Employers urged to do more to harness young women’s talents as discrimination levels rise

The charity Young Women’s Trust are calling for employers to address the rising levels of discrimination that young women face in the workplace as new research reveals half (50%) of young women reported discrimination this year, compared to just over two fifths last year (42%). Over a third (34%) of HR decision makers confirmed that they were also aware of instances of young women being discriminated against in the past year. The same number agreed that sexist behaviour still exists within their organisation.

In the charity’s latest annual survey, which spoke to 4000 young women, 1000 young men and nearly 1000 HR decision makers, almost a quarter (23%) of young women said that they are being paid less than their male peers even for the same work, despite this being illegal. They also said that when instances of discrimination do occur, they feel less able to challenge or report it (25%) compared to young men (17%).

The survey found that almost 3 in 10 (28%) HR decision makers agreed that it is harder for women to progress in their organisation than men. Furthermore, 15% agreed that men are better suited to senior management jobs than women, and 19% said that they would be reluctant to hire a woman who they thought might go on to start a family. Only 13% said the same for a man.

The survey showed some signs of progress towards more equal workplaces, notably that flexible working – which 84% of young women say is important to them – is now embedded in many organisations, with 80% of employers now offering this.

However, pay policies are still detrimental to women in many workplaces. 46% of employers say that jobs are regularly advertised without the salary details, and 50% say applicants are asked what their current salary is. Leaving salaries open to negotiation disadvantages women and other groups, including black candidates, who can be less confident and discriminated against in negotiations; while basing pay on a candidate’s previous salary increases inequality, because women earn less to start with.

A lack of progression opportunities remains a major driver of income inequality for young women: almost half (49%) are worried about not having enough opportunities to progress – rising to 57% of racially minoritised young women. Meanwhile 28% of HR decision makers agree that it’s harder for women to progress in their organisation than men. However, there has been some improvement in the support organisations offer young women with their progression – 57% offer programmes to support the development of young women, up from 51% last year.

 

The survey also looked at differences across sectors and found that the sectors which employ the most low-paid young women – retail, hospitality, health and social care, education and arts, entertainment and recreation – are doing less to increase equality. Education is particularly lagging behind:

• 45% of HR decision makers in the sector are aware of young women being discriminated against, compared to 34% overall
• 41% agree that sexist behaviour still exists in their organisation compared to 34% overall
• 25% say it’s difficult to find information about how to report discrimination, compared to 16% overall
• Only 64% of organisations offer flexible working, compared to 80% overall

Meanwhile in the infrastructure and finance and professional services sectors, which has some of the biggest pay gaps between young women and young men, HR decision makers reported higher levels of discrimination and less action to tackle inequality. In the infrastructure sector:

• 29% of decision makers in the infrastructure sector believe men are more suited to management jobs than women, compared to 15% overall
• 47% agree that it is harder for women to progress in their organisation than men, compared to 28% overall
• 61% are likely to ask candidates for their current salary, whereas on average only 50% of organisations do this

And in finance and professional services:

• 27% of HR decision makers said their organisations do not have measures in place to bring about equality, compared to just 19% on average
• 51% don’t include salary details on job adverts, compared to 46% overall

Young Women’s Trust offers information about the changes needed to make workplaces more inclusive for young women and can offer support and guidance to employers. They have also worked with young women to create a manifesto for an equal world of work, and are calling for government and employers to step in and make changes that will level the playing field by:

• Ensuring fair and equal pay with salary transparency; action to tackle pay gaps; and a fairer labour market which values the work that typically women choose to do
• Removing unfair barriers to work with more flexible working; inclusive recruitment processes; improved benefits and employment support; and a childcare system that works
• Supporting young women to progress with clear pathways and internal schemes and training
• Creating better job security with a limit on zero hours contracts and a right to predictable hours
• Ending discrimination for good through better reporting processes, more accountability for employers and improved support for people experiencing discrimination

Claire Reindorp, Chief Executive at Young Women’s Trust said: “Just a couple of months ago we reported on the cost of living having a disproportionate impact on young women’s lives – and these latest figures show why that’s happening, with HR decision makers agreeing that discrimination is still rife in the workplace.

“We know it’s hard for young women to get the jobs that they want because of barriers such as a lack of flexible working and affordable childcare, but then when they do enter the workplace, discrimination and a lack of support to progress creates this broken rung on the career ladder.

“We know that many employers want to drive change, and there is so much they can do to create workplaces where all young women can thrive. We’re urging HR teams to use our resources, read our manifesto and start to implement some of the suggestions that have come from young women themselves”.