Women In Leadership

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2020 National Women's Conference
21 October 2019

“Conference notes that the gender pay gap figures produced on 31 March 2019 stated that the current gender pay gap has risen slightly to 14.2% from 14% the year before. Whilst the public sector pay data is 4% lower than the overall pay gap across all sectors, it is concerning that it is rising in the public sector.In 2018 the Fawcett Society said that 9 out of 10 public sector organisations paid men more highly than women. �These figures show us what we expected � we still see an underrepresentation of women at the top and overrepresentation at the bottom,� said Sam Smethers, chief executive of the Fawcett Society. �The public sector matters for women because it is women who are overwhelmingly dependent on public services, so getting women into decision-making positions is key.�Conference is concerned that in 2019 the gender pay gap widened suggesting that less women are now in senior management positions in organisations, and that with the shrinking of the public sector, that there are less opportunities for promotion.Conference believes that all sectors should be working towards gender balance in management and that work should be done to encourage women to gain leadership positions.The IES has produced a study detailing how women can be supported to gain leadership positions and what bars women from progressing, some of these are: management style, organisational culture, recruitment practices, experiences of discrimination, gaining the right experience, international experience, stepping up to a role, being used as a token, appearance, being able to build networks, impact of childcare issues, career routes, self-confidence and occupational segregation and gender stereotyping.Conference calls upon the National Women�s Committee to work with the NEC and other relevant bodies in UNISON to use whatever means possible to:1)Work with the relevant SGEs to raise with employers the issue of gender imbalance in management.2)Work with the relevant SGEs to encourage employers to coach and mentor women into leadership positions.3)Develop training to support women who wish to move into leadership positions.”