EHRC Report 'The Working Better Project'
The Equality and Human Rights Commission has carried
out a major piece of research ‘The Working Better project’ on
parental leave and flexible working practices, two topics of considerable
interest to MWF. The Phase 1 report was published on 30th March 2009 and contains
numerous findings and recommendations of vital significance and interest.
On the issue of reforming parental leave the
report found:
• New parental rights introduced over the past decade
are well intentioned but entrench the unequal division of labour and caring
between the sexes and work against gender equality.
• Today’s parents defy stereotypes and want to share work and
family care more equally but their choices are constrained by inflexible and
low paid family leave provisions.
• Britain stands out internationally for its long leave reserved for
mothers, mostly at a low rate of pay, and its relatively weak parental leave.
It also has very short paternity leave.
• There is extensive unmet demand from fathers for more leave with their
children.
• ‘Gender-neutral’ parental leave would enable genuine choices
for men to take up caring responsibilities and women to make fuller economic
use of their skills.
Concluding a ‘radical change’ in parental leave
policies is needed.
On the issue of extending flexibility in work
practices the report found:
• There is extensive evidence of the business benefits of flexible and
alternative working arrangements.
• The gap is widening between workplaces where flexibility is ‘business-as-usual’
and those which have seen little change to traditional patterns.
• Britain’s right to request legislation allows a wider range of
alternative working arrangements than flexibility regulation elsewhere.
• However, unlike other countries, British legislation involves a permanent
change in working hours, potentially confining women in particular to part-time
jobs with low pay and prospects.
• It is harder for men than women to access flexible working.
• Flexibility has been driven more by informal negotiation and employer
change than by the exercise of formal rights. A majority of parents do not know
their rights.
• More and better training is needed for managers who are responsible
for flexible workers.
Concluding flexibility should be extended to all employees throughout
working life. This would reduce the risk that certain groups - such as parents
of young children - pay a career penalty for working flexibly.
The report also notes that these two areas of policy (parental
leave and flexible working) could be run very successfully in parallel to complement
each other.
