According says the (Guardian, 2017). New legislations were

According to the UK government (2016)
Women still earn 20% less on average than men. Firstly, gender equality is
where Men and Women can enjoy and experience the exact same resource
opportunities and rewards within the workplace. According to (CIPD, 2017) The
Uk’s gender equality has barely moved within the last 10 years as shown in the
first statistic of Women still earning on average 20% less than men. This
statistic shows that The UK has one of the worst gender equality records in the
EU with the UK much behind EU members such as France, Spain and Germany. This
is an issue especially for working mothers as they are far worse off that
people without family responsibilities, the current gender pay gap for women in
the UK with no children is just over 7% whereas for women with at least 1 child
this gap jumps to 21% says the (Guardian, 2017).  New legislations were introduced into the UK
and EU to create a gender equality society for women in 1970s. Equal pay for equal
work was aim introduced to provide fair treatment for women and men in the
workplace. Gender equality legislations in the UK are enforcing if no
discrimination in pay and employment based treatment when it comes to gender
which is stated in the Equal Pay Act 1970. In the EU, Article 119 Founding
Treaty of Rome 1957, Equal Pay Directive prohibits unequal pay with equal work
and Employment Protection Act 1978 concerns maternity leave in the EU
(Tomlinson 2010). Rice (1999) pointed out that in most EU countries, court and
tribunal are the main agent dealing with complaints and UK has a high awareness
of equality issues since its legislation are predates the EU’s. These new laws
have made people expect vast changes for the lives of women within the workforce.
According to European Commission’s report that concerns gender equal
opportunity women have better opportunities when it comes to decision making
within companies. According to Rodgers (1999), ”gender-related legislations
focus on making Armor for women to own their right and to be in a more neutral
position”. The issue is that much of society still doesn’t believe that these
legislations have been put into place and are taken seriously. Rubenstein
(1996) argues that “whether the aim of the legislation is to treat women
like men when they are like men, e.g. challenge inaccurate stereotypes and
labels, or to revalue and accommodate gender difference. Therefore, the
legislation as it stands does little to challenge the ‘male’ stereotypes
against which women are rated, or to bring pressure on male lifestyles.”
As shown the legislation may not be sufficient to ban discrimination in gender
inequality which will not lead to an effective prohibition.to add to this ,
Rubery et al., (2004) claims that ”legislation has been long contradictory and
it is breakable.” He believes that gender related legislations are put into
place to build an equal gender society. There is no clear showing of which a company
do obey the legislation or not therefore the unequal situation may hardly
change. Bellamy et al., (2006) said ”the reason that gender inequality is
persistent in Britain is because the inadequacy of protection that current
equality legislation”. Despite the participation rate of women in labour
market improving form how it was, there is clearly still obvious inequality that
remains in working conditions and the pay gap may be considered as the most obvious
difference between women and men in the UK.  “Women working full time earn 17% less
per hour than men, and women working part time 39% less per hour than men
working full time. Mothers of young children face the widest pay gap, earning
on average just 67% of the male hourly wage. And despite the Labour
Government’s focus on improving work-life balance for parents of young
children, 30,000 pregnant women are still unlawfully dismissed from their jobs
each year”

 

 

(Bellamy &
Cameron 2006). ”The evidence indicates that mothers still face inequality in
terms of losing jobs even legislation is there for protection”. Despite this
woman who do full-time jobs are getting more and more equal with men considering
that they have the same level of education and occupation level. women that are
in part-time jobs are paid in lower wages and lower occupation level than men.
Gender discrimination has been known to be one of the major reasons for the pay
gap as well as ineffective gender equality legislation is another big factor.
There is a lot of, arguments concerning how the legislation itself is put into
practice. Other than dealing with the main causes of discrimination, the current
legislation concerns itself too much on fixing the consequences of gender
inequality. The idea that gender equality legislations are not taken seriously
is well known by society and the ineffectiveness of it is not only for
individuals themselves it is also for the organisations. One support idea of
gender equality is that all the legislations focus on how to improve women’s
role in labour market but not mention the role that man need to contribute to
this. An example of this being that if men and women highly participated in
labour market this would result in no carer for the family. This links with the
stereotype of men being breadwinners and that women are less likely to have a
stable employment status. One topic is that no matter the amount of time that women
spend on building their career’s, men are still considered as more suitable to
make decisions. This talks on the point on women going out working without
concern about what the man’s role is may cause issues such as children being
left with no carer. The idea of men always being the dominant earner may occur
in the absence of women making economic contribution to the family as men do
therefore, future  generations are more
likely build the same sort of family for their own in the future. This results
to men and women continuing to be breadwinners and housekeepers. This all shows
that despite legislations being in place to protective women a lack of
knowledge of the law means that workers and employers did not associate with
the government to promote the equality legislation. Diversity
within the workplace is a key element for the core of a business plan for the
companies to develop their skills and practices as employing the exact same
type of people for a company with continue to come out with the same ideas and
methods where as employing a diverse workforce will encourage new ways of
thinking and developing strategies that can be applied to enhance the business.
Gender reassignment, sex and sexual orientation all comes under the Equality
Act 2010. This act legally protects people from issues such as discrimination
within the workplace as well as society itself. A business will need to show that
Equality and diversity are part of the core business plan by implementing a
policy within the organisation, with this in place it will show employees that
it is a serious matter and is taken seriously. The policy itself should include
a variety of procedures such as fair recruitment, equal salaries as well as the
same benefits and rewards for employees. The main benefit of a written policy
within the business is that it makes for easy following for current and future
employees to go by. The benefits of a company implementing gender equality is that
is will strongly enhance the reputation of the company and make it well
recognised for its policies therefore will be looked high upon which then will
lead to better opportunities for the company such more skilled candidates
applying for job opportunities to overall improve the success of the business.
Another benefit is that fair and equal treatment for women in the workplace
will show better performance levels by increasing motivation which again
improves the performance of the business. A diverse board of directors will
offer a variety of better decision making to help solve potential issue the
organisation may have as the problems will be looked at form a range of
different perspectives rather than the same ideas. Gender equality also improve
the ability of companies to attract talent and retain employees. some of the
main disadvantages with companies trying to enforce gender equality are that
companies make sure that a certain percentage of their employees are women
which goes against the whole point of gender equality as companies will employ
women based on trying to get their own statistics and percentages up instead of
choosing the best candidate for the role which may be very disheartening to
women in these role as they may just feel like they are there to make up
numbers rather than being the best person for the job itself. This links in wit
motivation as females in the work place may not feel wanted therefore not have
the best attitude when performing tasks at work causing performance levels to
drop which affects the company’s results.

In conclusion gender equality has far
more positive influences for companies rather than negative ones for the
company’s overall performance, profits, reputation, brand image etc. Despite
this gender equality within the work place involves many difficulties with
current employee within a business as well as future employees applying for job
roles which mostly link in with motivation and employees feeling like they
belong and are wanted within the company. The biggest point within the whole
gender equality situation is that although there are legislation and acts
involving discrimination and diversity issues such as the equality act 2010
there is still no exact proof of companies implementing these rules which has
ultimately resulted is little to no progress in the last 10 years for gender
equality.