HR & Recruitment had the biggest bounce back in jobs compared to July last year
Job opportunities in HR & Recruitment swelled to more than triple the average increase for all sectors
The Transport/ Logistics/ Warehouse industry saw the second highest increase
The HR & Recruitment industry has seen the greatest increase in job opportunities over the past year, new research has revealed.
The study, conducted by advertising experts N.Rich, analysed official job advertisement data from the ONS and Adzuna, comparing the year-on-year increase in job ads across 29 different industries between July 2020 and July 2021.
Results indicated that HR & Recruitment boasts an annual increase of 544% jobs advertised – more than three times the average increase for all UK industries (171%).
The Transport / Logistics / Warehouse industry has seen the second highest increase in job opportunities, with a 437% annual increase.
Rounding out the top three of highest annual increase of jobs advertised via Adzuna job boards were those for the Catering/ Hospitality industry, with a 425% improvement compared to the same date last year.
Other industries starting to recover include Manufacturing, which has a 420% annual increase in job adverts, putting it in fourth place. Fifth place belongs to the Marketing/ Advertising/ PR industry, with an annual increase in job adverts of 359%.
The lower half of the Top 10 features industries such as Management/ Exec/ Consulting industry (357% annual increase), Constructions/Trades (352%), and Admin/ Clerical/ Secretarial jobs (329% increase). Rounding off the top 10 are the Sales and Wholesale/Retail industries, with increases in job adverts of 292% and 290% respectively.
At the other end of the scale, Healthcare and Social Care saw the lowest increase in openings, going up by just 29% compared to a year previously, while Education also saw a relatively small rise of 52%.
Year-on-year comparison of job adverts across UK by industry – top 10, July 2020 – July 2021
Industry
Year-on-Year percentage increase
1. HR and Recruitment
544.94%
2. Transport/ Logistics/ Warehouse
437.74%
3. Catering and Hospitality
425.21%
4. Manufacturing
420.93%
5. Marketing/ Advertising/ PR
359.00%
6. Management/ Exec/ Consulting
357.13%
7. Construction/ Trades
352.44%
8. Admin/ Clerical/ Secretarial
329.41%
9. Sales
292.32%
10. Wholesale and Retail
290.53%
Average across all industries
171.8%
In addition, the study analysed how job opportunities have changed across the UK’s regions, with the East of England seeing an increase of 242% when comparing the week commencing 16 July 2021 with the same week in 2020.
In second place is the North East with a 223% increase in job adverts, while third place belongs to the West Midlands with a 210% increase in jobs advertised.
London has seen the lowest increase in job opportunities by region compared to July last year, at 134%. North West comes in behind at 167%, followed by the South East with a 168% increase in job adverts.
Year-on-year comparison of job adverts across UK by region, July 2020 – July 2021
UK Region
Year-on-Year percentage increase
1. East of England
242.1%
2. North East
223.2%
3. West Midlands
210.9%
4. East Midlands
205.7%
5. Yorkshire and The Humber
194%
6. South West
171.8%
7. South East
168.7%
8, North West
167.5%
9. London
134.2%
All Regions
171.8%
Year-on-year comparison of job adverts across UK by country, July 2020 – July 2021
UK Region
Year-on-Year percentage increase
1. Northern Ireland
232.5%
2. Wales
180.6%
3. England
176.2%
4. Scotland
159.9%
A spokesperson for N.Rich said, “It is exciting to see that a number of industries are recovering after a gruelling couple of years. It just goes to show that – despite fears of an economic downturn post lockdown – the UK job market remains resilient and robust.”
The study was conducted by N.Rich, which offers a rich array of intent data and ad inventory that enable marketers to drive awareness and lead generation effectively.
People struggling to secure or retain permanent employment can access free support delivered by trained advisers.
The national employment service Fair Start Scotland provides personalised and tailored support to those who have struggled to find and stay in work due to their personal circumstances. This may include caring commitments, health conditions or disabilities or other challenges caused by long-term unemployment.
A new marketing campaign has launched to ensure more people can access advice and support, including those who may be finding it more difficult to secure and retain employment as a result of the coronavirus (COVID-19) pandemic.
Employment and Fair Work Minister Richard Lochhead said: “We know that for some people finding work can be a difficult process. The Scottish Government’s Fair Start Scotland service provides people with practical support and advice which is tailored to the needs of the individual.
“Centred around dignity and respect, the service is there to help those who are having difficulty finding employment.
“The pandemic has created greater uncertainty in the labour market and that is why we want to reassure people across the country that expert support and assistance is there for them. Since launching in 2018 more than 32,500 have accessed advice and support from this service and now we want to reach even more people who could benefit.”
Rachel Walker, aged 26 from Carluke, was referred to Fair Start Scotland in March 2021. The advice and support she received helped her secure an administrative role with Capability Scotland.
Ms Walker said: “The support I received through Fair Start Scotland has been first class. My key worker helped build my confidence and encouraged me to take the right steps back into employment.
“As someone who is blind I had limited pathways into work, however, Scott always kept me upbeat, and I have recently secured a role with Capability Scotland. I am over the moon and I would recommend the service to anyone looking to move back into work.”
Public Health Scotland supports retaining the £20 a week uplift to universal credit and working tax credits, brought in by the UK Government in April 2020, to help create a Scotland where everybody thrives.
The social security top-up payment was introduced in April 2020 to help low-income households deal with the economic impact of the COVID-19 pandemic, and is due to expire in October.
The evidence is becoming stronger that increasing the incomes of the poorest, including by increasing means-tested benefits, can help narrow the gap in life expectancy and improve mental health and wellbeing.
All of those families affected claiming working tax credits are already in employment, as are 35% of people claiming universal credit. Another 31% of people claiming universal credit have health problems or caring responsibilities which compromise their ability to secure and retain jobs. Therefore, focusing on getting people into work, in itself, will not be sufficient.
Martin Taulbut, Public Health Intelligence Adviser at Public Health Scotland said:“People with higher incomes are healthier and live longer. Experiencing material hardship can have a profound direct impact on health by affecting our ability to buy the goods and services that support good health and underpin healthy life expectancy.
“The increase in value of universal credit and tax credits has reduced poverty, protecting the physical and mental health of low-income families and supporting working-age adults’ ability to find and keep good work. Decreasing the value of means-tested benefits is likely to result in a decline in the (already poor) health of the unemployed and low-income families, particularly after the experiences of the COVID-19 pandemic.
“As well as enabling families to live healthier lives now, action taken to improve and protect the health of children from early in life pays dividends for decades. By embedding health and wellbeing into policy decisions across areas of economy, employment and mental health, Scotland has an opportunity to make real progress on national outcomes.”
TUC calls for permanent short-time working scheme to protect jobs in times of economic crisis and change
TUC says government must build on the success of furlough – and set up a permanent scheme to deal with big disruptions to jobs in the future, like the transition to net zero, future pandemics and technological change
Periods of industrial change have too often been mismanaged and led to increased inequality – a short-time working scheme would help prevent this, says TUC
Union body warns of job losses amid abrupt end to furlough scheme
The TUC is calling on the government to establish a permanent short-time working scheme as “a post pandemic legacy” to help protect working people through periods of future economic change.
The TUC says the furlough scheme, while far from perfect, is one of the major successes of government policy during the pandemic, protecting millions of jobs and livelihoods.
On the back of the success of the furlough scheme, the union body is urging government to build on furlough – “not throw away its good work” – with a permanent short-time working scheme to make the labour market more resilient in times of change and crisis.
The union body adds that because of the UK transition to net zero and the increased uptake of new technology, this is “hugely relevant”.
Case for a short-time working scheme
In a new report, Beyond furlough: why the UK needs a permanent short-time work scheme, the TUC says the case for a short-time working scheme is clear, citing significant benefits for workers, firms and government. The union body says for workers, a short-time working scheme would:
reduce the risk of workers losing their jobs in times of crisis
protect workers’ incomes – particularly as short-time working schemes are usually more generous than unemployment benefits.
prevent widening inequalities – protecting women, disabled workers and BME workers who tend to lose their jobs first in a recession due to structural discrimination
And for the government, it would:
protect against long-term unemployment, and the subsequent devastating impacts on communities
help stabilise the economy, and encourage a faster economic recovery as workers continue to spend their wages
save money, as the cost of furlough schemes is often below the cost of unemployment benefits, particularly where costs are shared with employers.
For employers, the TUC says that such a scheme would produce significant savings on redundancy, training and hiring costs, as they enable firms to keep skilled workers on their books.
The union body points out that the UK is an anomaly among developed nations in having no permanent short-time working scheme to deal with periods of industrial disruption and weak demand.
In the OECD, 23 countries had short-time working schemes in place before the coronavirus pandemic, including in Germany, Japan and many US states.
Turbulent times ahead
The TUC predicts that the UK economy is likely to face significant risks in the future – be it from climate change and the transition to net zero, new technologies such as AI, new variants or another pandemic. All could cause unpredictable and widespread disruption in the labour market – causing big spikes in unemployment and business failure.
The TUC cites failed attempts to manage industrial change in the past, which “left communities abandoned” and played a major role in the widespread regional inequality we see today.
The union body says that if the government is serious about levelling up, it will put in place a permanent short-time working scheme to prevent inequalities spiralling – adding that a short-time working scheme could play a vital role in achieving a ‘just transition’ to net zero.
Criteria for accessing scheme
The TUC says the scheme should be governed by a tripartite panel bringing together unions, business and government, which should be tasked with designing the criteria for the new scheme.
In designing the scheme, the TUC says the panel should take into account best practice from existing global schemes. The union body has set out the following conditions which it says must be in place for accessing a short-time working scheme:
Workers should continue to receive at least 80 per cent of their wages for any time on the scheme, with a guarantee that no-one will fall below the minimum wage for their normal working hours
Any worker working less than 90 per cent of their normal working hours must be offered funded training.
Firms must set out a plan for fair pay and decent jobs
Firms should put in place an agreement with their workers, either through a recognised union or through consultation mechanisms.
Firms must demonstrate a reduction in demand – which can include restructuring
Firms should commit to paying their corporation tax in the UK, and not pay out dividends while using the scheme.
The scheme should ensure full flexibility in working hours.
There should be time limits on the use of the scheme, with extension possible in limited circumstances.
TUC General Secretary Frances O’Grady said: “Everyone deserves dignity and security at work. The pandemic shows how an unexpected economic shock can wreak havoc on jobs and livelihoods with little warning.
“In a changing and unpredictable world – as we battle climate change and new technologies emerge – a permanent short-time working scheme would help make our labour market more resilient and protect jobs and livelihoods.
“Too often in the past, periods of economic and industrial change have been badly mismanaged – increasing inequalities and leaving working people and whole communities abandoned.
“Setting up a ‘daughter of furlough’ to provide certainty to workers and firms through future industrial change would be a fitting pandemic legacy.
“Furlough has been a lifeline for millions of working people during the pandemic. Now is the time for the government to build on the success of furlough with a short-time working scheme – not throw away its good work.”
Furlough warning
The call for a permanent short-time working scheme comes exactly six weeks before the furlough scheme is set to end – the date at which employers are legally obliged to start consulting on planned redundancies with their staff.
The TUC is warning the abrupt end to the furlough scheme will cause unnecessary job losses and may harm the country’s economic recovery.
Recently, aviation unions have also been raising concerns about the sudden end to the furlough scheme and the loss of jobs in the sector.
On the ending of the furlough scheme, Frances said: “The jobs market is still fragile, with more than a million people still on furlough.
“An abrupt and premature end to the furlough scheme will needlessly cost jobs and harm our economic recovery.
“Instead of pulling the rug out from under the feet of businesses and workers, the chancellor must extend the furlough scheme for as long as is needed to protect jobs and livelihoods.”
Captain Martin Chalk, Acting General Secretary of BALPA said: “The UK aviation sector is the only industry to remain effectively in a lockdown.
“It employs about one million workers directly and ONS statistics show that 57% of remaining employees in air transport companies remain on furlough.
“The scale of jobs at risk of redundancy when the furlough scheme ends is self-evident, yet the footprint of aviation must not be missed – one in four constituencies has over 1,000 people employed directly by aviation companies.
“If the Chancellor chooses not to extend furlough, the effects will be felt by workers, communities and businesses right across the country.”
Diana Holland, Unite Assistant General Secretary, said: “Aviation is crucial to the UK’s economic recovery. It needs furlough support to continue while Covid restrictions apply.
“Airports and aviation support thousands of jobs. Without support all are at high risk.”
– The full report Beyond furlough: why the UK needs a permanent short-time work scheme is here:
Arts and social enterprise charity, Wasps, is to breathe new life into the former Granton Station after the Finance and Resources Committee approved their lease yesterday.
The Edwardian former station is to be transformed into a cultural and creative hub by Wasps, Scotland’s largest provider of studio space for artists and creative industries.
The first spades were put in the ground in June to bring the historic former Granton Station back to life as a high-quality creative workspace within the community, with a new public square in front of the building for pop-up events and recreation.
Wasps is set to move into the building in 2022 to create the cultural hub, providing space to support around 40 jobs, as well as helping around 100 people each year with creative business development opportunities.
The Glasgow-based social enterprise charity will deliver a heritage programme for local people and railway enthusiasts on the unique history of the location, as well as providing exhibition space to showcase local talent. They’ll also host workshops and a series of outdoor and online events for locals, with the potential to attract thousands of visitors to the area.
Councillor Rob Munn, Convener of the Finance and Resources Committee, said: “I’m delighted that the Committee has approved the lease for this historic building so Wasps can now start putting their exciting plans into place to bring this fantastic piece of Edwardian architecture back to life.
“The arts and cultural activities and events planned by them will attract thousands of visitors to Granton Waterfront, as well as nurturing artistic and cultural talent in the local area.
Depute Council Leader Cammy Day, said: “In June, we saw the first spades going in the ground to create this fantastic new space for artistic and cultural talent and we’ll soon be announcing the name of the new square being developed in front of it.
“The new hub run by Wasps will be a key focal point in our wider £1.3bn regeneration of the local area, creating new homes, jobs and communities. I’ve met with Wasps recently and I’m keen to see them work with existing local community groups.
“I’m very much looking forward to working with Wasps as they move forward and develop their exciting plans for the building and the wider Granton Waterfront area and beyond.
Audrey Carlin, Wasps’ Chief Executive Officer, said: “This is a fantastic opportunity for Wasps and for the area, as part of a wider cultural regeneration initiative. Wasps already supports 180 artists in Edinburgh, and this new facility, at the gateway into Granton, will incubate more digitally based creative people.
“On completion it will attract a diverse and vibrant community to the heart of Granton, and provide new opportunities for established communities in North Edinburgh, while acknowledging the heritage of the building and its connection to the city.
“The project also offers new employment and community engagement opportunities, something we have helped to foster successfully at other locations across Scotland.”
Aldi is looking to hire over 140 colleagues in Edinburgh and The Lothians between now and Christmas.
The UK’s fifth-largest supermarket is looking for people of all levels of experience to fill roles at its stores and distribution centres across the region.
This includes apprenticeships and part-time positions such as Warehouse Cleaner and Stock Assistant, all the way up to Deputy Manager.
Stores in Edinburgh and The Lothians where Aldi is looking to hire include Bathgate, Hermiston Gait and Livingston.
The recruitment push forms part of Aldi’s nationwide expansion drive in recent years, with the supermarket currently looking to fill thousands of roles across the UK before the end of the year.
Kelly Stokes, Recruitment Director at Aldi UK, said: “As we continue to grow, we’re looking for more ambitious and hard-working individuals to join our team at stores across Edinburgh and The Lothians.
“There’s something here for everyone, from new starters looking to take their first step on the career ladder to more experienced team managers seeking a new challenge.
“Our amazing colleagues are central to everything we do at Aldi and remain one of the key factors in our success. We’re looking forward to welcoming our new recruits to the team.”
Those interested in applying for a career with Aldi can visit
A new study examining the impact of lockdowns on Scotland’s young people has revealed that over two-thirds (67%) feel positive about their current employment situation as lockdown eases, but only two-fifths of Scottish students are confident about securing future employment.
Commissioned by the Scottish Government and delivered by the Scottish Youth Parliament, YouthLink Scotland and Young Scot, the study of nearly 2,500 young people serves as a follow-up to previous surveys that explored young people’s concerns in response to the pandemic.
The latest LockdownLowdown research examines the lasting impact of lockdowns and comes as many young people return to in-person education and work as lockdown restrictions ease.
The results revealed that job satisfaction among young people has risen since last year, with 67% of young people feeling good about their current job situation – a 12% increase from the previous LockdownLowdown report in the winter.
However, positive sentiment waned when young people were asked about their confidence in finding a job in the future – with 2 in 5 (37%) of those currently in higher education concerned about securing graduate employment.
In general, employment and finances were leading worries among young people, with more than a third (36%) admitting that their work hours had been cut, while a fifth (22%) were placed on furlough, and 18% lost their job entirely. This comes when over a third (36%) don’t know where to access information on financial support.
The Lockdown Lowdown survey identified mental health as a further concern among young people, with over a third (35%) worried about their mental wellbeing and two fifths (40%) not confident about accessing information on mental health and wellbeing.
Following the reopening of schools and learning environments, over three quarters (76%) of young people have returned to in-person education – with 85% happy to be back. However, nearly half of respondents (44%) felt unprepared in the run-up to this year’s assessments, and only 2 in 5 (38%) were confident that the grades determined by their teachers would be delivered fairly.
Nearly 2,500 young people from across Scotland took part in the research that will be used by the Scottish Government and shared with stakeholders, including the NHS and local authorities.
Josh Kennedy MSYP, Chair of the Scottish Youth Parliament, said:“Meaningfully engaging with the views of young people is the only way to ensure that decisions are made with their views and needs at the centre.
“The latest LockdownLowdown report makes it very easy for decision-makers to find out what young people think about restrictions easing. Young people have had an incredibly challenging time over the last year and a half.
“I would encourage every decision-maker in Scotland to look at the views presented in this report and consider them when making decisions about how Scotland comes out of the Pandemic.”
Tim Frew, CEO of YouthLink Scotland, said:“As we strive to return our lives to normal after this really challenging period, it’s vital that government and other decision makers know where young people are at, and their thinking on the pandemic.
“In this latest survey there are very clear messages from young people around anxiety about future employment prospects, mental health remains a significant concern and there are clearly issues about the impact lockdown has had on assessments and results.
“As we continue to come through the pandemic, the voices of young people need to be listened to as we shape the way forward. The findings also show the importance of youth work to many young people, and demonstrates the incredible support youth workers have continued to offer in extremely difficult circumstances.”
Kirsten Urquhart, Interim CEO of Young Scot said: “Given the immense challenges young people have faced throughout the pandemic, it’s no surprise to see rising concern over future employment.
“While a surge in job satisfaction is cause for cautious optimism – we want to reassure young people that Young Scot is here to support every young person with their next steps as we begin to recover from the pandemic.”
Union body warns use of umbrella companies could spiral post-pandemic
New TUC research estimates that half of agency workers work for umbrella companies
The TUC has called for umbrella companies to be banned, as it publishes a new report on their increasingly widespread use in the UK labour market. The union body says the scandalous workplace practices associated with umbrella companies have “no place in modern Britain”.
An umbrella company is essentially a payroll company, used by recruitment agencies to operate a PAYE (pay-as-you-earn) system for the agency workers that they find work for. In many cases, the umbrella company will also employ the agency worker, with the agency workers becoming “employees” of the umbrella company.
A fragmented employment relationship
The TUC says that umbrella companies create multiple issues which mean it is difficult for workers to exercise their basic rights.
The union body says in particular, workers face misleading and unfair deductions from pay, adding that breaches of holiday leave and pay entitlement are widespread – with umbrella companies preventing workers from taking their holiday entitlements.
To make matters worse, the TUC says “the use of umbrella companies fragments the employment relationship”, leaving workers unsure of who to speak to resolve problems and often “passed from pillar to post” when trying to sort out their issues.
It has been widely reported that some umbrella companies promote and coerce their employees to use tax evasion schemes, leaving workers potentially facing huge future tax bills.
Increased use of umbrella companies
The union body is warning that the use of umbrella companies could spiral post-pandemic because of a combination of changes to tax rules (IR35) which have come in this financial year and the increase in agency work.
The IR35 or “off-payroll working rules” will potentially make employers liable for the tax and national insurance contributions of the contractors that they engage with. Government guidance states that the off-payroll working rules are unlikely to apply if you are employed by an umbrella company.
The TUC predicts that transferring contractors to umbrella companies will be seen by some companies as a convenient way to continue to shirk their tax and employment rights obligation.
New TUC research estimates that half of agency workers work for umbrella companies. Recruitment agencies have been used through the pandemic for key worker roles that needed to be mobilised quickly, like vaccinators and testing staff.
The TUC is concerned that post-pandemic the number of agency workers will increase – and therefore umbrella workers too – as companies scramble for new staff amid reopening and labour shortages in some sectors.
The TUC warns that there is no proper regulation of the sector, because the government has failed to task any of the enforcement bodies with regulating the umbrella sector, despite a recommendation from the Taylor Review into Modern Working Practices, that enforcement of umbrella companies should be stepped up.
The union body says this is a “gaping hole in enforcement” and lets down some of the lowest paid and most insecure workers.
In order to clamp down on the umbrella companies, the TUC is calling for:
An outright ban on umbrella companies by requiring employment agencies to pay and employ the staff they place with clients
Joint liability laws in supply chains, that make the end client and any contractor in the supply chain responsible for upholding the legal rights of those working in the supply chain
Greater trade union access to workplaces and new trade union rights
TUC General Secretary Frances O’Grady said: “Everyone deserves decent work. But too many low-paid workers are denied the wages they were promised and basic legal rights like holiday pay because they work for umbrella companies.
“Lots of them are the key workers we all applauded – like social care workers, teachers and coronavirus testing staff.
“These scandalous workplace practices have no place in modern Britain. But our inadequate regulations let dodgy umbrella companies off the hook – allowing them to act with impunity.
“Employers shouldn’t be able to wash their hands of any responsibility by farming out their duties to a long line of intermediaries.
“Enough is enough. It’s time for ministers to ban umbrella companies, without delay.”
Young people looking to enter the workforce are to benefit from £70 million of investment from the Scottish Government.
The Young Person’s Guarantee aims to protect people from the economic impact of COVID-19 by offering every 16-24 year old in Scotland the opportunity of a job, apprenticeship, further or higher education, training programme or volunteering.
The announcement meets four of the commitments for the first 100 days of this government, and comes as a new report highlights the progress of the Young Person’s Guarantee.
Since it was officially launched in November 2020 funding has been committed to create up to 18,000 training, job and apprenticeship opportunities for young people.
The £70 million of investment includes:
£45 million for local partnerships to provide training, employer recruitment incentives, and mental health interventions for young people
£13.5 million for Colleges, Universities and the Scottish Funding Council to provide industry-focussed courses supporting up to 5,000 young people and employment support for 500 recent graduates
£10 million for the roll-out of new school coordinators and enhanced school provision to support young people access education, work and training
£1.5 million to increase places on volunteering and third sector programmes
During a visit to Young Movers, a youth charity based in Glasgow, First Minister Nicola Sturgeon said: “We know that young people have been badly affected by the pandemic and we are determined to do everything we can to support them.
“The Young Person’s Guarantee is a vital part of that support which aims to give all young people the chance to succeed despite the economic impacts of COVID-19.
“This investment of £70 million, which meets four of our 100 days commitments, will also ensure employers continue to benefit from the fresh talent and new perspectives that young people bring to workplaces across Scotland.”
Sandy Begbie, Chair of the Young Person’s Guarantee Implementation Group, said: “Inclusion was at the core of the Young Person’s Guarantee so I am particularly pleased by the increased opportunities created for young people who are furthest from the workplace.
“None of this could have been achieved without employers being engaged and I am delighted we have almost 100 employers and business groups signed up supporting the scheme.
“Our young people, who have been disproportionately impacted as a result of the pandemic, are an asset to Scotland and it has never been more important that we deliver against the Young Person’s Guarantee.”
TUC publishes first UK major report into sexual harassment of disabled women at work
Most disabled women surveyed told the TUC they have been sexually harassed at work – and 1 in 8 of those say they left their jobs because of this
TUC calls for a new duty on employers to protect all their staff from sexual harassment at work
Around 7 in 10 (68%) disabled women surveyed about sexual harassment say they have been sexually harassed at work, according to a new poll published by the TUC.
And younger disabled women aged 18 to 34 are even more likely to have experienced sexual harassment, with almost 8 out of 10 (78%) reporting being harassed at work.
Sexual harassment
A ground-breaking TUC study on sexual harassment published in 2016 found that more than half (52%) of women had experienced sexual harassment in the workplace. And in a further TUC survey in 2019, nearly 7 in 10 (68%) lesbian, gay, bisexual and trans people reported being sexually harassed at work
Sexual harassment at work can take many forms, from suggestive remarks, jokes about a colleague’s sex life, circulating pornography, to inappropriate touching, hugging or kissing, demands for sexual favours, and even assault and rape.
This new TUC survey – which is the first major study into the sexual harassment of disabled women at work in Great Britain, and was carried out by YouGov – found that of those surveyed:
Around 2 in 5 (38%) have experienced unwelcome sexual advances at work.
More than 1 in 3 (36%) say they have experienced unwanted touching.
Almost 1 in 5 (18%) experienced sexual assault, such as unwanted sexual touching.
And 1 in 25 (4%) have experienced a serious sexual assault or rape at work.
Reporting
Two-thirds (67%) of disabled women who experienced sexual harassment at work told the TUC that they did not report the harassment to their boss the most recent time it happened. Of these, the most common reason was that they did not believe they would be taken seriously (39%).
Some said they were worried it would have a negative impact on their career or work relationships (30%). Other reasons included not thinking they would be believed (13%) or thinking they would be blamed if they reported the incident (11%).
And unfortunately, of those who did report the most recent instance of sexual harassment, more than half (53%) said it was not dealt with satisfactorily.
Impact
Disabled women told the TUC that sexual harassment had a big effect on their lives.
Around 1 in 3 (34%) said their experiences had a negative impact on their mental health. More than 1 in 5 (21%) said it negatively affected their relationships with colleagues. And it caused 1 in 8 (12%) to leave their job or employer entirely.
Disabled women face significant barriers getting into work and to getting paid the same as non-disabled workers, says the TUC.
TUC research in October 2020 found that disabled women earned 36% less than non-disabled men. And the analysis found that the unemployment gap for disabled women, when compared to non-disabled men was 32.6 percentage points.
TUC General Secretary Frances O’Grady said: “No one should face sexual harassment at work. But seven in ten disabled women say they have been sexually harassed by a colleague or a customer while at work.
“Four years on from the explosion of #MeToo on a global scale, employers still aren’t doing enough to make sure women are safe at work. It’s time for every employer to take responsibility for protecting their staff from sexual harassment.
“Ministers must change the law to make employers protect workers from sexual harassment specifically, and from all forms of harassment by customers and clients.
“Anyone worried about sexual harassment at work should get in touch with their union.”
Ministers must act
The TUC is calling on the government to take a range of actions including:
Introduce a new duty to prevent sexual harassment, putting an enforceable legal requirement on all employers to protect their workers from harassment.
Strengthen legislation to tackle third-party harassment in the upcoming employment bill.
Increase funding for the Equality and Human Rights Commission so it can enforce the new duty to prevent sexual harassment.
Introduce a statutory code of practice on sexual harassment and harassment at work, setting out the steps that employers should take to prevent and respond to sexual harassment, and what can be considered in evidence when determining whether the duty has been breached.
