illustration for the drivers of inequality

Driver Category 4.4

Harmful social and cultural norms which create employment barriers for certain groups

This category covers social and cultural norms which create barriers to employment for women – including unequal distribution of domestic duties and the burden of care for dependants (children, sick, disabled, elderly).

It also captures barriers for people with disabilities and other types of discrimination in recruitment – whether based on gender, race, caste, class, etc.

Guiding Questions

General Questions

  • Is there evidence that social norms and cultural practices related to gender play a significant role in influencing access to employment?
  • Is there evidence that racial discrimination or prejudice against certain minority groups is influencing employment opportunities?
  • What attitudinal barriers and prejudice do persons with disabilities face in your country?
  • Is there evidence that negative beliefs regarding disability are influencing employment opportunities?
  • Is there a specialised national equality body that can monitor practices in this area?
  • Is it adequately staffed and resourced?

Employment barriers: gender norms

  • Is there any information available on the reasons that fewer women than men are working in your country?
  • What is the impact of different aspects such as: lack of affordable childcare, need to balance work with domestic responsibilities, lack of access to transportation, families that don’t approve etc.?
  • Do prevailing social norms mean a women’s place is seen in the home rather than at work?
  • Is there any evidence of explicit or implicit discrimination against women during recruitment and promotion processes, including in relation to well-paid, senior level jobs?
  • Is there evidence that women are more likely to be made redundant than men?
  • What is being done to tackle discriminatory attitudes and practices towards women shown by firms during recruitment processes and with regard to promotion and redundancy processes?
  • Are there negative myths and stereotypes about women, their strengths, weaknesses and abilities that potentially impact recruitment and promotion practices?
  • Is any analysis available looking at issues such as promotion bias in large firms?
  • Are women’s jobs protected to ensure that after notification of pregnancy they cannot be penalised?
  • After maternity leave do women have the right to return to work at the same level of pay (and including on flexible terms if this is preferred)?
  • Is there evidence of women’s rights not being respected in these areas?
  • What remedies do women have access to and what sanctions are applied in these cases?

Employment barriers: racial discrimination and minority groups

  • What is known about the prevalence of racist and discriminatory beliefs in your country?
  • Is data appropriately gathered on the lived experiences of racism and discrimination, as well as on the nature of beliefs of racist individuals?
  • Is there any research looking at the racism prevalent within key state institutions and major employers and how this impacts the diversity of the public and private sector workforces?
  • Is there evidence of occupational segregation by race and ethnicity in the labour market?
  • What occupations are particularly segregated?
  • Are there negative myths and stereotypes about particular minority groups and their work ethic and abilities?
  • Is there any evidence of explicit or implicit discrimination against minority groups during recruitment and promotion processes, including in relation to well-paid, senior level jobs?
  • Is there evidence that minority groups are more likely to be made redundant than other workers?
  • What is being done to tackle discriminatory attitudes and practices towards minority groups shown by firms during recruitment processes and with regard to promotion and redundancy processes?
  • What is being done to tackle racism and discrimination against minority groups within the workplace?
  • What legal mechanisms exist to hold employers liable?
  • Are there any initiatives to address broader workplace culture?
  • What is the government doing to more broadly combat racism and discrimination?
  • What public information campaigns and public education and outreach activities are undertaken to tackle racism and discrimination and to shift discriminatory and intolerant attitudes and beliefs?

Employment barriers: disability

  • Is there information available on the barriers to employment experienced by people with disabilities?
  • Are there negative myths and stereotypes about people with disabilities and their ability to work productively?
  • Is there any evidence of explicit or implicit discrimination against people with disabilities during recruitment and promotion processes, including in relation to well-paid, senior level jobs?
  • Is there evidence that people with disabilities are more likely to be made redundant than other workers?
  • What is being done to tackle discriminatory attitudes and practices towards people with disabilities shown by firms during recruitment processes and with regard to promotion and redundancy processes?
  • What is the government doing to encourage employers to hire people with disabilities?
  • Are tax incentives available if certain quotas are met?
  • Are there public funds available to cover the cost of adaptation and maintenance of the workplace?

Indicators

Potential indicators to monitor the drivers of inequalities in this main driver category

  • % of men/women who agree that women should be able to work outside the home if they choose
  • % of people who agree that people with disabilities should be able to take-up paid work and that any necessary workplace adaptions should be made
  • % of population who self-report as being prejudiced towards people of different ethnicities
  • Number of discrimination cases brought before Employment Tribunal (by characteristic of employee and type of complaint)
  • Amount of public spending on information campaigns regarding discriminatory and harmful social norms (gender, disability, racial discrimination, sexual orientation and gender identity)

Candidate Policies

To see related Candidate Policies in this main driver category please click here.