EOC launches consultation on the biggest change to gender equality legislation in 30 years

The Equal Opportunities Commission (EOC) has today launched a three-month consultation on the Gender Equality Duty. The Commission is encouraging public sector bodies to participate as fully as they can in the consultation, to ensure that the new law is workable in practice and delivers real benefits for all those who use and are employed by the public sector.

The new law, which will come into force in April 2007, has the potential to be the most significant change to gender equality legislation in 30 years. It is a key component of the DTIís Equality Bill, which is expected to become law this week. The law will require public bodies to design their employment policies and recruitment practices, as well as their services and policies, with the different needs of men and women in mind. It could and should have a major impact on employment practice across the public sector, and, it is hoped, will help to close the pay gap between men and women which still exists in this sector.

The consultation process is a vital opportunity for HR practitioners within public sector bodies to have their say on how the law will work in practice. Specifically, the EOC is asking for opinions on the Dutyís Code of Practice, which will explain how to implement the duty and integrate it into day-to-day operations.

Under the new law, public bodies will be required to collect a broader range of information about equal pay, occupational segregation, fair promotion and development opportunities and family friendly working arrangements. The data will help organisations identify what they can do to improve gender equality, and take steps to address any problems identified.

The specific duty on equal pay will require public bodies to develop equal pay arrangements designed to tackle the different causes of the pay gap. The new law will prompt public bodies to look afresh at how to tackle gender segregation in the workplace, for example by making proactive steps to attract men and women into non-traditional roles. It should also encourage them to address the issue of flexible and part-time working, not widely-enough available in senior roles.

Jenny Watson, Chair of the Equal Opportunities Commission, said: The new Gender Equality Duty has the potential to bring about real change in the culture of the public sector. Itís a unique opportunity to tackle all the causes of the pay gap between men and women - and to forge ahead on transforming the workplace. This will benefit all public sector employees, and should lead to better services for the general public.

Addressing gender equality must be about taking action to eliminate discrimination. Those who get this right, and who use the gender duty to rethink the way they employ and manage all their staff, will see real benefits in terms of recruitment, retention, staff satisfaction and overall performance.

But we need to make sure the duty is workable and do-able - and we need the views of practitioners within the sector. I hope as many people as possible will contribute to our consultation.

The online consultation will run from 13th February to 13th May 2006. A series of regional events will also be held between February and March, to explain the detail and implications of the legislation and will enable discussion and feedback. The EOC is also looking for organisations and networks willing to promote the consultation process to their members and invite them to participate, via email bulletins, websites, newsletters or promoting the consultation at events

For further information of interviews please contact: Rebecca Hewitt/ Rachael Hedley or Bridget Hargreave at Luther Pendragon, tel 020 7618 9100 or Claire Hibbitt at the EOC Media Office, tel 020 7960 7441.