Positive Equality Duties: The Future of Equality and Transparency?
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- Submited: November 3, 2020
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Published: August 30, 2021
Abstract
Transparency is a radical expectation in the context of equality law. In a system highly dependent on individual enforcement, the lack of transparency in the treatment of individual claims dramatically limits the potential of equality law to achieve systemic change. Overcoming discrimination that is systemic, embedded, and pervasive requires moving beyond confidential mechanisms for addressing discrimination. Given that the implementation of workplace equality law occurs in practice at the organisational level, there is a growing need to focus on what employers are actually doing to achieve equality, and how their practices are accountable to those affected and the broader community.
References
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56. ———. 2018b. “Older People and Employment: Government and Equality and Human Rights Commission Responses to the Committee”s Fourth Report of Session 2017–19”. Sixth Special Report of Session 2017-19, HC 1585. London. https://publications.parliament.uk/pa/cm201719/cmselect/cmwomeq/1585/1585.pdf.
57. ———. 2021. “Unequal Impact? Coronavirus and the Gendered Economic Impact”. HC 385 Fifth Report of Session 2019-21. https://committees. parliament.uk/publications/4597/documents/46478/default/.
58. Wood, Stephen J., Lilian M. de Menezes, and Ana Lasaosa. 2003. “Family-Friendly Management in Great Britain: Testing Various Perspectives”. Industrial Relations 42 (2): 221–50. https://doi.org/10.1111/1468-232X.00288.
59. Wooten, Lynn Perry, and Erika Hayes James. 2004. “When Firms Fail to Learn: The Perpetuation of Discrimination in the Workplace”. Journal of Management Inquiry 13 (1): 23–33. https://doi.org/10.1177/1056492603259059.
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2. Allen, Dominique, and Alysia Blackham. 2019. “Under Wraps: Secrecy, Confidentiality and the Enforcement of Equality Law in Australia and the UK”. Melbourne University Law Review 43 (2): 384–422.
3. Barnes, Helen, Deborah Smeaton, and Rebecca Taylor. 2009. “An Ageing Workforce: The Employer’s Perspective”. 468. Brighton. http://www.employment-studies.co.uk/pdflib rary/468.pdf
4. Barnes, Jeb, and Thomas F. Burke. 2012. “Making Way: Legal Mobilization, Organizational Response, and Wheelchair Access”. Law & Society Review 46: 167–98.
5. Barr, Caelainn, and Frances Perraudin. 2019. “Lack of Sanctions 'Makes a Mockery' of Gender Pay Gap Reports”. The Guardian, 28 February 2019, sec. Society. http://www.theguardian.com /society/2019/feb/28/lack-of-sanctions-makes-a-mockery-of-gender-pay-gap-reports.
6. Blackburn, Robert, and Mark Hart. 2003. “Employment Rights in Small Firms: Some New Evidence, Explanations and Implications”. Industrial Law Journal 32 (1): 60–67. https://doi.org/10.1093/ilj/32.1.60.
7. Blackham, Alysia. 2019. “Re-Systematising Labour Law: Beyond Traditional Systems Theory and Reflexive Law?” In Theorising Labour Law in a Changing World: Towards Inclusive Labour Law, edited by Alysia Blackham, Miriam Kullmann, and Ania Zbyszewska, 189–206. Oxford: Hart.
8. ———. 2020. “Why Do Employment Age Discrimination Cases Fail? An Analysis of Australian Case Law”. Sydney Law Review 42 (1): 1–35.
9. Blackham, Alysia, and Dominique Allen. 2019. “Resolving Discrimination Claims Outside the Courts: Alternative Dispute Resolution in Australia and the United Kingdom”. Australian Journal of Labour Law 31: 253–78.
10. Blackham, Alysia, and Jeromey Temple. 2020. “Intersectional Discrimination in Australia: An Empirical Critique of the Legal Framework”. UNSW Law Journal 43 (3): 773–800.
11. Blundell, Jack. 2021. “Wage Responses to Gender Pay Gap Reporting Requirements”. CEPDP1750. https://cep.lse.ac.uk/_new/publications/abstract.asp?index=7804.
12. Breitenbach, Esther. 2004. “The Scottish Executive and Equality”. Etudes Ecossaises, no. 9. http://www.docs.hss.ed.ac.uk/education/creid/projects/07xiii_esrc_seminar2_papereb.pdf.
13. Brett Young, Michael. 2015. “From Commitment to Culture: The 2015 Review of the Charter of Human Rights and Responsibilities Act 2006 - Summary Report”. Melbourne.
14. Davies, Anne C. L. 2009. Perspectives on Labour Law. 2nd ed. Law in Context. Cambridge University Press.
15. Deakin, S., C. McLaughlin, and D. H. Chai. 2011. “Gender Inequality and Reflexive Law: The Potential of Different Regulatory Mechanisms for Making Employment Rights Effective”. Working Paper 426. Cambridge. http://www.cbr.cam.ac. uk/pdf/WP426.pdf.
16. Deakin, Simon, Colm McLaughlin, and Dominic Chai. 2012. “Gender Inequality and Reflexive Law: The Potential for Different Regulatory Mechanisms”. In Making Employment Rights Effective: Issues of Enforcement and Compliance, edited by Linda Dickens, 115–38. Oxford: Hart.
17. Dickens, Linda. 2006. “Equality and Work-Life Balance: What”s Happening at the Workplace”. Industrial Law Journal 35 (4): 445–49. https://doi.org/10.1093/indlaw/dwl035.
18. ———. 2007. “The Road Is Long: Thirty Years of Equality Legislation in Britain”. British Journal of Industrial Relations 45 (3): 463–94. https://doi.org/10.1111/j.1467-8543.2007.00624.x.
19. Duchini, Emma, Stefania Simion, and Arthur Turrell. 2020. “Pay Transparency and Cracks in the Glass Ceiling”. CAGE Online Working Paper Series 482.
20. EHRC. 2012. “Publishing Equality Information: Commitment, Engagement and Transparency”. London.
21. ———. 2017. “Measuring Up? Report 7: Public Authorities” Performance in Meeting the Scottish Specific Equality Duties, 2017”.
22. Equality and Human Rights Commission. 2021. “Gender Pay Gap: Our Enforcement Action”. Equality and Human Rights Commission. 25 February 2021. https://www.equalityhumanrights.com/en/pay-gaps/gender-pay-gap-our-enforcement-action.
23. Equality and Human Rights Commission Scotland. 2015a. “Measuring Up? Report 4: Performance”. Edinburgh. http://www.equalityhumanrights.com/sites/default/files/publication_pdf/measuring_up_4_performance_final_1.pdf.
24. ———. 2015b. “Measuring Up? Report 4: Practice”. Edinburgh. http://www.equalityhumanrights.com/sites/default/files/publication_pdf/measuring_up_4_practice_final_2.pdf.
25. Felstead, Alan, Nick Jewson, Annie Phizacklea, and Sally Walters. 2002. “Opportunities to Work at Home in the Context of Work-Life Balance”. Human Resource Management Journal 12 (1): 54–76.
26. Foster, Deborah. 2015. “Devolution and Disabled Workers: The Experiences of Union Equality Representatives in Wales: Devolution, Disabled Workers and Equality Representatives”. Industrial Relations Journal 46 (2): 153–68. https://doi.org/10.1111/irj.12096.
27. Fredman, Sandra. 2008. Human Rights Transformed: Positive Rights and Positive Duties. Oxford: Oxford University Press.
28. ———. 2011. Discrimination Law. 2nd ed. Clarendon Law Series. Oxford: Oxford University Press.
29. ———. 2012. “Breaking the Mold: Equality as a Proactive Duty”. American Journal of Comparative Law 60: 265–88.
30. Fung, Archon, Mary Graham, and David Weil. 2007. Full Disclosure: The Perils and Promise of Transparency. New York: Cambridge University Press.
31. Government Equalities Office. 2010. “Equality Act 2010: The Public Sector Equality Duty. Promoting Equality through Transparency: A Consultation”. London.
32. ———. 2015. “Closing the Gender Pay Gap: Government Consultation”. London. https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/450878/Gender_Pay_Gap_Consultation.pdf.
33. ———. 2021. “Gender Pay Gap Reporting: Changes to Enforcement”. GOV.UK. 23 February 2021. https://www.gov.uk/guidance/gender-pay-gap-reporting-changes-to-enforcement.
34. GOV.UK. 2017a. “Gender Pay Gap Reporting: Overview”. GOV.UK. 6 March 2017. https://www.gov.uk/guidance/gender-pay-gap-reporting-overview.
35. ———. 2017b. “Gender Pay Gap Reporting: What Employers Must Publish”. GOV.UK. 6 March 2017. https://www.gov.uk/guidance/gender-pay-gap-reporting-what-employers-must-publish.
36. ———. 2017c. “Gender Pay Gap Reporting Goes Live”. GOV.UK. 12 April 2017. https://www. gov.uk/government/news/gender-pay-gap-reporting-goes-live.
37. Grosser, Kate, and Jeremy Moon. 2008. “Developments in Company Reporting on Workplace Gender Equality?” Accounting Forum 32 (3): 179–98. https://doi.org/10.1016/j.accfor. 2008.01.004.
38. Hepple, Bob. 2011. “Enforcing Equality Law: Two Steps Forward and Two Steps Backwards for Reflexive Regulation”. Industrial Law Journal 40 (4): 315–35. https://doi.org/10.1093/indlaw /dwr020.
39. Hoque, Kim, and Mike Noon. 2004. “Equal Opportunities Policy and Practice in Britain: Evaluating the “Empty Shell” Hypothesis”. Work, Employment & Society 18 (3): 481–506. https://doi.org/10.1177/0950017004045547.
40. James, Erika Hayes, and Lynn Perry Wooten. 2006. “Diversity Crises: How Firms Manage Discrimination Lawsuits”. Academy of Management Journal 49 (6): 1103–18. https://doi.org/10.5465/AMJ.2006.23478091.
41. Kersley, Barbara, Carmen Alpin, John Forth, Alex Bryson, Helen Bewley, Gill Dix, and Sarah Oxenbridge. 2006. Inside the Workplace: Findings from the 2004 Workplace Employment Relations Survey. Abingdon: Routledge.
42. Landau, Ingrid, and Shelley Marshall. 2018. “Should Australia Be Embracing the Modern Slavery Model of Regulation?” Federal Law Review 46 (2): 313–39. https://doi.org/10.1177/0067 205X1804600206.
43. Manfredi, Simonetta, Lucy Vickers, and Kate Clayton-Hathway. 2018. “The Public Sector Equality Duty: Enforcing Equality Rights Through Second-Generation Regulation”. Industrial Law Journal 47 (3): 365–98. https://doi.org/10.1093/ indlaw/dwx022.
44. Marriott, Nigel. 2018. “1 in 10 Organisations Have Published Incorrect Gender Pay Gap Data. Are You One of Them?” Nigel Marriott”s Blog (blog). 12 May 2018. https://marriott-stats.com/nigels-blog/1-in-10-orgs-published-incorrect-gender-pay-gap-data/.
45. McCrudden, Christopher. 1998–1999. “Mainstreaming Equality in the Governance of Northern Ireland”. Fordham International Law Journal 22: 1696.
46. Owen, David L. 2003. “Recent Developments in European Social and Environmental Reporting and Auditing Practice—A Critical Evaluation and Tentative Prognosis”. Research paper, no. 3. International Centre for Corporate Social Responsibility, Nottingham University. https:// citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.203.5484&rep=rep1&type=pdf.
47. Schleiger, Melanie. 2011. “One Size Fits All: The Obligation of Public Authorities to Consider Human Rights under the Victorian Charter”. Australian Journal of Administrative Law 19 (1): 17–32.
48. Scottish Government. 2015. Equality Outcomes and Mainstreaming Report 2015. Edinburgh: Scottish Government. http://www.gov.scot/ Publications/2015/04/7781/0.
49. Smith, Belinda, and Monica Hayes. 2015. “Using Data to Drive Gender Equality in Employment: More Power to the People?” Australian Journal of Labour Law 28: 191.
50. Sturm, Susan. 2001. “Second Generation Employment Discrimination: A Structural Approach”. Columbia Law Review 101 (3): 458. https://doi.org/10.2307/1123737.
51. Thornton, Margaret. 1991. “The Public/Private Dichotomy: Gendered and Discriminatory”. Journal of Law and Society 18 (4): 448–63. https://doi.org/10.2307/1410319.
52. VEOHRC. 2015. “Eight-Year Charter Review - Position Paper: Legal Proceedings and Remedies”. Melbourne.
53. Williams, George. 2006. “The Victorian Charter of Human Rights and Responsibilities: Origins and Scope”. Melbourne University Law Review 30 (3): 880–905.
54. Winterbotham, Mark, Katie Spreadbury, Erica Garnett, and Christabel Downing. n.d. “Company Reporting: Gender Pay Data”. London. Accessed 17 July 2020. https://assets.publishing.service. gov.uk/government/uploads/system/uploads/attachment_data/file/445458/Company_Reporting_GPG_research.pdf.
55. Women and Equalities Committee. 2018a. “Older People and Employment”. Fourth Report of Session 2017-19, HC 359. London.
56. ———. 2018b. “Older People and Employment: Government and Equality and Human Rights Commission Responses to the Committee”s Fourth Report of Session 2017–19”. Sixth Special Report of Session 2017-19, HC 1585. London. https://publications.parliament.uk/pa/cm201719/cmselect/cmwomeq/1585/1585.pdf.
57. ———. 2021. “Unequal Impact? Coronavirus and the Gendered Economic Impact”. HC 385 Fifth Report of Session 2019-21. https://committees. parliament.uk/publications/4597/documents/46478/default/.
58. Wood, Stephen J., Lilian M. de Menezes, and Ana Lasaosa. 2003. “Family-Friendly Management in Great Britain: Testing Various Perspectives”. Industrial Relations 42 (2): 221–50. https://doi.org/10.1111/1468-232X.00288.
59. Wooten, Lynn Perry, and Erika Hayes James. 2004. “When Firms Fail to Learn: The Perpetuation of Discrimination in the Workplace”. Journal of Management Inquiry 13 (1): 23–33. https://doi.org/10.1177/1056492603259059.
60. Workplace Gender Equality Agency. 2016. “Annual Report 2015-16”. Sydney.
61. ———. 2017a. Progress Report 2014-16. Sydney: Workplace Gender Equality Agency.
62. ———. 2017b. “Public Reports”. Workplace Gender Equality Agency. 2017. https://www. wgea.gov.au/report/public-reports.
63. ———. 2019. “Annual Report 2018–19”. Sydney. https://www.wgea.gov.au/sites/default/files/documents/wgea-annual-report-18-19.pdf.
64. ———. 2020. “Non-Compliant List”. Workplace Gender Equality Agency. 24 July 2020. https://www.wgea.gov.au/non-compliant-list.
65. ———. n.d. “WGEA Data Explorer”. WGEA Data Explorer. Accessed 12 July 2017. http://data.wgea.gov.au/.
How to Cite
1.
Blackham A. Positive Equality Duties: The Future of Equality and Transparency?. LiC [Internet]. 2021Aug.30 [cited 2023Oct.1];37(2):98-118. Available from: https://journals.latrobe.edu.au/index.php/law-in-context/article/view/150