DISCRIMINATION AGAINST women in the workplace has been a deep-seated problem and is unlikely to change without vigorous Government intervention. Unequal levels of pay and inadequate promotional opportunities have figured prominently for decades, as have unfriendly family policies. Even when taxation measures encouraged the involvement of women in the workforce, there was a reluctance to address discriminatory issues and to ensure a better balance between work and family life.
Just how unfairly pregnant women are treated by some employers has been revealed in a study conducted by the Equality Authority and the HSE’s Crisis Pregnancy Programme. Their research found that unfair treatment, financial penalties, denial of promotion and even dismissal, caused 30 per cent of working women to experience severe stress and “crisis pregnancies”. On the positive side, the remainder reported that their employers had been supportive. In spite of the bottle being more than half full, much remains to be done in making the workplace a satisfying place for women – and for pregnant women in particular.
Ireland has tended to follow the British lead in reluctantly adopting EU directives that deal with equal working conditions and related family matters. The parental leave directive of 1996 was a case in point. It provided for three months parental leave for husbands and wives, in addition to maternity leave, so as to better integrate work with family life. Individual states were allowed to decide whether leave should be paid or unpaid. For years, the UK and Ireland sought and secured derogations. When time ran out, they opted for an unpaid leave approach, which made the scheme less attractive. Now, the EU has increased the parental leave period to four months and the Government has until next March to review its position.
This first Irish study found that discrimination because of pregnancy is less likely to take place in employments where a formal equality policy exists. Those most at risk of unfair treatment are young women expecting their second child and working in the retail or wholesale sectors. It is almost impossible to legislate against vindictive or ruthless employers. But requiring the adoption of a formal equality policy in all workplaces would be a good start. The law already requires that those returning from maternity or parental leave receive their old jobs back or similar employment and conditions. Rigorous enforcement is required.