Other sections in Equality and Diversity:
The Equality Act 2010 makes unlawful any direct or indirect discrimination, harassment or victimisation on the grounds of a person’s sex: male or female.
However, the act allows for certain cases where sex is an occupational requirement and can be stipulated in a job specification. Note that within the act, sex does not refer to issues of gender reassignment or sexual orientation, which are dealt with separately. Click here to read about LGB
Acas spells out that it is illegal for employers to pay men and women differently for work that is the same or broadly similar, work valued as equivalent by the employer’s job evaluation or work found to be of equal value with regards to effort, skill or decision making. However, an employer could potentially successfully justify a pay difference if they can point to a reason that isn’t due to sex.
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 require public, private and charity/voluntary organisations with 250 or more employees to publish their gender pay gaps:
Gender and positive action recruitment initiatives: Many employers take part in positive action recruitment initiatives in order to address gender-related underrepresentation in their industries (see below for more on positive action). TARGETjobs runs a number of these events on behalf of employers, including: