Engender blog

Guest blog: Women and work: what next? (Indyref Thursday #7)

In the run-up to the referendum, we'll be publishing views on women's equality and Scotland's constitutional futures. This week, Close the Gap development officer Lindsey Millen writes on the implications of the referendum for the women and work.

After months of campaigning, discussion and debate, what is arguably the biggest political event of a generation is almost upon us. With just over two weeks to go until the referendum, Close the Gap launched a new working paper ‘Women and work: What comes next in a post-referendum Scotland?’ at a Constitutional Café event with Engender, Electoral Reform Society Scotland, and Scottish Women’s Aid last Saturday. The aim of this paper is to provide an overview of the implications for women and work in the context of the independence debate, to describe what needs to happen to effect positive change, and to identify the levers that are available in the event of either outcome.

We already know women face a multitude of barriers and inequalities in the labour market. The gender pay gap remains stubbornly high at 13% in a labour market characterised by persistent occupational segregation, with women clustered into low-skilled, low-valued, and low-paid work at one end of the scale, and denied access to the top roles at the other. Women overwhelmingly shoulder the burden of care, for children, older people and disabled people, and often find themselves faced with downward occupational mobility on returning to work after maternity or other care leave.

Indyref, women and the labour market (Indyref Thursday #1)

In the run-up to our event on 'gender equality, the referendum and beyond', we'll be publishing a weekly blog to correspond with our 'Scotland's futures' briefing papers series. First up is women and the labour market by Engender's Director, Emma Ritch.

Women in Scotland experience a vastly different workplace from men. Women work in different jobs, earn lower wages, experience the bulk of sexual harassment, have a precarious place in male-dominated organisations and sectors, and are vanishingly unlikely to end their careers around a boardroom table.

The scale of the differences is so enormous as to be almost invisible: it fills the vision of women as they grapple with the everyday ordinariness of balancing work, friends, and family life. The inequalities have developed a different veneer since the 1950s, but many of the changes have been superficial. Some of the key indicators of inequality, like who works part-time, have barely flickered in generations. In some places in Scotland, we’re even recreating the typing pool, as public bodies make ‘efficiency savings’.

Getting to grips with women and work can be a technical minefield, with overlapping policies, sets of statistics, and legal structures in play. So what should we all be thinking about when we cast our ballots on 18 September?