It’s Time to Rewrite the Rules on Equality Law

July 1st 2025 

Fawcett Society Submission to the Office for Equality and Opportunity.

Women and girls in the UK are still being short-changed, sidelined, and silenced. Half a century after equal pay became law, discrimination remains baked into our economy, our institutions and our workplaces, and for women of colour, disabled women, mothers, and those at the margins, the barriers are even higher.

At Fawcett, we won’t stop until every woman, in all her diversity, has equal opportunity to thrive. Here’s what our evidence shows and why the law must change now. 

The Gender Pay Gap: Discrimination Still Drives It 

  • 63% of the gender pay gap can’t be explained by factors like hours or occupation — this is discrimination. 

  • Mothers are penalised simply for having children — while men with children are rewarded. 

  • Women of colour suffer multiple layers of pay inequality. For example, Bangladeshi women earn 28.4% less than white British women. 

 We demand: 

  • Pay transparency now. 

  • Ban salary history questions. 

  • Mandatory ethnicity pay gap reporting. 

  • Higher pay in undervalued sectors like care and childcare. 

Shape

Pay Secrecy Protects Discrimination 

The current law makes it almost impossible to bring equal pay claims. 

  • Claimants must find a comparator, and most evidence sits with employers. 

  • There’s no obligation for employers to justify their pay structures. 

  • Tribunal processes are long, costly, and inaccessible. 

 We demand: 

  • A legal Right to Know your colleagues' pay. 

  • Mandatory pay audits and transparency from employers. 

  • Action plans, not just reports — with enforcement and funding behind them. 

Shape

Combined Discrimination is Widespread 

Discrimination isn’t one-dimensional. It compounds across gender, race, disability, and motherhood. 

  • Black, Asian and minoritised women face systemic racism in hiring, progression, and pay. 

  • Menopausal women face silence and stigma, especially those who are disabled. 

  • Mothers are pushed out, while fathers are propped up. 

 We demand: 

  • Intersectionality must be enshrined in law. 

  • Combined discrimination must be recognised and acted upon. 

  • Pregnancy and maternity protections must be stronger and properly enforced. 

Shape

Sexual Harassment Still Haunts Women at Work 

  • 40% of women experience sexual harassment at work. For disabled and LGBTQ+ women, this rises to over two-thirds. 

  • Reporting systems are broken. Too many women are punished for speaking up. 

 We demand: 

  • Employers must face a legal duty to prevent harassment. 

  • Culture change, training, anonymous reporting and transparent policies must be the norm. 

  • Harassers must be held accountable and survivors protected and supported. 

Shape

Enforcement, Not Empty Promises 

Laws are only as strong as their enforcement and right now, it’s failing women. 

  • Enforcement bodies like the EHRC are underfunded and overstretched. 

  • Women facing discrimination are left to fight alone often without legal aid or access to justice. 

 We demand: 

  • Properly funded enforcement. 

  • Legal aid access for women fighting discrimination. 

  • Accountability from employers, not impunity. 

Shape 

Join Us and push for change. 

Manage Cookie Preferences