Creating an inclusive workplace is more than waving a banner, it is about meaningful cultural change. Aspiration doesn’t have to be a frightening prospect. There is a wealth of information and support to help businesses along the way.

The theme for International Women’s Day 2024 is Inspire Inclusion.  According to the movements website: ‘When we inspire others to understand and value women's inclusion, we forge a better world. And when women themselves are inspired to be included, there's a sense of belonging, relevance, and empowerment.’

Traditional industries in the UK, like metals recycling, are male dominated environments.  In STEM sectors – Science, Technology, Engineering and Maths - women make up approx. 26% of this workforce.

As the BMRA seeks to get a greater understanding of the number of women in the industry – companies can take part in the survey here – we look at how companies can promote themselves and attract women into the industry.

Reports, including that by McKinsey and Co, point to greater gender diversity leading to a performance uplift. 

Women are becoming more visible in the metals recycling industry. BMRA’s President, Susie Burrage OBE and the Young British Metals Recyclers co-chair, Hayley Mellor are prime examples of women breaking glass ceilings in the industry, but can the industry as a whole do more?

Unconscious bias

Women in Science and Engineering (WISE) notes that unconscious bias is a term that describes a bias of which we are unaware. It happens automatically and outside of our control and is often triggered by our brain making quick judgments and assessments of people and situations.

Unconscious bias may be leading people to think that women can only do certain roles, they may dismiss women for certain roles based purely on gender. Recognising a barrier like unconscious bias can open up the potential workforce.

An inclusive workspace

Are women wearing the correct PPE? Wiseworksafe.com has noted: “Looking and feeling smart is a basic expectation for any member of staff — male or female. People who feel uncomfortable or embarrassed about what they’re wearing will not perform as well and are less likely to remain in the job. They may even feel discriminated against — particularly if their employer appears to have made little or no effort to cater to their needs.”

Having PPE that fits the person, particularly in a manual job, will help that person to perform their role better. Look to a PPE supplier with a dedicated women’s range and allow your female employees to try on the PPE, maybe buy themselves and get reimbursed later, to ensure they are comfortable.

Consider, where practicable, having separate changing rooms and toilets, with appropriate facilities for women, to give women a safe space in which to prepare for work. This is particularly prevalent if a woman is still breastfeeding on return from maternity leave and requires a safe, clean space to express her milk.

 

 

Flexible policies

For many employers, the terms flexible working may seem like a frightening concept. All employees have a right to ask for flexible working, but it is more common for women to make the request, particularly if they are a parent.

From the 6 April 2024, employees will be able to request flexible working from their first day in a new job. Currently employees must have worked for the same employer for at least 26 weeks to be eligible.

There are eight reasons why a company can refuse a flexible working arrangement.

According to the TUC, women are three times more likely to work part-time, but it found that they have fewer career, pay and progression opportunities compared to full-time workers.

This is, in turn, can lead to a gender pay gap, and woman being left behind on their chosen career path.

It doesn’t have to be this way, and there are plenty of flexible working arrangements to consider before you reach a final decision.

A Gartner 2021 Digital Worker Experience Survey, 43% of respondents said that flexible working hours helped them achieve more productivity.

Whereas many people may feel that only office work can be conducted on a flexible basis, there are many options for which any role could be delivered:

• Job sharing - Two people do one job and split the hours.
• Compressed hours - Working full-time hours but over fewer days - for example a 9-day fortnight.
• Flexitime - The employee chooses when to start and end work (within agreed limits) but works certain ‘core hours’, for example 10am to 4pm every day.
• Annualised hours - The employee has to work a certain number of hours over the year, but they have some flexibility about when they work. There are sometimes ‘core hours’ which the employee regularly works each week, and they work the rest of their hours flexibly or when there’s extra demand at work.
• Staggered hours - The employee has different start, finish and break times from other workers.

Via www.gov.uk/flexible-working/types-of-flexible-working

Don’t discriminate

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

The Courts and Tribunals Judiciary receives around 250 disability discrimination claims each year. Although not listed as a protected characteristic, menopause could be classed as a disability, or sex discrimination.

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".

Career progression

Women want to be included. They want to know that their chance of promotion is equal to that of a man. Clear policies and consistent performance reviews will help motivate the women in your workforce and prove that your workplace awards employees based on merit, not gender.

Research by King’s College London points to a number of areas that can help women’s progress at work.

Green careers

It is also National Careers Week, and there are a number of roles, many with transferrable skills open to all employees in metals recycling.

Recent BMRA articles have presented more information to members to assist them 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, 63% of which showcased are currently women!

Communication is key

Overall, the key thing is to communicate. Speak with your female employees about any concerns they may have and how you can improve your policies to create greater inclusion in your workplace.

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).