Women Empowerment in the UK

Women Empowerment in the UK: United Kingdom has the highest rate of women’s labor force participation at 72.1%. Half of the people who went to college are women. 65% of women who work for themselves love their job. Only around a quarter of women are in charge as managers or leaders. The United Kingdom is in 15th place globally for how many women are in parliament, with almost 35 % of the seats in the House of Commons held by women in 2023. Immigrant women had 35 % of seats in the House of Commons, which is a bit more than United Kingdom-born women.

In this article, we are going to discuss Women’s Empowerment in the United Kingdom in detail.

Women Empowerment in United Kingdom – Notable Statistics

The UK is committed to promoting gender equality, empowering women and girls, and protecting their rights. This contributes to long-term growth, social progress, and sustainable development. UK achieves this through international aid, diplomacy, and trade policies, focusing on empowering women with different programs. Here are some Notable Statistics related to Women’s Empowerment in UK as mentioned below.

Year	Data and Statistics
1975	Female employment rate: 57%
2017	Female employment rate: 78%
2019–2020	Female employment rate: 72.4%
Oct-Dec 2023	16 million women aged 16 and older were employed, 75,000 more than in the previous year.
Feb–Apr 2020–22	The number of women in full-time employment increased by 1.9 million.
Feb 2021	33.9% of seats in parliament were held by women.
2012	86.5% of women of reproductive age (15-49 years) had their need for family planning satisfied with modern methods.
2020	Female employment rate: 72.4%
2021	Female employment rate: 72.1%
2021	Male employment rate: 78.1%
2022	10.05 million women working full time, while 6.01 million were working part-time.
2023	38% of women in employment worked part-time, compared with 14% of men.
Global	Women achieve 72 per cent of what men achieve across key human development dimensions.
UK	The UK has seen an almost continual rise in the proportion of women in employment.
Prime Working Age	The employment rate among women of ‘prime working age’ (aged 25-54) is up from 57% in 1975 to a record high of 78% in 2017.
Gender Pay Gap	The gender pay gap increased to 7.7% among full-time employees.
Gender Pay Gap	The gender pay gap decreased to 14.3% in 2023.
UK Gender Parity	The UK ranked 15th out of 146 countries for gender parity in 2023, with 73.1% of its gender gap closed for economic participation and opportunity.
Speakers of Parliament	22.7% of Speakers of Parliament are women.
MPs	26.5% of MPs are women.

Women Empowerment in the United Kingdom

In the UK, strides towards gender equality are evident. Over 89% of women are now working, closing the gap with men. Women gained voting rights in 1928, achieving equal participation in elections. Efforts to narrow the gender pay gap are yielding results. More girls are pursuing STEM subjects, and female representation in parliament is on the rise, reaching nearly 34% in 2023. These advancements highlight the UK’s dedication to a fairer and more inclusive society.

Gender Equality

• The Equality Act (2010) is the main law for fairness in the UK, covering nine protected characteristics.

• In Scotland, the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012 adds to fairness rules.

• This law replaced older ones and applies to government offices, groups, and schools.

• In Northern Ireland, key fairness laws include Section 75 of the Northern Ireland Act 1998 and the Sex Discrimination (Northern Ireland) Order 1976.

• The Public Sector Equality Duty requires eliminating unfairness and advocating for equality in workplaces.

• The Research Excellence Framework (REF) assesses research quality in colleges and considers fairness and diversity.

• Colleges submitting to REF must have fair and transparent staff selection methods.

• The Athena SWAN Charter, overseen by the Equality Challenge Unit, focuses on fairness for genders in higher education.

• Athena SWAN Awards recognize colleges’ commitment to gender fairness principles.

• The Charter expanded to encompass all college roles and support for transgender staff and students.

• The Research Council UK expects fairness and diversity in all research practices.

• The Scottish Funding Council is developing a Gender Action Plan to promote gender fairness in colleges and universities.

• Funding agreements between the Scottish Funding Council and colleges will incorporate actions from the Gender Action Plan.

• The Equality Challenge Unit is funded by various education bodies and oversees Athena SWAN.

• Its goal is to promote fairness and diversity in UK colleges and universities.

Voting Rights

• Before 1918, only 58% of grown-up males could vote because of residency requirements.

• Soldiers serving abroad during the war were often unable to vote in general elections.

• Politicians extended voting rights to all men and some women before an upcoming election to tackle this issue.

• The Representation of the People Act of 1918 allowed women over 30 with property qualifications to vote.

• However, this gave voting rights to only about two-thirds of UK women at the time.

• The Act also eliminated property requirements for men and broadened voting rights to almost all men over 21.

• Men in the military could vote from age 19 under this Act.

• Despite the increase, there was still significant voting inequality between men and women.

• The Equal Franchise Act of 1928 finally gave women over 21 the same voting rights as men.

• This Act increased the eligible female voting population to 15 million.

• It marked a notable step toward gender equality in voting rights.

• Both men and women were now able to vote on equal terms.

• The Act helped to reduce the gap in electoral participation between genders.

• It represented a crucial milestone in the fight for women’s rights and suffrage.

• These legal changes paved the way for greater inclusivity and representation in democratic processes.

Labour Rights

• Women have always worked, whether at home or in paid jobs, facing challenges along the way.

• During the Victorian era, many women worked in factories or as domestic servants due to limited opportunities.

• Historically, women faced lower pay and were often left out of trade unions.

• In 1913, women were not considered “persons” under the law, impacting their career opportunities.

• World War I led to more women joining the workforce, taking up various roles previously held by men.

• The interwar period saw a setback for women in the workforce due to economic downturns.

• World War II saw another surge in female employment, with women taking up essential roles.

• While the welfare state created new job opportunities, it also reinforced traditional gender roles.

• Laws like the Equal Pay Act of 1970 aimed to address pay disparities between men and women.

• The UK’s pursuit of equal pay was influenced by its membership in the European Union.

• The Sex Discrimination Act of 1975 aimed to prevent workplace discrimination based on gender.

• Over the years, the proportion of women in the UK workforce has steadily increased.

• Women from ethnic minorities still face challenges in the workplace, including lower pay and fewer opportunities.

• Gender pay gap reporting became mandatory for large employers in 2017, shedding light on disparities.

• Despite progress, issues like sexual harassment persist, highlighting the ongoing fight for women’s rights in the workplace.

Supporting The Rights of Women and Girls

• In January 2016, the UN initiated the Sustainable Development Goals (SDGs) to address global challenges for the next 15 years.

• One of the main goals is to eradicate poverty worldwide, marking a significant commitment.

• Gender equality and empowering women and girls are essential aspects of the SDGs, particularly emphasized in Goal 5.

• These goals are integrated into various other objectives, highlighting their importance.

• The UK plays a vital role in fostering understanding and cooperation among nations, aligning with Goal 17 of the SDGs.

• The research focuses on supporting both UK-based and international stakeholders involved in gender equality efforts.

• Its purpose is to facilitate learning and collaboration among stakeholders across different sectors.

• The research aims to highlight the contributions of UK stakeholders from government, civil society, education, and the private sector.

• It emphasizes the strengths and assets of the UK’s experience in promoting gender equality.

• Additionally, the research identifies areas where improvements can be made and opportunities for further learning.

• Collaboration between stakeholders is crucial for effectively achieving the SDGs, including those related to gender equality.

• Through mutual learning, stakeholders can enhance their impact and address challenges more effectively.

• The research also seeks to raise awareness about the importance of gender equality in achieving sustainable development.

• It encourages dialogue and knowledge-sharing among diverse stakeholders to drive positive change.

• Ultimately, the research aims to contribute to global efforts to promote gender equality and empower women and girls.

Protecting Women’s Rights In UK

Women’s rights are considered fundamental human rights, especially in UK where historical disparities in treatment have been significant. UK has various legal mechanisms in place to safeguard equality for women, including constitutional protections and legislation.

• The UK enacted laws like the Equality Act in 2010 to support fairness and prevent unfair treatment.

• Legislation such as the Equality Act ensures fair treatment for all individuals regardless of gender, race, or disability.

• The Domestic Abuse Act of 2021 was introduced to shield women and girls from violence at home.

• The Equal Franchise Act of 1928 gave women over 21 the right to vote, marking a significant step toward gender equality.

• In 1969, the Representation of the People Act reduced the voting age from 21 to 18, increasing democratic participation.

• The Sex Discrimination Act of 1975 made it unlawful to discriminate against women in various areas of life, including work and education.

• The Employment Protection Act required employers to offer statutory maternity pay and prohibited firing someone due to pregnancy.

• ActionAid supports women and girls in asserting their rights and contests harmful societal norms that perpetuate gender inequality.

• Collaborative efforts involving men and boys are vital for changing attitudes and behaviours that perpetuate gender discrimination.

• Key laws like the Equal Pay Act of 1970 aimed to tackle differences in pay between men and women.

• The Race Relations Act of 1976 aimed to combat racial discrimination and promote equality.

• The Disability Discrimination Act of 1995 aimed to safeguard the rights of individuals with disabilities in various aspects of life.

• Statutory instruments were introduced to guard against discrimination based on religion or belief, sexual orientation, and age in employment.

• These laws and measures seek to foster a more inclusive and just society where everyone has equal opportunities.

• Ongoing efforts are necessary to address systemic inequalities and advocate for gender, racial, and disability equality in the UK.

Women In UK History

In 1920, the Employment of Women, Young Persons, and Children Act was passed. In 1928, women gained the right to vote under the Representation of the People Act, on equal terms with men over the age of 21. In 1929, the Infant Life (Preservation) Act was enacted by the UK Parliament.

Year	Event
1818	Jeremy Bentham advocates for women’s voting rights. The Vestries Act allows some single women to vote in parish vestry elections.
1832	The Great Reform Act confirms the exclusion of women from the electorate.
1851	The Sheffield Female Political Association is founded, petitioning for women’s suffrage to the House of Lords.
1864	The first Contagious Disease Act is passed, leading to Josephine Butler’s campaign against it and linking to the suffrage movement.
1865	John Stuart Mill is elected as an MP, showing direct support for women’s suffrage.
1867	The Second Reform Act extends male franchise to 2.5 million.
1869	The Municipal Franchise Act gives single women ratepayers the right to vote in local elections.
1883	The Conservative Primrose League is formed.
1884	The Third Reform Act doubles the male electorate to 5 million.
1889	The Women’s Franchise League is established.
1894	The Local Government Act grants women the right to vote in local elections and become District Councillors.
1897	The National Union of Women’s Suffrage Societies (NUWSS) was formed, and led by Millicent Fawcett.
1903	The Women’s Social and Political Union (WSPU) was formed, led by Emmeline Pankhurst.
1904	Militancy begins with Emmeline Pankhurst’s interruption of a Liberal Party meeting.
1907	The NUWSS holds the “Mud March,” the largest open-air demonstration at the time.

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Conclusion – Women Empowerment in the UK

The United Kingdom has the highest rate of women’s labour force participation and they can contribute to their country’s economy as they are empowered by laws. UK is committed to promoting gender equality, empowering women and girls, and protecting their rights. This contributes to long-term growth, social progress, and sustainable development. In the UK, strides towards gender equality are evident. Over 89% of women are now working, closing the gap with men. In this article, we have discussed Women’s Empowerment with stats and different conditions in United Kingdom in detail.

FAQs – Women Empowerment in the UK

What has the UK done for women’s rights?

The United Kingdom of Great Britain and Northern Ireland (UK) has long been considered a stalwart supporter of gender equality, being one of the first countries to give women the vote over 100 years ago.

Which country is best for women’s empowerment?

Denmark is the top country in the world to be a woman, according to the 2023 Women, Peace and Security (WPS) Index, which was launched today at the Norwegian Mission to the United Nations in New York.

What is the role of women in the UK?

Women are more likely than men to work as employees: 89.6% of women in employment were employees at the end of 2023 compared with 83.5% of men. Around 10% of women were self-employed compared with 16% of men, and women comprised 37% of all self-employed workers.

What is the UK strategy for women and girls?

Put simply, women and girls should face no constraints on realising their full potential. They should have control over their own bodies and control their own choices. This Strategy is our commitment to support them, and women’s rights organisations, until equality reaches every woman and girl.

Does the UK have women’s rights?

The United Kingdom’s Representation of the People Act 1918 gave near-universal suffrage to men, and suffrage to women over 30. The Representation of the People Act 1928 extended equal suffrage to both men and women.