TO BE PUBLISHED April 2025
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£99 + VAT
Format: DOWNLOADABLE PDF
This conference is bringing together policymakers and stakeholders to discuss latest developments and priorities for promoting women’s equality in the workplace in the UK.
It will be an opportunity to examine the direction of policy under the new Government, assess implications for legislative proposals, and consider prospects for moving forward on longstanding issues. Areas for discussion include the Employment Rights Bill and proposed changes to gender pay gap reporting, statutory sick pay, and unfair dismissal protections.
We expect discussion on priorities for the new Office for Equality and Opportunity, which will guide national policy on gender equality, alongside broader initiatives for race, disability, and socio-economic equality. We also expect delegates to look at considerations for policy going forward drawing on the previous government’s Women's Health Strategy: 2024.
Key stakeholders and policymakers will consider priorities for the further development of proposals, as well as potential issues for implementation that might need to be addressed, to effectively advance employment rights for women, including those affected by health or care responsibilities.
Sessions in the agenda also look at implications for employers, as well as best practice, in meeting new obligations including around pay reporting and menopause support, and implementing proposed changes to effectively foster a supportive and inclusive work environment that promotes retention and career progression. With new protections against workplace harassment now ratified in law under the Worker Protection Act 2024 which came into force in October, attendees will examine employer obligations to prevent harassment and create safer work environments.
Looking at strategies for improving support for women’s health, including addressing absenteeism from menopause-related symptoms, the agenda will bring out examples of how employer-driven strategies can play a role in boosting productivity and reducing health-related employment gaps. In light of recent announcements in the Budget, delegates will also assess government-funded initiatives designed to support working parents from disadvantaged backgrounds by easing some of the childcare burden, such as the expanded investment in school breakfast clubs.
Delegates will also consider female senior-level representation, examining latest developments and best practice examples of workplace cultures, hybrid work arrangements, and evolving pay structures as well as approaches to addressing gender-based barriers, especially where there are intersectional factors.
All delegates will be able to contribute to the output of the conference, which will be shared with parliamentary, ministerial, departmental and regulatory offices, and more widely. This includes the full proceedings and additional articles submitted by delegates.
