A snail could crawl the entire length of the Great Wall of China in 212 years, just slightly longer than the 200 years it will take for women to be equally represented in Parliament. Five years on from the first Sex and Power report, the Commission publishes its first survey on women in positions of power and influence.
Five years on from the first Sex and Power report, the Equality and Human Rights Commission publishes its first survey on women in positions of power and influence. Part of the Commission’s Working Better project, the Sex and Power report reveals: Women hold just 11 per cent of FTSE 100 directorships and only 19.3 per cent of the positions in Parliament. This year, there are fewer women holding top posts in 12 of the 25 categories for which figures are available. In another five categories, the number of women remains unchanged since 2007’s index. Women’s representation has increased in just eight areas. The report traditionally estimates the number of years it will take for women to achieve equality in key areas at the present rate of progress. This year’s report indicates it will now take 15 years longer (55 years in total) for women to achieve equal status at senior levels in the judiciary, and women directors in FTSE 100 companies could be waiting eight years longer (73 years in total). If women were to achieve equal representation among Britain’s 31,000 top positions of power, the Commission estimates over 5,600 ‘missing’ women would rise through the ranks to positions of real influence. 200 years for women to be equally represented in Parliament A snail’s progress... A snail could crawl the entire length of the Great Wall of China in 212 years, just slightly longer than the 200 years it will take for women to be equally represented in Parliament Sex and Power 2008
Transcript
Five years on from the first Sex and Power report, the Equality andHumanRights Commission publishes its first survey onwomen in positions of powerand influence. Part of the Commission’sWorking Better project, the Sex andPower report reveals:
Womenhold just 11 per cent of FTSE 100 directorships and only 19.3 per cent ofthe positions in Parliament.
This year, there are fewerwomenholding top posts in 12 of the 25 categories forwhich figures are available. In another five categories, the number ofwomenremains unchanged since 2007’s index.Women’s representation has increased injust eight areas.
The report traditionally estimates the number of years itwill take forwomen toachieve equality in key areas at the present rate of progress. This year’s reportindicates itwill now take 15 years longer (55 years in total) forwomen to achieveequal status at senior levels in the judiciary, andwomendirectors in FTSE 100companies could bewaiting eight years longer (73 years in total).
If womenwere to achieve equal representation amongBritain’s 31,000 toppositions of power, the Commission estimates over 5,600 ‘missing’womenwould rise through the ranks to positions of real influence.
200yearsforwomen to beequally representedin Parliament
A snail’s progress...
A snail could crawl the entire length of theGreatWall of China in 212 years, just slightlylonger than the 200 years it will take forwomento be equally represented in Parliament
SexandPower2008
At thecurrent rateofprogress, itwill take...Another 27 years to achieve equality inCivil Service top management.Another 55 years (up from 40 years)to achieve an equal number of seniorwomen in the judiciary.Another 73 years (up from 65 years)to achieve an equal number of femaledirectors of FTSE 100 companies.Around 200 years – another 40elections – to achieve an equalnumber of women in Parliament.
2
The annual index ofwomen inpositions of authority andinfluence in Britain is in its fifthyear. Yet the trend that isemerging is one of reversal orstalled progress, with only a fewsignificant increases.
This year, in 12 of the 25 categoriesforwhich figures are available,there are fewerwomenholdingtop posts:WestminsterMPs,Cabinetmembers,Members of theScottish Parliament andWelshAssembly, editors of nationalnewspapers, people in publicappointments, senior policeofficers and judges, health servicechief executives, local authoritychief executives, trade uniongeneral secretaries and heads ofprofessional bodies. Althoughmost of the decreases are small,and in some cases attributable toone or twowomen leaving theirposts, they are disappointing.
In another five categories, thenumber ofwomen remainsunchanged since 2007's index: UKMembers of the EuropeanParliament, topmedia bosses,directors ofmajormuseums andgalleries, chairs of national artscompanies and holders of seniorranks in the armed forces.
Women’s representation hasincreased in just eight areas. Therearemore femalemembers of theHouse of Lords, FTSE 100 companydirectors, chief executives ofnational sports bodies andvoluntary organisations, localauthority council leaders,principals of further educationcolleges, vice-chancellors ofuniversities and topmanagers inthe civil service. But in six of theseeight categories, the proportion ofwomendoing these top jobs hasincreased by less than onepercentage point –which,whilewelcome, is a tiny change.
3
Progress: a snail’s pace
Lookingbackover the full five yearsSex and Powerhas been published,the picture is equallyworrying. Insix categories there are fewerwomen than therewere in 2003’sindex. In 13 of the categories, theincrease has totalled less than fivepercentage points.
In recent years, Sex and Powerhasalso projected forward, suggestingthe number of years it will take –on current rates of change – forwomen to achieve equality in keyareas.Worryingly, this year'sreport indicates that thewait forequality forwomen in the judiciaryhas crept up by 15 years, andwomen in FTSE 100 companieswillbewaiting in thewings a furthereight years.
To say that things are changing forwomen at the top at a snail’s paceseems about right.We all knowsnails aren’t very speedy –with therecord holder among themclocking in at just twominutes tocover 13 inches (32.5cm). Yet asnail could crawl nine timesround theM25 in the 55 years itwill takewomen to achieveequality in the judiciary, fromLand’s End to JohnO’Groats andhalfway back again in the 73 yearsit will take for equal numbers ofwomen to reach the top of FTSE100 companies, and the entirelength of theGreatWall of China in212 years, only slightly longer thanitwill take forwomen to be equallyrepresented in Parliament.
4
5
Sex and Power 2008 Index:Women in selected ‘top jobs’over the last five years1
%women2003 2004 2005 2006 2007/8
Politics Women’saverage
representation26.6%
Members of Parliament2 18.1 18.1 19.7 19.5 19.3
TheCabinet3 23.8 27.3 27.3 34.8 26.1
Members of theHouseof Lords4
16.5 17.7 18.4 18.9 19.7
Members of the ScottishParliament5
39.5 39.5 39.5 38.8 34.1
Members of theNationalAssembly forWales6
50.0 50.0 50.0 51.7 46.7
Local authority councilleaders7
figuresnot
available
16.6 16.2 13.8 14.3
UKMembers of theEuropean Parliament8
24.1 24.4 24.4 25.6 25.6
6
%women2003 2004 2005 2006 2007/8
Business Women’saverage
representation12.5%
Directors in FTSE 100companies (executiveand non-executive)9
8.6 9.7 10.5 10.4 11.0
Small businesseswithwomen themajority ofdirectors10
12.3 14.4 12 14 figuresnot
available
Media and culture Women’saverage
representation17.6%
Chief executives ofmedia companies in theFTSE 350 and theDirector Generalof the BBC11
7.4 4.3 9.5 10.5 10.5
Editors of nationalnewspapers (includingGlasgowHerald andWesternMail)12
9.1 9.1 13.0 17.4 13.6
Directors ofmajormuseums and artgalleries13
21.1 21.1 21.7 17.4 17.4
Sex and Power Index continued
7
%women2003 2004 2005 2006 2007/8
Chairs of national artscompanies14
27.3 27.3 33.3 33.3 33.3
Chief executives ofnational sports bodies15
14.3 6.3 6.7 6.7 13.3
Public and voluntarysectors
Women’saverage
representation23.9%
Public appointments16 35.7 35.9 35.0 35.5 34.4
Local authority chiefexecutives17
13.1 12.4 17.5 20.6 19.5
Senior ranks in thearmed forces18
0.6 0.8 0.8 0.4 0.4
Senior police officers19 7.5 8.3 9.8 12.2 11.9
Senior judiciary (highcourt judgeandabove)20
6.8 8.3 8.8 9.8 9.6
Civil service topmanagement21
22.9 24.4 25.5 26.3 26.6
Chief executives ofvoluntaryorganisations22
45.2 45.4 45.2 46.0 46.4
Head teachers insecondary schools23
30.1 31.8 32.6 34.1 figuresnot
available
Sex and Power Index continued
Note: The statistics in this index have been selected to represent positionsconsidered to have power or influence in Britain. As far as possible thesestatistics relate toGreat Britain or theUnited Kingdom,with the obviousexceptions of the Scottish Parliament and theNational Assembly forWales. For each statistic included, the percentage ofwomenhas eitherbeen taken directly from the source or calculated from the actualnumbers ofwomen andmen. A summary index has also been calculatedfor each of the fourmain areas: politics, business,media and culture,public and voluntary sectors. The summary showswomen’srepresentation in each area, calculated as a simple average of themostrecent percentage figures for each indicatorwithin the area.
8
%women2003 2004 2005 2006 2007/8
Further Educationcollege principals24
25.8 28.0 27.5 30.7 31.4
University vice-chancellors25
12.4 15.0 11.1 13.2 14.4
Health service chiefexecutives26
28.6 27.7 28.1 37.9 36.9
Trade union generalsecretaries27
18.3 16.9 22.4 23.0 20.7
Heads of professionalbodies28
16.7 25.0 33.3 33.3 25.0
Sex and Power Index continued
So, five years on from the first Sexand Power report, does itmatter ifwomen still aren’t in top posts? If itdoes, thenwhy?Andwhatwill helpaccelerate the pace of change?
Itmatters because itmeans Britainis failing to get talentedwomeninto these positions – and losingout onwhat theywould contribute.Girls nowout-performboys atmany levels of secondaryeducation, and nearly three out offive recent first degree graduatesarewomen.29 In 2008, 14.3millionwomen are in theworkforcealongside 16.9millionmen,30 andwe aremoving to a positionwherewomen could eventuallymake upmore than half theworkforce.
In short, womenno longerworkfor ‘pinmoney’. They are essential
to our country’s economic successand inmany families share theresponsibility for bringing inenoughmoney tomake endsmeet.
Against this backdrop,wemightexpect to findwomen taking onmore responsibility and risingthrough the ranks. Sowhat ishappening? In someworkplacesdiscrimination still occurs andstereotypes holdwomenback. Inother cases, youngwomen arepointed towards traditionallyfemale occupations at the expenseof opening up a variety ofopportunities. But a fair portionof the blamemust also beattributed to our rigid, inflexibleapproach towork.
9
A squandering of talent
73 yearsfor gender equalityin FTSE 100companies
A snail’s progress...
A snail could get fromLand’s Endto JohnO’Groats and halfway backagain in the time itwould take forequal numbers ofwomen to reachthe top of FTSE 100 companies
2,921 missing from among 18,781public appointments
436 missing from among the 1,119directorships in FTSE 100 companies
225 missing from among the 745members of the House of Lords
214 missing from among the 916Civil Service top managers
198 missing from among the 646Members of Parliament
160 missing from among the 448council leaders in local government
92 missing from among the 243senior police officers
80 missing from among the 198senior judges
Note: Missing women equal half the total number of posts minus thenumber of posts held by women.
10
Missing womenIf women hope to shatter the glass ceiling andachieve equal representation we would need tofind over 5,600 women ‘missing’ from more than31,000 top positions of power in Britain today.These include:
Workplaces, political systems andother parts of society – forged inan era of ‘stay at homemums’ and‘breadwinner dads’ – have failed tokeep pacewith the reality ofmodernwomen’s andmen’s lives.Forwomen at every level ofwork,this failure leads to a squanderingof talent, themost glaring exampleofwhich is the lack ofwomen inpositions of power.
Before the arrival of children, 85per cent ofworkingwomen arefull-time. That falls to just 34 percent ofworkingmotherswith pre-school children.31 A 2004 survey ofpart-timeworkers showed that justover half had had previous jobs inwhich they used higherqualifications or skills or hadmoremanagement/supervisoryresponsibility.32
Don’t get uswrong.We’re notsaying all womenhave toworkoutside the home. For some, beingfull-timemothers for part or all of
the time their children are underor of school age is a genuinechoice.
But for toomany,moving to part-timework or leaving the labourmarket altogether is the result oflimited choices. Often,womenexperience a draining combinationof outdatedworking practices anda long hours culture alongside theabsence of appropriate high-quality affordable childcare orsocial care. Similar situations arisewhen a familymember’s age ordisability requiresmore time andenergy to ensure they arereceiving appropriate care. Thefinal straw can be the expectationthat primary responsibility for thewell-being of other familymembers and the running of thehousehold restswith one person –mum. It all becomes toomuch andthe solution formanywomen is totake a less challenging role or leaveemployment altogether.
11
Ask youngwomen todaywhattheywant, and one thing becomesclear. They are not short onaspiration. In a 2004 EqualOpportunities Commission surveyof year 10 pupils, 86 per cent ofboys and 88per cent of girls saidthat choosing a careerwith long-termprospectswas very importantto them.33 A 2006 survey foundthat over 90 per cent of youngpeople surveyed, both boys andgirls, wanted to balance career andfamily life in the future.34
Yetwomenwanting careers and afamily are too often sidelined.Thoughmany employersincreasingly embrace the benefitsof flexibleworking, others offertimeoff for raising a family andflexibility linked to childcare andcaring grudgingly, as concessionsthat are a burden to business and
thosewho seek themas notcommitted to the company.
Givenwomen’s experience, it isnot surprising that fathers –whoincreasinglywant to spendmoretimewith their children thanwastypical 40 or even 20 years ago –are reluctant to take paternity orlonger parental leave or to seekflexibility, because of the careerpenalty or career death thatmayresult. Thismeans that, whatever acouplewant to do, greaterresponsibility ends up being left tomothers, who in turn experiencemore of a penalty atwork.
With a reluctance to embraceflexibility – despite the fact that inthe hands of themost innovativeemployers this has been shown tosupportmodern ‘24/7’ business –employers are relyingmore andmore on long hoursworking. Even
12
Aspiration giveswayto frustration
thoughmenwant to spend timewith their children, they often endupworking longer hours after theyhave a child. This perpetuates amodel ofwork that is almost
impossible forwomen to see asallowing them to combine a full-time jobwith family life – andcomes at a real cost for fathers.
Ethnic minority womenThe glass ceiling is low for most and lower for some:There are only:
ethnic minorityMPs, including twowomen.35
ethnic minority peers,including eight women.36
ethnic minority AM, whois male, and
ethnic minority MSP,also male.37
4615
28
13
directorships inFTSE 100companies held byindividuals withnon-Europeanethnic backgrounds,including eightwomen.38
The one thing the newly-createdEquality andHumanRightsCommissionwould like tomakeclear – the first year it publishes Sexand Power, produced previously bythe Equal OpportunitiesCommission – is that this is not justa ‘women’s issue’. TheCommissionbelieves thatwhile the absence ofwomen from these powerfulpositions is important in itself, it isalso an example of awider failure.Wehave to ask ourselves inwhatotherways are the old-fashioned,inflexiblewayswe’reworkingpreventing us from tapping intotalent?
Howwe canwork better is thesubject of a current investigationby the Commission. The fact is, theworld ofwork – and the range ofskills we’ll need to tap into topower our economy– is changingand it’s time for employers tocatch up. It is estimated that:
• between 2009 and 2014womenwill fill five out of 10 of theincrease in new jobs in theUK40
• by 2020 twoout of five people intheworkforcewill be aged 45andover41
• between 2001 and 2005 ethnicminorities accounted for overfour-fifths of the growth in theworking-age population ofEngland42
• between 2001 and 2008 theemployment rate for disabledpeople ofworking age increasedfrom47per cent to51per cent.43
This has significant implications fortheway Britainworks, but ourworkplaces and theway peoplemake it to the top posts in theindex have not caught upwith thisreality. Our outdatedmodelmakesassumptions aboutwhetherpeople can or cannot do particularjobs, based on assumptionssurrounding demographiccharacteristics such as gender,age, disability, ethnicity, religionandbelief and sexual orientation.Somegroups are especiallydisadvantaged by thisstereotyping, such aswomenof
And to be frank, our public policiessometimesmake assumptionsaboutwhodoes the caring andwho should pay the ‘price’. Forexample, there has been adramatic change in leave for newmothers in recent years and theCommissionwelcomes that. Butthe exclusive focus on increasingmaternity leavewithoutmoreleave for fathers in their own right,or the right to parental leave thatgives parents real choice aboutwhodoes the caring,maywell havehad an unfortunate unintendedconsequence of entrenching theview that onlymothers look afterchildren. It has also, in some cases,madewomen an easy target formore unscrupulous employerswho steer clear of hiringwomenofchildbearing age.
This is not about filling quotas orpositive discrimination –appointing people just because ofthe group they belong to. TheCommissionwants to see people
appointed to top jobs onmerit. Butmerit and talent are not theexclusive preserve of one sectionof the population or another.Instead,we are failing to adapt thewaywework to the realities ofpeople’s lives and ignoring thetalent that existswithin thepopulation.
By contrast, genuine equality ofopportunity looks beyond thestereotype and askswhatsomeone is good at. It alsoremoves unnecessary barriers toparticipation, for example,through changes toworkingpractices such as reasonableadjustments for disabled peopleand flexibleworking to enableeveryone to combine their paidworkwith life outside.
Alongside this, good childcare andsocial care policies and services areessential if bothwomen andmenare to have a genuine choice aboutthe extent towhich they can beparents or carers aswell as paidworkers.
15
16
Women’s representation in Parliament:the international perspective44TheUK currently ranks 70th and is outperformedby Rwanda,Afghanistan and Iraq in terms ofwomen’s representation.
Argentina5th, 40.0%
USA83rd, 16.8%
UK70th, 19.3%
Canada59th, 21.3%
Rwanda1st, 48.8%
17
China59th, 21.3%
RussianFederation97th, 14.0%
Iraq35th, 25.5%
Sweden2nd, 47.0%
Afghanistan29th, 27.7%
Changing thewaywork isorganisedwould not only enablewomen to continue in their chosencareer after having children, butalso fulfil the aspirations of:
• fathers to be active parents
• disabled people to have careers
•workers to combine educationandwork to gain new skills, and
• olderworkers to remain inworkof their choice longer.
Government policy and businesspractice are graduallyacknowledging the positiveimpact ofmodern, innovative,flexibleworking arrangements,both on business performance andon the ability of individuals and
families to fit theirwork and therest of their lives together. ButBritish business is often stubbornlytraditional and the pace of changeis slow. And the laws of unintendedconsequences havemeant publicpolicy has not always hastenedthe social revolution in ourworkplaces.
The danger is thatwe simplyoverlook orwaste talent fromoureconomic, cultural and politicallife. Instead, Britain’s employersand politicians need tomake adetermined effort to ‘work better’.Wehave tomake sure that:
• our political institutions andworkplaces reflect the reality ofthemodernworkforce –whetherworkers are parents,disabled people, younger or
18
Change bringswider benefits
older – by looking atways tochallenge the inflexible, longhours culture of far toomanyworkplaces and putting in placepublic policies that givemen andwomen real choices.
In turn,we at the Equality andHumanRights Commissionwilllisten to real people, usinginnovative techniques and newtechnology to drive a 21st centuryconsultation that tells uswhatpeople reallywant andwhatwillmake a difference for them. Forexample,we are engaging parentsvia a joint campaign, ‘TheHomeFront’, withMumsnet andDad.info.Wewill listen to experts,and look atwhatwe can learn fromother places around theworld.Wewill do all we can to encourageemployers and politicians and to
provide practical advice andguidance on how to achieve thesechanges. And – finally –wewillmapout our vision for the futurewith the publication of amajorreport in theNewYear, looking athowwe can ‘work better’.
Britain cannot as an economyafford to go on asking people to fittheir families around the demandsof ever-more intense ‘24/7’ globalcompetition, andmarginalising orrejectingworkerswho fail to fitinto traditional and inflexibleworking arrangements.
Onlywhenweget this rightwill weseewomen aswell asmenmakingit into the positions of real powerand influence. Andwewant that tohappen atmore than a snail’s pace.
19
55 yearsforwomen toachieve equalityin the judiciary
A snail’s progress...
A snail could crawl nine timesround theM25 in the 55 yearsit will takewomen to achieveequality in the judiciary
1 Indicator values for 2003–06 repeatedfromEqual Opportunities Commission(2007) Sex and Power: who runs Britain?2007, except for amendments to entriesfor small businesses and senior policeofficers. See notes 10 and 19 for details.
2UKParliament (2008)Members ofParliament by gender: numbers,updated 25 July 2008.
8 European Parliamentwebsite (2008)YourMEPs by country and politicalgroup, accessed 10 June 2008.
9 Sealy, R., Singh, V. andVinnicombe, S.(2007) The female FTSE report 2007.
10 IFF Research Ltd (2008) The annualsurvey of small businesses’ opinions2006/07 (ASB 2006/07), BERRURN07/389. These statistics relate tobusinesseswith employees and showthe percentages of businesses either ledby awomanor having amanagementteammadeupmostly ofwomen. The2005 entry has been amended from18per cent to 12 per cent for consistencywith earlier and later surveys. The 18 percent referred tomajority femaleownership of SMEs as opposed to femaleleadership (owners, partners anddirectors).
11Websites ofmedia companies in theFTSE 350 and the BBC, accessedApril2008.
12Websites of national newspapers,accessedApril 2008.
13Websites of British Library,museumsandgalleries sponsored by theDepartment of Culture,Media and Sport,accessedApril 2008.
14Websites of the EnglishNationalOpera, Royal National Theatre, RoyalOperaHouse, Royal ShakespeareCompany, South BankCompany, RoyalBallet, EnglishNational Ballet,BirminghamRoyal Ballet, Scottish Ballet,ScottishOpera,WelshNational Opera,Rambert Dance, accessedApril 2008.
20
Notes
15Websites of national sports bodies,accessedApril 2008.
16CabinetOffice (2007) Public bodies2007.
17 Improvement andDevelopmentAgency for Local Government; COSLAwebsite, accessed 16April 2008.
18DefenceAnalytical Services Agency(2008) UK regular forces rank structureat 1 January 2008.
19 Bullock, S. andGunning, N. (2007)Police service strength England andWales,31March 2007 (second edition), HomeOffice Statistical Bulletin 13/07. ScottishPolice Forceswebsites, accessed 29 July2008. Earlier data for senior policeofficers in Scotland have for consistencybeen replacedwith data published onThe ScottishGovernmentwebsite,accessed 27 June 2008.
20 Judiciary of England andWales (2008)Statistics –women judges in post as at 1April 2008.
22Association of Chief Executives ofVoluntaryOrganisations, fullmembersat 24April 2008.
23DCSF (2007) Schoolworkforce inEngland (including pupil:teacher ratiosand pupil:adult ratios) January 2007(revised), additional information addedNovember 2007;Welsh AssemblyGovernment (2007) Schools inWales:general statistics 2007; ScottishExecutive (2007) Teachers in Scotland,2006, Edn/G5/2007/2.
24Association of Colleges; Associationof Scotland’s Collegeswebsite, Colleges’contact information, accessed 15April2008.
25Universities UKwebsite, list ofuniversity heads, accessed 7April 2008.
26Websites of Special and StrategicHealth Authorities in England, NHSBoards in Scotland (including Special),Local Health Boards andNational PublicHealth Services inWales, accessedApril2008.
28Websites of Engineering Council,General Council of the Bar, GeneralDental Council, GeneralMedical Council,General Optical Council, General SocialCare Council, General TeachingCouncilsfor England, Scotland andWales, LawSociety, Law Society for Scotland,Faculty of Advocates, accessedApril2008.
21
29HESA (2008)Higher education studentenrolment and qualifications obtained athigher education institutions in the UnitedKingdom for the academic year 2006/07,HESA SFR 117. Cheltenham:HESA.
30Office for National Statistics (2008)First Release: Labourmarket statistics,May2008.
31 Paull, G. (2008) ‘Children andwomen’s hours ofwork’, The EconomicJournal, February 2008.
32Darton, D. andHurrell, K. (2005)Peopleworking part-time below theirpotential,Manchester: EqualOpportunities Commission.
33 Fuller, A., Beck, V. andUnwin, L.(2005) Employers, young people andgender segregation (England),WorkingPaper series no. 28,Manchester: EqualOpportunities Commission.
34 Bhavnani, R. and Performancethrough inclusion (2006)Ahead of thegame: the changing aspirations of youngethnicminoritywomen,Moving on upseries,Manchester: Equal OpportunitiesCommission.
35Operation Black Votewebsite,accessed 25April 2008.
36Operation Black Votewebsite,accessed 25April 2008.
37 BBCNewswebsite (2007) First ethnicminority AMelected, 4May 2007,accessed 24April 2008. BBCNewswebsite (2007) First AsianMSPgoes toHolyrood, 4May 2007, accessed 24April2008.
38 Sealy, R., Singh, V. andVinnicombe,S. (2007) The female FTSE report 2007.
39 Judiciary of England andWales (2008)Statistics –minority ethnic judges in postas at 1 April 2008.
40Wilson, R., Homenidou, K., andDickerson, A. (2006)Working Futures2004–14, National report.Wath onDearne: Sector Skills DevelopmentAgency.
41Madouros, V. (2006) Labour forceprojections 2006–20. London:Office forNational Statistics.
22
42Office for National Statistics (2007)Population estimates by ethnic group2001–05 (experimental). London:Officefor National Statistics.
43Office for National Statistics (2008)Labour Force Survey Historical QuarterlySupplement –Calendar quarters,accessed 27August 2008.
44 Inter-Parliamentary Union (2008)Women in national parliaments as of 31July 2008.
23
Contact us
The Equality andHumanRights Commission aims to reduce inequality,eliminate discrimination, strengthen good relations between people, andpromote and protect human rights.
You can find outmore or get in touchwith us via ourwebsite atwww.equalityhumanrights.comor by contacting one of our helplinesbelow. If you require this publication in an alternative format and/orlanguage please contact the relevant helpline to discuss your needs.
Equality andHumanRightsCommission helpline – England
