Fawcett launches Sex Discrimination Law Review
Amid fears that Brexit will “turn the clock back” on women’s rights
The Fawcett Society has today launched a major review of the UK’s sex discrimination laws in response to the risk that long-established rights could be eroded or weakened as a result of Brexit and the UK leaving the EU single market. The review will also consider the effectiveness of the current laws and how best to balance the rights of the individual with the responsibilities of the organisation.
The sex discrimination law review will be headed by Dame Laura Cox DBE a retired High Court Justice and co-ordinated by equality law expert Gay Moon. Panel members include a number of leading QCs and equality law experts. The review is set to last for approximately 9 months and will report in the autumn.
Commenting Sam Smethers, Chief Executive of the Fawcett Society said
“The Prime Minister has made the welcome commitment that she wants the UK to be a fairer place, that she will not only protect workers’ rights but build on them. We share that goal. We have an ambitious vision, to make the UK the best place to be a woman.”
“But to achieve that we need to create a legislative framework fit for the 21st century. One that genuinely protects the rights of the individual – rights that they can exercise by giving them access to justice – and promotes equality.
“The PM has also made clear that if necessary she will take the UK down a low tax low regulation path. That can only mean us turning the clock back on women’s rights and we cannot allow that to happen.”
The Review will consider the effectiveness of the law to date in addressing gender inequality, including access to justice. It will also identify gaps in protections for women and recommend how those gaps could be addressed. In particular, the following:
- Employment law & discrimination including pregnancy discrimination, sexist dress codes, equal pay including pension provision
- The application of the definition of indirect discrimination
- Family friendly rights for parents and carers including possible consolidation
- Harassment including on the internet and social media
- Hate crime and its limits
- Multiple discrimination, particularly intersectional discrimination and whether Section 14 of the Equality Act 2010 in its current form is sufficient
- Public sector equality duty and specific duties
- The balance of individual rights vs the responsibility of the organisation to promote equality
The Equality Act 2010 was largely an amalgamation of pre-existing equality legislation. Some of the newer provisions were not enacted at the time and have either only recently been enacted (Section 78) or are still awaiting commencement (e.g. Section 14: dual discrimination). There is also concern that individuals are unable to bring discrimination claims, deterred by Employment Tribunal fees and time limits.
“What we need is a framework which gets the balance right between the rights of the individual and the responsibilities of the organisation. At the moment I think we are failing on both counts so things need to change.”
The Sex Discrimination Law Review is inviting submissions. Those who wish to submit evidence should send it to: email@example.com.
Panel members are:
Dame Laura Cox DBE, Chair
Gay Moon, Lead and co-ordinator
Sam Smethers, Fawcett Society
Anna Beale, Cloisters
Rachel Crasnow QC, Cloisters
Daphne Romney QC, Cloisters
Louise Whitfield, DPG Law
Prof Aileen McColgan, KCL
Karon Monaghan QC, Matrix Law
Prof Colm O’Cinneide, UCL
Muriel Robison, Glasgow University, formerly EOC and EHRC
Matthew Creagh, TUC
Rachel Krys, EVAW
Sarah Lowe, EHRC
Katie Woods, Maternity Action
Find out more about the Sex Discrimination Law Review and how you can submit evidence here.
Read the press release here.
Check out our #FaceHerFuture campaign and help us protect women’s rights post-Brexit.
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