ASS071-1 Report: Women, Gender Discrimination, and UK Legal Framework

This report delves into the issue of gender discrimination, specifically focusing on the experiences of women within the UK legal framework. The report begins with an abstract and introduction, laying out the scope of the analysis. It then explores the historical background of gender inequality and the gender pay gap, highlighting the impact of discrimination on women's morale, company culture, and business ethics. The core of the report examines relevant UK legislation, including the Equal Pay Act 1970 and the Equality Act 2010, detailing how these laws aim to ensure equal pay and opportunities for women. The report also presents case studies from Newcastle and Birmingham, illustrating how these laws are applied in practice and the impact of legal action. The conclusion summarizes the key findings, emphasizing the importance of addressing gender discrimination and the role of legal frameworks in promoting equality and ethical business practices. The report uses references to support the findings.

Women -gender
discrimination

TABLE OF CONTENT
ABSTRACT..........................................................................................................................................2
INTRODUCTION.................................................................................................................................2
BACKGROUND...............................................................................................................................3
LAW..................................................................................................................................................4
Practise..............................................................................................................................................5
CONCLSUION.....................................................................................................................................6
REFRENCES........................................................................................................................................7
ABSTRACT
Women gender discrimination is discussed within file for developing wider business
framework and stronger business framework onto new functional focus levels where report
analyses focus onto how the history developed within various levels. The report also
analysed various cases within UK where focus is inbuilt onto how women have been fighting
to gain equal work pay within various industries and also how much development have been
undergoing onto wider paradigms within various scenarios. Report analyses how much work
opportunities have been giving among female employees working levels, cooperate
standings and how vividly employment levels impacts with equal pay rise parameters.

INTRODUCTION
Women gender discrimination is one of the most widely important concern coming up
within business world globally where there are various cases coming up among business
world where the gender discrimination is widely increasing. The gender discrimination has
longstanding impact on company culture productivity, business ethics are negatively
impacted and personal attitudes are also hurt among employees where female employees are
not given equal pay and benefits as compared to male employees within same department
roles. Equal consideration of needs and work opportunities for progression and promotion is
neglected among various paradigms where it can be analysed that it reduces their morale and
goodwill of company is also vastly impacted (Chambers, Arabia and Paynter,2020).The
report explains knowledge and understanding of UK legal system for equal pay among
genders factors where there is analysis onto how social studies, skills, abilities within
research impact efficiency levels within company business functional determinants. Report
explains various legal practices which needs to be undertaken for developing equal work
opportunities and transparent functional levels among various paradigms for female
employees within companies and how UK law is developing towards it. The report also
brings forward how equal pay is vitally important for stronger synergy of stronger goodwill,
commitment and motivation development among employees which is one of the foremost
ethical practices businesses should govern within companies.
BACKGROUND
The gender pay gap is one of the most vital difference between male and female
earnings within companies business ethics which shows that female employees are given less
working opportunities, less pay for their work as compared to male part and also less
recognition which losses their efficient working skills. This has been significantly impacting
female employees morale in various companies and potentially looking upon less viable
business ethics where CEO’s have the major responsibility to implement equal work pay
factor regardless of any gender factors. There have been various factors impacting rise in
direct discrimination rise onto various grounds where women are paid less than male
employees within same jobs, where the skills and qualifications along with experience are
neglected on various grounds. There has been wide development coming on however within
recent years in UK businesses where it can be analysed that various equal law pays, women
equal payment laws have been widely gaining rise which companies need to adhere for
longevity within businesses industry competition. 16 % of gap is due to negative impact on

wages of having previously worked time part 5% is due to formal education levels among
employees (Ramaley, 2019).
In Britain women have historically been paid less than men for doing same jobs in
companies where it started from 1920’s where it continued till year of 1970 after which
equal pay and passage of equal pay act (1970) was undertaken. The provisions regarding
equal pay are now embedded in equality pay act 2010, where men and women are entitled to
equal work opportunities and working within various industries with business ethics
compliance became legally important for businesses. The fight for equal pay is prominent
legal function which brands must adhere to for strong sustainable business position within
industry where gender equality is inbuilt act which top managers must compile to. New laws
must ensure that gap between men and women pays become negligible with the course of
time for stronger business positioning. HR strategies within companies must focus for
developing equal pay functional parameters from initial selection of female employees,
giving them equal work respect and opportunities to showcase their skills and recognition
within various goals which will inbuilt stronger synergy of actions among female employees
and also promote wider goodwill of company within global business scenario (Cavaletto,
Pacelli and Pasqua., 2019).
LAW
The UK country has progressively built on various laws where focus is developed on
equal pays for women empowerment, equal pay factors and favourable treatment between
men and women equal pay is widely focused with terms of pay and conditions of
employment. Equal pay of women employees is one of the most determinant where UK laws
have been progressively focusing to yield onto new synergy paradigms , for development of
equal work opportunities.
The Equal pay act 1970
Equal pay act 1970 was first piece of UK legislation and an act of parliament which
prohibited any less treatment between male and female employees in terms of pay and
conditions of employment within companies. It enriched the right to pay equality of work
between genders without any sort of discrimination and sets out individuals can claim equal
pay if there is any less salary given to them as compared to males. The act focuses onto life
work parameters where similar work regardless of any discrimination factor where equivalent
work related opportunities shall be given to both genders under job evaluation scheme. Work

of equal value is also one of the most important parameter where same levels of work, skills,
efforts, knowledge and responsibility shall be governed onto wider paradigms to yield onto
professioanl business ethics (Chow, Millar and López, 2020).
The Equality act 2010
The Equality act 2010 is an act of UK parliament with the primary purpose of
consolidating , updataing and supplementing various numerous prior acts and regulations
within various pardigms for developing equal work opportunitiues and factoring
empowerment among female employees. It forms the basis of anti discrimination in UK
where it various paradigms of laws onto whcih it can be anaysed tha women shall be given
equal pace of respect among avrious detreminants where it can be analsyed that there are
orientation , marraige, civil partnerships and pregnancy, maternity factors . These are now
called protected charterstics whcih forms the basis of anti-discrimination law in great britain
where the law focuses that female gender have eqaul rights at workplace, within public
serviceslike helathcare, businsess and company proicviding services and goods within
avrious work paradigms onto larger objectives. The law focuses that any sort of
discrimination experienced by female employees weither at workplace, or any indircet
discrimination where they are not given equal rights shall be reported. Harrasment and
victimisation shall be governed onto wider synergy parameter where focus shall be inbuilt
on the fact that there shall be equal work opportunities given to them onto potential factor
Practise
The UK has witnessed various cases within economic parameters and new factors of
growth where women equal pay has been widely focused and regardless of any
discrimination there shall be focus inbuilt onto wider paradigms for technical advancement.
The equal work opportunities and stronger focus onto how working with business ethics
among companies within business framework is core strength for connecting all employees
to company goals and also factoring wider business values among growth scenario within
various levels of productivity. UK has taken stringent steps and various laws have been
advance formulated to keep control onto how much growth there is coming among female
employees continuing work opportunities and brands giving equal work pay to all
potentialities where they enrich wider scope of betterment (SteelFisher, Findling and
Miller,2019).
CASE 1:

In Newcastle, within the jobs of nursing there was recorded less payment given to
female employees in comparison to craftsman, joiners within context of employment levels
who are working in same region. The nurses reported their case of unequal pay within
working parameters and it has been also declining their morale levels to work with
efficiency levels. The claim was settled among nurses favour which affected workers within
the pay grade saw their pay doubled after law was legally developed further. The practice
shows that UK law enforces right for all employees within the practices to file case in any
discrimination faced against working parameters for developing new ethical standards of
business functioning’s. The law of UK makes it legally important for companies and
associations to give equal work pay to employees working on various departments as in
equality with their male employees where it enables to yield onto higher productive
enrichment and higher diversity factors of growth.
CASE 2:
In Birmingham the case of around 4500 female employees working in cleaners, carers
and teachers assistants where they argued that their jobs were equal to those of some male
colleagues and they were not given equal work pay for their responsibilities. This is one of
the most high profile successful equal pay cases among UK history where comparator jobs
where of gravediggers and street cleaners. The claim was settled in claimants favour and cost
of council around 200 million in compensation which enables us to analyse how much Uk
government have been progressively focusing to detect any sort of gender discrimination
faced by employees is treated with effective reporting and judgement among law for better
law framing and equal work opportunities are given to all. The UK law widely focuses onto
essential business functioning regulations for companies to give equal work platforms for
women as male and also potentially enhance wider innovation onto various goals and
stronger synergy of actions (Qu, Jo and Choi,2020).
CONCLSUION
The report concludes that women gender discrimination has been one of the most
important topic where business associations and various companies are widely focusing, as
there have been wide cases of gender unequal work pay within global scenario. Report also
concludes that there are wide factors within history of women discrimination, unequal work
play and reported growth onto various determinants where focus shall be governed among

companies HR strategies to potentially develop wider business framework which yields
onto factors for higher commitment and development among female employees as well .
Report also concludes various corporate examples within brands where the focus shall be
developed among equal working parameters onto which new developed standards shall be
used on to yield onto stronger business framework within various goals and to productively
develop wider leverage onto higher synergy of innovation and higher diversity goals for
stronger business framework.
REFRENCES
Books and journals
Cavaletto, G.M., Pacelli, L. and Pasqua, S., 2019. Women helping women? Chain of
command and gender discrimination at the workplace. Journal of modern
Italian studies, 24(2), pp.350-372.
Cavaletto, G.M., Pacelli, L. and Pasqua, S., 2019. Women helping women? Chain of
command and gender discrimination at the workplace. Journal of modern
Italian studies, 24(2), pp.350-372.
Chambers, B. D., Arabia, S.E.,. and Paynter, R. A., 2020. Exposures to structural racism and
racial discrimination among pregnant and early post‐partum Black women
living in Oakland, California. Stress and Health, 36(2), pp.213-219.
Chow, C.J., Millar, M.M. and López, A.M., 2020. Gender Discrimination Among Academic
Physicians. Women's Health Reports, 1(1), pp.203-211.
Qu, Y., Jo, W. and Choi, H.C., 2020. Gender discrimination, injustice, and deviant behavior
among hotel employees: role of organizational attachment. Journal of
Quality Assurance in Hospitality & Tourism, 21(1), pp.78-104.
Ramaley, J. A., 2019. Covert discrimination and women in the sciences. Routledge.

SteelFisher, G.K., Findling, M.G., and Miller, C., 2019. Gender discrimination in the United
States: Experiences of women. Health services research, 54, pp.1442-1453.