8 March

The 2026 ethos of International Women's Day, Give to Gain, is emphasising the power of reciprocity and support.

As BMRA has said for many years, days like today are fantastic for celebration and recognising the contribution of women to the industry, but for the long-term recognition to be meaningful, a workplace must be inclusive and, as the ethos points to, giving.

Across a number of UK sources, there are key issues that women in general have identified as concerns within a workplace. 

There is guidance and support to help employers understand and seek to address these issues. 

Mind the gap

One of the brilliant aspects of this industry, is the depth and breadth of the roles women are undertaking. Customer-facing, office-based, yard-based, lab-based, there are countless opportunties. 

But, according to Unison, one of the main concerns for women is the gender pay gap. Whereas the gender pay gap represents a wider earning comparison, it is simple, if its the same job, it needs to be the same pay, legally.

While many members won't need to report their gender pay gap, not recognising it could damage workplace morale, reduce employee retention, and could lead to expensive legal, reputational, and tribunal costs for employers.

Find out more about the gender pay gap: www.incomesdataresearch.co.uk/pay-gap-frequently-asked-questions

Find out more about equal pay: www.acas.org.uk/equal-pay/equal-pay-law

Mentorship and support

Lack of progression and mentorship is another issue raised. 

It is key that support is offered across the business in terms of progression, mentorship and skill development to keep employees motivated and engaged. 

Creating a sense of growth and progress will help to build confidence, and having clear objectives and goals can better support women through their career.

For more information on career progression plans, visit: https://uk.indeed.com/hire/c/info/career-progression

To read more about starting a mentorship programme visit: https://employmenthero.com/uk/resources/mentorship-programs-in-the-workplace

Inclusive policies

Women tend to be the main caregiver when they decide to have children. Often forgoing certain roles or job levels to enjoy greater flexibility to meet the needs of their family. In fact, according to UK Time Use Study, they are two or three times more likely to be the main caregiver. 

Let's not forget, caregiving is not restricted to people who are parents.  As we see people living longer, they often rely on family to meet their care needs, and skilled and talented people leave the workforce to fulfil the care role. 

This dosen't need to be the case. 

There are a number of flexible working options that can be adopted. Not only does this retain talent, people are motivated as they work within a supportive environment. Some roles can't be based at home, people need to be onsite, but consider can they be shared, have earlier or later starts, or be compressed across fewer days? 

Find out more about flexible working: www.gov.uk/flexible-working

Find out more about making your workplace inclusive: www.acas.org.uk/improving-equality-diversity-and-inclusion/making-your-workplace-inclusive

Sometimes it isn't what you can see

According to the ONS, women accounted for 11.5 million mental‑health‑related days off compared to mens 7.7 million. 

While an issue that doesn't just affect women, employers have a duty of care to their employees and must take all necessary precautions to ensure their mental wellbeing. The Health and Safety at Work Act 1992 requires employers to assess mental health work-related issues and to measure the levels of risk to their employees.

According to the ACAS website, to create a positive environment at work and help prevent work-related stress, employers should:

  • have a clear policy on mental health and stress
  • address the causes of stress through risk assessments and employee surveys
  • encourage people to raise their concerns – for example, if a person feels they are being discriminated against
  • provide training for managers – for example, on managing conflict, change and work-related stress
  • support their employees – for example, listening to concerns and acting on them quickly
  • promote a work-life balance – for example, encouraging employees to use their breaks and take holiday
  • provide employees with access to support – for example, an employee assistance programme (EAP) or training on stress management techniques

Read more about mental health in the workplace: www.recyclemetals.org/newsandarticles/world-mental-health-day-2025.html

The fastest growing demographic in the workforce

According to MenoHealth, menopausal women are the fastest growing demographic in the workforce.

As per the Acas website:

Employers should make sure they have steps, procedures and support in place to help staff affected by the menopause.

Having regular conversations with staff and listening to their concerns might help resolve issues early on before any potential legal action is taken.

Employers should make sure they know how the menopause relates to the law, including the:

  • Equality Act 2010, which protects workers against discrimination
  • Health and Safety at Work Act 1974, which says an employer must, where reasonably practical, ensure everyone's health, safety and welfare at work

The menopause is not a specific protected characteristic under the Equality Act 2010, but if an employee or worker is put at a disadvantage and treated less favourably because of their menopause symptoms, this could be discrimination if related to a protected characteristic, for example:

  • age
  • disability
  • gender reassignment
  • sex

An office manager made a successful claim and won a £37,000 from her previous employer when it was stated that she used the menopause as an "excuse for everything".

Harrasment and safety

Across multiple independent and official UK data sources, women are substantially more likely than men to experience harassment in the workplace.

Be it sexual, gender-based, religious, any kind of harrassment, according to the UK Government, is unlawful under the Equality Act 2010.

Everyone in a workplace has the right to feel safe, free from discrimination and bullying. 

There is guidance for both employers and employees should they experience this:

Opportunties in metals recycling

There are a number of roles, many with transferrable skills open to all employees in metals recycling.

BMRA has articles to assist members with promoting their jobs and writing job adverts, and ensuring the benefits they offer help them stand out from the crowd.

BMRA also has a green careers website to showcase the roles available in metals recycling, 56% of those showcased are women!

Further job vacancies can be found here. 

Additional material

BMRA’s employment partner, Croner, offers members resources, including recorded webinars, to help guide companies through the policies they need and advice on how they can make workplaces attractive and comfortable for women.  BMRA employment information (login required).