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David Darton Director of Foresight, Equality and Human Rights Commission

David Darton Director of Foresight, Equality and Human Rights Commission. Gender Regime in transition EHRC. From EOC, DRC, CRE to EHRC Six strands, three mandates (+ transgender, class) Powers

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David Darton Director of Foresight, Equality and Human Rights Commission

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  1. David Darton Director of Foresight, Equality and Human Rights Commission

  2. Gender Regime in transition EHRC • From EOC, DRC, CRE to EHRC • Six strands, three mandates (+ transgender, class) • Powers • Nov 07 to March 08 – the never-ending transition – Still many posts to fill – but research and policy reviews, enforcement, £10million grants, regional structure, help line • April 08 to March 09 – Laying the Foundations • Especially conceptual, measurement frameworks and data • April 09 to March 12 – First three year plan • 2010 – first triennial report

  3. Gender Regime in transition • No settlement in: • Balance of responsibility between state, employer and individual for achieving care+economic growth • Public sector duty to Private sector duty • Freedom from v Freedom to • Autonomy and choice • Strand approaches /multiple identities/issues • All to play for… • But: • Anxious middle England • Disempowered, frightened, less tolerant ‘excluded’ • Public Expenditure pressures • Equality Bill process fraught

  4. Research and Policy • Examples of research-based stories that have had an impact • Some current concerns of EHRC • EHRC relationship with researchers

  5. The power of the killer fact • Pregnancy detriment • 30,000 every year lose job because pregnant • 7% lost job, 21% financial loss, 48% tangible detriment • Definition of problem – before, during, return • Access to sample, data

  6. Less attached to labour market Stereotyping Natural roles Women in lower paid occupations Unequal pay ‘Constrained choices’ Lower lifetime incomes Pay system discrimination Lower benefit entitlements Cause and Effect stories Interruptions due to family care 15% Educational segregation Education: 6% Experience of Full-time work: 26% Part-time work: 12% Occupational segregation Unobserved heterogeniety: ? of 29% Segregation: 13% Discrimination: ? of 29% Power differences Under-valuing Women’s roles

  7. Causal model including institutional factors Education Occupational Segregation Labour mkt Interruptions Experience Part/full time Discrimi- nation Women’s motivations Poverty down Productivity up Exchequer Business UK plc Government revenues Government expenditure Taxes and benefits Recruitment/retention Absence Taxes/productivity Less poverty expenditure Competitiveness Productivity Action to benefit stories (+ ‘what if’ modelling) Policy Levers for impacting on pay gap

  8. Mkt rest Wo- men Not fitting in caring Nb 90% under pot Improvers not fitting in caring (10%) 30% Currently improving position 65 65 30% Fitting in caring Nb 90% under pot Improvers fitting In caring (20%) 70% 65 90 Working at potential 25-54 P/t Static but at potential (15%) 20 95 20% Not avoiding stress Static under potent, not fitting in caring or avoiding stress (10%) Not currently improving position 15 85 60% 70% Not fitting in caring Static under potent, not fitting in caring, avoiding stress (5%) 25% Avoiding stress 40% 25 85 Working under potential 80% Not avoiding stress Static under potent, fitting in caring not avoiding stress (25%) 20 95 75% 65% Fitting in caring Static under potent, fitting in caring and avoiding stress (15%) Avoiding stress 35% 30 95 Segregation and Targeting Stories 25-54 yr old part-timers

  9. Pay gap and cost of childcare View of mothers Informal arrangements Need for personal understanding from manager Mothers’ work Patterns change Breadwinning role of fathers Support role at home Personal responsibility to resolve work-life balance Workplace culture Low status of part time Long hours Family-friendly policies Lack of awareness Assume not available Want paid paternity leave (even if for shorter time) Some companies not wishing to promote family friendly policies Virtual and Vicious cycles stories (MORI Qualitative Research)

  10. World Pressures Global Resource scarcity reaction to global warm energy needs resource scarcity true cost economics assault on pleasure, wages of sin Population flows global power single market larger europe

  11. Networked, mobile... and pressured! A Network Society network society digital divide (separate) interest communities counter urbanisation – less density 25-hours complicated lives

  12. Trade-off society Trade-off society leisure society experience economy cult of home, theme park, sexualisation + ethical consumer, cultural capital collective individualism back to nature, health concerns political localism

  13. Britain Divided Britain Divided end of the middle social stagnation income polarisation changing shape of exclusion Surveillance Culture of fear

  14. Mothers from some countries are getting younger Source: Office of the Deputy Prime Minister/nVision Base: England

  15. EHRC and research community • Research database • Research managers serve on advisory groups • Our advisory groups will mix researchers and policy makers • Round table – eg sexual orientation • Research topic networks – eg sexual orientation, religion • Data providers; measurement frameworks • Commissioning policy-focused research, evaluation of interventions

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