Women Empowerment in the United Kingdom

In the UK, strides towards gender equality are evident. Over 89% of women are now working, closing the gap with men. Women gained voting rights in 1928, achieving equal participation in elections. Efforts to narrow the gender pay gap are yielding results. More girls are pursuing STEM subjects, and female representation in parliament is on the rise, reaching nearly 34% in 2023. These advancements highlight the UK’s dedication to a fairer and more inclusive society.

Gender Equality

• The Equality Act (2010) is the main law for fairness in the UK, covering nine protected characteristics.

• In Scotland, the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012 adds to fairness rules.

• This law replaced older ones and applies to government offices, groups, and schools.

• In Northern Ireland, key fairness laws include Section 75 of the Northern Ireland Act 1998 and the Sex Discrimination (Northern Ireland) Order 1976.

• The Public Sector Equality Duty requires eliminating unfairness and advocating for equality in workplaces.

• The Research Excellence Framework (REF) assesses research quality in colleges and considers fairness and diversity.

• Colleges submitting to REF must have fair and transparent staff selection methods.

• The Athena SWAN Charter, overseen by the Equality Challenge Unit, focuses on fairness for genders in higher education.

• Athena SWAN Awards recognize colleges’ commitment to gender fairness principles.

• The Charter expanded to encompass all college roles and support for transgender staff and students.

• The Research Council UK expects fairness and diversity in all research practices.

• The Scottish Funding Council is developing a Gender Action Plan to promote gender fairness in colleges and universities.

• Funding agreements between the Scottish Funding Council and colleges will incorporate actions from the Gender Action Plan.

• The Equality Challenge Unit is funded by various education bodies and oversees Athena SWAN.

• Its goal is to promote fairness and diversity in UK colleges and universities.

Voting Rights

• Before 1918, only 58% of grown-up males could vote because of residency requirements.

• Soldiers serving abroad during the war were often unable to vote in general elections.

• Politicians extended voting rights to all men and some women before an upcoming election to tackle this issue.

• The Representation of the People Act of 1918 allowed women over 30 with property qualifications to vote.

• However, this gave voting rights to only about two-thirds of UK women at the time.

• The Act also eliminated property requirements for men and broadened voting rights to almost all men over 21.

• Men in the military could vote from age 19 under this Act.

• Despite the increase, there was still significant voting inequality between men and women.

• The Equal Franchise Act of 1928 finally gave women over 21 the same voting rights as men.

• This Act increased the eligible female voting population to 15 million.

• It marked a notable step toward gender equality in voting rights.

• Both men and women were now able to vote on equal terms.

• The Act helped to reduce the gap in electoral participation between genders.

• It represented a crucial milestone in the fight for women’s rights and suffrage.

• These legal changes paved the way for greater inclusivity and representation in democratic processes.

Labour Rights

• Women have always worked, whether at home or in paid jobs, facing challenges along the way.

• During the Victorian era, many women worked in factories or as domestic servants due to limited opportunities.

• Historically, women faced lower pay and were often left out of trade unions.

• In 1913, women were not considered “persons” under the law, impacting their career opportunities.

• World War I led to more women joining the workforce, taking up various roles previously held by men.

• The interwar period saw a setback for women in the workforce due to economic downturns.

• World War II saw another surge in female employment, with women taking up essential roles.

• While the welfare state created new job opportunities, it also reinforced traditional gender roles.

• Laws like the Equal Pay Act of 1970 aimed to address pay disparities between men and women.

• The UK’s pursuit of equal pay was influenced by its membership in the European Union.

• The Sex Discrimination Act of 1975 aimed to prevent workplace discrimination based on gender.

• Over the years, the proportion of women in the UK workforce has steadily increased.

• Women from ethnic minorities still face challenges in the workplace, including lower pay and fewer opportunities.

• Gender pay gap reporting became mandatory for large employers in 2017, shedding light on disparities.

• Despite progress, issues like sexual harassment persist, highlighting the ongoing fight for women’s rights in the workplace.

Supporting The Rights of Women and Girls

• In January 2016, the UN initiated the Sustainable Development Goals (SDGs) to address global challenges for the next 15 years.

• One of the main goals is to eradicate poverty worldwide, marking a significant commitment.

• Gender equality and empowering women and girls are essential aspects of the SDGs, particularly emphasized in Goal 5.

• These goals are integrated into various other objectives, highlighting their importance.

• The UK plays a vital role in fostering understanding and cooperation among nations, aligning with Goal 17 of the SDGs.

• The research focuses on supporting both UK-based and international stakeholders involved in gender equality efforts.

• Its purpose is to facilitate learning and collaboration among stakeholders across different sectors.

• The research aims to highlight the contributions of UK stakeholders from government, civil society, education, and the private sector.

• It emphasizes the strengths and assets of the UK’s experience in promoting gender equality.

• Additionally, the research identifies areas where improvements can be made and opportunities for further learning.

• Collaboration between stakeholders is crucial for effectively achieving the SDGs, including those related to gender equality.

• Through mutual learning, stakeholders can enhance their impact and address challenges more effectively.

• The research also seeks to raise awareness about the importance of gender equality in achieving sustainable development.

• It encourages dialogue and knowledge-sharing among diverse stakeholders to drive positive change.

• Ultimately, the research aims to contribute to global efforts to promote gender equality and empower women and girls.

Women Empowerment in the UK: United Kingdom has the highest rate of women’s labor force participation at 72.1%. Half of the people who went to college are women. 65% of women who work for themselves love their job. Only around a quarter of women are in charge as managers or leaders. The United Kingdom is in 15th place globally for how many women are in parliament, with almost 35 % of the seats in the House of Commons held by women in 2023. Immigrant women had 35 % of seats in the House of Commons, which is a bit more than United Kingdom-born women.

In this article, we are going to discuss Women’s Empowerment in the United Kingdom in detail.