A CHARTER FOR WOMEN

RMT helpline 0800 376 3706 :: february 2018 :: RMTnews 22 The union’s new, updated charter for women is more than a wish-list of terms and conditions to support women in the workplace. It is a tool to be used by all members to acknowledge that women still suffer discrimination. Even though we have a variety of laws to defend women, the reality is that they can have worse conditions at work and ultimately feel that they are being pushed out due lack of support, particularly around maternity issues. That is why being in the union is so important. We are also celebrating the 25th anniversary of the national RMT women’s conference. The charter deals with a number of issues in-depth including the fight for equality of pay and equal terms and conditions. Back in 1970 the Equal Pay Act was introduced to end pay inequality between men and women. That Act is now part of the Equality Act 2010, but the difference between male and female wages can be huge where employees are not covered by collective agreements. Women should not be paid less than their colleagues if the work is the same or of equal value in terms of the demands of the job. Low pay is a scandal which particularly hits women. This is because they are often disproportionately represented in the type of jobs which attract low pay i.e. temporary, part- time and casual. RMT is committed to campaigning for fair wages and believes the National Minimum Wage is far too low. Lone working is also an occupational hazard within the transport industry. There is no special time for being abused or assaulted – it can happen day or night. The first rule in every transport sector must be safety. There are many ways to reduce the risk of assault and violence at work, such as carrying out risk assessments, and it is up to us to make management listen to our concerns. This includes safe transport to and from our places of work, especially during unsocial hours. Sexual harassment is also against the law and no-one should have to endure such behaviour. For women members in the transport industry who are so often ‘on the move’ as part of their work, provision of toilet facilities can be problematic. Access to sanitary and toilet facilities are regulated under the law but they do not apply to means of transport. Despite this, it is important to remember that employers have a general duty to ensure the health, safety and welfare of all their employees. The menopause is also an important occupational health issue and employers need to recognise that menopausal women may need extra consideration. Menopausal women can experience hot flushes, headaches, tiredness, sweating, anxiety attacks and an increase in stress levels. High workplace temperatures, poor ventilation, poor toilet facilities, or a lack of access to cold drinking water can make all of these symptoms worse. Comfortable and appropriate uniform is also important. Many companies simply adapt or A CHARTER FOR WOMEN A new RMT women’s charter to be launched at the annual women’s conference in Manchester next month