and mental health may interact. Mental Health at Work is an interactive tool to browse guidance and resources to easily navigate the workplace mental health landscape.

Access the Mental Health at Work website here. 

Domestic Abuse

Employers have a duty of care to all employees, and this includes creating a workplace environment that is safe. Sometimes this safety may be compromised if an employee is experiencing domestic abuse. It is important for employers to know which steps to take in a case like this, to support their employee inside and outside of the workplace. 

Finally, Spktral can help to put into action your commitment to supporting women across your organisation, by really understanding your data and using it to create evidence-driven action plans that will lead to generational change. Get in touch today to get started.

Leave a comment